Best HR Practices for Organizational Growth Link to The Education Industry

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 ...

                                                                               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, ...

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...

                                                                     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 ...

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...