Integrating HR Technology

HR Technology is a major growth market with increasingly sophisticated HR information systems (HRIS), HR management systems (HRMS), applicant tracking software and other IT products become available. Web-based HRIS is fast becoming a basic element of people management. Large corporations use HRIS extensively and more and more providers are addressing the potential of web-based HRMS solutions for medium and smaller businesses. The 13th Annual HR Technology® Conference and Expo that took place in Chicago from September 29 to October 1 2010 saw a number of new and award-winning products on show. Among this year's developments is Aquire InSight, selected by Human Resource Executive magazine as one of its 2010 Top HR Products. Developed by workforce...

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Posted in: HR Technology

Employee Performance Reviews

A half of the participants in an online survey* conducted for Globoforce think that employee performance reviews do not provide accurate appraisals of their work. The Workforce Mood Tracker survey found that U.S. employees were dissatisfied and disconnected overall about the frequency and effectiveness of performance reviews. Based upon the survey's findings, it can be concluded that organizations should be concerned about motivational issues at review time. Main findings were: Only 25% of those surveyed had performance reviews more than once a year Just 18% were given feedback on a semi-annual basis 7% received monthly reviews 22% said they never had a review 24% dreaded their annual review more than anything else Eric Mosley, CEO of Globoforce, a provider of strategic employee recognition...

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Posted in: Performance Reviews

Involuntary Part-timers

A recent report from the School of Social Service Administration at the University of Chicago found that a record number of U.S. employees are involuntarily working part-time as a result of a reduction in their hours or being unable to find a full-time job. This effect of the recession is in addition to unemployment currently affecting nearly 10 per cent of the workforce. Susan Lambert, associate professor, commented: "Certainly the current recession is contributing to underemployment, as evidenced by the proportion of American workers classified as 'involuntary part-time'." Researchers explain that the U.S. Census Bureau applies the term "involuntary part-time" to those working less than 35 hours a week because they could not find a full-time job or because of "slack demand". There were...

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Posted in: for Job Less

US Employment Situation

"In March, nonfarm payroll employment rose by 216,000, and private-sector employment rose by 230,000. The unemployment rate was little changed at 8.8 percent; the rate has declined by one percentage point since November 2010. Since a recent low point in February 2010, nonfarm payroll employment has risen by 1.5 million. Private-sector employment rose by 1.8 million over the same period, an average of 138,000 per month. In March, job growth occurred in professional and business services, health care, leisure and hospitality, and mining. Manufacturing employment continued to trend up over the month. "Professional and business services employment rose by 78,000 in March. This industry has added 692,000 jobs since a recent low point in September 2009. In March, employment in temporary help services...

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Posted in: for Job Less

Discrimination and Job Loss

It has been known for some time that there is bias against the unemployed in the job market. Research at UCLA and the State University of New York-Stony Brook now shows that jobless Americans face discrimination unrelated to their skills or to ways in which they lost their previous jobs. The researchers recruited a random cross-section of Americans over the Internet and asked them to appraise fictitious job candidates. They found that even when the participants were rating the same evidence about job applicants, unemployed applicants were at a disadvantage compared with employed applicants. For example, in one study, participants were presented with the same fictitious resume. Researchers Geoffrey Ho and Margaret Shih told half of the participants that it was the resume of an employed applicant....

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Posted in: for Job Less

Human Resource Management Organizational Behavior and Entrepreneurship

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Posted in: HRM Videos

What is Human Resource Management

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Posted in: HRM Videos

Employees must learn to work for higher performance

Business competitions in a globalized economy is stiffer than before. I will not wary stressing that fact. Hence the challenge for organizations, especially small business owners, is greater. Not only employees, but everyone in the organization must strive to put their best in their individual roles to ensure that business plans and strategies are implemented and goals are met. “Getting things done right at the first time and always,” is no longer a TQM (Total Quality Management) fad. It is now a driving force behind performan...

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Posted in: Basics of HRM

Human resource must be managed for performance at all times.

By the way, what is performance management? For the sake of this brief post, let me use Carter Mac Nara’s definition:     “Simply put, performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. “ Performance management here entails looking beyond what your people are currently doing but aligning these things to your organizational goals and objectives. Unfortunately, sometimes we tend to assume that when employees are busy, they are actually producing results. No! You are actually putting those efforts into waste when they are not checked. Results must be paramount for all those activities. Your employees should be exerting efforts towards meeting...

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Posted in: Basics of HRM

HRM Basics: Human Resource Management for Performance

Posted by Nor Be the first to comment under Basic HR Management, HRM Notes, Performance Management Organizations, however the size, who seek and strive to be competitive must do so by motivating and empowering their human resource for greater job performance. Easier said than done. Measuring human performance at work is not easy as it seems. Let alone, motivating and empowering employees for exemplary performance is difficult. As employers or small business owners, we tend to think that employees are easily motivated by good salary and benefits packages. That is partly true. When employees’ basic needs are met, they are likely motivated to work harder. However, this could only go at certain point. Material rewards is only effective at a level...

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Posted in: Basics of HRM