PEOPLE AND ORGANIZATION

  Organizations and individuals alike depend heavily on job design practices to fulfill their targets. 'Job design specifies the contents of jobs in order to satisfy work requirements and meet the personal needs of the job holder, thus increasing levels of  employee engagement'(Armstrong 2014).  According to Zareen, Razzaq and Mujtaba (2013), Various necessities within the context of personal requirements but also organizational needs and social concerns and technological demands and personal applicant needs organizational desires. The conversion process from inputs to outputs stands as the fundamental nature of job design but it additionally includes human element assessment. The job design process requires organizations to analyze both human elements and established organizational variables that matter highly in achieving successful performance goals. achievement of desired performance. The involvement of employees in job design together with their understanding of this...

Favoritism remains a historic issue which affects businesses of all kinds operating in different parts of the world with no regard for organization structure. Organizations experience three major consequences from the practice of favoritism because it disrupts employee morale and destroys team cohesion while causing reduced performance outcomes.   Understanding Favoritism in the Workplace People are socialized to relate to each other on the basis of race, class, and religion. As a result a boss may unconsciously, or consciously, distance employees who don’t have the same skin color, social class or religion (Butterman, 2007).Preferential treatment goes exclusively to particular workers regardless of performance, standards or skill levels in cases in the workplace.  Figure 01:https://www.aihr.com/wp-content/uploads/Can-You-Spot-Favoritism-in-the-Workplace.pngg Impact on Employees Whenever favoritism enters the workplace it disturbs the balanced workplace connecti...

Training and Development  are fundamental pillars of human resource management, designed to enhance employee capabilities and drive organizational success. While often used interchangeably, these two concepts serve distinct yet complementary purposes: Training focuses on immediate skill acquisition for current job performance Development emphasizes long-term growth to prepare employees for future roles. Together, they create a workforce that is competent today and adaptable tomorrow.  Cultivating employee skills and potentials Training and development empower individuals and teams to enhance their skills, knowledge, and capabilities. Whether it’s in the workplace, community, or personal life, investing in growth ensures adaptation to changing circumstances and increased efficiency. In the context of businesses, it fuels innovation, improves productivity, and boosts employee morale.    Employee Training Training is the process in which learning opportunities are struc...

  Introduction Modern work environments unite personnel from four different generational groups: Baby Boomers combine with Generation X workers who cooperate with Millennials and Generation Z employees. Genetic workplace diversity both enhances organizational perspectives and introduces difficulties regarding communication approaches along with work approaches and value systems. The fundamental role of Strategic Human Resource Management  consists of unifying workplace diversity through collaborative methods that result in organizational success.                          T he Multi-Generational Workforce:                Figure 01 :https://boolkah.com/wp-content/uploads/2024/02/Multigenerational-                                          ...

The modern business environment demands organizations to understand that their people represent their most vital asset above all else. The organized approach to attract and develop and retain experts into successful employees has become fundamental for organizational success. Talent management priority leads organizations to thrive above competitors through superior innovation combined with better productivity and increased profitability.  The approach of talent management achieves the double task of ensuring both organizational business target achievement through skilled personnel acquisition. The organization acquires essential talented individuals required to reach its business goals through talent management. and attain its business goals. It involves the strategic Creating and maintaining a talent pipeline represents the strategic management method used for talent flow within organizations(Armstrong 2011).           Figure 01:https://www.aihr.com/...

  The work environment contains assumptions beyond those listed in employment contracts and job specifications. An unspoken unwritten arrangement beneath the workplace surface deeply influences how employees engage with their jobs as well as how much trust they show their employer and how they perform. The psychological contract develops into an organizational force that builds sustainable success when organizations effectively recognize and handle its underlying principles. What Is a Psychological Contract? A psychological contract consists of unspoken employee-employer expectations together with beliefs and mutual work responsibilities. Although undocumented it possesses equal strength to formal written contracts in creating mutual responsibilities between business partners. A popular definition of the psychological contract is 'individual beliefs, shaped by the organization, regarding terms of an exchange agreement between the individual and their organization’ (Rousseau 1995). ...

                                               An Employee Value Proposition stands as the special company promise presented to staff members in exchange for their work-related abilities and dedication. Benefits that employees receive from work encompass financial compensation along with possibilities for career advancement and self-improvement and stability as well as work-life equilibrium and company atmosphere and job meaning. According to Armstrong (2011) organizational Employee Value Proposition includes the benefits that future or current employees receive from the company to maintain their employee commitment.   An organization uses its EVP to describe both the internal and external factors which influence workers decisions about employment. The value proposition acts as an important factor that enhances workforce commitment and ret...

                                                     Artificial  Intelligence (AI) and Emotional Intelligence (EI) can work together collaboratively in Human Resource Management (HRM) to create a balanced, efficient, and human-centric workplace. While AI brings data-driven insights, automation, and capacity for growth, EI ensures empathy, ethical decision-making, and strong interpersonal relationships. Together they enhance Human Resource processes by enhancing employee experiences, and driving organizational success.                                          Understanding of AI According to Singh and Chouhan(2023).Artificial Intelligence(AI) is defined as programming computers or other technological devices to act, react,...

    The international community adopts Diversity, Equity and Inclusion(DEI) as a standardized framework. DEI represents a linked set of concepts dedicated to achieving an   organization can a fairness alongside diverse representation through equal opportunities for every individual. Organizations that practice DEI, implement particular strategies to provide equal treatment and fair opportunities to all employees. According to ECCSL (2024) the three elements of DEI can be elaborated   as follows. Diversity A a group contains various identities which   holds   different perspectives and distinct experiences. It is a range of elements make up diversity including race, ethnicity and many other characteristics. People from different religious backgrounds, gender identities and sexual orientations, socioeconomic positions, ages, disability groups . Embracing the recognition of different backgrounds and perspectives serves to value them according to diversit...