People and Organisations

  Employment security Employment security is the protection of workers of their jobs. To make sure they are stable with their job and not losing their jobs. As per International Labour Organization (ILO) Employment, security is about the protection of workers against fluctuations in earned income as a result of job loss. When we compare the public sector and the private sector, public sector jobs are more secure than the private sector.   Employment security can be assessed at three levels  (Dasgupta, 2001) . 1.        National or Macro Level 2.        Enterprise Level 3.        Individual or Micro Level  Why is job security important for employers? -           A stable job increases employee retention. -           Attract top talented workers. -    ...

  ERP vs HRMS ERP will help to stimulate the performance of human resource management and guide the decision-making of managers. The planning function of HR is done with the HRM module of the ERP. The ERP supports forecasting/analyze the costs involved by combining relevant information. The objective of ERP for HRM is to automate administrative works and speed up the internal HR process and save time for team members.  (Arun, 2020) What is the difference between ERP and HRMS? The major purpose of ERP is to consolidate each aspect of the business but HRMS is to manage employee data and automate end-to-end HR management. ERP caters to the entire organization and HRMS focuses only on the needs of the HR department. Basic features of ERP for HRM are; 1.        Employee data management 2.        Payroll and compensation management 3.        Time and attendance management 4.   ...

  Human-Centric HR Why Do Companies Need a Concise HR Model? The Human Resources of a company are a vital asset and thus the management of this key resource should be well established. A highly committed and capable workforce would bring in a definite competitive advantage for the organization. As defined by HR Guru; David Ulrich,  (Ulrich, 1996) the HR Roles Model brings in the highest value addition to the businesses by introducing the main aspects of Human Resources. There are four key criteria required for the establishment of David Ulrich’s HR model. 01 .  Strategic Partner The Head of HR of an organization should play the role of hr business Partner, thus aligning all HR activities with the business strategy adopted. The HR Partner should effectively engage in strategic decision-making, representing the human resources of the organization. He/she should also manage the development of the resources strategically, inculcating the right culture and image for the...