Priority has therefore been given to a range of measures for run-off and soil erosion control. One such measure, the use of stone bunds built on natural contour lines, has been promoted and supported by governments, NGOs, extension agents and farmers for more than 25 years and is now widely used in the Sahel. The best results are often achieved when contour stone bunds are used in combination with the planting of grass and trees on the contour lines. In wetter years they help to reduce the climate-induced risk of run-off and erosion.
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. Managing Downsizing in Organizations 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.
Managing Attrition in Organizations 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. Therefore, our advice to all those entering the workforce is to ensure that they remain competitive all the time.
What is Blind Hiring and Its Implications for the HR Profession 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.
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.
The key themes in this article relate to how people make the difference in this sector and hence, it is important to actualize people friendly policies and at the same time, ensure that they practice what they Innovative human resource practices global perspective. This article examines these themes using real-world examples and provides some discussion points about what HRM means in the times of the Emerging Digital Economy.
Human Resource Management in the Age of Acceleration We live in an age of acceleration, and the HR Function is not exempt from the speeding up of organizational speed.
This article examines such challenges and the brighter sides as well and presents some insights on how HRM can function in the contemporary organizational landscape. Such employees must be nurtured and encouraged without losing other employees as well as without creating unhealthy competition among such performers.
This article suggests some ways and means for organizations to manage the Uber Achievers and to ensure that the organizational excellence is sustained.
Actualizing a High Trust Organization Trust is what binds together nations, communities, and organizations. Thus, there are High Trust Organizations and Low Trust organizations just like the other entities mentioned above, and hence, it is incumbent upon the Leadership and the HR Function to actualize and sustain as well as maintain and uphold trust in normal times as well as during crises.
This article examines these themes from multiple perspectives along with real world examples from the corporate world. HRM Strategies for an Increasingly Complex, Uncertain, and Volatile World Modern day business landscape needs a broad set of skills rather than pure finance, commerce, or management skills that focus on specific skills alone.
Thus, HRM strategies must change with the times and concurrently, there is a need for reform of the education sector as well.
This means that all stakeholders must come together to broad base the skills of graduates in addition to reworking management education and reorienting it towards the demands of the times. How Human Resource Managers can deal with Difficult Employees This article examines the role that the HR Human Resource Manager has in cases of handling difficult employees and employees who violate organizational norms.
Taking real-world examples and analyzing the reasons for the dismissal of employees, this article explores the central theme of how far the organizations would go in upholding their norms and enforcing discipline that is essential for organizational success. Whether it is preparing for mass layoffs or the necessity to retrain and re-skill the employees, HR Professionals have to be innovative and empathetic at the same time.
In addition, automation and robotics present opportunities to HR Professionals to reshape their entire profession towards higher value addition in the same manner in which the transition from personnel management to human resource management did. This article examines some of the Human Resources policies that have made the Silicon Valley firms the workplaces of the future.
This section also discusses some recent controversies that have arisen about gender discrimination and minority harassment. The key theme in this article is that Silicon Valley firms must take the lead in reshaping the workplace of the future just as they have invented the future for the world. Effective HRM Strategies to Smoothen and Sweeten the Downsizing and the Layoff Process Downsizing and layoffs are part and parcel of any business since economic and business conditions are cyclical meaning that hiring and firing are part of capitalist systems.
However, there is a case to be made for professionally handling such exits lest improper and insensitive handling leads to allegations and legal and reputational problems for such organizations.
This article examines some ways in which organizations can handle the downsizing without causing problems for either themselves or the employees. With the automation of the recruitment activities through the use of AI and Analytics, the HR staff can save much time and use the saved time and resources to focus on higher value-adding activities.
Apart from this, the HR function can also automate the other tasks such as Payroll and some Performance Management tasks. This article examines these themes with an analysis of how automation creates value for organizations.
This means that unless employers address these problems, they will lose out on lost hours and other instances of bad judgment and poor decision making.
Apart from that, the future world of work would be done by robots that do not get burnout or stressed out and hence, the key theme of this article is that it is in our collective interest to address these problems before they become job killers.
Human Resource Management Strategies to Diversify the Workforce Organizational effectiveness can be enhanced through promoting diversity. This calls for end-to-end HRM strategies that recruit, retain, and encourage diversity. Technology and automation of the HRM value chain are known to eliminate or reduce human biases.
Thus, it is essential for the entire HRM value chain to work towards the goal of actualizing a diverse workplace culture free from harassment and discrimination. This article explains what an HR Scorecard and its benefits to contemporary organizations.
The discussion proceeds by listing what an HR Scorecard does and how it works and then examining how benefits the broader organizational strategic goals and objectives.The program below lists all conference program r-bridal.com more information about additional conference activities, please visit the Networking Functions, Master Classes, Financial Forum, Social Tours, Technical Tours and Young Professionals Program..
Further information about IGU Events at WGC including the Presidents Dinner and Council Sessions can be found here. Complexity characterises the behaviour of a system or model whose components interact in multiple ways and follow local rules, meaning there is no reasonable higher instruction to define the various possible interactions..
The term is generally used to characterize something with many parts where those parts interact with each other in multiple ways, culminating in a higher order of emergence. Innovative Human Resource Practices, here, refer become more competitive in the global market. Thus, all these innovative practices are a must in Documents Similar To Innovative Human Resource Practices In Indian Banks: A Study From Hr Manager’s Perspective.
Resource role of inpatriates in global human resource management perspective on the drivers of inpatriation practice to insure execution of global strategic actions by the focal organization.
Sustainability is the process of maintaining change in a balanced fashion, in which the exploitation of resources, the direction of investments, the orientation of technological development and institutional change are all in harmony and enhance both current and future potential to meet human needs and aspirations.
For many in the field, sustainability is defined through the following. International Journal of Humanities and Social Science Vol. 2 No. 10 [Special Issue – May ] 62 Relationship between Strategic Human Resource Management and Firm.