Mafaz MBA Blogs on HRM & PM

  Figure 1: Organizational Behavior Organizational behavior is a field of study that investigates the impact that individuals, groups & structures have on the behavior within organizations, for the purpose of applying such knowledge to improving an organization’s effectiveness. Therefore, organizational behavior is all about studying how people interact within organizations. This includes how they behave as individuals, how they interact with each other, and how they interact with the larger organization itself. It encompasses topics such as motivation, communication, leadership, decision-making, group dynamics, and culture. Furthermore, appreciation, prediction, and regulation of employees’ behaviors within an organization are the main areas of study in organizational behavior (Farid, et al., 2019) . Figure 2: Organizational  Behavior   Elements of organizational behavior People, structure, technology, and the environment in which the organization operates are conside

  Figure 1: How to implement 360-degree performance appraisal?   What is 360-Degree feedback? Employees who participate in a 360-degree feedback system or process receive private, anonymous feedback from others who work with them. The management, colleagues, and direct reports of the individual are frequently included in this. An employee's performance is evaluated based on the opinions of their coworkers, subordinates, line managers, external clients, partners, etc. in a process known as a 360-degree perf ormance review, also known as 360 feedback (Custome Insight, 2023) . How 360-Degree feedback works? A typical performance review method is frequently found inadequate in successful firms' efforts to assess and mentor their staff members toward continuous improvement. Each employee has the chance to get performance evaluations from four to eight peers, reporting staff, coworkers, and customers through the use of the approach and instrument known as 360-degree feedb

Figure 1 :Virtual Human Resource Management In order to give employees self-service choices and help the human resources department automate routine processes, virtual HR uses technology and software solutions. A well-implemented virtual design offers two advantages that are advantageous to both HR experts and employees. It primarily allows employees to submit specific data related to their personal files. Employees have access to information about their performance reviews, evaluations, and training. HR specialists can also automate and assign time-consuming tasks related to administrative responsibilities, business newsletters, payroll questions, and general information sharing. Employees will have the flexibility to access crucial HR information in a hassle-free and self-efficient way with the use of an effective virtual HR system, making human resource management tasks more efficient (Mighty Recruiter, 2023) . Difference between In-House HR Management and Virtual HR Locatio

Figure 1 : Key performance indicators Key performance indicators (KPIs) are precise measurements of an organization's performance in crucial areas of its business that can be quantitatively or qualitatively quantified. KPIs can differ by project, department, or company; they can also be financial, nonfinancial, or each project, department, or business can weight both and them differently. KPIs are HR-related measures that have been examined to demonstrate a connection to the organization's long-term business objectives or essential success criteria (SHRM, 2023) . Characteristics of good HR KPIs Figure 2 : Characteristics of good HR KPIs According to the diagram above, seven characteristics of good HR KPIs can be introduced. Let’s analyze those seven factors. 1. Sparse Only concentrate on a small number of HR KPIs. For a reason, they are regarded as key performance indicators. Concentrate on the most important ones and disregard the others. The overall maxim still