Nazhan Ahamed

ETHICS IN HUMAN RESOURCES Ethics was defined in many ways, this fields was focused on theatrical principles and standards that should govern human interaction. Ethical ideals such as honesty, truth, fairness are standards for how people should treat each other. Ethical concepts such as rights, duties and responsibilities build the structure of social relations. They define the field of individual authority and specify what exactly individuals owe to each other and what they owe to the community. Today ethics is perceived as a fundamental aspect of management. An ethical design of management is essential to attract support and positive involvement of all participants in the success of the company: employees, customers, shareholders, creditors, suppliers and the community in which the firm operates. Human resources managers strive to hire candidates who fit in with an organization's culture. They must also keep an eye on diversity and equal opportunity as well as both ...

VALUE TO THE ORGANIZATION: EMPLOYEE ENGAGEMENT Engagement ‘can be seen as a combination of commitment to the organization and its values plus a willingness to help out colleagues (organizational citizenship). It goes beyond job satisfaction and is not simply motivation. Engagement is something the employee has to offer: it cannot be ‘required’ as part of the employment contract’. (CIPD, 2007) An engaged employee extends themselves to meet the organization’s needs, takes initiative, is proactive, reinforces and supports the organization’s culture and values, is in the flow, shares the values of the organization, stays focused and vigilant and believes he/she can make a difference’. (Macey, 2006 cited in Kaufman et al., 2007). The three types of employees. According to the Gallup, the Consulting Organization, there are mainly three types of engagement that occur in the organization. All are different in terms of involvement and their role in the organization. Typ...

Organizational culture is defined as the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization. Organizational culture includes an organization’s expectations, experiences, philosophy, as well as the values that guide member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future expectations. Culture is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid. Culture also includes the organization’s vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits (Needle, 2004). Organizational culture is a set of shared assumptions that guide what happens in organizations by defining appropriate behavior for various situations (Ravasi & Schu...

CORE OF ORGANITATION: LEARNING & DEVELOPMENT Learning and development is at the heart of an organization that seeks continual growth and improvement. It is a process of learning provided to new and existing employees acquiring knowledge and technical skills and developing attitudes of behavior in order to be more effective in their jobs. In the world of competitive economies, the globalization of markets and the technological frenzy, are not enough for the enterprises to be productive. Their survival and growth depend not only on the speed of their adaptation to new technological, economic and consuming conditions but on the level of their human resource development as well According to Walton (1999), Strategic human resource development involves introducing, eliminating, modifying, directing and guiding processes in such a way that all individuals and teams are equipped with the skills, knowledge and competences they require to undertake current and future tasks ...