Employee separation is a crucial aspect of human resource management, ensuring that an employee’s departure from the organization—whether voluntary or involuntary—is handled in a professional, transparent, and compliant manner. A well-defined Employee Separation Process protects both the organization’s interests and the employee’s rights, maintaining goodwill and minimizing operational disruptions. This article explores the types of […]
Introduction: The Typical Functions of a HR Manager Until now, we have discussed how the HRM function in organizations works and the role of the function in organizational processes. We have also discussed the changing nature of the HRM function in recent years and how with the introduction of enterprise software, an entirely new dimension […]
Leadership Development in Successful Companies The previous articles have discussed how the HRM function is now seen as a critical and crucial component of the organizational support functions. In particular, we have analyzed how effective people management goes a long way in ensuring better economic performance. Among the components of people, management that the HRM […]
Shorter Term Targets and the HR Function Typically, the Human Resources (HR) function is supposed to operate on short-term targets such as the number of people hired for different positions and within the targets set in the short term. For instance, in most manufacturing companies, it is the norm to ask the HR function to […]
The Need for Employee Wellness Managers In recent months, there has been a spate of articles in leading management journals as well as in the mainstream media about why organizations must also have wellness managers in addition to HR (Human Resource) managers. Indeed, the need for wellness managers or officers stems from the fact that […]
How Innovative can the HR Function Get? Innovative Human Resources (HR) policies can go a long way in boosting employee productivity and enhancing organizational effectiveness. For instance, it is often the case that the HR Function comes up with a mix of work-related and fun related activities that employees find interesting and something they can […]
When Knowledge is Power, It Makes Sense to Protect it from Theft In times when the knowledge based economy thrives and is predominant, it is more than important for organizations to protect their most valuable asset, which is data and information. Indeed, given the fact that contemporary organizations use knowledge as the main leverage over […]
The Case for the Importance of the HRM Function even in Recessionary Times In these recessionary times, it is tempting for the companies to cut the budgets of the HRM function and focus on cost control and trimming as a means of profitability. Further, with the squeeze on hiring by many companies, one of the […]
In the modern corporate landscape, the term Human Resource Management (HRM) is widely recognized, while its predecessor, Personnel Management, has become increasingly rare. Yet, both play a crucial role in understanding how organizations manage their most valuable asset—people. Though they share similar goals, the approaches, philosophies, and outcomes of these two management styles are distinct. […]
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What is Due Diligence and Why is it Important for HRM processes? We come across the term Due Diligence in many contexts as part of our everyday lives. Indeed, Due Diligence is used in a wide variety of contexts and fields including finance, legal, and commercial transactions. Often, we are also advised to do our […]
HR Scorecard Aligns People, Strategy, and Performance Organizations consist of people who perform the needed work for them. Also, such work is determined by the strategies that the organizations plan for the year or quarter ahead. Thus, it can be said that while the organization strategizes, the people implement the strategy. In this context, there […]
Introduction: HRM in the Industrial and the Post-Industrial Eras The field of HRM or Human Resource Management has evolved from the time HR managers were primarily responsible to settling labour disputes and taking care of payroll during the Industrial Era to the time where they were primarily tasked with enabling performance, empowering employees, and providing […]
