Dimuthu Edirisinghe - MBA28

Organizational culture is defined as the set of values, beliefs, attitudes, systems, and norms that guide and affect employee behavior within an organization. Employees, customers, suppliers, and investors all have different perspectives on how the organization and its brand are seen. Culture is formed via consistent and real behaviors (Wong, 2023). Organizational culture has a significant impact on revenues, profits, recruiting, and staff morale, both positively and adversely. People who have an intention to join and engage in working in an organization are drawn in by a positive company culture. It can motivate people to be more efficient and cheerful at work while decreasing turnover. Furthermore, culture functions as the finest recruiter, recruiting competent applicants who wish to work for a company (Fonseca, 2023). Importance of Organizational Culture Employees desire to connect with their coworkers as well as the company's mission and basic principles. Employees also seek...

Talent assessments provide Human Resources Departments with useful information about their prospects and help them make better recruitment decisions. In the current complex and highly competitive job industry, effectively assessing talent is critical for organizations to get the best results in staffing decisions. Accordingly, organizations all over the world use talent evaluation tools to streamline the selection process. Following these tools, HRM is able to get best corporate outcomes in assessing candidates' talents, personality traits, and potential. Considering the organization’s main concerns on factors such as improving recruitment, development, or succession planning, talent assessment tools can provide better platform to have best results (Quen, n.d.). Importance of Using Talent Assessment Tools In terms of recruitment, when an organization receives a large number of possible applicants for the desired job post, selection becomes more difficult, and the organization may ...

Performance management is the process of ongoing communication and feedback between a manager/management and employee in order to accomplish organizational goals (Lalwani, 2020). Management of the organization methodically evaluates the employees’ progress of their work roles following this process. Also, this allows employees to identify the areas they should improve to perform well in the organization. Also, management is able to evaluate the achievements and special contributions to the organization by each employee where the process makes a clear platform to decide annual salary increments, bonuses and promotions. Performance evaluations are done based on Key Performance Indicators (KPIs), Following Performance Appraisals, Peer Review, 360-Degree Feedback, and based on employee management software (Green, 2022) Performance Management Process The structure of the Performance Management Process is a cycle comprised the steps of Planning, Monitoring, Developing, Rating & Rewarding...

What is “Employee Relations”? Employee Relations refer to an organization’s practices to establish, foster and maintain healthy and favorable relationships between the employer and employees. Main aims of employee relations are, strengthen the connections between employer and employees by addressing difficulties and conflicts in the working environment, concerning on employee satisfaction, and also contributing to increase performance of the organization (Calvello, 2021) . There are two main hierarchies in Employee Relations as Vertical Employee Relations & Horizontal Employee Relations. Vertical ER refer to the connections between employees and their superiors where Horizontal ER refer to the relationships between same level employees (Crail, 2023)   Employee Relations & Human Resources Management Employee relations entail enhancing the employee experience while offering employees professional and emotional support. Human resources concentrate on hiring new emplo...

  What is Learning & Development Learning and development is a methodical procedure which improve skills, knowledge, attitudes and capacities of employees and also extending and deepening of individual’s knowledge and skills in achieving goals (Vulpen, n.d.) . Following are the explanations for the concepts learning, training & development; Learning - Absorbing knowledge, skills, and attitudes through experience or studying. Training -  Providing knowledge, skills and attitudes which can be promptly applied in a particular job. Purpose of training is usually to get a better outcome in an existing work or to face future changes. Development -  Refers broadening and deepening of knowledge and development is a long-term activity which happened voluntarily (Vulpen, n.d.) .   Learning & Development in HRM Learning & Development is one of main areas in HRM and main purposes are encouraging employee growth and enhancing knowledge and skills foc...

  Employee retention is the most effective way that an organization can corroborate the existence of quality employees. Retention of employees increases the productivity of the organization, saves employee turnover costs, and boosts the organization’s morale (Merin, 2021) . High employee turnover negatively affects on an organization’s operations and reducing the turnover will support to increase performance of the organization and increase employees’ morale. Especially, a recruitment process absorbs high cost and also takes more time where sometimes it may take months. Also, training and development of new employees is a huge expense to a company. The fact is new employees will take a considerably long time and charge the company a considerable expense to collaborate the same output to the organization which was given by the employees who worked before. Hence, an organization that operates in a competitive environment always take actions to retain employees (Rossi, 2018) . ...