HRM

 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 ...

  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.  ...

 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  )         ...

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...

  Integrating strategic human capital and strategic human resource management By Dilshard Hameed Introduction Human capital is an essential concept in a wide range of domains, from micro psychology to macroeconomics. Research from multiple disciplinary perspectives focuses on somewhat different features and degrees of human capital inside businesses, which may provide opportunity for integration. The current study attempts to increase understanding about human capital within companies by merging two research streams that focus directly on human capital but approach it in distinct ways: strategic human capital (SHC) and strategic human resource management. We cover both SHC and strategic HRM research streams, as well as potential areas of integration and future directions for human capital. (Corine Boon & Paul Bosilie 05 Oct 2017)                                           ...

Strategic human resource management: The evolution of the field By Dilshard Hameed History and evolution of HRM Introduction The evolution of HRM, or human resource management, can be traced back to the early twentieth century, when firms recognized the importance of addressing employee unrest and strengthening labor relations. Personnel management, as it was then called, was largely concerned with administrative tasks like payroll, labor law compliance, and employee record-keeping. The emergence of industrialization, the formation of labor unions, and the need for effective management of a growing workforce were only a few of the factors that influenced the development of personnel management. Organizations realized that effective human resource management was critical for maintaining stability, boosting productivity, and reducing labor disputes.    (Bruce E Kaufman 20 May 2015)                           ...

 Transformation from Personal Management to Strategic Human Resource Management By Dilshard Hameed Introduction Few businesses today can claim to be unaffected by globalization and competitive pressures. The tendency has clearly elevated human resource management to new strategic levels. However, there is some evidence that strategic human resource management projects are being led by CEOs and line managers. According to some, personnel management has been and continues to be in 'decline'. This study addresses these concerns through literature studies and explores the evolution of HRM and strategic human resource management principles. The paper then concentrates on the latter notion, considering it as a critical phase in the growth of personnel management and one that is positioned to solve some of the difficulties in the area by aspiring,  (Olive Lundy,28 July 2006)                              Figure...