Raihana HRM Blogs

    (Sunshine, 2022)   Recruitment and selection are two key aspects of HRM that allow organizations to find and select the best talent   (Ekwoaba, et al., 2015) . Recruitment is the process of sourcing, attracting, and identifying candidates for open positions, whereas selection is the process of assessing candidates’ qualifications, skills, and abilities to narrow down the pool of applicants and choose the best person for the position. Proper recruitment and selection strategies are important for an organization as it helps connect with top candidates, reduce turnover and absenteeism, and improve productivity and efficiency. Effective recruitment and selection strategies are also crucial to help organizations save money in the long run, as bad hires or leaving a role sitting empty for too long can be costly (Personio, 2023). However, recruitment and selection is not an easy task and requires a lot of effort and time. HR teams have to face many challenges du...

    (Mathew T, 2023)   A team is defined as a group of people who come together and perform independent tasks to achieve a common vision or objective. Some teams have a limited life, such as a design team developing a new product or a service or a continuous process improvement team established to solve a specific problem. Whereas some others are ongoing, such as a department team that meets periodically to review goals, activities, and performance. Regardless, teams are essential for an organization because they help maintain an enjoyable workplace, improve productivity and efficiency, increase accountability, and build strong employee relationships   (American Society for Quality, 2023). According to Tuckman (1965), teams go through five stages during development: forming, storming, norming, performing, and adjourning. The stages begin from the time the teams first meet until the teams dissolve, and each stage has its own feelings and behaviors (Stein, 2023...

    (Robinson, 2021)   Job design is the process of organizing job tasks, duties, and responsibilities to maintain employee satisfaction and engagement. It involves identifying the necessary knowledge, skills, and abilities needed for the job and the tasks and responsibilities that have to be performed. Job design is a constant, ongoing process as the global environment of roles, duties, responsibilities, and employee needs and the market is constantly shifting (Frislid, 2023). Successful job design helps align both business and employee values, resulting in reduced turnover and increased productivity. Regular job design also allows organizations to stay up-to-date on the ever-evolving work expectations and landscape to attract top talent and provide current employees the opportunity to succeed in their positions and enhance their overall competencies (Indeed, 2023). Furthermore, proper job design can address potential hazards and ergonometric concerns and help pr...

    (Jouany & Makipaa, 2023)   Employee engagement is an HRM concept that describes the level of enthusiasm and commitment an employee has toward their job (Smith, 2022). Employee engagement can also be described as the relationship between an organization and its employees. High levels of employee engagement indicate strong relationships between the organization and its employees, whereas low levels of employee engagement indicate poor relationships between the organization and its employees (Postelnyak, 2023). Regardless, employee engagement is critical to a company's success, given its link to employee job satisfaction and morale (Smith, 2022).   Engaged employees care about their jobs and the performance of the organization and believe that their efforts can make a difference. They are in it for more than just the paycheck and may consider their well-being linked to their performance at work. Engaged employees are also likely to be highly productive and...

    (Chirantan, 2020) Given the highly competitive global market in which organizations operate, the need to develop and retain highly skilled employees has become paramount to survival and success. One approach highly advocated to develop employees is performance management (PM) (Brown et al., 2018) Performance management is defined as identifying, measuring, and developing the performance of employees and teams and aligning it with the organizational goals and objectives (Aguinis, 2013). According to Samwel (2018), performance management is a process of directing and ensuring that organizational processes are directed toward the maximization of employees' productivity. Furthermore, Briscoe & Claus (2008) say that performance management is the system through which organizations set goals, determine performance standards, assign and evaluate employees' work, determine training and development needs of employees, and distribute rewards to employees. The focus of perfo...

  (Dale, 2022)   Employees are bounded by numerous contracts upon employment. This includes the employment contract and non-disclosure agreements. Nevertheless, there is an informal agreement that is often overlooked, and this is known as the psychological contract (Ngobeni et al., 2022). The psychological contract concept was first introduced by Argyris (1960) after analyzing interviews conducted between employees and supervisors in two factories. He found out that a psychological contract is an implicit understanding between employees and their foreman. He further argued that the relationship could be developed to allow higher employee productivity and fewer grievances in exchange for satisfactory wages and job security. Thus, the defining characteristic of the first conceptualization of psychological contract was an exchange of tangible, specific, and economic resources agreed upon by both parties that allowed for the fulfillment of the needs (Argyris, 1960). Howeve...