Upul Medakotuwa's HRM Corner

Grievance Handling; as a challenge today Grievance should be pertaining to work. It is a feeling on unfairness of a work place and more deep-rooted than a complaint. Each and every employee of an organization have certain objectives which he thinks must be full filled by the organization they are work for. When the organizations fail to come to the expected level, employees develop a feeling of dissatisfaction. At the time of feeling something is unfair in the organization, employees are said to have a grievance. Armstrong.M (2009) stated that, with the development of human resource procedures, covering grievance handling, discipline, promotion and equal opportunities redundancy and ensuring that they are implemented fairly and consistently.  Grievances can be divided in to two sectors. The general grievance and the Individual grievance. The general grievance is a grievance that affects of two or more employees. As an example, retrenchment process that could involve

Workforce Diversity Management: Biggest Challenge For 21st Century Organizations   In changing world, we all are live in an increasingly multicultural society. In order to adopt with competitor world, organizations realize the need of immediate action to establish and manage diverse workforce in their work place. According to   Bedi (2014) Workplace diversity is the issue of people, focus on the differences and similarities that people bring to an organization. Today, in 21 st century Organizations realize that, diversity of work force is not just something to deal with. It creates stronger and more competitive enterprise. Workforce diversity is basically described with differences and similarities in various characteristics, such as gender, age, heritage, ethnic, disabilities and physical abilities, race and sexual orientation among the employees of the organization. Workforce diversity is a pragmatic business strategy that focuses on maximizing the productivity, c

Recruitment and Selection Process today Recruitment is a process of finding suitable employees and motivating them to apply for jobs in the organization. Selection can be defined as the process by which the organization chooses from among the applicants. As a result of rapidly changing business environment, organizations have to respond as soon as possible to the requirements for people. Because of that, it is very important to have conclusive recruitment process and a policy in place, which can be implemented effectively to get the best fits for the vacant positions. Rejecting the right candidate or selecting the wrong candidate could turn out be costly mistakes for the organization.  (Karthi et al, 2015) Amstrong (2009) stated that recruitment is the process of finding and engaging the people to the organization needs and Selection is that part of the recruitment process concerned with deciding which applicants should be appointed to job.       Successfu

Changing trends in HRM today Human Resource Management (HRM) is a process of aligning people with organizational objectives. The major objective of HRM is to develop the productive contribution of personnel to the organization in more social, ethical and administratively responsible way.   Successful organizations are aligning their vision with business driven culture and use HRM as a tool for it  (ALBU & Danila, 2009)  Today, the HR experts are mainly focusing on Motivation, Change agent, Policies, relations and quality consciousness. Motivation make employees feel like winners and reduce their fear on change in technological and other related aspects. HR policies mainly based on equity, consensus, openness and trust.Establishment of a healthy work place and fair treatment of an employees is very important today. In twenty first century Human Resource Management face in many challenges in present business scenario. One of the famous trend in global context is

The impact of organizational culture in contemporary context Organizational culture includes its expectations, philosophy, experiences and values and also asserting organization’s self-image, future expectations, and interaction with competitor world. Each organizations has their own exclusive organizational culture which stems from the vision of their leaders. The unique personality of an organization is referred to as its culture. It is not visible, but it has strong power to influence on employees of an Organization. Watkins (2013) Stated that Culture is consistent, observable patterns of behavior in organizations. In order to achieve Organizational overall objectives and competitive advantages, individuals or the employees of an Organization need supportive organizational culture. The talent of the employees would be considered as backbone of an organization. Awadh & Saad (2013) argued that, throughout the establishment of strong culture of an organiz

Talent management as a challenge in  twenty first century Today the ‘’Talent Management’’ became one of most important buzzwords in corporate training and HR. Corporate world is entering to a new era in Talent Management. Learning and Development and HR organizations are now aligned on a new set of strategic issues. Reilly (2012) stated that  business executives and Human Resource Managers assess Talent Management as their top people issue, believing it has a very high impact on business performance. Talent management   generally include performance management, recruitment processes, succession management, learning, competency management, compensation and career development. It requires both organizational commitment and systems, in order to attract, acquire, measure and manage the talent needed to achieve organizations overall business objectives. Talent management and the business should have to align with processes in order to maximize their benefits. Cappel