Articles on Human Resource Management

Human Resource Management (HRM) is the process of managing people in organizations in a structured and thorough manner. HR manager is responsible for managing employee expectations vis-a-vis the management objectives.

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In this article, we discuss the reasons for organizations to have a HRM strategy as well as the business drivers that make the strategy imperative for organizational success.

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The scope of HRM covers but is not limited to - HR planning, hiring, training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.

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The important processes in Human Resource Management are - Human resource planning, Employee remuneration and Benefits Administration, Performance Management of Employees, Employee Relations etc.

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Human Resource Planning or HRP is the process of forecasting the future human resource requirements of the organization. The article discusses the need for HR Planning and the various steps involved in HRP process.

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The change in the industry landscape from manufacturing to services has meant that the role of the HR function has changed as well. This article examines some trends that have emerged concomitant to these changes and how the HR professionals are now much sought after leading to many graduates choosing HR as their specialization.

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A HR manager has lot of tasks to do in contemporary organizations and this article discusses some of the key activities that the HR manager has to perform in modern organizations. The key theme in this article is that the HR managers have to take care of the employee lifecycle from hiring to exit and hence, they have a critical and crucial role in the organization.

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This article discusses the staffing and hiring role of the HR manager during the tech boom of the early years of the last decade and contrasts it with the same during the current bust phase. The key theme in this article is that HR managers must resort to strategic workforce planning as a means of managing talent shortage as well as smoothening the downsizing imperative.

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Leadership development in successful companies is done by a collaborative effort between the HRM function and the senior management. This article discusses the insights gleaned from recent research into the leadership development efforts of successful companies by the HRM function in partnership with existing leaders.

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With the advent of the SHRM or the Strategic Human Resource Management perspective, focus has shifted from treating the employees yet another asset to placing them in the centrality of the organizational processes. This means that the HR managers have to play a critical role in enabling and empowering employees. This article discusses how these objectives play out in the real world.

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This article is based on cutting edge research done by the famous business-consulting firm, Boston Consulting Group. The key themes that are discussed in this article are those concerning talent management by successful companies. The overriding message from this research is that there must be all round HRM excellence and not only in the realm of compensation or employee benefits. Further, a fulfilling work environment works wonders for employee enabling.

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There has been a marked movement towards outsourcing positions within the organization to vendors who would supply resources for the said jobs. These positions and roles are deemed to be those that can be done by resources from outside.

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This article continues the series on HRM practices of successful companies and specifically focuses on how these successful companies practice performance management systems and promote meritocratic cultures and reward appropriate performance.

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People are the lifeblood of any organization. In this article, we discuss the different hiring strategies as well the strategic imperatives that underpin the hiring of people in organizations.

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This article discusses the emerging trend of HR managers and recruiters using information from Facebook profiles of job applicants to base their hiring decisions. The key theme in this article is that potential job applicants need to be wary of posting information about themselves and their friends on Social Media, which can be used against them.

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This article discusses the process of background checks that many corporates are running to check the credentials of their employees. The key theme in this article is that both employees and employers have to honor their side of the commitment and for employees especially, it is better to be straightforward about what they declare on their resumes and application forms.

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Retention Strategy generally includes a plan for redressing employee grievances and ways and means to address employee issues. Employee Retention strategies followed by the organizations are discussed in detail.

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Strategic Human Resource Management is the practice of aligning business strategy with that of HR practices to achieve the strategic goals of the organization.

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With the advent of globalization, organizations have increased the workforce diversity and cultural sensitivities have emerged like never before. All this led to the development of Global Human Resource Management.

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We often hear the term HRM and Personnel management and wonder about the difference between them. Cynics might point to the fact that whatever term we use, it is finally about managing people.

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Managing employee performance is one of the key drivers for organizational success in the present context of firms trying to adopt a resource centered view of the organizational.

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The performance appraisal process is the time of the year when the employees are evaluated on their performance during the last six months or one year depending upon the timeframe that is set for the same.

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The performance appraisal interview is the first round in the performance appraisal process and this is the round in which the manager communicates his evaluation of the employees performance.

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Employee rewards and recognition system is not just a positive thing to do with people but communicating it effectively is an efficient tool in encouraging them to create and bring business for you.

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The concept of linking pay to performance has taken on an entirely new dimension with the introduction of variable pay. This article discusses some aspects of the variable pay and performance linked incentives in place in the contemporary organizations.

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With the advent of globalization, it has become imperative for organizations to have a workforce that is composed of different ethnicities and with the maturing of the business paradigm; gender is no longer a constraint.

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Employees are the biggest assets of any organization and well managed and co-coordinated safety programs can minimize the loss and damage to them as well as to the organization.

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Designing Effective safety plans requires thorough analysis of workplace conditions and determining the level of protection required.

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OSH Act covers both employers and employees in most private and public sector workplaces either directly through federal OSHA or through an OSHA approved State Program.

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In todays tough world, coordinating a multicultural or diverse workforce is a real challenge for HR department. Human resource managers are on their toes to strike a balance between employer and employees keeping in mind the recent trends in the market.

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HR audits are done to examine whether the existing HR system are in line with the organizations policies, strategies and objectives, and legal requirements. Lets understand the need and importance of human resource audit in detail.

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There has been a sea change in the demand supply equation for prospective employees and it is no longer the cakewalk that earlier recruits had when it was about hiring. This article discusses some aspects of the hiring strategies and how fresh graduates can benefit even in these tough times.

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Attrition is a challenge for any organization and more so when the employee is valuable to the organization. It is for this reason that contemporary organizations devise many strategies to curb attrition and engage the employees and address their concerns. This article discusses some aspects of the attrition challenge by examining some real world cases and explores how multinational companies deal with the phenomenon of attrition.

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The process of employee separation is taken quite seriously by many firms and there is a dedicated department to handle employee exits from the company. In this article we discuss the process of employee separation.

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This article in the HRM series is about how to become an HR professional and succeed in the real world. The tips and guidance provided in this article can be used to make a mark whether one is applying to a B-School, Getting a Summer Internship, or stepping into a full-time career as an HR professional.

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In recessionary times, the HRM function has the unenviable task of managing layoffs, motivating employees who remain, and ensuring that the organization practices what it preaches and is not a fair-weather friend to the employees. Further, the companies themselves need to realize that good people management often translates into good economic performance.

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In recent years, there has been a trend in some services sector firms to have a people manager for the employees who is distinct from the project manager. This article discusses this trend and assesses the reasons for having a dual approach towards reporting. The key theme in this article is that the shift in emphasis from treating people as yet another factor of production to treating them as the key assets and sources of competitive advantage has prompted the development and emergence of the trend towards having a people manager who is responsible for personality development.

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In recent years, temporary workers and contract staff have become the norm in many companies with their proportion of the total employee strength going up steadily. This article discusses the implications of hiring temporary workers and examines the positive and the negative aspects. The key theme in this article is that when managed properly and when contracts are clear and unambiguous, hiring temporary workers can lead to cost savings and increased productivity and profitability.

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It is often the case that the absence of employees on planned and unplanned vacations throws a spanner in the wheels of the project. Hence, organizations and managers must plan for these absences by practicing astute and clever project management. This article discusses these aspects and the key theme in this article is that over dependence on a few employees should be minimized even though they might be star performers as any event might strike anytime and to anyone.

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This article discusses some perspectives on the hiring and firing of workers across the world. The fact that market forces should determine employment and not the government or the central planners is analyzed in depth in this article. The key theme of this article is that each country needs to determine the optimal labor policy and unlike the west where there are no social and cultural taboos, the eastern countries have their own set of factors that should be taken into consideration.

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With layoffs becoming commonplace, you must be prepared for any eventuality. This article suggests some practical tips on what to do in case you are laid off. The key theme in this article is that forewarned is forearmed and hence, look out for the warning signs and prepare yourself and your family members for any eventuality and at the same time, make yourself valuable to your employer as well as in the job market.

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An organization generally calls for the services of an HR Consulting firm in cases of termination and outplacement to deal with the whole process in a professional and dignified manner. Lets understand the role of HR Consulting firm during termination and outplacement.

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This article is about the concept of Emotional Intelligence or how having a high EQ or Emotional Quotient can help working professionals and managers succeed in the 21st century business landscape. The key theme in this article is that the three traits of empathy, deferring gratification, and having an inner rudder are based on data and research that has proved that in the ultimate analysis, professionals who practice these traits succeed.

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The HR policies and procedures manual and employee handbook form the backbone of an organization. These documents consist of all the details regarding the treatment to be given to the employees in the organization and help the employees in recognizing the culture of the organization.

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This article discusses some strategies that can be followed when organizations downsize employees. The key themes in this article are that downsizing is extremely painful and traumatic for the employees and hence, it must be handled with care by the organizations that need to be humane and at the same time firm.

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This article discusses the various aspects of attrition in contemporary organizations. The key themes in this article are that while most attrition is harmful to the organization, involuntary attrition is often encouraged by them. In addition, this article makes the case for junior level attrition to be taken seriously especially when studies have shown that such attrition happens because of the managers.

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This article discusses the implications of the emerging temp economy or the freelance economy. The key points in this article are that workers worldwide can no longer look forward to stable and secure longer term employment since the very nature of the “social contract” between the employers and the workers is being redefined. Therefore, our advice to all those entering the workforce is to ensure that they remain competitive all the time.

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This article examines the emerging trend of blind hiring in organizations wherein hiring is done based on how well the applicants perform on tasks assigned to them as well as short-listing them based on these criteria instead of short listing them based on which college they attended or which past employer they worked with. The key themes in this article are that hiring must be purely based on merit and not on whom the applicants know and where they are from as well which religion and ethnicity they belong to.

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This article examines how HR Managers can enforce ethical rules of conduct, monitor possible violations, and take punitive action when such violations happen. The key themes in this article is that given the increase in the number of business scandals about unethical behaviour, organizations are indeed cracking down on violators and the HR Manager has a vital role to play in the organizational ecosystem as far as ethical and normative conduct is concerned.

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