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Linking Best HR Practices to Education Industry

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Source: Forbes Adviser  Overview as an Operational Manager in the Industry. As an employee who is currently employed under professional staff category in the Education Industry, I am personally experiencing it challenging to motivate ourselves to work. At certain points people feel demotivated and reluctant to go above and beyond their comfort zone to add a value to the organization. This is resulting in less employee engagement.  As an operational manager who has been working in the industry over 5 years and also in the service industry almost 7 years personally experience that you cannot get motivation through the customer always. Specifically in the private higher education industry it is not always possible to keep the customer happy due to rules and regulations. Employees will have to adhere to certain deadlines, and rules imposed by either University Grants Commission or respective university authorities. As a result the customer will not be satisfied. This may result ...
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Reward Management towards organizational Growth

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                                                                               Source: Personnel Today What Is a Reward? In Harvard Business Review, they have specified as below "It is difficult to overstate the extent to which most managers—and the people who advise them—believe in the redemptive power of rewards, Alfie Kohn argues in “Why Incentive Plans Cannot Work” (September–October 1993). Certainly, the vast majority of U.S. corporations use some sort of program intended to motivate employees by tying compensation to one index of performance or another. But more striking is the rarely examined belief that people will do a better job if they have been promised some sort of incentive" (Stewart. B, Appelbaum . E, Lebby. A. M, Amabile T. M, Mc Adams. J, ...
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Creating a Positive Organizational Culture towards Organizational Growth

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What is Organizational Culture? We all live in a culture that is bounded. It could be an evolution of beliefs, religions or even myths. Yet, since they day we were born, we have act according to the culture. Every country, region have a different and unique culture. Same applies to organizations. Different organizations have different organizational cultures. Organizational culture is the collection of beliefs, values and methods of interaction that create the environment of an organization.(Indeed Editorial Team, 2022) On their article, Organizational Culture: Definition and Why It's Important? (2022), the indeed editorial team have identified different types of cultures.  They are as follows: Clan Culture According to their description, this is a culture where people are friendly, responsible and respectful. These types of organizations leaders play a vital role. Team members are required to look at the leader as a mentor and it helps to build employee involvement and team b...
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The Design of Work towards Organizational Growth

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                                                                     Source: Smart Work Design Work Design and Job Design. People often confuse work design and job design. Are these two different concepts? The answer is YES it is.  Job design is sub set of Work design. In Armstong's handbook he clearly defines this.  Work Design Work design is concerned with developing the systems of work carried out in the organization – the processes, practices and technology used to get things done by people. Work design is closely associated with job design in that the latter is conducted within the context of the system of work. Armstrong (2020, P.215) As per the definition and the term, we can brief the concept. There are goals and objectives of the organization. Work design is how you ...
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Positive Employee Relations towards Organizational Growth

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Evolution of Employee Relations: In their article, Brhane, H. and Zewdie, S has explained Employee relations as an interpersonal relationship concept which is replaced by Industrial relations which was there before 20th century.  What is Industrial Relations? What is Employee Relations? Approaches of employee relations: According to Armstrong's Handbook, there are 4 main approaches you can use for emoloyee relations.  1. Adversarial: This is when organization gives the order, employees are expected to fit in 2. Traditional: In this scenario the management proposes   the work. Employees can reacts through their representatives. If they do not have a representative they either have to accept the situation or walk away.  3. Partnership: This is when the organization gets employees involved in drawing up and executing organizational policies. But, the organization has the right to manage.  4. Power Sharing: This is when employees get engaged...
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Employee Motivation and Engagement towards Oragnizational Growth

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  What is Motivation? In Armstrong's Handbook of Human Resource Practice he describes motivation as the strength and direction of behaviour and the factors that influence people to behave in certain ways.  He also mentions how the word came from as below: The term "motivation" drives from the Latin word movement ( movere).  People are motivated when they expect that a course of action is likely to lead an attainment of a goal and a valued reward - one that satisfies their needs and wants.  While Armstrong explain above as motivation, he also brings up motivational theories introduced by different authors.  Ganta V.C has described Motivational strategies as below in his article, Motivation in the workplace to improve the employee performance (Ganta V.C, 2014) Abraham Maslow's Hierarchy of Needs: Source:  Plateresca / Getty Images   Abraham Maslow presented his model of motivation in 1954. The basic idea of Maslow's model was tha...
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Learning and Development towards Organizational Growth

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What is Learning? Learning : A qualitative change in a person's way of seein, experiencing, understanding and conceptualising something in the real world (Marton and Ramsden 1988).  People learn in different aspects. Ever since you are born, you will be learning until your last breath. Learning is a continuous process. Even if you join a new job or even if you start a new journey of your life, you will be learning.  Workplace Learning The simple act of observing more experienced colleagues can accelerate learning; conversing, swapping stories, cooperating on tasks and offering mutual support deepen and solidify the process. This kind of learning – often very informal in nature – is thought to be vastly more effective in building proficiency than more formalized training methods. Reynolds (2004) Workplace learning is largely experiential learning – learning by doing. But is also social or cooperative learning – learning from other people. It involves self-managed learning ...
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