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Employees motivation and work place stress management

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  Abstract Task or job sovereignty becomes long been recognized as one of the elements that support eustress in the workplace. However, it can further be combined with extended workload and subsequent distress. This article recommends that the much fuller construct of sovereign encouragement, as explained from a Self-Assurance Theory attitude, can produce a complete approach to stress management that escapes these possibilities. Strong observational evidence is produced that the support of autonomous motivation in a range of situations supports individual well-being and hence eustress, to the benefit of both employer and employers. Introduction The modernized world is packed with causes for anxiety and stress. Stress is usually apparent in the hazard of violence. Furthermore, when receiving such circumstance into detailed examination, it diversifies in every social atmosphere, specially working place. Nowadays every organization requires employees to be typical in order to ...
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Importance of learning & development in an organization

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  Introduction Learning is a key part of the business atmosphere; different complications generally present themselves in the course of business processes and without extended research and expansion programs employees may be allowed with a most of uncertainties that may weaken the variety and quality of their production. Without the required ability and skills, it would grow into inaccessible for economic and non- economic organizations to bring out their planned operations successfully and even exploit on concentration and opportunities while at the same moment reducing on threats and weaknesses. (Kourdi J,2009) Importance Learning and development schemes are highly paramount within numerous functional states of an organization and are moved out by the L&D function simultaneously with the human resource management. It is through the learning and development process that employees and managers can identify how to correctly carry out their tasks with the highest rate of pe...
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Grievance handling procedure in Human Resources Management

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  Introduction The grievances are extremely damaging and these require specific and appropriate redressal. If not, suddenly there can be many fold obstacles in the management. For special supervision of grievances there is need for a suitable method that can allow the efficiency step-by-step for efficient management of grievances. Grievance checking method is an organized process of examining the grievances in which step-wise the importance for supervision is determined. (Rucroft ,1995)                                          Figure 1.  ( Erik van Vulpen ,2021) Purposes of Grievances An employee is disappointed and maintains a grievance when he suggests there has been a violation of his rights that his passions has been threatened. This sense of grievance typically rises out of misconception or misapplication of business policies and actions. (Nuzhath Khatoon ,2014) ...
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Performance Management and Appraisal in HRM

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  Performance Management Performance management (PM) is a goal-oriented process targeted toward assuring that organizational processes are in place to expand the productivity of employees, organizations, and basically, the organization. It is a major participant in achieving organizational strategy in that it contains measuring and enhancing the quality of the workforce. PM receives encouragement goals and the comparable stimulus purposes so that the relationship can be definitely recognized and suggested. There is a related relationship between motivations and performance. Performance management strategies are one of the great focuses in business today. Although every HR function supports to performance management, training and performance appraisal play an extremely important performance. Whereas performance appraisal appears at a unique time, performance management is an effective, successful, extended process. (Ed Frauenheim,2009)             ...
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What are the precautions to be taken by HRM on discrimination of job category in Sri Lanka?

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  Introduction Discrimination in the organization is illegal when the victim is a representative of a protected category (i.e., gender, age, disability, religion, race, sexual orientation, pregnancy and national source). Discrimination appears during the recruitment process. The expression in business publications may discriminate against various parties or groups to discourage them from trying at all. (Goonesekera Savitri,1998)   Most of the organization’s discrimination occurs when there are different types of employee work according to different qualifications that they have. As HRM we can treat all the employees who work in the company equally even though they are in different positions. We should make all the employees feel friendly with each other, so that they can talk with each one without any discrimination.                                             ...
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What are the safety precautions taken by HRM in Sri Lanka?

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  Introduction. When it occurs to organization safety, the Occupational Health and Safety Act (OSHA) sets and inspects the requirements and demands in producing reliable, reasonable production conditions for members. Human Resource Management have a significant role in making and upholding safety strategies and requirements by facilitating management in providing employees are developed in and accordingly reflecting organizational safety strategies. ( Kiffin-Petersen, S. 2006)                                                                                         Figure 1. (Paul jury,2020). Below are organization safety instructions to maintain your HR department efficiently increase organization freedom systems.   Accept the Rules and Regulations - Spe...
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Planning and Retention of Human Resource Management

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  Introduction Human resource planning is the process of determining and describing the need for and opportunity of human resources so that the organization can reach its purposes. The focus of HR planning is to provide the organization receives the appropriate amount of human resources, with the right facilities, at the right times, and in the right places. In HR planning, a company must recognize the availability and allotment of individuals to positions over long durations of time, not just for the next month or indeed the afterward generation.   Additionally, as part of the investigations, HR plans can consist of several methods. Activities may receive transferring representatives to separate positions in the company, training off employees or otherwise cutting back the number of representatives, retraining present representatives, and/or expanding the quantity of employees in various sectors. Elements to analyze consist of the present operators’ expertise, skills, a...
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