Human Resources Articles

“There’s nothing called as work-life balance. There’s work, there’s life and there’s no balance” – Jack Welch

This is one of the burning issues in today’s scenario – maintaining the work-life balance. People struggle to maintain it. The bigger question is – Has anyone ever been able to find that balance? May be not. Nobody can clearly explain what work-life balance is.

The life of a businessperson starts with the thrust and thirst of knowledge. A bleak opportunity to enter the world of suits and etiquettes, with a jar full of confidence, self belief and the ability to have a futuristic view of the successes to come, despite all the failures to be faced.

“Employees don’t necessarily quit their jobs because of the company, but rather because of their direct manager” - Buckingham & Coffman

The emphasis on “Positive Organisation Behaviour” (here after referred as POB) is increasing in today’s scenario. There has been a shift from the attention to the bottom line of an organisation to the human, social and positive psychological capital as a source of productivity and competitive advantage. As per the empirical studies POB practices have shown to produce desirable changes in the organisation performance and effectiveness. Though sometimes accused of potentially restrictive connotation and value bias the term “positive” is gaining importance in organisation studies. In this assignment I have analysed POB and Hope with the help of several literature review and qualitative interview of few people.

Which profile performs the best? Which competencies drive business outcomes? Why do high performers churn? Organizations would love to have the right crystal ball that answers such questions. But who can answer these questions and how?

Going back to the times of the Industrial Revolution, the employees of an organization were treated as the tools of work or simply the means of earning the profits for an organization. But as the time went on and more and more industries emerged the organizations realized the value an employee has to the company along with what value he can add to the company as an asset.

People are the important assets of an organisation. In the future years to come the most essential task of recruiters is to unearth the potential candidates from a pool of talent and major decision will be to decide the right fit for the job. The conventional methods of recruitment are fading away and new techniques are emerging, right from face to face interview to the video interviews and video resumes. Gone are those days when people were dependent on advertisements for information regarding the job vacancies and job profiles in newspapers.