Category: Human Resource »

Approaches for measuring performance of employees

Measuring performance of employees is the backbone of any organization’s management. Business owners usually measure employee performance by assessing how much contribution the employee is making to the firm’s growth. This is conveyed to the employee at the time of their performance appraisal. Performance appraisal refers to the evaluation of employees, providing them with valuable feedback and creating a positive effect on future performance. Employee performance depends upon a number of factors such as;

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Justice theory of performance management system

In a highly competitive global business environment, managing human resources has become more challenging task than ever before. Most organizations face various key issues with respect to their workforce such as: Read more »

Control theory of performance management system

Performance Management system is that vital part of Human Resource Management which aligns and optimizes individual performance with the overall performance of the organization. It can be defined as “a continuous process of identifying, measuring and developing performance in organizations. It is achieved by linking each individual’s performance and objectives to the organization’s overall mission and goals” (Aguinis, 2011). Read more »

Goal setting theory of performance management system

Goal setting refers to goals being set for the future for subsequent performance of an individual or organisations. The pioneer of goal setting theory Edwin Locke states that when individuals or organisations set more difficult goals, then they perform better. On the other hand if the set goals are easy then performance of an individual or organisation decreases (Locke & Latham 2006). Read more »

Expectancy theory of performance management system

Performance management has been identified as a system that creates context for continuous monitoring and measuring activities of individual employees in a firm. Similarly it also measures the performance of the entire organization so that organisational goals are met in an effective manner (Lebas 1995). Expectancy theory is an essential theory that underlines the concept of performance management (Fletcher & Williams 1996; Steers et al. 2004). Read more »

Modern methods to enhance employee engagement

The employee-workplace relationship has tremendously changed in recent years owing to the dynamic environmental complexities and technology aided workforce. This has given birth to human resources management issues which has prompted organisations to devise new techniques to address these issues. Employee engagement in the workplace and employee satisfaction has become the core functions today. Read more »

LGBT community and their workplace problems

There is increasing evidence of gender diversity being embraced in the contemporary workplace in India. Traditionally workplaces have been notorious for the gender equality problem, but now a days a new problem persists among businesses: treatment of marginalized groups at the workplace. The crisis of one of these marginalized groups called Lesbians, Gays, Bisexual and Transgenders (LGBT) is discussed in this article. Read more »

Temporary employment and its growth in recent years

Temporary employment is explained as an arrangement between the employer and the employee where an employee is hired on the payroll of the company at a given job profile only for a certain predefined tenure. Temporary employees are also known as seasonal, contractual, freelance, third-party employees or in short “temps”. One feature of temporary employment is that the workers remain detached from the ongoing relationship with the organization where they work in (Burgess & Connell 2006). Read more »

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