Nishantha's HRM VIEW

In fact, I have been discussing contemporary Human Resource Challenge over my previous blogs such as issues pertaining to Training and Development regarding workforce, compliance with Laws and Regulation….and    so on. However I will be further discussing issues that could arise regarding motivation programs being conducted by HR department. Introduction of motivation Hunter et al (1990) found that the difference in value-added discretionary performance between ‘superior’ and ‘standard’ performers was 19 percent. It was 48 per cent for highly complex jobs.in fact it is much more necessary to appreciate how motivation work in order to motivate people.and furthermore Motivation is concerned with the strength and direction of behaviour and the factors that influence people to behave in certain ways. The three components of motivation, Arnold et al (1991) 1. Direction – what a person is trying to do. 2. Effort – how hard a person is trying. 3. Persistence – how l...

Well, I have been expressing contemporary Human Resource issues through my first and second blog consecutively. In fact what I have focused here is the impact of productive learning and development process which is another critical issue in relation to Human Resource Development. As Guest (1997) says ‘The distinctive feature of HRM is its assumption that improved performance is achieved through the people in the organization.’ If, therefore, appropriate HR policies and processes are introduced, it can also be assumed that HRM will make a substantial impact on firm performance. But having said that, most of the learning and development programs being conducted in Sri Lanka have not been productive particularly in education field, as a result teacher’s performance cannot be expected as productive as other developed countries. Meanwhile what can be seen in other organizations too is that employees tend to be less productive due to lack of proper learning and development process. Trai...