My "HRM" Blogs

Reference  BIT. AI Blog , 2019.  21 Collaboration Statistics that Show the Power of Teamwork.  [Online]  Available at:   https://blog.bit.ai/collaboration-statistics/ [Accessed 2 11 2021]. SHRM , 2020.  Building Team Bonds.  [Online]  Available at:  https://www.shrm.org/hr-today/news/all-things-work/pages/building-team-bonds.aspx [Accessed 5 11 2021]. Merchant, P., 2019.  What Are the Nine Types of Team Roles?.  [Online]  Available at:  https://smallbusiness.chron.com/nine-types-team-roles-15566.html [Accessed 5 11 2021]. Belbin, R. M., 2003.  Management teams: why they succeed or fail.  2nd ed. Butterworth Heinemann, Oxford: s.n. Aritzeta, A., Swailes, S. & Senior, B., 2007. Belbin's Team Role Model: Development, Validity and Applications for Team Building.  Journal of Management Studies,  44(1), pp. 96-118.

Talent acquisition means the process to recruit, trach and interview job candidates and onboarding and train them. It is basic HRM function. Due to the digitalization and transformation of business process, the talent acquisition process has transformed.  Transformation of talent acquisition is not an event or function, but it is ongoing process. It is the process of implementing new ways for talent acquisition, define challenges and opportunities for improvement and application of digitalization and process automation for talent acquisition process.  Digital focus - Today’s talent acquisition/ recruitment process is more digitalized and automated. From job posting to recruitment associate with advance technology. Specially, during the Covid-19 period, most of recruiters/ companies digitalized their talent acquisition process. On- line job posting, online interviewees and online placement tests are new trends talent acquisition process. Digital innovations in talent acquisitio...

  Sustainable business development is global challenge today. Business can support to implement sustainable business environment through green HRM practices  (Arulrajah, et al., 2015) .  What are the benefits of Green HRM?  1.       Green HRM practices support the organization to reduce the cost without harming on company talents  2.       Organization can assess huge growth opportunities with environmental friendly business practices  3.       Enhance company brand and reputation through effective green HRM practices  4.       Create a culture that enhance the employee well-being and corporate social responsibility  5.       Ability to attract best talents via social responsibility practices on environmental well-being  6.       Create the business growth while considering sustainability  ...

  Business leaders are creating small teams and maintain the quality of team works due to its significance. Organizations can reach competitive advantages through strong and appropriate team building at workplace  (Noe, et al., 2006) .  Team work is essential to build trust among team members / employees and with company management. Effective teams work together and cultivate trust among us, share responsibilities and knowledge with each other. Teams increase the interpersonal relationship and respect the diversity and inclusion  (Torrington, et al., 2002) . Team work supports to regular communication and maintain open sources for information sharing. Team share the workload and help each other to complete the given job responsibilities on time. Individuals can pick-up new skills, use their talents for team growth in order to overall productivity of the organization  (Ozaralli, 2003) .  Successful team encourage its members to learn new skills and know...

  Reference  Mind Tools , 2020. Six Thinking Hats-Looking at a Decision in Different Ways. [Online]  Available at:  https://www.mindtools.com/pages/article/newTED_07.htm [Accessed 12 11 2021]. Sharma, A., 2017. Six Thinking Hats, Types Of Thinking. Management Funda, Volume 2. Tasselli, S., Kilduff, M. & Landis, B., 2018. Personality Change: Implications for Organizational Behavior. Academy of Management Analysis, 12(2). Group Map, 2019. Six Thinking Hats. [Online]  Available at:  https://www.groupmap.com/map-templates/six-thinking-hats/ [Accessed 2 11 2021].

Reference   Konrad, A. M., Prasad, P. & Pringle, J. K., 2006. Handbook of Workplace Diversity. s.l.:SAGE Publications Ltd. Maznevski, M. L., 1994. Understanding our differences-Performance in decision-making groups with diverse members. Human Relations, Volume 47, pp. 521-552. Watson, W., Kumar, K. & Michaelsen, L., 1993. Cultural diversity’s impact on interaction process and performance: Comparing homogeneous and diverse task groups. Academy of Management Journal, Volume 36, pp. 590-602. Glassdoor Survey , 2021. What Job Seekers Really Think About Your Diversity and Inclusion Stats. [Online]  Available at:  https://www.glassdoor.com/employers/blog/diversity/ [Accessed 1 11 2021].                                                                       ...

  Staff who has h  high workplace generate innovations and creativity for workplace, participate the decision making process and contribute to create positive working environment within the workplace.  Therefore, managers are responsible to establish and maintain high morale at workplace and followings are appropriate strategies for that;  ·        Stay connect with employees and maintain two communication process. Managers are responsible to listen their staff ·        Always encourage employees in their good works and achievements and positively criticize their issues and weakness  ·        Create positive work atmosphere and reduce conflicts, make sure there is diversify working employment while reduce the discriminations  ·        Give both monitory and non –monitory rewards for employees, give recognize and respect  Conclusion...

Informal Learning Informal learning in the workplace or classroom is contributed to absorb wide-ranged knowledge for individuals comparatively formal learning such as training programs, lectures, workshops etc. Informal learning process is associated with exchange knowledge on regular by individuals along with their environment  (Manuti, et al., 2015) . Informal learning is the opposing side of formal learning. Formal learning procedures carry out in systematic and structural manner where informal learning is highly unstructured and unplanned. Informal learning occurs externally from the predictable learning context  (Eraut, 2004) . It is self-reliant and there is no actual objectives and informal learning occurs obviously. There is no specific place, time for happening informal learning and it can happen any time anywhere  (Folkestad, 2006) . Figure 1- Formal Vs. Informal Learning  (Source: Learn Upon Blog, 2021) Pros and Cons of Informal Learning   Informal le...