Rifky Ahmed

  Figure 1: Equal Opportunities; Source: SUBZERO “I have cherished the ideal of a democratic and free society in which all persons live together in harmony and with equal opportunities” – Nelson Mandela (Mandela, 2013) .   Equal Employment Opportunity, or EEO as it is more generally known, is the idea that all applicants would be equitably considered for a role and/or work benefits, regardless of their gender, sexual orientation, colour, age, socioeconomic background, religion, disability, etc. The goal of EEO is to 'level the playing field' and keep people safe from being subject to racism and bigotry based on qualities that aren't connected to how competent they are for the post. Equal Employment Opportunity should not be introduced solely to win more customers over to your company. All levels of the organization's structure must be fully committed to effective EEO in order for it to be advantageous to all stakeholders, especially top management (Workfast, 2018...

Figure 1: Selection strategy; Source: ACAMSTODAY A recruitment strategy is a detailed hiring plan that outlines the positions your business expects to fill, the timing and locations of the job postings, and the evaluation techniques you'll use to find the best candidates. This is a fundamental system component that hiring managers and HR specialists can use to regulate and improve hiring practices across your company. Employee recruitment strategies to improve hiring Garner (2022) stated nine employee recruitment strategies to improve hiring: 1.      Develop a clear employer brand 2.      Create job posts that reflect your company 3.      Use social media to target talent 4.      Invest in an applicant tracking system 5.      Explore niche job boards 6.      Consider college recruiting 7.      Find passive candidates and let them kno...

  Figure 1: HRM & PM; Source: MBA Knowledge Base (2021) The fact that both human resource management and personnel management focus on hiring the best candidates for open positions while taking organizational objectives into account is a key area of overlap. Additionally, both strategies employ the same processes for hiring and selecting employees as well as paying them and managing their performance. Human resource management takes a more strategic approach, predicting the demands of the organization and constantly monitoring and optimizing all systems. Personnel management is concerned with maintaining all administrative and personnel systems. When human resource management (HRM) was less common in earlier centuries, personnel management was responsible for handling employee staffing and payroll (PM). Popularly, it is referred to as traditional personnel management. A development above traditional personnel management is human resource management (Sampras, 2019) . What is Per...

Any organization's HR function is incredibly important for employee retention. Workplace policy and procedure improvements, internal promotion opportunities, employee training, and bonus payments are a few examples of strategies for retaining employees. During restructuring, the HR department is in charge of conducting, recommending, and putting into practice employee retention measures. Reorganizations brought on by declining revenues are unlikely to result in salary increases, but they may offer their employees other advantages or incentives, such as more time off work, flexible work schedules, or on-site employment options. Training and Development One of the most important Human Resource functions is always characterized as training and development. In most firms, training and development are essential components of human resource development. Training and development serve as a tool for organizational success in the face of stiff competition in the corporate world, where c...

  Figure 1: 360 Degree Performance Appraisal; Source: AssessTEAM What is 360-degree appraisal? The term "360 Degree Appraisal" refers to a review conducted by upper management, the immediate supervisor, colleagues, subordinates, oneself, and consumers. Six people, including the employee or manager in this case, are evaluating his or her performance. He accordingly receives feedback on his performance from those around him. Because so many various parties participate in the evaluation, this method is quite trustworthy. Due to their ongoing interactions and collaboration with the employee or boss, these parties are in the best position to assess him. This technique is mostly applied to measuring employee performance. However, it is also used to assess other traits like skills, conduct, morals, tempers, loyalty, and so forth (Akrani, 2011) . Figure 2: 360 Degree Diagram; Source: HRMP Human Resources Management Practice   “The first documented use of surveys to accomplish 3...