ravindra

Critical Review of Maslow's Hierarchy of Needs Motivation plays a vital element in job satisfaction and productivity. Maslow’s Hierachy of needs is perhaps the earliest of theories addressing this motivation needs as far back as 1943. Abraham Maslow was a clinical psychologist his theory was based on personal opinions based on experimentation. It was groundbreaking theory in motivation. Maslow's hierarchy of needs is style very much in use much like the scientific management theories which are still in practice many decades later.     The problem perhaps was the compartmentalization of the needs and the assumption that when one need is satisfied people went to the next level this was not reality. Instead a person may want security needs and love needs at the same time. Arguments for the theory of hierarchy of needs are that it rationale lies in its ability to suggest to managers how they can support subordinates to become self-actualized. It allows managers t...

Employer / Employee Relationship and expectations The employer employee expectations, rights and responsibilities along with contracts of employment and psychological contracts both parties have various expectations and aspirations. Any damage to the aspirations and expectation can lead to negative impact between both parties. Thus, effectively managing these relationship is the ultimate objective of human resources professional to achieve employee engagement, motivation and job satisfaction at work-place (CIPD, 2017). Legal and Psychological Contract While the legal contract has limited representation of the relationship between the party’s employees are force accepting the terms of contract. On the other hand, the psychological contract is considered more influential as it manages the perceptions between the employer and employee and it also stands as a platform that influences how individually and collectively they behave at work day to day.  Basically, the psychologica...

Talent management in global context Definition of Talent Management Talent management  seeks to attract, identify, develop, engage, retain and deploy individuals who are considered particularly valuable to an organisation. ... For these reasons, HR professionals widely consider  talent management  to be among their key priorities (CIPD, 2017) However talent may be company specific, highly influence by the industry and nature of its work and dynamic will evolve over time. Talent management importance is in the raise for contemporary organisations challenged with labour shortage, volatile economic conditions, globalization, technological changes suggestions HRM professionals and industry captains in the 21 st century. Attracting talent then is the challenge for the global firms such as Uni-levers and Nestles. With the development of technology, the process is perhaps becoming easier employer today use various channels to attract talent amongst them. Mobile Platfor...

Human Resource Development new trends Training and Development Human resource development trends are influenced by dynamics such as socio economics, globalization and technological changes which are here to stay with us. These dynamics impact learning and development due to volatility of markets, worldwide recession. Academics talk of the boon and bane of learning and development although it takes a center stage in Human Resource Management and Development (Putta, 2014) Impact of Technology in Learning and Development Is the training cost reducing today due to decrease of travel, accommodation, food and reduction in flights as technological changes enable learning via website, online, mobile devices, use of computers? Is a view some academics share? However, this may not necessarily be true although technology has evolved as often training has to be centralized, with groups and there should be a trainer in location although we carry out computer based learning (Putta, 2014),...

Human Resource Development new trends Training and Development Human resource development trends are influenced by dynamics such as socio economics, globalization and technological changes which are here to stay with us. These dynamics impact learning and development due to volatility of markets, worldwide recession. Academics talk of the boon and bane of learning and development although it takes a center stage in Human Resource Management and Development (Putta, 2014) Impact of Technology in Learning and Development Is the training cost reducing today due to decrease of travel, accommodation, food and reduction in flights as technological changes enable learning via website, online, mobile devices, use of computers? Is a view some academics share? However, this may not necessarily be true although technology has evolved as often training has to be centralized, with groups and there should be a trainer in location although we carry out computer based learning (Putta, 2014),...

Talent Management in Global Firms Tighter labor markets, economic uncertainty and globalization are key issues that will shape the workplace and the HR profession in coming years.  Other contemporary issues include ethics, Global practices, HR discipline, Labor relations and technology. Throughout past few years these challenges have grown. The tight labor markets make HRM to work in different ways in seeking the best workforce for his or her organisation’s in some markets the conditions are worse than others. One of the ways that HRM professionals address labor issues strategically is by looking at talent management (which may be inclusive or exclusive practice to the company). One academic suggest that as labor market conditions improve and the need for skilled and educated workers rises around the world, organizations are finding it more difficult to attract the best employees. This makes it increasingly necessary for HR to help build a strong employer brand to enhance ta...

Competence  is the ability of an individual to do a job properly. A competency is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees. A competency model is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that jointly define successful job performance. Competency models are widely used in business for defining and assessing competencies within organizations in both hard and soft skills. A managerial competency is more than just knowledge and skills. It involves the ability to meet complex demands, by drawing on and mobilizing psychosocial resources (including skills and attitudes) in a particular context. Competency -based human resources planning serves as a link between human resources management and the ...