How Innovative HR Policies boost Employee Productivity and Organizational Effectiveness
How Innovative can the HR Function Get? Innovative Human Resources (HR) policies can go a long way in boosting employee productivity and enhancing organizational effectiveness. For instance, it is often the case that the HR Function comes up with a mix of work-related and fun related activities that employees find interesting and something they can […]
Role of Employees to Ensure Job Satisfaction
You may have the best of office, best of infrastructure, in fact the best of everything but if you have the habit of finding faults and cribbing, you will always remain stressed out and frustrated. A lot depends on the employees as well. Remember, one needs to learn to see the positive sides of life. […]
Why the Future of Work is Virtual, Gig Based, and Cognitive and its implications for HR
The Changing Nature of Work and the Transition to the Fourth Industrial Revolution Work, as we know it, is changing before our eyes. While historically, the nature of work evolved from informal to formal exchanges between employers and employees, ever since the Industrial Revolution in the Eighteenth and the Nineteenth Centuries, work has come to […]
Personnel Records – Meaning, Types and its Purpose
Personnel Records are records pertaining to employees of an organization. These records are accumulated, factual and comprehensive information related to concern records and detained. All information with effect to human resources in the organization are kept in a systematic order. Such records are helpful to a manager in various decision -making areas. Personnel records are […]
Employer Branding and Talent Attraction in Open Talent Economy
First things first! Before we jump on to discuss how critical it is to attract and retain talent and how your employer brand is significantly connected with it, let’s understand the term ‘open talent economy’. Coined by Deloitte, open talent economy is a way to work or conduct business in a borderless and technology-enabled market. […]
The purpose of organization assessment programs is to evaluate the potential of employees for growth and development within the organization. Many organizations such as Johnson & Johnson, Ford, Intel and IBM use such programs to fulfill their staffing requirements. Since these organizations are known for continuous innovation, they need special target groups in order to handle their very special department. These specially formulated teams consist of those individuals who have greater employability and are able to work under pressure. To speed up high-priority development of new products and innovation of entirely different products, highly competent individuals are required. In order to fulfill their staffing requirements, these organizations take help of assessment programs.
The process involves continuous review top executives and the next lower level employees in order to determine whether he or she is the right backup for the senior executive or not. This is the most important exercise which often takes several years in grooming the next person for the senior position.
It includes overall development of the selected individual and continuous review of his or her performance. This is a common assessment tool in Fortune 500 companies that choose their CEO by the same process. Organizations create a pool of talented employees who have high leadership potential. They are put to different jobs in different situations and are evaluated by a panel of experts. The process is usually restricted to senior level management only.
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Current Employment Trends and Their Implications for Business, Society, and Individuals
February 12, 2025
