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Organizational culture and It’s Important

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Organizational culture differentiates the extraordinarily successful companies from all the rest. It can be a powerful, competitive advantage. Organizational culture is the characteristic and the tangible personality originated inside the every organization. Organization culture can designed and leveraged  (Morcos, 2018) . Culture definition varied through the years, Groysberg, Lee (2018) defined culture as the collective effect of common beliefs, behaviors, and values of the people within a company. These norms within any organization regulate how employees serve customers and lead to financially performance. Investing in organizational culture can have an undeniable effect on productivity. Companies that reach position between their culture and innovation strategy do better financially than those that do not. Jaruzelski, Loehr, and Holman categorized a sample of 1,000 worldwide innovating companies based on the degree of alignment between their culture and their innov
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Impact of change in organizational perspective

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Change cannot be avoided, hence it is unstoppable. The instability of change had made most of organizations to adopt and consider it as part of its existence. Armstrong (2009) has defined change as any changes in structure, management, employees, process and other related activities. This change initiative should align with corporate objective and goals to ensure organizational success. This means that management of change plays an important role in handling and responding to change effectively as well as counter the resistance to change  (Lucey, 2008) .   Factors influence change are categorized into two, it can be described as internal factors that include technologies, operational change and processes, internal law and policies, organizational modernization initiatives, change in management decision and other. While external factors include competitions between companies in same industries, increasing pressures of globalization, political, economic, socio-cultural, techno
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HRM and Ethics

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Business ethic is very important part of any organization. It has mainly put attention on the social and ecological responsibilities of the companies within the society. Ethics are now becoming one of the most important internal concerns for the companies. Specially, Human resource function deal with people directly where ethical practices should be carefully maintained. HR includes numerous ethical pitfall that can damage organizations reputation if not managed properly  (Dijk, et al., 2012) . Ethics is defined as a person’s situation- dependent application of moral standards, which stem from the traditions, values or beliefs that have grown in societies concerning right and wrong conduct. In ethical perceptive (Muller, et al., 2014) . As per Pitt (2007), ‘Human Relations Management is concerned with a variety of ethical issues to be dealt with for making decisions related to businesses’. According to Wiley (1998, cite in Gramberg & Menzies, 2006) the situations wher
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Impact of globalization on HRM

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Human resource Management is transforming as the modern business faces numerous complex challenges due to factors such as globalization. This enable HR leaders to change their perspectives to global context. Three major factors drives globalization on human resources  (Bhushan , 2014) . Shortage of talent in developed countries Most developed countries including United State, Germany and Japan are facing long-term talent shortages mainly due to the retirement of baby boomers. There are more workers retiring than entering the labor force in most of develop countries. According to World Economic forum (2010), USA alone need to add 26 million workers to its talent pool by 2030 to sustain the average economic growth of past two decades. While Western Europe will need to add 46 Million employees. This fact challenge HR leaders in developed countries to look for talents in other countries or global. Globalization of human resource helps multinational companies either to outsource the wo
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Measure Employee Engagements: Employee Net Promoter Score

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Employees who are engaged in their work and committed to their organizations give companies crucial competitive advantage including higher productivity and lower employee turnover. Organizations of all sizes and types have invested substantially in policies and practices that foster engagement and commitment in their workforces. Engaged employees shows positive attitude toward the organization, its values and aware of business context and work with colleagues to improve performance with in the organization. Clearly, employee engagement can potentially translated into valuable business results for an organization. The organization most work to develop and nurture engagement, which require two-way relationship with employees and employer  (Devi, 2009) . After surveying more than 19,000 workers across the globe, AOP Research Institute found that only about 16% of workers overall are fully engaged  (Perry, 2019) . To reap the benefits of employee engagement, companies should measure i
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High Performance Work Practices

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Human capital is a vital resource for an organization to reach a sustainable competitive advantage in dynamic business environment.  Better management of human capital through retaining and motivating employees to a high performance improves organizational capacities in terms of profitability and productivity. High performance work practices (HPWPs) systems, which can be viewed as key factors that leads organizations to achieve a sustained competitive advantage, and ultimately result in a superior organizational performance  (Lado & Wilson, 1994) . Human resource management practices followed in the process of strategy making can effectively improve the organizational performance. These practices are refer as High Performance Work Practices. There are five key HPWPs, which can effectively improve the organization performance. Employee Training The employee training is a strategy made by organizations in order to increase the knowledge, skills and ability of
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Interim Management as choise of employment

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Societal, economic and technology developments, such as the need for increased flexibility by both employers and workers, the greater use of advanced information and communications technology (ICT) and the greater importance of particular business activities and occupations are resulting in the emergence of new forms of employment. There are nine broad new forms of employment. These may be new models of employment relationship between employee and employer or client and worker, some times, the forms of employment may be differntiated by whether they involved employees or self employed workers. Stretegic employee sharing, job sharing, casual work, Mobile work, portfolio work and platform work are the propular mathods  (Wild , 2012) . Interim Mnagement Interim management is a form which a company hires a higly specialised expert for a temperory duration to fullfill a specific work such as solving a specific mangement problem or technicle challenge or to assist in finaciall
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