Author Archives: anukoski

Wells Fargo scandal is perfect example how not to run a company and how not to do things. There was not any single thing which went right and ethically in this very case – in my opinion. The basic rights of employees were not followed and wellbeing at work were extremely low. Many employees feltContinue reading “Role play – Impacts of HR decisions inside and outside the HR cycle, week 19”

1.1       Key concepts ”Strategic human resource management is the connection between a company’s human resources and its strategies, objectives, and goals. The aim of strategic human resource management is to: Advance flexibility, innovation, and competitive advantage. Develop a fit for purpose organizational culture. Improve business performance.” (Sawyer 2019) ”Companies are more likely to be successful when all teams areContinue reading “HR Strategy & Planning, week 17”

1.1      Key concepts “An employee may be separated as consequence of resignation, removal, death, permanent incapacity, discharge or retirement. The employee may also be separated due to the expiration of an employment contract or as part of downsizing of the workforce. Organizations should never harass the employees, especially in the case of resignation, just because theyContinue reading “Exit management, week 17”

Key concepts According to website Chron (Austin n.k.): “the primary objective of workplace safety is preventing workplace injuries, illnesses and fatalities. Employers develop detailed plans that provide guidance in the event of an accident, fire, natural disaster or other emergency. Workplace safety plans also identify the roles and responsibilities of employers and employees when respondingContinue reading “Employee wellbeing and health and safety at work, week 15”

Key concepts Employee engagement is the key to building a successful business. But driving employee engagement doesn’t come easy: worldwide, only 15% of employees are engaged with their work. In today’s fast-changing business environment, retaining top talent is a top challenge for most businesses. Employee engagement doesn’t mean making your employees happy. Indeed, employee engagement does not mean employee happiness or employee satisfaction.Continue reading “Employee engagement, week 12”

Key concepts The term total compensation is used to describe all forms of monetary payments to an employee. Calculation for it is: total compensation = base salary + incentive compensation. (Money-Zine n.k.) Total compensation (Gomez-Mejia, Balkin & Cardy 2016) has three components:  Base compensation – the fixed pay received on a regular basis Pay incentives – programs designed to reward good performance Benefits or indirectContinue reading “Total rewards, week 12”

Key concepts Understanding and complying with HR law is important for three reasons. It helps you to do the right thing, realize the limitations of your firm’s HR and legal departments, and minimize your firm’s potential liability. (Gomez-Mejia, Balkin & Cardy 2016) Equal Employment Opportunity (EEO) means freedom from discrimination on the basis of protected classes such as race,Continue reading “Legal compliance and discipline and grievance, week 10”

Key concepts Performance appraisal includes the identification, measurement and management of human performance in organizations. Identification means the key areas where the manager will focus when measuring performance. Measurement is the phase where the manager will evaluate how the employee is doing. Management refers to the actual appraisal and how it should be future-oriented, whichContinue reading “Performance management, week 10”

Key concepts of training and development Organizational environment is changing with a rapid speed. That brings its own challenges on how to keep the training valid in today’s changing world. Especially when most of the training is online nowadays. There are decisions to be made whether training will take place in a classroom or onContinue reading “Learning and development, week 7”

Key concepts Labor supply is the availability of workers who possess the required skills that an employer might need. Labor demand is the number of workers on organization needs. Estimating future labor supply and demand and taking steps to balance the two require planning. (Gomez-Mejia, Balkin & Cardy 2016) Human resource planning (HRP) is the process an organization uses to ensure thatContinue reading “Recruitment and selection, week 7”