Work-Life Balance & Employees-Employer Relationship

Work-Life Balance & Employees-Employer Relationship.

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The Expansion of Human Resources Management

Businesses are rapidly enhancing and improving with the passage of time while the most important factor that directly impact on the “Human Resources Management” whereas there are some challenges such as main essential part of this challenge is Globalization and Technology factors.

Today Markets are rapidly change, we have such an best example that may be quantify the real factor that why most of the organizations cant produce the productivity and benefits, the first think is to lead from the HR department, if HR is working Properly then everything might be best fit within the organization and then divided HR into different aspects or division.

1.Change management
2. Leadership development
3. HR effectiveness measurement
4. Organizational effectiveness
5. Compensation
6. Staffing: Recruitment and availability of skilled local labor
7. Succession planning
8. Learning and development
9. Staffing: Retention
10. Benefits costs: Health & welfare

i have an bad experienced when we talk about the top pakistani businesses they just lead from some restricted area but they have to grow in a broader aspect and divided into many parts.

In modern  time, HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programmes impact the business in measurable ways, hence, the new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.
With technologies evolving every day, human resources professionals are realizing that the fast-paced, ever-changing digital world impacts the professionals are realizing that the fast-paced, ever-changing digital world impacts their jobs and workplaces—not only today, but in the future.
1. Evaluating Early Adoption
2. Balancing High Tech and High Touch
3. Information Curation
4. Training for Accountability
5. Metrics and Measurement
These are the basic parts it holds the performance of employees within the organization if they perform well then they readily face the hurdles,While many advances have been made in the human resources digital space, there are still new developments to look forward to. These advancements will bring greater opportunities to align human resources with business goals. HR professionals will need to remain aware of these challenges and develop their own strategies to stay within the path of progress.

Training Need Assessment Process & Scope

Training Need Assessment Process

Training Need Assessment is the essential part of an organization as for an employee

When there is gap exist between what is required of person to perform job proficiently and what they exactly know so we conduct the Training Need Assessment Process.

 

Organization Analysis: It is the broader term that interlink between business strategic goals and person analysis, it supports the managers, peers and employees. It determine the training resource provide them material allocating the budget.

 

Person Analysis: It refers how well an employee is doing the job and who need the training so we have several aspects included:

  1. Person characteristics: It shows the readiness for training their capabilities and abilities.
  2. Input: it refers to provide the material and allocate the budget and it also tells instruct how, what, when opportunities to perform.
  3. Output: It is the expectation of learning and performing.
  4. Consequence: It refers to norms, values benefits and motivation. Accepted standards of behavior for work group members.
  5. Feedback: It is most important whereas information that receive employees

 

Task Analysis: Examines the skill and knowledge. Task analysis is result in description of work activity. It is specific position requiring for the completion of task under certain conditions.

Scope of Training Need Assessment

  • Organization achieve its goals
  • To determine causes of poor performance
  • To determine content and scope of training
  • It reduces gaps between employee skills and the skills required by the job
  • Total Quality Management
  • To gain management support
  • To ensure the continuing motivation, interest and satisfaction levels of organization staff