Skip to main content

Posts

10. Revolution of Artificial intelligence in HRM

 Revolution of Artificial intelligence in HRM By Dilshard Hameed Introduction Traditional approaches to performance management are under pressure as a new era of workplace dynamics brought about by the digital age. This study looks at how Artificial Intelligence (AI) is changing performance reviews, which are an essential part of Human Resources (HR) in the digital age. We examine how performance metrics have changed with the incorporation of AI, moving from static measurements to dynamic, customized indicators that provide impartial evaluations and provide immediate feedback. The study addresses the development of personalized development plans and predictive management techniques that complement both corporate and individual career goals through the lens of AI-driven data. Case studies from trailblazing companies highlight the real-world implementation, results, and difficulties encountered in the shift to AI-enhanced assessments. Further more there will be an staff recruitment f...
2 comments
Read more
Recent posts

9. Work-Life Balance and Value proposition with Employee Retention

 Value proposition with employee retention By Dilshard Hameed Introduction This study explores the link between talent management and employee engagement, retention, value creation, and organizational performance. Its based on existing empirical facts. The literature evaluation focuses on research papers published in popular publications. Research has extensively examined how talent management affects employee engagement, retention, value creation, and organizational performance. The study found a favorable correlation between these variables. This report supports earlier research on the favorable impact of talent management. These findings are valuable for researchers, HR professionals, and academics. The main fact is to give value addition to the employee who is more talented in the organization.  ( Mohammed, A., 2015.) (Figure 1; Employee retention challenges) Organizational and personal perspectives Companies must be able to foresee technological developments and compete g...
4 comments
Read more

8. Training and development in HRM

Key issues in training and development  By Dilshard Hameed Introduction The  debate over why and how human resource management has superseded the formerly well-established notion of personnel management is especially relevant to, and in some cases, caused by, the changing role of training activities in businesses. The survey examines training and development practices in the following areas: the strategic role of training and development, the use of systematic methods for assessing training needs and effectiveness, the role of line managers in training and development, and the actual volume of training in European organizations'. The strong relationship between company strategy and human resource management, as well as the increased focus on training and development and the revitalization of experiential learning processes on the job, all bring the human resource responsibility of the line manager into focus. Effectiveness of training is usually believed to require a thor...
4 comments
Read more

7. Employee Happiness.

 Employee Happiness  By Dilshard Hameed Introduction According to Albert Schweitzer, "success is not the key to happiness, happiness is the key to success." Despite popular opinion, corporations frequently regard employee satisfaction as a minor issue unrelated to bottom-line results. Equally problematic, previous studies have generally used other positive emotion characteristics as a surrogate for happiness, confounding the links between happiness and work outcomes.  T he present study sought to address the need to directly measure employees’ happiness,  link employee happiness to outcomes of organizational interest, and assess the impact that organizational psychosocial factors have in decreasing employee happiness levels. Therefore, by measuring employee happiness, job demands, and organizational outcomes through a two-wave full panel design, the present study provided evidence for employee happiness’s ability to significantly mediate the relationship between job ...
4 comments
Read more

6. The effect of compensation and benefits towards employee performance.

  The effect of compensation and benefits towards employee performance. By Dilshard Hameed Introduction Compensation is the remuneration an employee receives in exchange for their contributions to the organization. Employee perks, both monetary and non-monetary, aim to balance the work-employee relationship. Compensation options include bonuses, profit sharing, overtime compensation, recognition prizes, and sales commissions. Compensation is an essential aspect of human resources. Management contributes to employee motivation and organizational effectiveness. Direct compensation often includes salary payments and health benefits. Compensation management professionals are responsible for establishing wage ranges and pay scales for various jobs within the firm. Direct remuneration that aligns with industry norms ensures employees are paid appropriately. Indirect compensation. And it is the most important part of human resource management and for the organizational performance.  ...
8 comments
Read more

5. Creating a frame work for Talent Acquisition

 Creating a frame work for talent acquisition practices By Dilshard Hameed Introduction Human resources have been acknowledged as one of the most essential components in developing long-term and successful organizations. Researchers' primary focus in this area has been strategic, with an eye on long-term change and competitiveness. With such a concentration, there is an obvious gap in terms of operational sustainability for day-to-day difficulties. The current research is exploratory in nature. It attempts to close this gap by presenting a methodology for incorporating sustainability into human resource practices such as talent acquisition and its impact on sustainable careers. The paradigm is applicable to organization's, practitioners, and academia. The study identifies several sustainable talent acquisition techniques, some of which have the potential to improve existing processes significantly. (11 Jan 2023  Pandita, D. and Khatwani, R  )         ...
2 comments
Read more

4. Factors effecting employee engagement

Employee engagement   By Dilshad Hameed Introduction The purpose of this article is to define employee engagement and explain why it is important (especially in terms of employee retention and performance), as well as to identify variables that are critical to its successful implementation. Methods and Statistical Analysis: Researchers employed the review approach in this investigation. During the analysis of around thirty academic and popular research articles/literature in the field of employee engagement, researchers identified certain factors that are frequently addressed in these studies. The review method tries to strengthen current literature.  Managers can rethink work and policies based on the characteristics outlined in this study, which would result in a happier workforce. This article will benefit anyone looking to gain a better grasp of employee engagement in order to improve organizational performance. Applications/Improvements, The study's findings have imp...
2 comments
Read more