This report concerns with the importance of Human Resource Information System (HRIS) from the perspective of an organization. The main issue that is highlighted in the research is related to the ineffectiveness of the HRIS due to lack of dedicated resources, poor quality of data, unrealistic time frame and complexities pertaining to management of the software. The paper has also suggested for the stakeholders, that they should adopt a scale for measuring the performance of HRIS of the company. This will identify the areas, where modifications are required.
Conflicts are universal and can take place due to clash of ideas; however, the results are not always destructive since, conflicts are often responsible for sparking innovation and creativity. Hence, managers may opt to apply the principle of negotiation so that the performance of the firm is not affected. This paper focuses on the techniques followed by the organizations to resolve conflicts. The description of the big five personality attributes have been conducted to analyze the particular situation. A development plan has also been included in the report for offering equal treatment to each of the employees. Based on the discussion of this paper, it has been found that effective negotiation techniques are important to maintain a proper work environment in the organizations.
This paper has highlighted on the importance of human resource management from the perspective of First Finance Company. The major HR related problems for the company has been identified for developing the HR policies. Huge investments in training and acquisition strategies adapted by the company has been analyzed in the context of the report. Based on this analysis, recommendations have also been provided in the report.
Change in the organization is often viewed as important to deal with the changing market scenario and perception of customers. Change like management, leadership, culture and other can have a significant impact on the competitiveness of the firms. The paper deals with the issues related to the change management and its significance to an organization. The role of the leaders in managing changes has been discussed in the paper. Key success factors for formulating an effective change management model has been presented in the paper. It has been concluded that change management process is required to be synchronized with the organizational goals.
Providing equal opportunities and diversity in the workplace is an ethical aspect that the organizations need to consider in order to earn huge benefit in the global market. This paper intends to present significance of workplace diversity in an organization. Different strategies adapted by the managers to manage diversity in an organization has been demonstrated in this paper. Based on the discussion of this paper, it has been identified that for enhancing job satisfaction of the workers equal treatment and diversity management is extremely important.
The report comprises of an evaluation of the process of organizational control and its impacts on the employees and managers. The study suggests that the emerging organizations have adopted a control in their management process that involves control in the production, sales as well as the inventory management that depends on the consumer demands and supply. It reflects the control within an organization can be of various types and the managers need to control the work process in order to maintain the ethical aspects of the organization.
The change management determines the success of any organizational changes that have been implemented. The purpose of this study is to analyze the effective of the change management and the underlying issues faced by the case study company RSEC. It has been found that the company implemented drastic changes in the operational process, employee job roles and responsibilities in haste. This as result have led to adverse effects on the organizational performance and employee satisfaction. The Lewin’s three stage model of change management have been used to analyze the situation and to provide the necessary recommendations and its implementation.
This paper intends to critically argue on the fact whether providing priority on the applicants’ perspective can be appropriate for evaluating the effectiveness of selection and recruitment process. Based on the discussion, it has been found that that there is a gap between the theoretical benchmark and the applied recruitment and selection practice. Therefore, the study suggests KSAO application, communicating insight process and a consistent processing during a specific selection process so that positive applicant reaction towards the selection process can be expected.
