Chathura Dharmasena - MBA 2022

  Obstacles abound in everything. SHRM too faces certain challenges. These roadblocks have to do with mindset, strategy, and outcomes. Barriers are divided into seven categories. The following are a few of the impediments to strategic human resource management:   Short term mentality The first hurdle is a short-term mindset and a concentration on SFIRM's present performance. Because the organization was founded with long-term objectives/focus, every management acts with a long-term emphasis. Strategic inability SHRM often fails to think strategically and is unable to do so owing to a lack of expertise. This sort of impairment can occur for a variety of reasons, including a lack of technical understanding, inadequate training, and so on. Lack of appreciation The activities of strategic human resource management are sometimes overlooked by senior managers. As a result, the SHR management is uninterested in pursuing any creative enterprise. A few words of gratitude might give the...

  The majority of organizations must rethink their learning capacities, as well as reimaging their workforce experience to improve efficiency and reassess how they educate leaders, in light of artificial intelligence's quick and persistent expansion. “Repurposing” of Human Capital When it comes to hiring, managers sometimes overlook one of the most efficient strategies HR professionals employ: relocating current employees to open positions within the organization. Of course, each given person must have the specific talents required to fulfill the role's obligations. Alternative human capital, such as contractors, freelancers, and outsourcing partners, is a second and as effective strategy. This method of talent acquisition works best for businesses that are experiencing rapid change. According to worldwide trends in the alternative workforce, modern businesses have a fantastic chance to collaborate with international vendors, contractors, outsourcers, and freelancers. F...

Many research (Lewis, 2002; Koutroumanis and Alexakis, 2009; Naqshbandiet al., 2014) show that organizational culture is crucial in deciding whether a company succeeds or fails. According to Hosseini (2014), culture reflects an organization's identity and functions as a personality in human interaction. Organizational culture, according to Sulkowski (2012), is formed through social norms, communication techniques, conventions, subcultures, organizational stereotypes, organizational heroes, and so on. Organizational culture is significant in organizations because it regulates the behavior of participants and, in extreme circumstances, the entire organization. If an organization works in a same and stable way for a long period, attaining goals and accomplishments, its members (or at least well-understood management staff) acquire particular patterns of behavior and adopt norms that continually support future successes.  As a result, corporate culture emerges as a "idealization...

In a worldwide market where millions of firms compete for the best personnel, a company must be able to inspire and reward people effectively or risk losing them to a rival. The management of reward strategy, which ensures organizational well-being, has frequently been stressed in organizational discourse. This is due to the fact that one of the most basic issues of reward management is how it may help encourage people to attain high levels of performance, secure their retention, and increase output in the firm (Armstrong and Stephen, 2005). The term ‘’reward‘ is discussed frequently in organizational literature as something that an organization offers to the employees in response to their contributions and performance and also something which is desired by the employees (Agarwal, 1998). The objective of a reward plan  to design policies and procedures that will attract, retain, and inspire high-quality workers  to assist the attainment of organizational goals and offer fair a...

Managing and keeping employees is one of the most crucial HR decisions in today's highly competitive market. When deciding whether to train existing employees in-house or hire new employees, the cost aspect is critical. So, much as other departments do for their operations, controlling workforce efficiency entails improving the ROI (return on investment) for labor expenses. Companies now days are made up of networks of teams, with team management at the center of organizational architecture. Many firms are replacing their fundamental systems with cloud-based systems, which are based on applications and data centers, with the consequence that employee productivity is improving. The emphasis in software is shifting away from analytics and toward artificial intelligence. These innovative technologies have been found to be cost-effective. The focus is mostly on cost reduction and employee happiness. Here are some technologies that are used to increase productivity 1 – Use Virtu...

  Over the last decade, there has been a talent deficit in the workplace (Frank & Taylor, 2004). Organizational leaders will be faced with the challenge of how to retain competent staff and replace them while they struggle to locate talented people. Companies are now confronted with the challenge of how to approach talent management and reformulate strategies 20, especially in today's global market, where every organizational leader must invest in human capital on a continuous basis to battle the talent shortage (Temkin, 2008). Talent Management’s Growing Importance The demand for human capital will continue to drive talent management in order for businesses to acquire a competitive edge (Towers Perrin, 2003). Top-tier leadership companies focus on maintaining and growing talent, despite the fact that compensation and perks initially attract personnel (Lockwood, 2006). The talent management method is used to keep track of specific events that each employee encounters at work (P...

  Employee engagement is a strategic method to fostering organizational progress and transformation. To anticipate and respond to an organization's requirements, engaging people necessitates a year-round effort on modifying behaviors, procedures, and systems. Employee engagement is high when workers are invested in, devoted to, excited about, and passionate about their jobs. Employee engagement has become a well-known and extensively used word (Robinson et al. 2004). However, practitioner literature and consulting businesses have produced the majority of what has been published about employee engagement. There has been relatively little scholarly and empirical study in this field, as Robinson et al. (2004) point out. CONSEQUENCES OF EMPLOYEE ENGAGEMENT The fundamental reason for employee engagement's appeal is that it has good repercussions for businesses. There is a widespread perception that there is a link between employee engagement as a personal trait and business ou...

  Employee satisfaction is critical to the success of any company in the corporate sector. Only a happy employee can form positive interactions with his or her coworkers, which improves his or her productivity. The current Covid-19 event has largely altered the working environment. Due to lock down, people are forced to live in social isolation and emotional and social distance. When there is no other option, industries and organizations are forced to work from home using various online digital platforms during COVID -19.   The term 'worker relations' refers to an organization's efforts to manage relationships between managers and employees. A company with a good representative relations program treats all employees fairly and consistently, allowing them to focus on their jobs and remain loyal to the company. Such projects also aim to prevent and resolve challenges that arise as a result of work-related circumstances (Rea, A., & Shinn, J. 2015)   There are f...