human resources management and development
INTRODUCTION
There are a variety of ways to approach the management of human resources in an organisation. Nevertheless, any approach fits within the continuum between the broad approaches of “hard” and “soft” (J. Riley, 2012). That is, the human resource management approach in an organisation tends to adopt elements of both the “soft” and “hard” approaches. (Armstrong, M., 2009). Whatever the approach taken in an organisation, the human resource management function has to be in line with an organisation’s strategic goals.
Put concisely, the “soft” approach focuses on the needs of employees. That is, their commitment, participation, training, and
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People are motivated to achieve certain goals and will be satisfied if they achieve these goals through improved performance. Reward by extrinsic recognition or an intrinsic sense of achievement may also increase job satisfaction (Armstrong, M., 2009)
Employees satisfaction at work greatly depends on their socail relations. Therefore, job satisfaction is largely physcological. In addition, within organisations where employee involvement is common it is more likley that there will be higher levels of employees satisfaction and motivation than the ones where it is not (Senyucel, Z., 2009). Other aspects that affect job satisfaction include motivating factors and the quality of supervision. Among others, an organisation’s social relations, degrees of employee involvement, employee motivation and supervision policies are all determined by the adopted human resource management approach. Consequently, job satisfaction is one of the factors that can be assessed in order to review the approach taken on by an organisation.
The degree to which employees are satisfied with their job and the adopted human resource management policies and practices can be measured by attitude surveys, levels of attrition, and absenteeism.
Organisation policies
Policies are guidelines of organisational tasks (Senyucel, Z., 2009). Organisation policies establish all aspects concerning the employment, development and
Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (7th ed.). Harlow: Pearson.
2. Leatherbarrow, C., Fletcher, J. & Currie, D. (2010) Introduction to Human Resource Management. 2nd Edition. London: CIPD
Cascio, W. (2013). Managing Human Resources: productivity, quality of work life, profits (ninth edition). New York, NY: McGraw – Hill Companies, Inc.
Kiana Perry Mrs. Seifert English 10 April 18, 2024. In the play Shakespeare, the main characters Macbeth and Lady Macbeth work their way from being common people to being King and Queen, doing whatever it takes to get there. Throughout the whole play, Macbeth goes through a lot of emotions, from being a coward to being cocky to being fearful. He was very cowardly in the beginning of the book in the sense of him not wanting to murder the Duncan the King and take the throne like Lady Macbeth wanted him to.
The strategic use of human resources is essential for all organisations that have objectives involving growth and stability. Therefore, it is essential for companies to closely examine their practices regarding their human capital to ensure a successful working environment. A selection of the major strategies and topics involving human capital are illustrated in the following report. Crackberry Communications should use this information to analyse potential risks and opportunities their human resource managers face.
As the least highlighted character in “Who’s Afraid of Virginia Woolf?”, Honey is deliberately the most overlooked. Albee initially describes her as a “rather plain”, “petite blonde girl” who is about twenty-six years old. Unlike any other hair color, blonde locks have a distinct stereotypical association: the lack of intelligence. Though seemingly unimportant, this description is essential to the audience’s understanding of Honey. Her stage directions are the most simplistic of the four, revealing a parallel in that of her mental nature. She is also described as “plain”. This specific adjective demonstrates both her ordinary appearance as well as how her thoughts and actions are easily perceived by others. Edward Albee discloses such an abridged
Growing up, everyone has been taught that "Drugs are bad." As kids, we nodded and promised not to be influenced by drugs; however, many people in society today are drug users or addicts.
The purpose of this article is to explain the construct of job satisfaction and how job satisfaction can make failure on the performance of employees in an organization. This article will be modified to the positive and negative effects of Job satisfaction. Secondly, the essay review will discuss the relationship between employee motivation, job satisfaction and employee achievement.
This paper will discuss about job satisfaction and its relation with job performance and absenteeism. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job. Stephen P. Robbins based in his book (Organizational Behavior, 12th edition) described job satisfaction as a positive feeling about one’s job resulting from an evaluation of its characteristics. Job satisfaction is one of dependent variable of organizational behavior. It becomes one of primary dependent variable because it’s demonstrated relationship to performance factors, and the value preferences of many OB researchers. Some of the researchers already prove that job satisfaction
Job satisfaction is frequently measured attribute in the organizations. The measurement was done on using rating scale where the people reported their reactions to their jobs. On the basis of these rating scales, correlations were developed between job satisfaction and several other variables. The survey suggests that satisfaction is strongly related to working conditions, rewards and appraisal for work and motivation from seniors and co-workers.
Schuler (1997) summarises Strategic Human Resource Management as expressing how people are to be treated and valued in the workforce as well human resource management's responsibility for articulating the processes which encourage behaviour which is consistent with the organisation's business. In this context strategic human resource management also includes the development of guidelines for the implementation of people-related programs and, the more complex area of co-ordinating and facilitating change.
There is confusion and debate among practitioners on the topic of employee attitudes and job satisfaction even at a time when employees are increasingly important for organizational success and competitiveness. “Happy employees are productive employees.”“Happy employees are not productive employees.” We hear these conflicting statements made by HR professionals and managers in organizations. This research aims at establishing job satisfaction as a basis for employee attitude; whether good or bad and we will do this by answering three questions: “What are the causes of employee attitudes?”, “What are the results of positive and negative job reaction?”and “How can we measure
In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance
The term job satisfaction was brought to lime light by hoppock (1935). He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. “I m satisfied with my job”. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction.
The opening vignette gives a somewhat pessimistic view of the role of people in the workplace.