People and Organisations. A sensible perspective, by Thimira Wijekoon

IMPORTANCE OF AN ORGANIZATIONAL CULTURE An organization's culture is an engraved set of principles that determine to a great extent, of how employees react to various situations. It has proven that when an organization doesn’t practice a good culture, eventually it will drag the business down. Schein (1990) emphasizes that there are visible and invisible levels of corporate culture. One of which leaders can control and others to which leaders must react.  (Source: itagroup, 2017) The organization's culture needs to change and adapt itself to the evolving needs of stakeholders. Developing and maintaining a high-performance culture is the most effective way to motivate employees and to make them carry out their goals in the most productive way.  (Source:  youtube , 2016) Deal And Kennedy's Typology Of Corporate Culture After examining hundreds of corporations and their business environments, Deal and Kennedy have come to a conclusion th...

UNDERSTANDING EMPLOYEE ENGAGEMENT Present day, employees spend more time at work than they do in their personal life, so it’s not a surprise that the employee’s want to be engaged and passionate about the job. Also known as employee engagement, it’s a concept which externally has a very simple meaning, but we know underneath that there are multiple layers that add to its complexity.  (Source: atmanco, n.d.) The meaning and how you define it can vary depending on the role, organization, individual satisfaction, and even personal motive. Meanwhile, a   leadership can significantly influence employee engagement by clear communication, transparency and genuinely caring about the employees (Cook, 2008). Stages of employee engagement according to academic writers. (Source: slideshare, n.d.) PERSONAL ENGAGEMENT:  Kahn (1990) first defined “personal engagement” in one’s work role as “simultaneous employment and expression of a person...

THE IMPORTANCE OF PERFORMANCE MANAGEMENT. An important element of employee development is a significant and well-executed performance management system. The system, which creates a positive work environment to enable employees to perform to the maximum with the best of their abilities. Modern performance management recognizes that performance is a result of a combination of factors: systems, protocols, resources and human resource (Edmonstone, 1996). (Source: bilytica, 2017) The performance management aims to improve organizational functions, team, and individual performance. An effective system will measure the progress of the organization’s objectives.  (Source:  youtube , 2014) Practicing good performance management requires proficiency in certain capabilities. Capabilities which are observable, measurable patterns of Knowledge, skills, attitude, are essential characteristics that an individual need in order to perform work roles or occupationa...

JOB DESIGN AND EMPLOYEE PERFORMANCE Job design plays a crucial part in enhancing performance. A well-designed job will have highly motivated task oriented and satisfied employees focused on performing to their best. It has been found that the psychological perception of an employee has a remarkable positive impact on the relationship between job design and performance. (Source: integreatpeople, 2016) HR, being the most important resource compared to the rest in an organization, performance depends on designing the job according to human capability and characteristics. Job designing is the process Job Design is the process of putting together various elements to form a job, it refers to the content, structure, and organization of tasks and activities . (source: youtube, 2010) Job designing has moved up from a sole focus on efficiency and productivity to more motivational job designs, including the social approach toward work. Employee personal ch...

What’s Human Resource Management? Human Resource Management is the procedure of managing people in any organization. People are considered the key wealth in this approach. HRM focuses on recruiting, hiring the best employees and providing them with compensation, benefits, training, and development they need to be successful within the organization. (Figure I: Monash Business School, 2012) As many authors would agree (Armstrong 1995; Torrington et al. 2005) reward and recognition policy provide guidelines for decisions and action in a number of areas including  Consideration of market rate pay.  Internal and external equality.  Merit pays.  Incentive. Below are the goals of HRM that have been identified, according to Armstrong and Taylor (2015). (Source: Author Developed) Three major subdivisions of HRM Taking a look at the vast array of literature, HRM turns out to be many things. 1.)  Micro HRM (‘MHRM’) covers th...