People and Organizations

  (Paycom, 2021)  The evolution of HRM (Human Resource Management) terms is of very recent origin. It began revolving around the 1980s. During the ancient period, for a long time, goods were produced mainly by skilled craftsmen and artisans. They were responsible for handling all the processes, generating it, producing it, and finally selling it. Let us have a look at how the evolution of the concept of human resource management came into existence. HRM Defined Human resource management can be defined as a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations. It was defined by Boxall and Purcell (2003: 1) as ‘all those activities associated with the management of employment relationships in the firm’. A later comprehensive definition was offered by Watson (2010: 919): HRM is the managerial utilization of the efforts, knowledge, capabilities and committed behaviors which people contribute to an ...

Employer Branding   (Nanci Hogenboom , 2016) All organizations have an employer brand . It's the way in which organizations differentiate themselves in the labor market, enabling them to attract, recruit, retain and engage the right people. A strong employer brand helps businesses compete for the best talent and establish credibility. It should connect with an organization’s values and must run consistently through its approach to people management. This factsheet looks at why employer brand is important, particularly for recruiting and retaining talent, the organization’s employee value proposition and the steps you can take to develop your employer brand (CIPD).   (Allianz, 2022)  The employee value proposition can be expressed as an employer brand – the image presented by an organization as a good employer. An employer brand was defined by Walker (2007: 44) as ‘a set of attributes and qualities – often intangible – that make an organization distinctive, promise a parti...

  (Sanjay Agrawal, 2018)  Organizational or corporate culture is the pattern of values, norms, beliefs, attitudes and assumptions that may not have been articulated but shape the ways in which people in organizations behave and things get done. ‘Values’ refer to what is believed to be important about how people and organizations behave. ‘ Norms ’ are the unwritten rules of behavior ( Armstrong and Taylor ,2014). Some other definitions of organizational culture : ·        A strong culture is a system of informal rules that spells out how people are to behave most of the time. (Deal and Kennedy, 2000: 15) ·        The culture of an organization refers to the unique configuration of norms, values, beliefs and ways of behaving that characterize the manner in which groups and individuals combine to get things done. (Eldridge and Crombie, 1974: 89) ·        Organizational culture offer...