HR Booster

  What is Strategic Human Resource Management Strategic Human Resource Management (SHRM) was firstly discovered by Boxall (1996) as the interface between Human Resource Management (HRM) and Strategic Management (SM). Armstrong (2020) defined SHRM as the process to ensure the key resources of HRM are handled strategically to achieve the organizational goals. Solving Human Resources issues strategically means deciding what need to be done now and for the future aligned with the business strategy. Strategic SHRM Process Armstrong (2020) describes the SHRM process with his Strategic Process Model. It links people management and develops, strategic practices (fig,01) The main activities of SHRM are finding the exact business, forming strategies according to the vision, having a purpose with a long term direction and establishing a mission to accomplish (Thompsan and Strickland, 1996). SHRM build the resource base while focusing on the organizational strategies and the mission.  Managers nee

  Reward Strategies  Reward Management is the formulation and implementation of policies and strategies which aims to reward people equitably, consistently and fairly in terms of value to the organization. Reward strategy is designing and implementing reward policies and practising them to support achieving organizational goals effectively in the near future (Armstrong and Murlis, 2003).  Reward System Strategic Rewards guide to design a Reward System. It is a combination of practices and processes as shown in Fig.01. A Reward System ensures reward management is effectively carried out, the employees and the organization are benefitted. This system commences with the management strategy and which drives to reward strategy. Both financial and non-financial rewards together build total rewards. All components influence performance level (Armstrong, 2014).  Total Rewards  Rewards could be both financial and non-financial. Financial rewards are job-based pays and other incentives. Non-fina

  What is performance management? Performance Management (PM), is the process of identifying, developing and measuring the performance of teams and individuals of an organization (Aguinis, 2005). As per Brumbach (1988) performance means both behaviours and results. Many evaluation methods have been introduced in the early centuries, but the merit basis system was developed in the 20th century (Armstrong and Baron 1998).    Performance Management Cycle           Fig 01. The performance management cycle (Deming, 1986) Deming (1986) explained his plan-do-check-act model. According to him, performance management is a natural process and not a technique or a tool. The cycle has four stages as described below. Performance planning-Expectations are defined on role profiles of knowledge, skills and abilities (KSAs). What need to be achieved are the objectives. The importance of planning is to align the individual goals with the company goals. This may include learning and development activitie

Talent Management Talent Management is the process of maintaining talented people in an organization to achieve its goals. Younger et al(2007), suggests approaches need to include growth from within, as a key element of talent development to meet the demands of high performance. Talent management processes Armstrong (2014) describes the process of talent management as a pipeline that operates with talent strategy and policy(Fig 01). This process starts with talent planning and followed by a sequence of resourcing and development actions to keep in line with producing a talent pool.                                                                            Fig 01, Talent management pipeline(Armstrong, 2014) Talent planning-establishing the required talented people for the future and now in an organization. This implements the policies to attract and retain talents. Resourcing-outcomes of the first step then programmed for internal and external resourcing. Talents are identified, develop

Kolb's Experiential Learning Cycle (ELC) Kolb suggests his learning cycle for effective learning, and individuals should undergo all four stages of the educational cycle as shown in Fig. 1(Kolb, 1974). The learner can enter the cycle at any stage( Kolb and Boyatwzis, 1999). Kolb's ELC provides the chance to complete activities for every learning vogue, matching an individual's learning vogue preferences (McLeod, 2010).                                                                                                                     Fig.01 The four stages are,   1.Concrete experience:  In the initial stage of the cycle, an individual come across  a new experience. This could be planned or accidental. 2. Reflective observation:  In the second stage, the individual reviews on the experience prior to make any judgements.    3.Abstract conceptualization:  In abstract conceptualization, the person implements theories and new ideas based on the experience.   4.Active experimentat

  Green Human Resource Management The main expectation of adopting green is to reduce the negative impact of energy consumption. Green Human Resource Management (GHRM), is a part of a more sustainable strategy for business management to accomplish the environmental pillar of sustainability (Jeronims, et al 2020).  The idea of being environmentally friendly and the contributions towards an organization is explained with the following four concepts. (Sardana, 2018). 1. Preservationist-The meliorist is anticipated to safeguard the resources from any kind of action leading to loss and changes in its structure. Various square measures utilized by people to safeguard  land, forest, plants, soils, water, air, animals, and different resources. A meliorist guarantees their correct use and can avoid damages. 2. Conservationist- optimum use of resources, using with the principle of minimum use for an extended amount, keeping in mind concerning the long run. 3. Non- bad person - Following the prin

  Artificial Intelligence in Human Resources  Artificial Intelligence(AI) based technologies like applicant tracking software and cloud computing, assist Human Resource Management(HRM) in various ways.AI is designing and building intelligent agents which receive prospects from the environment and take actions that affect the same environment (Russell, 2019).AI eliminate merit-based selections and streamline the workflow.AI assist Human Resource(HR) by managing onboarding, training, reporting, data administrating, performing, and integrating. Many small and large scale business are benefitted from AI technology. Today AI is not limited to fulfil the above tasks.HR is adopting to get the aid of AI skills like chatbots, machine learning and natural language process for tasks like seeking virtual assistance for finding jobs, mentoring, receiving training and answering FAQ's(Frequently Asked Questions).  AI is reinventing HR AI is radically changing our lives and most HR practitioners w

Ethics in Human Resource Management Ethics are simply the values and behaviours related to morals. Exercising social responsibility, being concerned for the interests(well-being) of employees, and acting ethically concerning the needs of people in the organization and communities is the ethical dimension in Human Resource Management(Armstrong, 2014). Human Resource professionals are responsible for safeguarding and promoting the ethical values of an organization. Unethical practices should be concerned and employees should be managed and treated fairly. Ethical frameworks are created to evaluate Human Resource Management(HRM) practices and policies. Below are ethical frameworks commonly used in organizations. Deontological Theory: This theory means what is right to a person is the right principle for everyone else(Rawls, 1973). Utilitarianism: Actions should be judged in terms of results(Sandel, 2010). Stakeholder Theory: Management must act on behalf of stakeholders(Legge, 1998). Disc