Learning Theories in Business Organizations

 
 

According to Marques (2006) Andragogy refers to one where Learners take responsibility for their own learning and resent authority, whereas cognitive learning is an approach where learning is an active mental’ process of acquiring, remembering, and using knowledge but one of the criticisms of cognitive learning is that learning itself is not directly observable.

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Learning and Development Strategy

 
 

Learning and Development strategy focuses on achievement of business goals through promotion of human capital. L&D strategy shall be business led, and shall be designed in a way that Human Capital adds to the attainment of Business Objectives through personal learning and development with organizational support. The philosophy behind L& D is the creation of an environment where learning thrives and employees focus on personal development that adds to the organizational performance. This concept of a learning culture is associated with that of the learning organization.

Link between Organizational and HR strategy

HR-Business-strategy
 
 

Creating a fit between varied organizational factors is always a daunting task, but it has to be performed in order to move the organization forward in an organized and cohesive manner, what it does is that it removes ambiguities, clears the vision, helps develop a commitment to 'what needs to be attained', helps establish the necessary dos and don’ts of the business, clears the air and bring things to normality, stops the blame game and most importantly figures out the responsibilities.

Role of Employees in Success of the Organization

Employee, what will you bring to the Party

A tricky question but yet often asked at most of the Interviews..... as an "Employee, what will you bring to the Party" or in simple term how would you take the organization forward, well i think employer never needs to ask this question, if one has the CV of the potential employee then have a loot at it and see for yourself if he has been committed and striving for his own development then surely he is going to bring allot to the party and businesses can count on it.

Effect of Training on Job Satisfaction

 
 

The research will use both quantitative methods. Data will be gathered through the use of questionnaires. The intended procedure for data collection is through Random Sampling. It is proposed that data will be collected from both Operational and Management level employees. Data will be gathered from a "Choose Your Business Entity".

Leadership and Change

 
 

It is important for the leader to understand the process of change and be an example. Leader must craft an appealing vision. Once developed, the leader must implement the change. This could be done through intellectual stimulation, whereby the leader sets challenging goals for the employees and motivates them to rethink old ways of doing business. Here it's important that leader also lives the vision and he does what he/she expects the staff to do. Top management needs to provide adequate resources and shall remove any obstacle that might come in the way. There is also a Need of showing the progress though achievement of short term victories that lead to long tem success.

HRM Origin, Development and Policy Goals

 
 

Focus in Management is on efficient and effective use of resources to satisfy organizational objective, The Concept of HRM was first defined by Bakke in 1966, who was of the opinion that as with all other resaources in the business that needs to be properly managed and utilized, the optimum utilization of Humans as resource is inevitable for the success of any business organisation, thus the term Human Resource Management was coined.

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Individual and Organisational Learning

 
 

Knowledge based organizations are the way forward, Knowledge is a vital resource created, developed and maintained by the people, once again this is an evident that people are the most valuable asset of an organization. Organizations are unique creations, with unique qualities, one of which is that they can be breeding grounds for knowledge generation and learning. However it is not an easy task to create an environment where knowledge is generated, developed and kept for individuals when they need it.

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Improving Performance Management

 
 

People, Functions and Organizations have changed over period of time and have learnt a lot about leadership role, supervisors effectiveness, human productivity, employee job and motivation and support required with respect to performance management. This has led to the evolution of performance management as a process i-e is more efficient and effective. New models have come up, these models incorporate numerous human resource management theoretical frameworks, for instance motivation,

Impact of Work Stressors on Work Behaviors

Organizational Workplace Stress
 
 

The Article provides a prospective topic for research student that could be used for their final year research project. The topic under discussion is "Impact of Work Stressors on Work Behaviors". Heterogeneous occupations could be studied in order to identify occupation-specific stressors. Bankers, Teachers, Marketers and Engineers can be potential subjects for the study. The study should aim at  examining how stressors affect work behaviors.

Human Resource Management Activities

Human Resource Activities
 
 

Contribution to the success of the business is prime focus for every business function, HR is no exception, but sometimes it has to do a bit more as it primarily deals with the people who are responsible for the failure and success of the firm. The figure depicts that to enhance the organizational performance HR must support business efforts that focus on ultimate business goals of productivity, service, and quality.

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How to Earn Respect in a Workplace

How to Earn Respect
 
 

No one is inborn with the right to be respected, people often get into the illusion that they have to be respected, respect is always earned and should never be demanded, and only those who show respect can earn it, now the question is how to earn respect in an organisation. All this could very well serve as a catalyst in generating respect.

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Human Capital Management

Human Capital Management
 
 

The concept human capital management’ (HCM) is based on the concept of human capital as explained in the fi rst part of this chapter. The next three sections describe the processes of human capital management - measurement, internal and external reporting.

Role of HR in Organizational Commitment

Organizational Commitment
 
 

Commitment refers to attachment and loyalty. It is associated with the feelings of individuals about their organization. Organizational commitment is the relative strength of the individual’s identification with, and involvement in, a particular organization. The three characteristics of commitment identified are:

Impact of HRM on Performance

 
 

The distinctive feature of HRM is its assumption that improved performance is achieved through the people in the organization.’ (Guest, 1997) conditional therefore for performance improvement is that Organisation makes policies and processes that would facilitate HR at work, it could be assumed that Human Resource would have a substantial impact on the business performance.

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