Arjuna Kangara

  The Ethics of Hiring: How to Ensure Fairness and Avoid Bias in the Recruitment Process   Introduction The hiring process is critical for any organization, as it directly affects the quality and composition of the workforce. However, it can also be a potential source of bias and discrimination, leading to unfair and unethical hiring decisions. The Importance of Ethics in Hiring Hiring decisions can have a significant impact on the lives of job candidates, as well as the overall diversity and success of the organization. Ethical hiring practices help to ensure fairness, objectivity, and transparency in the recruitment process. This, in turn, can help to attract and retain top talent, enhance the organization's reputation, and avoid legal and reputational risks.   Tips for Ensuring Fairness and Avoiding Bias in the Recruitment Process ·        Develop Clear Job Descriptions Clear job descriptions can help to ensure that candidates are evaluated based on relevant jo

  The Future of HR: Predictions and Trends for the Next Decade   Introduction Human Resources (HR) has come a long way since the early days of employee record keeping and payroll management. In the current times, it is increasingly evolving into a strategic function that plays a vital role in driving organizational success. As we move towards the future, HR is poised to undergo significant changes as new technologies emerge, workforce demographics shift, and businesses adapt to changing market conditions.   AI and Automation Artificial Intelligence (AI) and automation are already impacting the HR industry, and the trend is set to continue. AI can help HR professionals to automate repetitive and time-consuming tasks, such as resume screening and scheduling interviews. Automation can also help to reduce the risk of bias in recruitment, ensuring that hiring decisions are based on objective criteria. According to a report by Deloitte, 33% of organizations are already usin

    How to Measure and Improve Labor's Efforts with HR Effectiveness Communication is not the only key for an HR manager to improve performance. As an HR manager, you also need to collect and provide feedback from employees. When good performance feedback is provided, it will help employees improve their skills and maintain a good working environment. What Is HR Effectiveness? The practice of assessing the business impact of an HR department's actions is known as HR effectiveness. No matter how small, a company's people operations department is crucial to the overall success of the business. An effective recruitment plan, for instance, can assist the business to attract top people, which will raise productivity and profits. Like this, a dynamic performance management system gives staff measurements and direction, assisting in ensuring company goals are reached. In this piece, we'll delve more into the specifics of being a successful HR professional and discuss v

  INFLUENCE OF GLOBALIZATION IN HUMAN RESOURCE MANAGEMENT     Globalization has brought about significant improvements in operating an organization and how the organization manage their human resources. Human Resource Management (HRM) practices are affected by globalization in various ways and has resulted the need to adapt their policies and procedures to fulfil the needs of a diverse of workforce with different laws and regulations for organizations depending on different organizational structures.   1.        Cultural Diversity One of the significant influences of globalization on HRM is the cultural diversity. Globalization has led to an increase in cultural diversity in the organization. This has affected HRM practices to adapt to fulfil the needs of their workforce. This includes implementing policies to promote diversity, as well as training programs to enhance cross-cultural communication skills and lifestyles. In today's globalized world, companies have workf

   Harvard Model of Human Resource Management   The Harvard Model of Human Resource Management is a widely recognized and powerful model in managing human resources within organizations. This was developed by Michael Beer and his colleagues at Harvard University in the 1980s. The Harvard model provides a methodology to HRM that fulfils the needs of both the organization and its employees.   The Harvard Model of HRM recognizes that employees are a valuable asset to its organization and also their contribution is essential to achieve organizational goals. It shows the importance of treating employees as partners in the success of the organization and creating a work environment to improve their growth and development.   The model is based on four main components: 1.Situational factors – The external environment, organizational culture, and business strategy 2.Stakeholder interests - To the various groups that have a stake in the organization (Ex: Employees, customers, inv

  Conflict Management in Work place As a result of conflicts, employees find it extremely difficult to focus on their work since they spend most of their time and energy battling. Finding fault with people and engaging in conflict consumes time that could be spent performing useful work. Always keep in mind that your employer expects good, productive work from you rather than paying you to fight. Conflict management keeps confrontations from breaking out and enables workers to take their jobs seriously. Conflict is not a strange thing for people. Human beings experience it in their day-to-day lives—with their friends, families, and more so in their professional lives. In the workplace, conflict causes a massive degree of frustration, pain, discomfort, sadness, as well as anger. That is a typical feature of life. In the modern world, employers choose to work with people from different cultural and intellectual backgrounds as well as with different points of view. Disagreements are