How to select the right HR software for your SME:- You are a small business, it doesn’t mean you need to struggle with spreadsheets and paper forms. In fact, when it comes to managing your employee information, there are several HR software solutions designed especially for SMEs. Picking the right one can help you streamline your processes, and grow your business faster.
Human Resources Management (HRM) is responsible for managing the formal system in the business. There are three major areas where Human Resource Management department responsibilities fall, staffing, employees compensation and benefits. Human resource management department of the business is also responsible for assigning duties and analyzing performance of the business employees and probably focused on employees productivity.
The pay linked with the qualified or quantified work performed by an individual is called pay for performance. Performance for pay plan consists of variable pay plan in which a portion of the pay of an employee is put at some risk for the purpose of earning some extra pay. On the other hand in gain sharing plan, all or a group of employees make collective efforts to accomplish the productivity goals so that they can avail group incentives. Another form of stock option provides the opportunity to buy the stock of organization in some future time.
The human resource management in an international business plays a significant role at the strategic level. The executive manager of the human resource management in an international business actually acts a decision maker & strategic partner of the business organization. The complete comprehension of the overall global system is essential, so that the productivity of the employees of the entire organization is maximized. The human resource must also be global in nature in relation to its global organization.
Before talking about the sources of recruitment, lets define what is recruitment? Recruitment is defined as the process through which potential job applicants are attracted from available labor force. It is essential for every organization to attract enough quantity of potential job applicants who possess the required aptitudes & abilities that can be helpful for the organization to accomplish its objectives. An effective recruiting process is followed by the selection of effective employees. If the best candidates are not included in the group of job applicants, then the organization is deprived off from such potential employees.
Before discussing the sources of power in an organization, lets discuss the power. Power is defined as the ability of an individual to influence others. Power is not limited to only managers in the organization. The employees as well as the outsiders of the organization like customers can also influence the attitudes & actions taking place in the organization. Some employees need Power to influence the actions in the organization while some of them may not need it. Moreover power is not similar to the Authority. In fact authority is contains that power that is specific for a particular position like the power of security supervisor.
Are you looking for new methods of employees motivation or you wants to know how to motivate employees? In order to obtain the effective performance from the employees in the organization, employees motivation has utmost importance and organizations are always looking for the new methods of employees motivation or wants to know How to Motivate Employees? Because when employees are better motivated, there are more willing to exercise their full potential in the assigned tasks of the job. Here the question is how you may better motivate your employees to get better results on regular basis. There are number of methods of employees motivation or how to motivate employees. You just need to know which Method of Employees Motivation is right now you need to use.
Before talking about the process of motivation, it is important to know what is motivation? The behavior of an individual is directed towards some goals by an inner drive which is called motivation. In fact the human behavior is energized, directed & sustained by the process of motivation. In the area of HRM the motivation is defined as the desire of an employee to perform his job in an excellent way or to exercise the full potential for performing the tasks assigned to the employee. The main characteristic of motivation is that it guides the human behavior towards objectives.
Before talking about the situational leadership theory, lets see what meant by the leader. The leader is a person in the organization who has the ability & power to influence other employees by assisting them in establishing their goals & by supporting them to accomplish those established goals effectively. The process through which the leader performs his functions of assistance & support is called leadership. There are many roles that a leader plays at one time. The leader not only performs the function of supporter in the accomplishment of the goals of other employees but he also Motivates his subordinates along with the tackling of conflicts & other issue of other employees. The potential leader gives a vision about the future direction of the organization to the employees so that the employees feel positive emotions for the achievement of such future direction.
The union or employee union is referred as an organized group of employees who collectively bargain to protect & promote the mutual interests of the group members. The importance of employee union is clear from its influence on the policies of the human resource management. When there is no union of employees in the organization, then the HRM department develops and advice such policies that only depends on the efficiency. But when there is the presence of a employee union, the management must consider the preferences of the employees of the union while making policies of the organization. The employees of the union have the following preferences that can stand in front of the preferences of the top management of the organization.
The global human resource management should develop and implement such policies & practices that are according to the host countries. The influence of global variations on human resources should be considered by the global human resource management. Also there are number of challenges or barrier in the ways of global human resource management, which influence its over all credibility. Here are some barriers that come in the way of effective global human resource management.