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...

  Ethics are standards of right and wrong, good and bad. Ethics are concerned with what one ought to do to fulfil one’s moral duty. Ethics , also called  moral philosophy , the  discipline  concerned with what is morally good and bad, right and wrong. (Singer, 2019) Ethics in HRM indicates the treatment of employees with ordinary decency and distributive justice. The ethical business contributed to the business goals as the employees will feel motivated and they will work with efficiency and effectiveness. Ethics in HRM basically deals with the affirmative moral obligations of the employer towards the employees to maintain equality and equity justice. ‘All HR practices have an ethical foundation. HR deals with the practical consequences of human behaviour’.(Johnson, 2003, cited in Rosa,2007) ‘The entire concept of HRM is devoid of morality.’ (Hart, 1993: 29, cited in Rosa, 2007) Against this background, management style and management ideology ha...

Management by Objective (MBO) which is also known as Management by Results is a results-driven management process that aims to define objectives within an organization. So that the behaviours can be aligned with the objectives. This is a collaborative approach as both managers and employees are given objectives through collective discussion, and both have their behaviour and actions judged against the set objectives. Meeting objectives is often incentivised, often through incentive pay or indirect compensation. Management by objectives (MBO) is a  strategic management  model that aims to improve the performance of an organization by clearly defining objectives that are agreed to by both management and employees. According to the theory, having a say in goal setting and action plans encourages participation and commitment among employees, as well as aligning objectives across the organization . ( Peter Drucker ,1954 , cited in HAYES, 2019)   However...

Spirituality  is a broad concept with many perspectives. In general, it includes a sense of connection to something bigger than ourselves. What do experts say about spirituality? According to Christina Puchalski, MD, Director of the George Washington Institute for Spirituality and Health,   (Krentzman, 2016) "Spirituality is the aspect of humanity that refers to the way individuals seek and express meaning and purpose and the way they experience their connectedness to the moment, to self, to others, to nature, and to the significant or sacred." According to Mario Beauregard and Denyse O’Leary, researchers and authors of  The Spiritual Brain ,    (Krentzman, 2016) “Spirituality means any experience that is thought to bring the experiencer into contact with the divine (in other words, not just any experience that feels meaningful).” According to Nurses Ruth Beckmann Murray and Judith Proctor Zenter   (Krentzman, 2016) “The spiritual d...

Talent Management is just another Human Resources terms, right?  Talent management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. Every organization need talented employees in the way towards success. Talent management as a business strategy is not fully owned by the HR department of a company. In fact, it requires HR to work with managers to put the strategy into action. This gives the managers a significant responsibility in the recruitment process and in the personal development of employees. There are four basic pillars in Talent Management 1.    Recruitment 2.    Hiring  3.    Retention 4.    Development  "Talent management itself is a commitment from an organization to recruit, hire, retain, and develop employees." (Stevenson, 2018) All of these processes are not the responsibility of the HR, an...