...Facing Modern HR Challenges Head-On written by: N Nayab•edited by: Michele McDonough•updated: 5/26/2011 The proliferation of technology and changes in the business environment have increased the importance of human resources in the modern world. The major challenges facing human resources arise from this elevation of human resource activities to a core strategic function. * Finding and Retaining Talent The primary challenge facing human resource is to have the right people ready at the right time at the right place. The spread of technology and globalization has ensured a level playing field for firms in terms of technology, information, and availability of finance. The human resources of an enterprise, hitherto considered as just another resource such as land or capital, are now the key differentiator among firms, and as such the most critical source of competitive advantage. Although the availability of labor usually exceeds the availability of vacant positions, talent that makes a difference has always remained scarce. The increased competitiveness among firms ensures that finding new ways to increase the level of talent in the organization remains the key challenge facing human resources. The very existence of many knowledge-centric firms in fact depends on the ability of the human resources department to hire and retain the right talent. Retaining existing talent is easier than hiring new employees, and as competition increases among firms, human resources looks...
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...The Impact of Smartphone in Employees Performance in AMA University A Research project Submitted to the College of Business and Finance In Partial Fulfillment of the Requirements for the Subject ITMA 570 Prepared by: Introduction Smartphone technology are growing so fast more than any other electronic equipment in the world and has improve our access to information technology. Smart phone applications for quick access and ease of service anytime anywhere . The usage of this technology on the personal and professional level is becoming a widespread nowadays. Casual observation shows that smart phone have taken the way people communicate in their workplace and affect their working performance. This comes as no surprise in the information technology world nowadays. Despite their popularity. One must consider whether smart phones are merely a workplace appropriateness or source of distraction. For instance, a worker attending a meeting can retrieve whatever information he/she needs while he/she is in the conversance room; however, that same worker can disrupt the meeting each time his/her phone rings. Arguably, there are pros and cons for the performance of the employee of using the smart phone in their work performance, but it is important to relies the potential liability that smart phone effect the employees performance. We are in a litigious society with a rise in the organization liability, Thompson and Bluvshtein (2008) (1) report that " … employee use of technology is resulting...
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...study will seek to analyze the various tools and techniques used in sales personnel management. Personnel management encompasses a deep interest in the well-being of an employee. Its main aim is ensuring that employees have a sense of satisfaction. Personnel management tasks include training, selection, hiring, motivation, rewards, and compensation among others. Personnel managers are mainly involved in execution of these important tasks (Ingram, 2008). Training encompasses the process of improving personnel competencies, knowledge and potentialities, (in regards to the specific tasks that will be assigned to them). This is an essential process that should be perpetual, in order to achieve excellent execution of jobs (Ingram, 2008). It gives sales personnel managers an easier time in dealing with sales personnel. There are different basis on which training is carried out. Training is carried out upon induction of new sales people to the company. It is also important to train current sales personnel. This empowers them to brush up on their knowledge and ultimately improve their performance. Another party that would require training would be a promoted employee. It would be important for him to be fully trained on new aspects pertaining to the job. Training that accompanies upgrades on the existing technologies is fundamental as well. Sales personnel’s training is implemented on the basis of the premise that...
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...karasek@umcs.pl Abstract: Nowadays increasing role of information technologies and strategic role of human resources management have influence on enterprises. Moreover rapid development of information technologies affects the process of human resources management in enterprises. The aim of the paper is the analysis of utilization of IT in human resources management in high-tech enterprises in the USA. These practices will be presented in following areas: recruitment and selection, development and training, performance management, motivation, talent management, employee self-service systems. There will be also presented results of studies on the utilization of IT tools in HRM conducted in Polish enterprises. Results of conducted survey shows increasing utilization and variety of IT solutions in all surveyed areas in high-tech enterprises in the USA what caused the crucial influence of HRM process. The level of IT tool implementation in HRM processes taking place in Polish enterprises is low, which, according to enterprises, results from the lack of funds for implementation of this type of solutions. In the future enterprises are planning further implementation due to drawn advantages, consolidate individual HRM processes and implement cloud-based solutions. Keywords: human resources management, information technology, e-HR, HRM practices 1567 1. BACKGROUND 21. century has seen a rapid growth of information technologies in nearly all aspects of human activity and growth...
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...management (HRM) in recent decades. Traditionally, the HR function has been viewed as primarily administrative, focusing on the level of the individual employee, the individual job, and the individual practice (Becker, Huselid, and Ulrich, 2001), with the basic premise that improvements in individual employee performance will automatically enhance organizational performance. In the 1990s, an emphasis on strategy and the importance of HR systems began to emerge. Both researchers and practitioners began to recognize the impact of aligning HR practices with organizational strategy. HR has now emerged as a strategic paradigm in which individual HR functions, such as recruitment, selection, training, compensation, and performance appraisal, are closely aligned with each other and also with the overall strategy of the organization. This new approach of managing human resources has introduced a more strategic role of HRM in an organization. Globalizations, technological advance, changes in the nature of work, changes in workforce demographics are the factors that demand more strategic role of HRM in management. In order to play a more strategic role as a HR manager you need to involve in many tasks like creating strategy execution role, creating formulation execution role, creating a strategic HRM system, creating high-performance-work system, translating strategy into HR policy & practice, and creating a HR scorecard process. 2. WHY AS A HR MANAGER YOU NEED TO PLAY A MORE STRATEGIC...
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...(CAHRS) 5-1-1997 Impact of Information Technology on Employee Attitudes: A Longitudinal Field Study Patrick M. Wright Cornell University K. Michele Kacmar Florida State University Gary C. McMahan University of Texas at Arlington Karen Jansen Texas A&M University Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/cahrswp Part of the Technology and Innovation Commons Thank you for downloading an article from DigitalCommons@ILR. Support this valuable resource today! This Article is brought to you for free and open access by the Center for Advanced Human Resource Studies (CAHRS) at DigitalCommons@ILR. It has been accepted for inclusion in CAHRS Working Paper Series by an authorized administrator of DigitalCommons@ILR. For more information, please contact hlmdigital@cornell.edu. Impact of Information Technology on Employee Attitudes: A Longitudinal Field Study Abstract This longitudinal study examined the impact of an information technology system on the job and employee attitudes in a parts distribution center for a Fortune 500 company. Data were collected prior to, during, and following the implementation of an automated information technology system. Results of both the within subjects (N=24) and between subjects (N=58) analyses indicated that the automated technology reduced motivational and increased mechanistic aspects of the job as well as reduced employee attitudes. Keywords study, information, technology, job, employee, attitude, subject,...
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...Research Method One 7th July, 2016 Accra, Ghana How do you choose a good research topic? Give 5 examples of a good research topic and justify your choices, i.e. problem issues in each topic and why they must be researched upon. (Not less than 2000 words). 1. Research defined The Oxford English Dictionary, 2002, defines research as ‘the systematic study of materials and sources in order to establish facts and reach new conclusions’. According to Zina O’Leary, 2004, a research is a process that needs to be actively managed. The main aim of research is to find out the truth which is hidden and has not yet been discovered. Research is therefore undertaken to gain familiarity with new insights into a phenomenon (i.e., formative research studies); to accurately portray the characteristics of a particular individual, group, or a situation (i.e., descriptive research studies); to analyse the frequency with which something occurs (i.e., diagnostic research studies); and to examine the hypothesis of a causal relationship between two variables (i.e., hypothesis-testing research studies). 1.2 Research topic defined According to Laura Morrison, 2014, a research topic is an idea or theory that is expressed as a statement, a contention for which evidence is gathered and discussed logically. One of the most important concerns in choosing a thesis topic is that the topic speaks to an area of current or future demand. A research topic should be...
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...INFORMATION TECHNOLOGY AND ORGANIZATION DEVELOPMENT Abstract Over the years information technology (IT), has increasingly become an important factor and fundamental to support organizational processes and development. When one hears the terms Information Technology and Organizational Development, one may think of two different completely opposite entities and industries. However, there are many theories that recognize information technology (IT) as a critical infrastructure in many organizations and also developing as an effective contributor to organizational performance. In this paper, I will determine if there’s an association between the two industries as it relates to organization development efforts of an organization. I will also determine the effects information technology has on organization development. Introduction Information Technology What is Information Technology? According to Dictionary.com, Information Technology (IT) is “the development, implementation, and maintenance of computer hardware and software systems to organize and communicate information electronically.” It is referred to as anything that relates to computing technology, such as networking, hardware, software, the Internet and etc. It is very obvious that we live in a technology driven world. Information technology (IT) is recognized as a critical infrastructure in many organizations. IT is also emerging as an effective contributor to organizational performance. It is often argued that success...
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...dramatically over time. With globalization of business and advances in technology, the HR role has grown into a necessary function of all business today. According to Fundamentals of Human Resource Management the HR management is “The policies, practices, and systems that influence employees' behavior, attitudes, and performance.” (Gerhert, Hollenbeck, Noe, Wright, 2003, p. 3). This role is so important because of the financial impacts of polices, practices, and employee behavior. This paper will discuss some existing trends and challenges in today’s HR management role with emphasis on a complete performance management system compared to annual performance appraisals, managing turnover, safety and health management issues, and a discussion of future trends and challenges that may arise. The HR management role is broken into many different functions. The HR managers of today usually specialize or work in one or two of these many parts of the HR role: recruiting, hiring selection, training and development, performance guidelines and measurement, compensation, and employee relations (Gerhert, Hollenbeck, Noe, Wright, 2003, p.2). Each of these functions is impacted by the challenges of technology, globalization, and diversity. Each of these challenges present opportunities to improve performance monitoring, turnover management, and health or safety issues. Globalization has grown tremendously with technology advances. As the ease of doing business overseas becomes more cost-effective...
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...Chapter 1 Performance Management and Reward Systems in Context Definitions 1. Performance Management-continuous process of identifying, measuring and developing the performance of individuals and teams and aligning performance with strategic goals of the organisation 2. Performance Appraisal-involves employee evaluations once a year without an ongoing effort to provide feedback and coaching in order for performance to be improved. Systematic description of an employee’s strengths and weaknesses 3. Environmental Trends that make PM critical today Trend 1: Globalization and push for productivity Globalization is a process of interaction and integration among the people, companies, and governments of different nations, driven by international trade and investment and aided by information technology. Globalisation brings about higher competitiveness and the search greater performance level. The performance management system of the organisation will be differentiated based on the different country due to different country have different culture, law and regulations. Besides that, political and economic factor, trade policies, the employment laws, pressure groups in different countries will affect the types of performance management the company chooses. It will remain the biggest challenge for global organizations human resource departments to manage a workforce diverse in culture and language skills, and distributed in various countries. It is critical that...
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...Educational Technology 2012, 28(4), 580-598 Empirical validation of the importance of employees’ learning motivation for workplace e-learning in Taiwanese organisations Hsiu-Ju Chen and Chia-Hung Kao I-Shou University, Taiwan E-learning systems, adopted by organisations for employee training to enhance employees’ performance, are characterised by self-directed, autonomous learning. Learning motivation is then of importance in the design of e-learning practices in workplace. However, empirical study of the alignment of e-learning with individual learning needs and organisational goals is an area with limited research. This study intends to clarify the importance of learning motivation in employees’ e-learning systems use behaviour, based on the information systems success model. Data from one hundred and eighty-five employees who used e-learning systems in their work environment were gathered in Taiwan and analysed with PLS. Results showed that employees’ learning motivation, reflecting their learning needs and strengths, influenced perceived usefulness and satisfaction with e-learning, and their use of the systems, which enhanced their task performance. The results validated the importance of employees’ learning motivation and the need for alignment of employees’ learning needs and organisational goals in e-learning training. The clarification can help facilitate an organisation’s human capital management, and contributes to further advancement of the information systems success...
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...resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation and flexibility’ (Hussain, 2010). It is for certain that when a company decides to change directions in it strategy the HRM practices needs to change to support the new strategy. In order to effectively gain competitive advantages though HRM practices; the HRM practices needs to change in three major areas: knowledge workers, employee empowerment, and teamwork. Knowledge workers are employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, pr a profession (Noe et al, 2009). Employee empowerment means giving employees responsibility and authority to make decisions regarding all aspects of product development and customer service (Noe et al, 2009). Teamwork is the assignment of work to groups of employees with various skills who interact to assemble a product or provide a service (Noe et al, 2009). Redmond Minerals gained a great competitive advantage by utilizing their understandings of how important the HRM practices are to it company. The company’s HRM practices allowed his company to maximize its productivity of the organization by optimizing the effectiveness of its employees. Technology/Internet Advances in computer-related technology have had a major impact on the use of information for managing human resources (Noe et al, 2009). Internal working of Redmond...
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...ijcrb.webs.com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS A STUDY ON THE IMPACT OF REWARDS ON EMPLOYEE MOTIVATION IN THE TELECOMMUNICATION SECTOR OF PAKISTAN Farheen B. Zaidi 1, Zahra Abbas 2 JULY 2011 VOL 3, NO 3 Abstract A good reward system is necessary to motivate the employees of an organization. This study was conducted in order to investigate the impact of rewards on the motivational level of employees of telecommunication sector of Pakistan. The impact of three independent variables rewards, monetary rewards and non-monetary rewards on the dependent variable motivation was studied. Four dimensions of motivation, focus, determination, effort and satisfaction were considered for the development of theoretical framework. A total of 292 questionnaires were returned fully complete. The research study showed that there exists a strong positive relationship in rewards and motivation among the employees. It was concluded that monetary rewards have greater impact on motivation of employees than the non-monetary rewards. Significant differences in rewards offered to employees and motivation level were found in the analysis of comparison of means with respect to gender, age group, marital status, working duration in the organization and salary. Keywords— Focus, Determination, Monetary Rewards, Non-Monetary Rewards, Motivation, Rewards . INTRODUCTION "Motivation is the art of getting people to do what you want them to do because they want to do it...
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...Surveillance in the Workplace: Concerns for Employees and Challenges for Privacy Advocates Anna Johnston and Myra Cheng Paper delivered 28 November 2002 International Conference on Personal Data Protection Hosted by Personal Information Dispute Mediation Committee, Korea Information Security Agency Seoul, Korea Ms Anna Johnston is the NSW Deputy Privacy Commissioner. Ms Myra Cheng is a Research & Policy Officer with Privacy NSW, the Office of the NSW Privacy Commissioner. The authors gratefully acknowledge the assistance of Dr Ben Searle, Macquarie University, in providing an overview of the relevant literature from the field of organisational psychology. Introduction This paper takes up the challenge of talking about privacy in the workplace - a site of potential conflict in which there may be co-existing radically different views on whether workers can or should have any expectations of privacy. As long as there has been employment, employees have been monitored. Nebeker D M & B C Tatum, "The effects of computer monitoring, standards and rewards on work performance, job satisfaction and stress" (1993) 23(7) Journal of Applied Social Psychology 508 at 508. However, in recent years, with an environment of affordable technology, the availability of less easily observable or detectable monitoring devices, and a lack of adequate regulation, there has been an explosion in the use of electronic monitoring and surveillance in the workplace. A recent study by the...
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.................................................................... 3 Task: 1 ........................................................................................................................................ 4 1.1 Organisation structure and culture of ASDA PLC and British airlines: .......................... 4 1.2 Asda’s structure and culture impacts on its performance: ............................................... 5 1.3 Factors that influence the behaviour of ASDA’s employees at work: ............................. 6 Task: 2 ........................................................................................................................................ 8 2.1 Effectiveness of the leadership styles used by ASDA and British airways: .................... 8 2.2 Organizational theory practiced at ASDA & how it strengthens management practice: 9 2.3 Management approach used by ASDA and British airways:......................................... 10 Task 3 ....................................................................................................................................... 11 3.1 Impact of Different Leadership Styles on Motivation during Changes: ........................ 11 3.2 Motivational Theories: ................................................................................................... 12 3.3 Usefulness of Motivational Theory: .............................................................................. 14 Task: 4 .....
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