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MN7181 PEOPLE AND ORGANIZATION - AUTONOMOUS WORK GROUP

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AUTONOMOUS WORK GROUP - AWG Similar to an individual with autonomy at work, an autonomous work group is a team of employees granted autonomy or independence over the work they do within an organization. This autonomy includes independent decision-making related to a specific work function, project or job and independent freedom to assign individual members specific tasks within the group ( Neil Kokemuller) In an autonomous work group, employees self-organize to accomplish a task. Upper management holds the group as a whole responsible for its productivity and efficiency, but scheduling and task assignment are left to the group itself. This approach to management can improve work life and possibly increase productivity, but there are also disadvantages(Stan Mack, 2017) S Function Autonomous work groups vary, depending on organizational need. Some groups might be permanent, while others are temporary assignments to address a short-term project. The key is that employees in ...
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MN7181 PEOPLE AND ORGANIZATIONS - CROWD WORKING

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CROWD WORKING Crowd employment is a new form of employment  that uses an online platform to enable organizations or individuals to access an indefinite and unknown group of other organizations or individuals to solve specific problems or to provide specific services or products in exchange for payment’. Crowd employment is also known as crowd sourcing or crowd work, and aims to organize the outsourcing of tasks to a large pool of online workers rather than to a single employee. Technology is essential in this new employment form, as the matching of client and worker, as well as task execution and submission, is mostly carried out online.  This form of employment is based on individual tasks or projects, rather than on a continuous relationship. A larger task is divided into smaller subtasks that are relatively simple or standardized, can be done independently of the other tasks and have a specific output. Crowd Work Basics 1. What is this “crowd-, pla...
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MN7181 PEOPLE AND ORGANIZATION- PERFORMANCE

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PERFORMANCE IN HRM HRM is becoming a highly competitive department of the entire organization regardless of its size or nature. Throughout history the human element has passed number of stages in the political and corporate arena. When an organization is in need of achieving a set of objectives it is unavoidably the people who make it or not. HR department is the key in supplying the talents, resources etc… and providing training, development, motivation etc… to achieve the organizational objectives. Hence it is the HRM is a core of making it happens. It is apparent that the recent revolutionary changes in the concept of HRM have further extended and expanded to SHRM where it talks about strategy part. SHRM deals with top management and is sitting with the board of management to argue with the implication of HR functions in achieving organizational corporate goals as a whole. A more often repeated word in the organizations is “performance”. It is the term related with not...
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MN7181 PEOPLE AND ORGANIZATION- HRM & SHRM

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  HRM & SHRM The term  HRM  expands to Human Resource Management; it implies the implementation of management principles for managing the workforce of an organisation. It is concerned with the process of hiring, developing and retaining the manpower, with a view to making them more efficient. When conventional HRM is compared and contrasted with the strategic HRM or SHRM, it becomes easier to understand. SHRM  is the process of aligning the business strategy with the company’s human resource practices, so as to attain strategic goals of an organization. In SHRM, the workforce of the company is managed proactively. Take a glance at the article presented here that explains the difference between HRM and SHRM. COMPARISON CHART BASIS FOR COMPARISON HRM SHRM Meaning Human resource management (HRM) implies the governance of manpower of the organization in a thorough and structured manner. SHRM is...
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MN7181 PEOPLE AND ORGANIZATION - BY EMBRACING HUMAN RESOURCE MANAGEMENT [HRM] CONCEPT IN PLACE OF PERSONNEL MANAGEMENT [PM] WHAT CHANGES OCCURRED IN HUMAN CONSTITUENT IN WORKING ENVIRONMENT

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BY EMBRACING HUMAN RESOURCE MANAGEMENT [HRM] CONCEPT IN PLACE OF PERSONNEL MANAGEMENT [PM] WHAT CHANGES OCCURRED IN HUMAN CONSTITUENT IN WORKING ENVIRONMENT Whether personnel management or human resource management is broadly brought under people management as Henderson (2017) defines to consider the people as the members of the organization rather than job holders in the decisions of the organization. In 1950s the term “human resource management” was being used by some theorists as another synonym of “personnel management” without a significant difference in the meaning. But, in 1989 management of people at work became drastically in to a different model whereby the characteristics of people management in work places were demanded in PM were totally redefined in HRM by taking a paradigm shift contrasting to Taylorism and Fordism. In this gradual transformation the terminology was used in HRM clearly differed   from PM perspective where the way people were restric...
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