PEOPLE WORK AND ORGANIZATIONS
The module below explains the human resource of the organization (company).The following module explains the different ways of dealing (interacting) with employees of its organization.
Human Resource is the backbone of any organization. The organization can only flourish when it has got competent and committed employees. If the backbone of the organization is fragile the organization is bound to collapse. Some of the important aspects related to the organization are discussed below.
Now days, a number of theories have come up which talk about how the organization should deal with its employees so that the results are better. There are a number of ways how an organization heirs (talent acquisition) its employees .These include IQ (Intelligence Quotient) related tests, face to face interactions (interviews), walk ins, referrals. A combination of these are used by different organizations. Every employee should be well inspected so that he/she is at the right place. The traits and the competencies of the employee should be well examined so that he/she is fit in at the right place so that the performance level of the employee is at its best.
Every individual likes to be motivated, so we will talk about motivation here .Motivation is a very important tool in any organization. It helps to improve the confidence level in a person which automatically helps the performance level which is directly proportional to the organization’s growth.
To show the practicality of these theories I have chosen an IT company which uses some of the theories to deal with its employees. These theories have helped in the overall growth of the company, globally.
Starting with the basic: Motivation
It acts like a catalyst which help...
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...an assessment day which is the final day.
• On the assessment day the candidates take part in practical exercises like role-play, as well as individual and group activities. The final assessment day mainly ends with another interview with a senior manager in order to make the final selection. All these steps are included while selecting any employee for the organization.
Negative Remarks:
1. The company does not use any form of tests to select the candidate.
2. The company does not use any personality tests to know what kind of personality the candidate has before employing him.
Suggestions:
The company should choose the tests like, aptitude test or basic skill test so that the company can select a better candidate for the job. And also introduce a personality test so as to know the competency of the candidate selected and give the job accordingly.
Still in the preparatory stage, review the details given in the vacancy and match up your skills to what they are looking for in a candidate. Pick out ...
Employers have the right to know many things about their employees. Job skills and training can even be investigated by the employer. The employee is to perform services and these services must be done in a certain manner. Someone who is incoherent because of drug abuse cannot be a pilot, for example. This is why employers can test to see if characteristics or tendencies would affect performance.
What is motivation? According to text, motivation is defined as a set of factors that activate, direct, and maintain behavior, usually toward a certain goal. Motivation is the energy that makes us do things: this is a result of our individual needs being satisfied so that we have inspiration to complete the mission. These needs vary from person to person as everybody has their individual needs to motivate themselves. Depending on how motivated we are, it may further determine the effort we put into our work and therefore increase the standard of the productivity. There have been a wide variety of theories about motivation developed over the years. Several are drive-reduction theory, arousal theory, psychosocial (both incentive and cognitive) theory, and Maslow’s H...
To ensure all the employees are competent, they need to develop a system to measure this competency. For example, they can do assessments to gauge competency. Besides that, they should provide compulsory and supplementary training to their employees to add in value and skills. Mentoring systems also can be implemented to ensure sharing of knowledge and experiences.
Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees. Without out them they would surely fail. Particularly, how a company is run and how they treat their employees and customers help set the core competencies, which distinguish one organization from its competitors. This paper is intended to give an overall view of how important Human Resources re to a organization, by looking at the people involved, the laws that effect, and the methods used in Human resource management.
Motivation is the reason or purpose behind action, or what causes one to act in a particular manner. Motivation can either be intrinsic or extrinsic in nature, yet it rests solely within the power of the individual actor to be motivated (or not) by intrinsic and extrinsic motivators. Motivation is an extremely important topic of discussion in the larger discourse on leadership. It is important because it provides the basis for human action, or inaction. Leaders must be able to understand what motivates their followers in a hope to use that knowledge to guide them to behave in a certain way that is beneficial for the organization. To do so, it behooves leaders to understand the basic concepts and theories of motivation that abound.
le when assessing intelligence, interest in the job applied for, motivation and personality. The producers of such tests have stated that they are accurate and completely unbiased. They are supposed to be particularly good at assessment of personality. For example, they can show if a candidate would work well in a team or would be more effective working alone. The following of theses tests are of the following: · performance tests · knowledge tests · aptitude tests · intelligence tests · personality tests Assessment centers tests Job applications are subjected to a wide range of assessments over a whole day or two.
...s, many future problems can be reduced and hence help in improving the organization profits. Therefore, we can see that filtering the employees’ recruiting process is essential. Because good employees can bring up a good organization, at the same time good organization generate good profit and able to produce good GDP to our country as well and hence we can hedge against budget deficit that which will eventually lead to debt crisis.
Motivation is an aspect of managerial function of directing under execution. It is necessary as a means to induce people to work, as they are able and trained to do, willingly.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
Before the selection process took place, the criteria’s that applied to pick an employee to the organization must be discussed.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
What is human resources or HR for short? It is a group of individuals whose job is to is to over see employee recruitment and retention, exit interviews, motivation, assignment selection, labor law