Managing People & Organizations

  Introduction In today’s fast-paced work environment, employee well-being and work-life balance have become critical concerns for organizations. A workforce that experiences high levels of stress and burnout is less productive, less engaged, and more likely to leave the organization (Robinson, 2021). Strategic human resource management (SHRM) plays a key role in fostering policies and practices that enhance well-being and work-life balance. Importance of Employee Well-being Employee well-being encompasses physical, mental, and emotional health. Organizations that prioritize well-being benefit from increased job satisfaction, reduced absenteeism, and higher levels of employee retention (Guest, 2017). According to a study by the World Health Organization (WHO, 2020), mental health disorders cost the global economy $1 trillion annually due to lost productivity. Strategies for Enhancing Work-Life Balance Flexible Work Arrangements Implementing remote work options, fl...

  Introduction Corporate Social Responsibility (CSR) refers to a company’s commitment to operating in an economically, socially, and environmentally sustainable manner (Carroll & Shabana, 2010). HR professionals play a vital role in aligning CSR with organizational goals, fostering an ethical work environment, and engaging employees in CSR activities. HR’s Contribution to CSR 1. Developing Ethical Policies HR departments are responsible for creating and implementing ethical policies that promote fairness, diversity, and integrity within the workplace (Sharma & Devi, 2009). Establishing codes of conduct, anti-discrimination policies, and whistle-blower protections ensures a responsible corporate culture. 2. Employee Engagement in CSR Initiatives HR plays a crucial role in motivating employees to participate in CSR initiatives, such as community service, environmental sustainability programs, and corporate philanthropy (Collier & Esteban, 2007). Encouraging volunteerism a...

Introduction Small and Medium Enterprises (SMEs) significantly contribute to global economies by fostering innovation, employment, and competition. However, HRM in SMEs differs from larger organizations due to limited financial and human resources. Effective HRM strategies are essential to enhance employee performance, engagement, and retention (Cardon & Stevens, 2004) Key HRM Practices in SMEs 1. Recruitment and Selection Recruiting skilled employees is a major challenge for SMEs due to budget constraints and a lack of employer branding (Kelliher & Reinl, 2009). Many SMEs rely on informal hiring methods, such as referrals and networking, rather than structured recruitment processes (Kotey & Slade, 2005). To attract talent, SMEs should focus on offering career growth opportunities, flexible work arrangements, and a strong organizational culture. 2. Training and Development Training programs in SMEs are often informal and on-the-job due to cost constraints . Whil...

  Introduction The modern workforce consists with multiple generations, including Baby Boomers, Generation X, Millennials, and Generation Z. Each generation has distinct values, work styles, and expectations, making it essential for Human Resource Management to develop tailored strategies to foster collaboration, engagement, and productivity (Lyons and Kuron, 2014). Understanding Generational Differences Baby Boomers (1946–1964) – Prefer stability, value loyalty, and favor hierarchical work structures. Generation X (1965–1980) – Independent, adaptable, and emphasize work-life balance. Millennials (1981–1996) – Tech-savvy, purpose-driven, and value collaboration and career growth. Generation Z (1997–2012) – Digital natives, prefer flexibility, and prioritize mental well-being.  Figure 01 – Understanding different generational needs in the workforce             Source : Gursoy, Chi and Karadag, 2013 ...