Best practices of Human Resource Management

  Recruitment and selection are a core function of Human Resource Management, it is a process of identifying, screening, shortlisting, and hiring potential individual to full fill a vacant position in an organization (Armstrong, 2014). Gusdorf (2008) stated that, recruitment is a process of attracting individuals in a timely manner with appropriate qualification to apply for a job in an organization. Recruiting right candidate, at the right time, for the right job is especially important (Gusdorf, 2008). Selected candidate will use the organization resources effectively and efficiently to achieve the objectives of the organization with high level of satisfaction, and commitment to the offered job (Gusdorf, 2008).         Human resource (HR) recruitment and selection is an activity that is used to fill the vacancies in any organization by hiring a specific number and types of employees with different skills, attitude, and competences according to t...

Maslow's Hierarchy of Needs Maslow's Hierarchy of Needs is used to identify the organization and its employee's performance. Through this theory an organization can easily evaluate how employees are motivated using internal and external resources (Armstrong, 2014). Kaur (2013) stated that, if employees need were not met, they will be unlikely to function and show less commitment towards work, it might cost organization losing highly qualified and skilled employee.  Maslow’s hierarchy of needs provided employer to understand the expectation and behaviour of an employee at the workplace with a new way of looking (Kaur, 2013). Kenrik et al (2010), stated that the employer must have the ability to identify the needs of employees and make sure those needs are fulfilled positively in order to keep employees motivated. When an employee feels safe, supported, and self-actualized their attitude may influence other subordinators to perform their daily tasks with a high level of i...

Herzberg's two factor theory Herzberg's two factor theory focus on employees’ personal feelings towards their working environment, attitudes, and level of performance by considering two factors named Hygiene and Motivation (Robbins - 2009).  Hygiene Factors:  Hygiene factors are usually known as extrinsic factors which influence to minimize dissatisfaction at the workplace (Aydin, 2012). Hygiene factors include company regulations, interpersonal relationships, salary, and other fringe benefits which are intangible and derived from external factors to identify the level of satisfaction (Aydin, 2012). Hygiene factors are the most critical motivational tools for any organization when implementing strategies, policies, and regulations. At some point of time, employees think that they have been monitored and influenced by the company. This attitude will dissatisfy employees and lead to absenteeism and employee turnover (Aydin, 2012). Eg: A leading jewelry company in Colombo...

Employee Motivation Employee Motivation occupies an important place in an organization to perform the whole management process to achieve its desired objectives and goals (Varma, 2017). In this era of a fast-growing competitive business world, every organization is facing numerous challenges to retaining employees. To overcome these challenges, organizations must create and maintain a strong and positive relationship with employees. Organizations believe that motivated and satisfied employees will have a committed approach towards organization objective; to achieve this, organizations motivate employees with monetary and non-monitory benefits (Armstrong, 2014). Employees who are well-motivated are the most satisfied because they are more involved in their jobs and perform their tasks effectively and efficiently (Armstrong, 2014). keeping employees motivated is always a reward for business to make high productivity and profit. When an employee is motivated, he or she shows enthusiasm an...