HUMAN RESOURCE MANAGMENT

Introduction Knowledge and experience appear to be extremely similar. Knowledge, as defined, is information and skills gained via experience or study. Similarly, experience is defined as knowledge or skill gained through practical experience with something. Although the two words are utilized in each other's definitions and appear to be extremely similar, there is a distinction between knowledge and experience. Theory and the acquisition of information and ideas are important to knowledge. Experience, on the other hand, emphasizes practice, or the application of knowledge over time to strengthen comprehension of a subject or a specific activity. While experience can provide further knowledge about a subject or task, training cannot provide experience. Experience is gained. Without experience, knowledge is useless. Without experience, knowledge is simply information. And if this information is not used, it does not accumulate over time. Furthermore, you are very prone to forget this...

"The work-life balance is a harsh reality for so many women, who are forced every day to make impossible choices. Do they take their kids to the doctor...and risk getting fired? Do they work weekends so they can afford to send their kids to better childcare...even though it means even less time with their families? Do they take another shift at work, so they can pay for piano lessons for their kids...even though it means they have to stop volunteering for the PTA? It just shouldn't be this difficult to raise healthy families". -  Michelle  Obama "Time is really the only capital that any human being has, and the only thing he can’t afford to lose"- Thomas Edison Job Satisfaction, Work-Life Balance, and Job Performance Work-life balance refers to the ability to balance one's professional obligations, family commitments, and other personal activities. It relates to an employee's perception of a healthy work-life balance  ,It describes how people perform or ...

  Introduction Many human resource practitioners and researchers have spent years attempting to understand what motivates a seemingly pleased employee to voluntarily retire (Brotherton, 1996; Johns and Johnson, 2005). Exit interviews have been used by many human resource practitioners and researchers in an effort to understand the ills that led to such an occurrence. The belief is that exit interviews can help uncover possible reasons for voluntary employee turnover and that the information gathered from the interviews can help identify ways of improving firm performance. Exit interviews are intended to:   (1) Identify the true reasons for voluntary terminations - push and pull factors,   (2) persuade the employee to stay if the organization desires, (3) acquire information that will help management identify problem areas and set up controls, (4) clarify charges or complaints against employees, who are being separated involuntarily, (5) Provide references, job...

 Introduction COVID-19 is the most severe public health epidemic that our globe has seen in a long time. It has had a tremendous impact on virtually every facet of corporate operations. COVID-19 has made three points abundantly clear: The importance of sustainability in company resilience. Companies who intentionally integrated sustainability and transparency into their company operations before to the COVID-19 issue have increased their focus on it throughout the crisis. More crucially, they were considerably quicker to react to unexpected situations. From my perspective, health, safety, and well-being have become important to the resiliency and sustainability debate in ways that have never been seen before. Furthermore, the importance of collaboration; no one can deal with a pandemic alone.      Impact On Business The world is witnessing that all countries are suffering as a result of COVID-19, and their GDP is declining. According to the International Labor ...

  HR –Outsourcing Outso urcing is promoted as one of the most powerful trends in human resource management. Outsourcing HR activities is justified by cost savings, enhanced flexibility to focus on strategic concerns, access to technology and specialized experience, and the opportunity to demand measured and better service levels. However, there are some indications that these advantages may be realized. Furthermore, there is a risk of shifting expertise and insider knowledge to suppliers, which could have a negative influence on staff morale. It is vital to manage the outsourcing arrangement outsourcing  is a contractual agreement in which an external vendor provides company services. In other words, one corporation pays another to do work for it. Outsourcing is currently being marketed as one of the most powerful trends changing management. Organizations, on the other hand, have always outsourced some functions. For decades, most businesses hired services to handle their ...

 Types of Robots Robotics solutions are being utilized in a growing variety of industries and applications as robotics manufacturers continue to bring breakthroughs in capabilities, pricing, and form factor. Because of advancements in processing power and AI capabilities, we can now use robots to do vital tasks in a variety of ways. Car robots Autonomous driving systems are also built using artificial intelligence (AI). Google's smart car has driven 1.8 million miles and been involved in 13 incidents, all of which were caused by other vehicles. According to Publishing Inc., driverless cars are so safe that manual driving may become banned in the future, which is bad news for professional drivers but good news for us, the 1.3 million people who die in road accidents each year. There has already been a lot of information on driverless automobiles, and major corporations, like as Apple, have stated plans to join automotive developers. Nissan and Toyota have already developed autonom...

  Introduction In contrast to traditional top-down appraisal by supervisors or line managers exclusively, this approach of appraising employee performance incorporates confidential evaluations by colleagues or peers, subordinates, and supervisors or line managers. Typically, 360-degree feedback is provided in the form of questionnaire responses covering behavioral criteria such as problem-solving ability, adaptability, communication skills, teamwork, supervisory skills, and administrative skills, with each item requiring a rating-scale response, as well as a few narrative responses to qualitative questions. Employees may rate themselves in some circumstances, and gap analysis reveals the disparity between how they view themselves and how others perceive them. Employees prefer 360-degree feedback to traditional top-down appraisal because it gives them a sense of how their performance is being evaluated. The concept was coined in 1985 by Mark R. Edwards (born 1948), Chief Execu...