The Importance of Organizational Culture

The culture of an organization affects the way in which people behave and has to be considered as a contingency factor in any programme for developing organizations and HR policies and practices (Armstrong, 2009).

According to Armstrong, (2006), Organizational or organizational culture is a collection of values, norms, opinions, behaviors, and assumptions that, while not expressed, shape how people act and how things are done. Values are beliefs about what is essential about how individuals and organizations act. The unwritten laws of behavior are known as norms.

Maslow‘s Theory of Needs

Abraham Maslow‘s theory of needs, which describes the existence of different level human needs, the reasons behind those needs and their hierarchy ( Blaskova and Grazulis, 2009). Maslow argues that it is innate for humans to want to satisfy their needs and raises the hypothesis that people are driven by various needs which he arranged in a certain hierarchy and divided into five levels ( Blaskova and Grazulis, 2009).

Need is understood as a condition of keeping of physical and mental health. When dividing all the needs into different levels Maslow depicted them as pyramid, the base of which is composed of physiological needs, placing self-realization needs at the top ( Blaskova and Grazulis, 2009).

Performance Management

 Performance management has been defined (Armstrong and Baron, 1998) cited from Edenborough 2005) as ‘a strategic and integrated approach to delivering sustained success to organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors (Edenborough, 2005).

performance management helps organizations achieve their strategic goals (Mahapatro, 2010). The idea that competencies are the foundation for effective performance in any job or position is widespread in all the organizations of the common system (Mahapatro, 2010),

Employee Relation

 Employee or employment relations are concerned with managing and maintaining the employment relationship, which involves handling the pay–work bargain, dealing with employment practices, terms and conditions of employment, issues arising from employment, providing employees with a voice and communicating with employees. They consist of the approaches and methods adopted by employers to deal with employees either collectively through their trade unions or individually (Armstrong, 2009)

Positive employee relations begin with first impressions made during the advertising, interviewing,

and training process (Keller, 2014)

Training and Development

 Training and Development are currently playing a significant role in assisting businesses in overcoming the challenges. Organizations can also train employees to work with people from different backgrounds, both domestically and internationally (Frost, 2019).

Effective training and development of employees have been observed as an important part of human resource management. Training considered as a vehicle for applying and reinforcing TQM practices (Dedy et al., 2016), cited from (Aletaiby, Kulatunga, and  Pathirage, 2017).  Training and developing lead employees better understand quality-related issues and improve their role within the quality management approach (Hietschold et al.,2014), cited from ( Aletaiby, Kulatunga, and Pathirage, 2017). Thus, effective training and development equipped employees with knowledge, skills and abilities for constructive contributions to quality( Aletaiby, Kulatunga  and Pathirage, 2017).

Induction for New Employees and its Influence for the Organization

Employees are an organization’s most valuable resource, but the way most organizations ‘welcome’ a new employee creates the opposite impression ( Lawson, 2006).

Induction is the process of receiving and welcoming employees when they first join a company and giving them the basic information they need to settle down quickly and happily and start work (Armstrong, 2006)

According to Armstrong,(2006), Induction has four aims:

Psychometric Test

A psychometric test is not like a blood sample test where an employee simply roll up the sleeve and feel the discomfort of the needle. Employee has no control over the outcome of a blood test but in a psychometric test employee should be totally in control. Employee achieve this through hard work, systematic preparation and a good test technique (Bryon, 2015).

As per Bryon, (2015), Psychometric assessments are used more often throughout our careers, and their use is on the rise. You may be required to take one at some point during the application process for several jobs or courses. They are a huge challenge for the unprepared nominee. If you fail, you risk not getting the job or training that you want. Take them seriously because there are far more people who fail than pass.