People & Organization ' Practice makes perfect '

 HRM POLICY & PRACTICE It may be tempting to put off the task of writing up your official HR policies and procedures, especially if you manage a startup or a small business. You may have other, more pressing things to take care of – or maybe you just have a small team  and want to keep things friendly and informal.  But while trust between the employer and the employees is important, not having clear and transparent guidelines is guaranteed to eventually lead to misunderstandings. Don't wait for issues to arise to formalize your policies. Set out clear ground rules for your employees, protect your rights as the employer, and ensure your team stays on the same page. Introduction HR policies are continuing guidelines on how people should be managed in the organization. They defi ne the philosophies and values of the organization on how people should be treated, and from these are derived the principles upon which managers are expected to act when dealing with HR matters...

             PERFORMANCE & REWARD Today I hope to discuss that how helpful to get beneficial outcomes tremendously through  practicing , managing performance . This article reflects how far these practices make perfect performance of people and organization . INTRODUCTION As defined by Aguinis (2005: 2) 'Performance management is a continuous process of identifying, measuring and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization.' Its five elements are agreement, measurement, feedback, positive reinforcement and dialogue. Today, the term performance management as an overall description of a process of performance planning and review conducted by managers and individuals has largely replaced the term performance appraisal. The basic of performance management  Performance management should be based on an understanding of what the word 'performance' means. Those concerne...

                        THE PRACTICE OF EMPLOYEE                                       WELL - BEING Their personal problems are going to be revealed to others, possibly to the detriment of their future careers. This is the argument for having specialized welfare officers in organizations large enough to be able to afford them. They can be detached in a way that line managers and even personnel managers cannot be. This part deals with the services provided by the HR department in order to help the organization meet its legal and social responsibilities to ensure a healthy and safe place of work, to help employees cope with their personal problems, to help elderly and retired employees and, in some cases, to make recreational facilities available. Health and safety Health and safety policies and programes are concerned with protect...