Employee voice through "Upward Problem Solving"

Employee voice through "Upward Problem Solving"

                     











        Employee voice is the means by which people communicate their views to their employer. It’s the main way employees can influence matters that affect them at work.

Impact and contribution of effective voice ;

For employers	For employees
Contributes toward innovation	Increased job satisfaction
Improvement of productivity and organization.	Greater influence and better opportunities for development.

- direct communication

                     According to Marchington and Wilkinson (2005) participation can be differentiated into 

- upward problem-solving

- representative participation

                              

                          Upward problem solving essentially directs and individually-focused, often operating through face-to-face interactions between supervisors/first line managers and their staff. Some take the form of informal oral or verbal participation, whilst others are more formalized in the form of written information or suggestions.

                                  These forms of participation also raise questions about ;

- how the financial benefits are allocated

- who makes decisions about their distribution

- how the financial and economic context impact on those decisions. 

Conclusion 

                            In practical situations;  significant proportion of employees feel unable to share matters that they feel are important. Its' disadvantageous  not only to their well-being, but also damaging where organizational learning, flexibility and innovation are concerned. Strong leadership and line managers have an important role in enabling employee voice. The organizational environment can also significantly impact how safe and confident individuals feel to speak up and share their ideas. People professionals need to consider how job design, organizational policies and processes, as well as values and behaviors can be developed to provide better opportunities for all employees to have a meaningful voice on matters that affect them at work.

References

CIPD. 2019. Talking about voice: employee's expereince. 

[ONLINE] Available at: https://www.cipd.co.uk/Images/talking-about-voice_employees-experiences-summary_tcm18-54481.pdf. [Accessed 15 November 2019].

University of Aberdeen. 2018. Employee Voice and Participation, Contested Past, uncertain future.[ONLINE] Available at: https://www.abdn.ac.uk/business/blog/employee-voice-and-participation-contested-past-troubled-present-uncertain-future/.                        [Accessed 15 November 2019].

Budd, Gollan,Willkinson, J., 2010. New Approaches to Employee Voice and Participation in Organization. Researchgate, [Online]. 63, 3. Available at: 

https://www.researchgate.net/publication/48381290_New_Approaches_to_Employee_Voice_and_Participation_in_Organization [Accessed 15 November 2019]

                     

   

                  .

Effective Learning style built on the Kolb cycle

Effective Learning style built on the Kolb cycle

                   

According to Kolb’s (1981, 1984) model, the most effective learning requires four different learning abilities:

Concrete experience

Reflective observation

Abstract conceptualization

Active experimentation.

The learning cycle involves above four stages, 

The learner can also enter the cycle at any stage of the cycle with logical sequence.                

                         In the early 1980s, psychologists Peter Honey and Alan Mumford developed a learning styles classification supported the work of David Kolb. Through a Learning Styles Questionnaire (LSQ) they suggested that individuals have 'preferred ways of learning' and they identified four 'styles: i.e;

Activist

Theorist

Pragmatist

Reflector.

                       This concept directs the learner to understand their learning style & to seek out opportunities to learn using that style.There is no designated “starting point” for the cycle; however, learning is most effective when the learner goes through all points, regardless of where the students start.

Characteristics of learning styles can be summarized as below;

P.honey states the three benefits of understanding our particular learning style

Benefit	Description
"Becomes smarter at getting a better fit between learning opportunities and the way you learn best"	-makes learning easier, more effective & more enjoyable.
"Expand the band width of experiences from which you derive benefit.- Becoming an all-round learner"	-increases versatility -helps to learn from a wide variety of different experiences.
"Improves your learning skills and processes"	-with increased awareness of the learning style, it opens up the whole process to self-scrutiny and improvement

Conclusion

It is vital to recognize the learning style of the employees of any organisation for the establishment of learning culture within the company. It supports to enhance the efficiency and productivity and to gain the best contribution out of employees to the development of the company and for the career development of employees as well

Reference

Citeman. 2007. Recruiting via internet. [ONLINE] 

Available at: https://www.citeman.com/2357-recruiting-via-the-internet.html. [Accessed 1 November 2019].

University of Leicester. 2019. Honey and Mumford. [ONLINE] 

Available at:

 https://www2.le.ac.uk/departments/doctoralcollege/training/eresources/teaching/theories/honey-mumford. [Accessed 6 November 2019].

sustainability. 2017. The Impact of Transformational Leadership on Employee Sustainable Performance: The Mediating Role of Organizational Citizenship Behavior. [ONLINE] Available at: https://www.theclassroom.com/honey-mumford-learning-style-theory-10038576.html. [Accessed 6 November 2019].

E-recruiting: Modern Applicant tracking system for better applicant management

E-recruiting: Modern Applicant tracking system for better applicant management

                        E- recruitment is the process of recruiting personal with the use of technology and web based resources.

                        At present; e-recruitment has quickly become the preferred means talent scouting. As a result, many companies are now attentive to their online recruiting strategies, with social media proving a particularly effective way of sourcing new employees.

                         According to Cappeli (2001) it costs only about one twentieth as much to hire someone online as to hire that same person through ...other traditional methods .

                    Indeed, professional networking platforms such as LinkedIn have created a targeted, easily accessible pool of candidates, allowing recruiters to prescreen potential hires based on the information on their profiles. However, as with any tool or method, there are disadvantages too.

Advantages	Disadvantages
Cost Effective	Cost can spiral
Immediate	It can be difficult to measure effectiveness
Can reach a bigger audience	Informal
Easy	Attracts bad candidates
Can make your job more dynamic	There's a lot of competition
Flexible	There could be lost labor hours
Durable	Attracts fraudulent applicants
Accessible	Cannot reach candidates who are not on the web
Expedites the hiring process	Not useful for jobs which the relevant labor market is local.
Easily identifies candidates who have applied previously
Increase brand awareness by attracting candidates to your website

                       

 E-recruitment technologies have done a major impact to the efficiency and effectiveness of HR departments in numerous ways. i.e.;

-  Cost Effectiveness,

-  Reduced Recruitment Cycle,

-  Consistent Recruitment Process,

-  Facilitation for Job Seekers

Conclusion

                        The recruitment process have been evolved from the paper based process to the modern day recruitment with E-Recruitment. In the globalized culture; recruitment process has become more digital and less personal interactive which influenced a shorter recruitment process, a shorter application cycle and less administration for recruiters. Candidates find the e-recruitment as an efficient procedure to get selected for an employment as well. 

References

Career Addict. 2019. The Advantages and Disadvantages of Online Recruitment. [ONLINE] Available at: https://www.careeraddict.com/advantages-and-disadvantages-of-online-recruitment. [Accessed 1 November 2019].

Citeman. 2007. Recruiting via internet. [ONLINE] 

Available at: https://www.citeman.com/2357-recruiting-via-the-internet.html. 

[Accessed 1 November 2019].