HRM- Impact of personality traits on employee career Management

 

Impact of personality traits on employee career Management

Personality traits are important and critical in the working places and it is impacting on the future of the employees in the organizations. Personality traits can be recorded as the behaviors, thoughts and the feelings of the individuals. There are several characters of the personality traits and these are as follows (Lane & Manner, 2011).

  ü  Grit

ü  Curiosity

ü  Self-control

ü  Social Intelligence

ü  Zest

ü  Optimism

ü  Gratitude 

 

        Figure 1: Big five personalty traits (Source: Susman,2021)

Big five personality traits are famous in literature which is providing the better explanation towards the human behaviors. The personality traits are deciding the methods and the ways of the individual behavior in various situations. Therefore, application and adaptation of better behaviors is very important to make the future success in the personal life as well as the professional life (Zimmerman, 2008).

Employee career management is very important in each and every individual as they are liking to go higher with the increased rewards. Career management can be helped in the individual employees to make the life more productive and effective. This is giving by the employer and to get the maximum advantage of these applications, proper personality traits development is very important (Huang, et al., 2014). 

Personality traits are highly impacting on the career development in any industry or organization. Every step in the future of the career is caused by the personality traits and each one is impacting highly in the development of the success factors in the future of the employees. Therefore, it is very important to have better management in the personality traits. 

Figure 2: personality factors Source: Author created 

There are several characteristics of the personality which are highly impacting on the career management of the employees. Identification of these and managing effectively is a responsibility of the employees (Kong, et al., 2010).

• Organized and consistence nature
• Prone to environmental changes
• Understand that the behavior and the reactions are impacting on the others
• There are patterns, behaviors and the feelings which can make an individual unique form other

Understanding the best action for the best situation can make the availability of the proper applications to have better development and management in the career. Employees needed to be identified the own behavior and own strengths and the weaknesses. It makes the applications easier in the career development (Kong, et al., 2012). 

Conclusion

It is very important to understand the personality traits which are available in individuals as they are impacting in every situation in the life. Personality is resulting the opportunities achieving and facing threats in life. The usage of better personality traits is important and can be recorded as important in managing the future. Therefore, employees have higher responsibility in taking care on the personality applications to have higher level of success in the career opportunities. It has been recorded that the career management can be highly impacted by the level of traits and the awareness of traits. 

References

      Huang, L., Gursoy, D. & Xu, H., 2014. mpact of personality traits and involvement on prior knowledge, s.l.: Annals of Tourism Research, 48, pp.42-57.

      Kong, H., Cheung, C. & Song, H., 2012. From hotel career management to employees’ career satisfaction: The mediating effect of career competency, s.l.: International Journal of Hospitality Management, 31(1), pp.76-85.

      Kong, H., Cheung, C. & Zhang, H. Q., 2010. Career management systems: what are China's state‐owned hotels practising?, s.l.: International Journal of Contemporary Hospitality Management.

      Lane, W. & Manner, C., 2011. The impact of personality traits on smartphone ownership and use, s.l.: International Journal of Business and Social Science, 2(17).

      Susman, D., 2021. The Big Five Personality Traits, s.l.: https://www.verywellmind.com/the-big-five-personality-dimensions-2795422.

     Zimmerman, R. D., 2008. UNDERSTANDING THE IMPACT OF PERSONALITY TRAITS ON INDIVIDUALS'TURNOVER DECISIONS: A META‐ANALYTIC PATH MODEL, s.l.: Personnel psychology, 61(2), pp.309-348.

HRM- The Pros and Cons of Outsourcing recruitment process for an organization

 

The Pros and Cons of Outsourcing recruitment process for an organization

Recruitment can be recorded as one of the most important and critical application in the HR processes and this is needed to be done in a correct manner to have the successful applications in the employee management (Parry & Tyson, 2008).

Recruitment can be recorded as the seeking of the necessary and applicable candidates for a respective job position. There are different methods in the recruitment. Main two methods are the internal recruitment and external recruitment (Lane, et al., 2015). 

Internal recruitment method can be recorded as the methods in the management of the seeking applications for the candidates through the connections in internal connections, word of mouth and promotions (Parry & Tyson, 2008). External recruitments can be recorded as the methods which can be used in the collection of information from the advertisements, educational agencies and online recruitment methods (Christensen, et al., 2017).

                            Figure 1: Recruitment methods (Source: Slides Share, 2014)

Recruitment process outsourcing is the method of providing the liabilities for an external party to seek the most suitable candidates by the employer. There are different steps in the recruitment process outsourcing and the figure gives these steps to have clear idea on the recruitment process outsourcing method (Claus Wehner, et al., 2015).

Figure 2: Recruitment Process Outsourcing (Source: Katz,2016)

There are advantages ad well as disadvantages of the method (Landay & DeArmond, 2018).

Advantages of recruitment process outsourcing;

Ø  Streamline the process pf recruitment in the organizations

Ø  Talent’s search can be done in a broader manner

Ø  Reducing the cost of recruitment

Ø  Reducing the turnover of the employees

Ø  Ability to investigate the people who are with many abilities

Ø  Process improvement and effective seeking

Ø  Saving time for the employer for the other activities in the process

Ø  Gaining higher competitive advantage

Ø  Higher level of flexibility

Disadvantages of the recruitment process outsourcing;

Ø  Employer is losing some extent of control in the hiring

Ø  There can be many hidden costs which can be occurred in between the process

Ø  Security issues can be there in the employee details sharing

Ø  Need to shift and manage time again and again as per the outsourcing partner

Ø  There is a possibility to lose the focus of the employer

Overcoming the disadvantages and gaining maximum outcome in the recruitment process is the main aim in outsourcing where the quality service and business process improvements are expected by each company in the outsourcing in recruitment processes (Landay & DeArmond, 2018).

Conclusion

Recruitment can be recorded as the application of the seeking of the possible candidates in the process of hiring and this can be either done by the company or can be outsourced. Recruitment process outsourcing is popular in these days and it can provide many advantages for the organization as it is resulting quality service rather than the employer. Still, it has identified some of the disadvantages as well which are needed to be overcome and all these factors are provided here in a clear manner.

References

1.      Christensen, T. et al., 2017. Costs and efficiency of online and offline recruitment methods: a web-based cohort study, s.l.: Journal of Medical Internet Research.

2.      Claus Wehner, M., Giardini, A. & Kabst, R., 2015. Recruitment process outsourcing and applicant reactions: when does image make a difference?, s.l.: Human Resource Management, 54(6), pp.851-875.

3.      Landay, K. & DeArmond, S., 2018. Recruitment Process Outsourcing and Recruiter and Hiring Firm Characteristics, s.l.: Journal of Personnel Psychology.

4.      Lane, T. S., Armin, J. & Gordon, J. S., 2015. Online recruitment methods for web-based and mobile health studies: a review of the literature, s.l.: Journal of medical Internet research, 17(7), p.e4359.

5.      Parry, E. & Tyson, S., 2008. An analysis of the use and success of online recruitment methods in the UK, s.l.: Human Resource Management Journal, 18(3), pp.257-274.

HRM- Training needs Analysis process in HRM

 

Training is the development of the applications either soft skills or the hard skills in the employees to gain the maximum outcome in the process of the applications. Along with this fact, training can be recorded as one of the most important categories in the HRM and many organizations are using different methods in training applications (Cotes & Ugarte, 2019).

Training need analysis is important and this is where it is deciding the training types and the time frame. With the clear application of the appraisals, the need of the training in organizations can be recorded and identified. This is the first step of the training analysis and designing activity (Ludwikowska, 2018).

Figure 1: Training evaluation (Source: LOCUS, 2021)

“Training need analysis is a process of identification on the type of training that needs in the organizations”

Training need analysis can be done in the organizations as per different steps and these general steps can be changed as per the organization and as per the training which is needed in the organization (bin Arshad, et al., 2015).

There are three types of the training need analysis and these needed to be categorized clearly to undertaken the need analysis. These three are; 

Figure 2: Training need analysis tool (Source: Edgepoint,2021)

·         Organizational

·         Team

·         Individual

Steps of the training need analysis can be recorded as per the identification of the designation and the category which the employee is related with (Ofluoglu & Cakmak, 2011; Shah & Gopal, 2012).

First Step – Identification of the organizational objectives and goals

It is very important to make the clear definition and understanding on the objectives of the organization to understand the outcome of the employees and the expected outcome of the employees.

Second Step – Identification of the skills that are needed in achieving objectives

There can be different skills which are needed by each category of the employees to meet the necessary objectives in the organization and it is must to have clear understanding on these skills.

Step Three – Evaluation of the existing level of performances and skills in employees

Identification of the current level with different methods can make the clear explanation on the level of employees and the areas which are in the need of modification

Step Four – Identification of the courses and training applications available to fill the gap in the skill requirements

There can be a gap in the skill levels and it needed to be filled by clear understanding on the training methods. There are different methods and the best usage of correct one is important

Step Five – Develop training program

As per the needs, training program can be developed 

Conclusion

Training need analysis is essential in the organizations in order to understand the gaps in the skills and to provide better development applications to achieve the success in the employment applications. There are different methods in the need analyzing process and it is important to understand these methods as per the level of needs in the organizations. Training need analysis have several steps and following each in precise manner is a responsibility in HR department.

References

bin Arshad, M. A. et al., 2015. A study on training needs analysis (TNA) process among manufacturing companies registered with Pembangunan Sumber Manusia Berhad (PSMB) at Bayan Lepas Area, Penang, Ma, s.l.: Mediterranean Journal of Social Sciences, 6(4), p.670.

Cotes, J. & Ugarte, S. M., 2019. A systemic and strategic approach for training needs analysis for the International Bank, s.l.: Journal of Business Research.

Ludwikowska, K., 2018. The effectiveness of training needs analysis and its relation to employee efficiency, s.l.: Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie.

Ofluoglu, G. & Cakmak, A. F., 2011. Techniques of Training Needs Analysis in Organizations, s.l.: International Journal of Learning, 18(1).

Shah, H. & Gopal, R., 2012. Training needs analysis for bus depot managers at GSRTC, s.l.: European Journal of Training and Development.

HRM - Ageism on employee individual performance

 

Ageism on employee individual performance

Ageism is defined by many scholars in different methods. Ageism is the discrimination which is occurring in the organizations or any other activity due to the age differences. 

This is not a positive fact and it needs to consider the factors to occur this (Ben-David, et al.,2018). Ageism in organizations is common fact and it is depending on the behavior and the cultures of the organization. Even though the serious applications are not been undertaken, ageism is prevailing in every working place (Alexander, 2020).

                                                                       Figure 1: Ageism (Source: WHO,2021)

 

Overcoming ageism or finding the solutions for the ageism is very important and it needs higher concentration on the controlling measures in managing better environment in the working places. Individual performance of the employees is important in gaining the whole organizational performances (Lagacé, et al., 2019).

“Individual Performance is the success of the employee o the staff member in completing the tasks given and reaching the objectives in any work place”

In the working environment, aging can make the higher level of experience in the work and due to the aging lack of efficiency and effectiveness also can be occurred. Thus, there are two parts in ageing in professional life (Suh, 2021).

(Source: Skillroads, 2021)

 As per the situations prevailing in the organizational cultures and the policies, there can be different impacts of ageism. There are three types of ageism.

Figure 2:Type of ageism (Source: Author created)

Ageism can be impacted in the performance of the employees as they are discriminated by the fellow workers in the organizations. Some of the negative effects for the individual performance through ageism is provided as follows (Cadiz, et al., 2017).

v  Ageism impacted to the mental wellbeing and health of the older workers which is resulting in poor performance than the usual days 

v  Highly impacted to the social status and the reputation of the individual workers which is resulting lower performances 

v  Ageism in workplace can make the employees to leave and this makes less workers 

v  Effective and efficient work cannot be gained from the employees due to ageism 

v  Organizational performances can be lowered as resulted in losses due to ageism in organizations

Along with these, it is very important and necessary to overcome the ageism in the workplaces to have the successfully outcome of the performance of the individuals.

 Conclusion

Ageism is referring with the age discrimination and this is a common fact in the societies. If these actions are undertaking in the organizations, it is highly impacting on the mental and physical health of employees as well as the performance level of the organization as well. Along with these applications, it is very important to overcome ageism in the working places to get higher level of performance from the individual employees. Ageism is not providing any positive impacts and thus the clear understanding along with these is very important to consider as it is impacting badly on the performances.

 

References

 AgeScottland, 2021. Ageism is an issue in the workplace, s.l.: https://www.ageuk.org.uk/scotland/services/age-inclusive-workplace/.

Alexander, S., 2020. The impact of experiencing ageism and social support on the relationship between age and perceptions of self-efficacy., s.l.: s.n.

Ben-David, B. M., Malkin, G. & Erel, H., 2018. Ageism and neuropsychological tests, s.l.: In Contemporary perspectives on ageism (pp. 277-297). Springer, Cham.

Cadiz, D. M., Pytlovany, A. C. & Truxillo, D. M., 2017. Ageism in the Workplace, s.l.: In Oxford Research Encyclopedia of Psychology.

Lagacé, M., Van de Beeck, L. & Firzly, N., 2019. Building on intergenerational climate to counter ageism in the workplace? A cross-organizational study, s.l.: Journal of Intergenerational Relationships, 17(2), pp.201-219.

Skillroads, 2021. Age Discrimination at Work and How to Prevent It, s.l.: https://skillroads.com/blog/age-discrimination-at-work-and-how-to-prevent-it.

Suh, J. Y., 2021. Age discrimination in the workplace hurts us all, s.l.: Nature Aging, 1(2), pp.147-147.

WHO, 2021. Ageism, s.l.: World Health Organization .

 

 

 

HRM- Impact of emotional intelligence on employee job satisfaction

 

Emotional Intelligence can be recorded as the ability of an individual to understand the others ways of thinking acting on the positive measures with the others (Mustafa, et al., 2020). The emotions are releasing in a positive manner in emotional intelligence and thus it is very important for the day-to-day activities. Specially this fact is important in managing the subordinates in working places. Managers and leaders are must to have the emotional intelligence to manage the needed factors (MacCann, et al., 2020). Positive emotions are needed to be developed in different activities such as; 

Figure 1: Advantages of positive emptions (Source: Author created)

Employee job satisfaction is another important fact in the organizations. Employee job satisfaction is the measure of employee’s happiness level and contentedness with the job. Here, liking the job or not liking the job is highly matters (Wen, et al., 2019). There are many advantages of the job satisfaction and thus the applications are needed to be implemented in the job satisfaction measures to get the needed ideas.

There is a higher level of interaction among emotional intelligence and job satisfaction of the employees. Many past studies also have bene able to reveal that there is a positive impact of the emotional intelligence on increasing the satisfaction level of the employees (Miao, et al., 2017; Wen, et al., 2019; Lee & Chelladurai, 2018). 

                                                                 Figure 2: important of job satisfaction       (Source: Blogspot, 2020)  

Interpersonal emotions awareness is very important in the management of the employees. Emotional intelligence is playing an important role in the management of the necessary activities in the satisfaction of the employees with favorable thoughts and guidance (Miao, et al., 2017). Managers have higher responsibility to have the higher level of emotional intelligence to manage the employees. Employees have the motivation with non-monetary factors as well and thus emotional intelligence abilities in the organization are very important and needed (Lee & Chelladurai, 2018). Managing the emotions is very critical to get the maximum needs and the wants from employees. This is a psychological fact and in the same time, this is a method to manage all the tasks in a clear manner.

In accordance with this fact, it can be recorded that the emotional intelligence is very important and critical in the employee satisfaction and it caused the increase in the employee satisfaction as well (Wen, et al., 2019).

Figure 3: Emotional Intelligence (Source EDUCBA, 2021

Conclusion  

Identification of the once emotions and managing these with the positive mind is more critical fact and it needed to be practiced to get the positive outcomes when ever needs. In this regard, it is very important to have the better accelerations in the managers and leaders in managing emotional intelligence or the management of once emotions to gain the successful outcome from the employees.

 References

 Blogspot, 2020. Job Satisfaction : Concept and Its Consequences in Business Organization, s.l.: https://analysisproject.blogspot.com/2012/10/job-satisfaction.html.

Lee, Y. H. & Chelladurai, P., 2018. Emotional intelligence, emotional labor, coach burnout, job satisfaction, and turnover intention in sport leadership, s.l.: European Sport Management Quarterly, 18(4), pp.393-412.

MacCann, C. et al., 2020. Emotional intelligence predicts academic performance: A meta-analysis, s.l.: Psychological Bulletin, 146(2), p.150.

Miao, C., Humphrey, R. H. & Qian, S., 2017. A meta-analysis of emotional intelligence effects on job satisfaction mediated by job resources, and a test of moderators, s.l.: Personality and Individual Differences, 116, pp.281-288.

Mustafa, M. Z. B., Nordin, M. B., Razzaq, . A. R. B. A. & Bin Ibrahim, B., 2020. Vocational College Teachers In Malaysia: Emotional Intelligence, s.l.: PalArch's Journal of Archaeology of Egypt/Egyptology, 17(9), pp.5099-5106.

Wen, J., Huang, S. S. & Hou, P., 2019. Emotional intelligence, emotional labor, perceived organizational support, and job satisfaction: A moderated mediation model, s.l.: International Journal of Hospitality Management, 81, pp.120-130.

HRM-Modern practices for organizational learning culture

 Modern practices for organizational learning culture

Organizational culture is an important fact and it needs higher level of consideration for a better application in the organizations. Organization culture can be recorded as ‘a system of the shared values, several assumptions, believes and the behaviors of the organization and the employees’

There are several factors which are included in the organization culture. It is the duty of the employees to follow the organization culture well to make the necessary success (Cameron, 2008).

                                                                          Fiegure 1:Culture in Organization (Source: Tutorialspoint, 2020) 

 learning culture is a part of the organizational culture and this can be explained as “a set of organizational rules and procedures about the learning of the organizational factors”

There are several methods in the creation of the organizational learning culture and it is very important to have the clear steps in the creation of the successful organization learning culture. These methods in the creation of the organizational learning culture are provided below (Naqshbandi & Tabche, 2008).

ü  Making the learning as a core value in the organization 

ü  Developing the personal plans in learning

ü  Career coaching providing for employees

ü  Leading the employees for learning by examples

ü  Providing the rewards for better learning practices 

                                         Figure 2: Creation of a learning culture (Source: Judesh, 2020)

ü  Creation of the correct environment for learning

ü  Encouraging the employees to have knowledge sharing applications

Along with these applications, there are modern ways in the creation of the organizational learning culture in the organizations and application of these are very critical (Xie, 2019). Among these modern strategic applications in the creation of the organizational learning culture, several practices as mentioned below are important to consider and these are highly used in the organizations to promote the organizational learning and to have successful outcomes (Lin, et al., 2019).

1.      Examine and understand the current level of organizational learning practices

2.      Planning the needed factors to be learnt by the employees what organization need employees to learn

3.      Subject matter experts are needed to be empowered

4.      Keep employees in decision making to understand what they really need to learn

5.      Making the factors to have better coordination

6.      Making the learning as a top priority

7.      Motivating with rewards

Accordingly, it can be recorded that the organizational learning culture is highly applied in the modern organizations and it is one of the responsibilities of the employees to manage effectively to meet the necessary needs of the employment (Arefin, et al., 2020).

Conclusion

Organizational learning is making the things easy and effective for the employees in the organizations and it is very critical to understand the necessary needs to make the corrective applications. There are many different methods in the modern practices in organizational learning and it is the responsibility of the top management to provide the better identifications and the space for successful organizational learning practices to gain maximum outcome from the employees.

References

          Arefin, M. S., Hoque, M. R. & Rasul, T., 2020. Organizational learning culture and business intelligence systems of health-care organizations in an emerging economy, s.l.: Journal of Knowledge Management.

      Cameron, K., 2008. A process for changing organization culture, s.l.: Handbook of organization development, 14(5), pp.2-18.

      Judesh , M., 2020. How can one build a learning organization?, s.l.: Research gate.

      Lin, C. Y., Huang, C. K. & Zhang, H., 2019. Enhancing employee job satisfaction via E-learning: the mediating role of an organizational learning culture, s.l.: International Journal of Human–Computer Interaction, 35(7), pp.584-595.

      Naqshbandi, M. M. & Tabche, I., 2008. The interplay of leadership, absorptive capacity, and organizational learning culture in open innovation: Testing a moderated mediation model, s.l.: Technological Forecasting and Social Change, 133, pp.156-167.

      TutorialsPoint, 2020. Organizational Culture and HR Practices, s.l.: https://www.tutorialspoint.com/human_resource_management/human_resource_management_organizational_culture.htm.

      Xie, L., 2019. Leadership and organizational learning culture: a systematic literature review, s.l.: European journal of training and development.