Kaushalya Wijesinghe Kirinde

Photo credits to www.channelpartnersonline.com/files/2017/05/ In the future context organizations will have a distinct challenge of retaining their key employees and improve their level of competencies in line with fast paced business atmosphere to keep ahead of the game. Following are the future challenges could be expect by HR Managers. Technology In the future context cutting edge noval technologies will replaces the oldish with no time and most of them will be crucial for companies to adopt in order to keep their competencies ahead of competitors. M- Commerce, S- Commerce and E- Commerce will impose new challenges to HR managers, internal and external communication via social network and office automation's will make a significant impact. Employee Diversity Since majority of countries lift up their boarders to encourage globalization, there will be a rapid increase in work place diversity. Therefore HR mangers will have a urge to develop skill levels of...

Photo credits to www.danpontefract.com/wp-content/uploads/2012/06/culture3.jpg '' Our assets walk out of the door each evening. We have to make sure that they come back the next morning ''  - Quote by Narayana Murthy Organisational culture attributes believes and values that are existed within an organisation for a long term. That could be identify organisational administration has  a greater level of  influence over its culture . These organisational cultures been adopted by their administrators to enable employees to achieve strategic corporate objectives efficiently and effectively. Photo credits to markumgroup.com/uploads/3/4/3/8/34389790/5568774_orig.jpg Considering annual growth of companies many establishments reliant on their top performing employees. Therefore its crucial for companies to retain their much valued assets to remain in the game. Considering retention generally deciding factor could be monetary but a survey...

Photo credits to http://www.mcoxley.com/images/sli_8.jpg Performance management is a process or rather a mechanism which enables and establishes proper grounds for employees to play their best game and achieve organizational objectives effectively and efficiently. In the current global context Performance Management is something more than what comes to mind, the typical annual performance appraisals where managers asses employee performances using techniques such as; assessment centre method, essay evaluation, human asset accounting method, paired comparison method, rating scale, 360 degree feedback etc. This once a year approach proved to be biased and too focused on past mistakes thus leads to discourage employees and create work floor conflicts which will effect negatively to the organization. In the contemporary context forward thinking organizations tend to practice modern performance management where continuously assess employee competencies and develop un...

Photo credits to http://performatwork.com/ There are number of different ways that employees can be developed, from induction to on the desk job training to internal or external courses, workshops and coaching and mentoring etc. This scrutinize different more methods of learning and development and how they could be used to enhance capacities of human capital.    In the current global context employers are aware and understand the value of invest in learning and development, therefore they tend to invest heavily on L&D to fine tune efficiency of their human capital. Toyota have established a philosophy called ''  Monozukuri  is about developing people '', from which them manifest the need of employee development for a sustainable growth as a company . Virgin Care has been short listed for the award for '' Excellence in Learning and Development '' category of the 2015 '' Personnel Today Awards '' after...

Photo credits to us.123rf.com/ Management is when different individuals come together in an organization to work and achieve a common organizational goal. Managers would manage employees in a way that enhances productivity by efficiently and effectively. In 1918, Taylor known as the "Father of Scientific Management" published his book ' The Principals of Scientific Management, in which he described how the scientific approach improves productivity. Prior to the scientific management there were skilled craftsman who learnt their work by lengthy studies. Therefore they made their own decisions about how their job was to be performed. Scientific management took away much of these autonomy and pressures employees to be specialized on a particular piece of work and therefore increases the productivity. Scientific management is mainly developed based on following four principals. Scientifically desig...

    Photo credits to http://sapamaerp.com/img/home_page/hrm/sapamahr Human Resource Management is a strategic and a systematic approach to the management of an organizations most valued assets; the work force who individually and collectively commit towards achieving its objectives for a sustainable competitive advantage.   The difference between Human resource Management and Personal Management Photo credits to https://4.bp.blogspot.com/ The main difference between Personal Management and Human Resource Management lies in their scope and assimilation. While the scope of Personal Management is narrow and has an inverted approach, where employees are viewed as tools rather machines, here the behavior of the worker can be manipulated as per the core competencies of the organization and replaced when they are worn out.      Photo credits to  https://2.bp.blogspot.com/ The role...

Photo credits to www.talkofweb.com When employees have a strong and a healthy relationship with their employers that would mutually benefited. From the employee side will have a happy and a pleasant atmosphere at work and from the employer side will achieve corporate objectives more effectively and efficiently. For an example that myself eye witnessed  in my own factory, employees who are more closer and friendlier are tend to work longer than their scheduled timings without any of complaints or demands and shows a higher degree of efficiency plus I privileged myself to obtain more ground level information which are crucial at times of decision making. When an employee enjoys being around their manager and co-workers, they are less likely to seek out conflicts. Therefore higher the productivity otherwise wise versa. Virgin group introduced flexible working hours therefore employees been able to spend more time with their families and avoid typical ...

Photo credits to http://vteki.com/importance-talent-management-strategy-organizational-success/       Talent management is one of HR tools use by many establishments to achieve their corporate goals efficiently and effectively by strategically managing their most valued human resource. Every effort that has taken from recruit to retain, develop, reward and perform can be recognized as different aspects of the talent management. Until 1980's HR departments focused solely on personal functions like hiring, payroll and benefits. But after established a concept called 'Strategic Human Resource'. Since then talent management has evolved over the years and developed gradually.   Talent management strategy should be linked to organizational strategy and be implement in daily business process through out the organization as a whole to achieve common goals. This can not be isolated and identified as only a responsibility of HR department but the organiz...

  Photo credits to the empaxtrack.com      The world changes at a rapid pace where at a glance cutting edge noval technologies, trends,  mechanisms and theories taken place and replaces the old ones. So as companies needed to keep an alert on their greatest asset of human resource in order to keep their competencies intact and climb the corporate ladder. Following are highlights of some latest trends. Globalization and its implications Since most of the nations encourage globalization in order to share limited resources, there are lots of multinational companies encourage the idea of global village. Therefore human resource departments needed to ensure that their work force is intact with latest skill levels and cultural adaptability to operate with diversity of work force and  handle global assignments.  Examples for companies with diversity of work forces; Sodexo, Johnson & Johnson, Master Card, Accenture, Kaiser Permanente, EY, Disn...