TNawagaththegamaMBAbatch20

  MN7181-Peoples and Organization- Employee Talent Management Talent management is one of the primary management tools for 21st century human asset management because the significant resource for firms competing in this century is no longer land, capital and other tangible assets but the human capital necessary to adapt organizations to global competition and maximize the benefits associated with the current technological boom. (Cappelli, 2008) Talent management is an espoused and enacted commitment to implementing an integrated, strategic and technology enabled approach to human resource management (HRM). This commitment stems in part from the widely shared belief that human resources are the organization’s primary source of competitive advantage; an essential asset that is becoming in increasingly short supply. The benefits of an effectively implemented talent management strategy include improved employee recruitment and retention rates, and enhanced employee engagement. These ou...

  MN7181-Peoples and organization- Importance of Human Resources Management in Banking Sector-   Human resource management (HRM, or simply HR) is a function in organizations designed to maximize employee performance in service of their employer’s strategic objectives. (HRM in changing organizational contexts, 2009). HR is primarily concerned with how people are managed within organizations, focusing on policies and systems ( Human resource management: A critical approach , 2009). HR departments and units in organizations are typically responsible for a number of activities, including employee recruitment, training and development, performance appraisal, and rewarding. HR is also concerned with industrial relations, that is, the balancing of organizational practices with regulations arising from collective bargaining and governmental laws. (Rihan, 1998) In this competitive environment, organizations in service sector and industrial sector are trying their best to win the loyalt...

  MN7181-Peoples and organization-  -Important of Learning & Development to Organization- A specialized HR function, learning and development (L&D) is defined as the process of empowering employees with specific skills to drive better business performance. They may be upskilled to perform better in their existing roles or reskilled to take on new roles in the organization and fill the skills gap that is becoming common in the workplace these days. (Basumallick,2020) 1.Business performance Learning and development objectives pertaining to business performance include: Increase in the volume of work completed within a stipulated time Rise in customer satisfaction scores as a result of better employee performance The ability to gain from emerging opportunities, due to new skills available in the organization Business sustainability through a period of dynamic changes (regulatory shifts, economic upheavals, digital transformation, etc.) 2. Employee satisfaction Learning an...

  Tharanga Nawagaththegama MN7181-Peoples and organization- Strategic Employee resourcing and Talent Management -Employee Value proposition-                            Employee Value Proposition (EVP)  is the balance of the rewards and benefits that are received by employees in return for their performance at the workplace. Organizations generally develop an EVP to provide a consistent platform for  employer branding  and experience management. EVP is a  magnet that attracts job candidates.    Defines an Employee Value Proposition (EVP) as a set of associations and offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the organization. The EVP is an employee-centered approach that is aligned to existing, integrated workforce planning strategies because it has been informed by existing employees and the external target audie...

 Tharanga Nawagaththegama MN7185-Leadership & Strategic Management Leaders are Managers, but managers are not necessarily Leaders A leader is someone who can see how things can be improved and who rallies people to move toward that better vision. Leaders can work toward making their vision a reality while putting people first. Just being able to motivate people isn’t enough — leaders need to be empathetic and connect with people to be successful. Leaders don’t have to come from the same background or follow the same path. Future leaders will actually be more diverse, which brings a variety of perspectives. (Morgan,2020) A manager is the member of an organization with the responsibility of carrying out the four important functions of management: planning, organizing, leading, and controlling. But are all managers leaders? Most managers also tend to be leaders, but only IF they also adequately carry out the leadership responsibilities of management, which include communication, m...