Organizational behavior refers to how individuals and or organizations conduct themselves. Human resources theories help refine how management practices and operations can either enhance positive or negative employee conduct. Being keen on organizational behavior of employees and HR role, the management of an organization can augment efficiency and innovativeness and limit employee turnover (Noe, Hollenbeck, Gerhart, & Wright, 2015) .
There are several aspects that are included in employee behavior. These aspects have been highlighted in What Is Organizational Behavior , these incorporate hierarchical instruments, and gathering components. They likewise incorporate personal qualities, and instruments. Therefore, organizational behavior and human resource hypotheses are gotten from a union of a few sciences, including brain research, human science, human studies, financial matters, political science, engineering and medicine. For instance, human studies contributes toward seeing how culture influences conduct. Pharmaceutical, then again, can contribute data on to what extent term push influences representative wellbeing. Financial reviews can help us see how poor employee behavior influences efficiency and, at last, benefits.
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HR hypotheses plan to accomplish two vital outcomes: more proficient and compelling job execution, and increases specialist inspiration or responsibility. Henri Fayol, an efficiency scholar, stated that employees are industrious when the organization is productive. From this hypothesis rose the four elements of administration: arranging, sorting out, driving and controlling.
There are main chosen areas that this paper has highlighted that will demonstrate the learning that has occurred. The learning was achieved by study materials in class as well as extensive research done on HR roles. Below is a highlight of the lessons:
Employees are the heart of each company or organization, endowing the abilities and knowledge, required to maintain profitability. Your organization will equally have put adequate time and money into exploring maximum profits where applicable. What's more, the vital HR role is to ensure this important resource.
Regardless of whether to complement the existing employees or to additional employee lost on a regular basis, the second managing the Human Resources' specialty is enlistment of ability. Discovering staff with the right mix of abilities, identity and inspiration is troublesome, notwithstanding when the pool of accessible hopefuls is moderately extensive.
With the workforce headcount issues sorted, the Human Resources group should next take a gander at profitability levels to guarantee that the business is working productively. Where efficiency is low, HR has to know whether the issue is brought on by poor working practices or absence of assets.
Preparing and Compliance
Preparing is a fundamental part of employee advancement, both for their own particular instruction additionally to guarantee you keep on getting the best from your workforce. Certain parts request official preparing and confirmation
Wellbeing and Safety
Your organization is required to record points of interest of wellbeing and security data for lawful reasons, like keeping up records about expert capabilities and enrollment of exchange bodies. Wellbeing and security records help protect your employees at work and guarantee that the organization is meeting its legitimate commitments towards both them and people in general (Guest, 2017). At whatever point a wellbeing and security issue emerges, HR is called upon to exhibit that the business has done all that is anticipated from it.
Segregation and Diversity
It is basic to record any organizational events that appear to incorporate any kind of isolation. Your organizations can then total disciplinary exercises in light of association methodologies and further display a certification to these middle norms. Your HR programming should in like manner help quickly affirm whether any employee related with appreciating biased activities have agreed to go about according to association approaches as a noteworthy part of their business contracts
Discipline is persistently among the slightest prevalent to handle points in the organizational environment, and moreover the times when the Human Resource office can help settle incidences tastefully for manager and employees. The required mechanism requires proof of concept, and the HR office will regularly need to get proclamations, records and other supporting data to decide issues legitimately and ethically, all of which is repetitive.
Authority and commitment give a nudge to grow your organization employees’ proficiency and capabilities, without the necessity to procure new permanent employees. This is specifically important to activities and commitment that need specialization; however will not end plainly a part of your organizational needs.
The HR office entrusts the interface between "the organization" and the employees. This suggests with regards to organizations, question or inquiries recognizing with work, the Human Resource office is the role of examination.
Future trends for HR
The current and future applications at my workplace with regards to HR are in two essential ways:
I can't recall a period when more HR-empowering innovation went onto the market. The sheer pace of new inventive items and updates is shocking. To summarize Apple, and so on, there's an application for it.
Quite a bit of this new HR innovation really can possibly change organizations, and make them more creative.
Web-based social networking, applications and enrollment
Energizing new devices now drive appropriation and engagement, for example, versatile HR applications, web-based social networking enrolling, learning in a hurry, alongside a huge number of easy to understand applications for TLM (Time and Leave Management). These applications are paramount to the growth of any organization
It's winding up noticeably progressively fundamental to coordinate web-based social networking capacities into enrolling arrangements. In late research directed by ADP, four out of five bosses now say web-based social networking has a 'direct to-awesome effect on work marking', and near half feel web-based social networking makes fruitful systems on a financial plan (Burke, & Cooper, 2006) .
You may have seen that Facebook as of late hit one billion clients in one day? So maybe obviously it's currently a basic piece of occupation looking as well, particularly for millennial. Facebook is very nearly three times as prone to be utilized as a pursuit of employment asset by those less than 30 years old contrasted with those more than 45. With 60% of millennial wanting to leave their present place of employment in the following three years, tending to more youthful specialists through online networking is an absolute necessity.
The energy of Big Data and Analytics
At that point there's information and investigation, or 'Big Data'. Utilizing innovation and information specialists to crunch the limitless measures of data you get by means of enrollment applications, existing representative information, even graduated class worker systems – this can be a gold mine. In the event that you can enhance your fascination and standards for dependability, you spare your business a considerable measure of cash.
Google and Facebook have effectively changed what applicants anticipate from today's work environment – and by doing as such they have set exclusive requirements for every other person. Cloud-based information investigations are considered as absolute necessities have. Social informing is incorporated with ability pipelines, supporting discussions. Mark notoriety are assembled or crushed through social channels.
Organizations with solid, alluring business marks as of now have these projects and advancements set up. Yet, they remain to a great extent in the new tech or start-up areas. (Difficult to accept, yet Google and Facebook are only 17 and 11 years of age separately.) Many more settled associations and divisions are yet to understand the potential
Creative HR devices as an administration
New developments in innovation empowered administrations like HRO and BPO offer lower working costs, greater adaptability, and expanded consistence (Storey, 2016) . Organizations that support the MPHRO (Multi-prepare HR Outsourcing) approach are seeing more an incentive in a consolidated outsourcing of finance, HR organization, and even time administration. HR offices can notwithstanding convey inside informal organizations to their association displayed after mainstream social stages.
Aspects of Human Resource Management
Equal employment opportunity and affirmative action
Equal Employment Opportunity abbreviated as EEO is concerned with the liberty from discrimination in regards to information related to factors such as; religion, sex, age, race, nationality and disability.EEO also covers other connected factors that include victimization, harassment and oppression. EEO is important because firstly, it helps in the establishment a starting point for what behavior is acceptable, or not, in the employment scene. This is imperative when considering the diversity in values, lifestyles and attitudes of individuals in the work place. The second reason as to why EEO practices are important is because they make employees believe that there is fairness and equality. This is paramount to enhancing the performance levels of employees as they tend to be satisfied and in turn more committed and loyal. Thirdly, EEO practices boost the employees’ self-worth because they work with a peace of mind. This is due to the fact that the employee is endowed with confidence in different scenarios because even if they are a minority, they are not discriminated against or oppressed.
In the same vein, Affirmative Action Plans (AAPs) are an employer’s benchmark for proactively hiring, recruiting and advocating for minorities, disabled people, women and veterans. Affirmative action is considered to be social and moral mandate aimed at correcting historical injustices and getting rid of the current consequences of past social oppression (Feng, 2005) . These plans are inclusive of a number of measures aimed at growing the representation of minorities.
Human resources planning, recruitment and selection
Human resource planning is the process that connects the human resource needs to the strategic plan of an organization. This is done in order to guarantee that the organization is equipped with qualified, sufficient and competent staffing so as to meet the organization’s objectives. This planning also ensures that an organization maintains a competitive advantage and reduces the levels of high employee turnover. Recruitment is all about the organization’s capacity to acquire new employees, maintain smooth organizational operations and upgrading the quality of the organization’s human capital. The process links the hiring organization to the job seekers. Selection involves the evaluation of probable employees in order to ensure that the most ideal candidate is hired. This is done in accordance with the organization’s needs and the candidate’s abilities.
Compensation and benefits
Human resource compensation and benefits deals with the definition of performance standards, management of personnel expenses budget, establishment of competitive benefits and laying transparent compensation policies. With operative benefits and compensation, an organization is able to; control employee performance, steer personnel costs and recompense exceptional performance. Compensation is the payment that is made to an employee for their contribution to an organization. The most common types of compensation are salaries, wages and tips. It deals with wage and/or salary schedules and frameworks, for instance; reward-based schemes, the scope of salary for different job descriptions, bonus-based programs, etc. Other than payments, organizations reward their employees with benefits which are a form of value. Just like compensation benefits are issued to employees for doing their job.
The process for compensation and benefits produces a transparent effect on human resources and the employee reward system. It provides management with the necessary and relevant compensation tools that enable them to build differentiated levels among employees that foster a high performance organizational culture. The human resource department is tasked with the duty of monitoring external job markets and in turn enhancing the employees’ expenses budgets.
Safety and Health
The duty of ensuring the health and safety of the employee in an organization lies in the hands of the human resource department. However, this role does not solely belong to the human resource department. Management should therefore make the effort of using all the available organizational resources to establish and sustain health and safety standards in the organization. Organizations must implement sufficient preventative and protective procedures at the work place. In addition to this, both management and employees should be trained in specific processes in order to guarantee their safety as well as that of others. In order to motivate and maintain health and safety in organizations, strategies should be put in place, practiced and implemented. Some of these strategies include;
Establishing open communication: in order to maintain their trust, employees should be encouraged to speak up about any health and safety issues that they have taken notice of.
Implementation of safety policies: in as much as most workplaces are safe, there are industries that are typically volatile. Hazardous zones in such environments should be cordoned off to employees that are not designated to such areas. Potential hazards in corporate offices that are less unstable should also be identified when they arise and the employees given fair warning.
Coordination with equipment managers: the departments that manage equipment within an organization should work hand in hand with the human resource department in carrying out safety policies.
Employee and labor relations
This facet of human resource management is in charge of establishing, sustaining and bettering employee relationships. This is done through performance management, communication, interpretation of organization policies and processing of grievances. Employee and labor relations deal with the prevention and resolution of issues that concern employees and have their roots in the work place.
All these aspects are important to human resource management because they collaboratively form a synergy that achieves the HRM function. These aspects, together, ensure that the full potential of the human resource within an organization is achieved (Kramar, 2013) . All the above aspects are responsible for the establishment and maintenance of improved relations within an organization.
From the above discussion, the link between HRM and organizational as well as employee behavior is highlighted. For an organization to thrive, the employees have to have a certain culture that has been instigated by the organization. For an organization to work, the aspects discussed in the paper are recommendations that ought to be implemented. They are key aspects that might be overlooked on the norm but should not.
Burke, R., & Cooper, C. (2006). The new world of work and organizations: Implications for human resource management. Human Resource Management Review , 16 (2), 83-85. http://dx.doi.org/10.1016/j.hrmr.2006.03.013
Feng, Y. (2005). A study of societal cultural impact on HRM practices in business organizations (1st ed.).
Guest, D. (2017). Human resource management and employee well-being: towards a new analytic framework. Human Resource Management Journal , 27 (1), 22-38. http://dx.doi.org/10.1111/1748-8583.12139
Kramar, R. (2013). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal Of Human Resource Management , 25 (8), 1069-1089. http://dx.doi.org/10.1080/09585192.2013.816863
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2015). Human resource management (1st ed.). New York, NY: McGraw-Hill Education.
Storey, J. (2016). New perspectives on human resource management (1st ed.). [Place of publication not identified]: Routledge.