Navigating the future: “Unleashing the power of strategic human resource management.”

  PEOPLE AND ORGANIZATIONS : PRINCIPLES AND PRACTICE IN GLOBAL CONTEXTS.  ( by M.D.E.I.M.Muthugalage - 23042637) PERSONAL MANAGEMENT (PM) Vs HUMAN RESOURCES MANAGEMENT (HRM). The key difference between Personal Management (PM) and Human Resource Management (HRM) is mainly due to it’s own approach to employees and their management. PM considers employees likely machinery and tools whilst the HRM considers employees as Assets in the organization. PM’s scope is to replace the head with suitable replacement when time to go away and HRM always looks for retention and grooming and drive for delivering super level of results. In these terms HRM shows a greater mutual responsibility in shaping up human capital, rewarding them and enhance economic performance. In early stages employees were taken care by a Personal Manager and mainly to handle the pay role. However, such PM was greatly evolved by HRM in current context by diverting to a comprehensive path like talent recognition an...

  PEOPLE AND ORGANIZATIONS : PRINCIPLES AND PRACTICE IN GLOBAL CONTEXTS.  ( by M.D.E.I.M.Muthugalage - 23042637) Human Resource Management in Multinational Organizations . Human resources management is an integral part of organizational strategic management. This becomes more complex when handling an international context than in domestic set up as many differences between Headquarters and subsidiaries. HRM policies to be set up in a manner to avoid discriminations in religion, race, caste or nationality. In the same time cultural differences have a great impact on handling duties. Therefore, cultural flexibility is an important factor to consider when formulating HRM policies and hiring people. The role of International Human Resource Management (IHRM). International HRM is a term which encompass all the HR practices evolved into a Global frame work. The process is more complex than the domestic and managing a global work force is having great challenges. Therefore, HR pr...

  PEOPLE AND ORGANIZATIONS : PRINCIPLES AND PRACTICE IN GLOBAL CONTEXTS.  ( by M.D.E.I.M.Muthugalage - 23042637) Importance of having a “Human Resource Management system” (HRMs) in an organization The role in Human Resource functions have become more challenging in dynamic business world. Human Resource Management (HRM) is no longer a different management role and yet to be continues as an integral part of strategic management of any of the organization. With the emerging markets, globalization and the factors of geographical diversity HRM faces a very challenging edge.  HR mangers faces complex situation in handling their processes and it’s very difficult to run with a streamed line and integrated process and hence having adapting to a proper HRM system is an inevitable. This adaptation help organization to ensure that the workforce remains productive, engaged and committed and result oriented. It enables HR team to be more productive and work with improved performan...

  PEOPLE AND ORGANIZATIONS : PRINCIPLES AND PRACTICE IN GLOBAL CONTEXTS.  ( by M.D.E.I.M.Muthugalage - 23042637) How “Flexible Working” benefit to Organizations and Employees. Flexible working schedule” or commonly used as “Flex hours” is a trending phenomenon in current business world, provides employees to maintain work – life balance. They have autonomy to create their own schedules and find a flexible working roster having aliening to a traditional nine to five work weeks. It allows employees to vary the times to begin and end their work day. It’s noteworthy to remember that flex hours don’t mean to less hours. Employee has to cover up the agreed working time duration or fulfil any other work agreement entered with the employer. The method provides employees to adjust their personal life in a balanced way and meet the career challenges having a win- win situation. In the same time people and organizations tend to find flexible work station or work remotely, especially ...

  PEOPLE AND ORGANIZATIONS : PRINCIPLES AND PRACTICE IN GLOBAL CONTEXTS.  ( by M.D.E.I.M.Muthugalage - 23042637) HOW TO CREATE A LEARNING CULTURE   Creating a learning culture in an organization is a strategic and ethical approach to bring the organization into its height. Supporting independent learning and development, encouraging team members to reflect their empathy to grow within the organization and inculcate a growth mindset are the important points to think about. Overview If, we raise a question why we need to bother on learning and development (L&D) of the employees. Why We can’t recruit competent guys into position and run a “Plug and Play” model. In contrast, thinking may evolve into a strategic pattern which helps to develop an organization into a more vibrant and sustainable level in constantly and fast changing environment. Thus, organizations need to be initiated to invest in building a learning culture and implement appropriate measurement to adop...