Tharindu's HRM Capsule

Human Resource Management Styles differ from a company to another. But when it comes to a certain region the HRM practices of that region are almost the same. There could be slight differences. As an example the American Style of HRM & the Japanese Style of HRM is totally different. When it comes to the Japanese Practices of HRM; The core of the Japanese HRM depends on job security   (Moriguchi, 2014) . Consultative decision-making practices, higher frequency of communication, lifetime employment, long-term planning horizons, generalist career paths, quality control circles and etc. America doesn't have strict regulations when compared to Japan labour employment conditions in Japan are very much regulated and controlled by the government. This is due in part to the fact that Japan is one of the most uncertainty avoiding countries. They dislike uncertainty and everything must be in good control without any uncertain occurring. As such, this is the need...

Every few decades, a new way of technology overtakes our lives and changes the way we live. Starting from the first industrial revolution which used steam-powered engines and machinery(18th – Early 19th Centuries) was replaced by the second industrial revolution which was based on electricity. (between late 19th and mid 20th). And this was replaced by the third revolution which was mainly focused on automation drive. Every revolution has brought changes to it. So, there should be changes in this revolution too (Industry 4.0).This revolution has an impact on our professional world. In this revolution, it has the latest trends of automation which involves products and processes ranging from driverless vehicles (i.e. Tesla, Google Self Drive cars), Artificial Intelligence, Augmented Reality, IOT, Big Data to Cloud Computing and Smart Robotics. With the changes that we’ve seen under the Industry 4.0 made many people ask the question “Will the technology replace people?How...

“Effective Recruitment policies and practices are recognized as making a significant contribution to an organization’s success. It is not simply about placing suitable candidates into jobs, it is also about building and developing a flexible and adept workforce to suit the organization’s changing and demanding needs (Plumbley, 1990). In an attempt to implement an effective and efficient recruitment process adopting an e-approach is important.E-Recruitment is an umbrella term for any electronic-based recruiting and recruitment management activity. “E-recruiting, embracing the term web-based recruiting, can be described as any recruiting processes that a business organization conducts via web-based tools, such as the firm’s public internet site or It’s corporate internet.”   (Kerrin & Kettley, 2003) “The term e-Recruitment means the process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job open...