Kosalee Sooriyaarachchi

 Administration of global human resources An organization has a competitive edge when it has a productive workforce. Moreover, we are aware of the fact that a significant percentage of firms operate internationally. Thus, managing people globally is becoming more and more important. The success or failure of worldwide initiatives is significantly influenced by the management of global staff. Finding, hiring, and keeping personnel for multinational corporations has become difficult. When it comes to managing personnel from many nations and geographical areas, IHRM is absolutely essential. The process of hiring, developing, and paying people in multinational and worldwide firms is known as international human resource management. An international firm is one that has branches outside of its home country that depend on the commercial know-how or manufacturing prowess of the parent company. Typically, an MNC is thought to have a number of enterprises in several nations that are all man...

 Interconnectivity on a global scale. The flow of financial products, goods, technology, information and jobs across national borders and cultural boundaries is called globalization. In terms of economics, it refers to global interconnectedness facilitated by free trade. The goal of human resource management (HRM) is to hire, retain, and manage staff members. It is a key factor in employee happiness, and this kind of people management significantly contributes to a company's competitive edge. The responsibilities of HRM have altered as the globe has grown more linked as a result of globalization. The HR team is responsible for managing resources globally as a result of HRM globalization, and they have a responsibility to make all team members feel like they are part of a single community. An organization may manage its varied workforce with the support of a global HRM professional who is familiar with local rules and regulations and who makes sure that workers have opportunities to...

 "Intellectual Capital Management" Organization, creation, use, and sharing of shared information within an organization is known as Knowledge Management (KM). The information must be kept in a location that is simple to obtain in order to be managed effectively. Knowledge management is one of the very few programs that can actually change how a company runs. There are three primary subfields of knowledge management: Accumulating knowledge Storing knowledge Sharing knowledge Companies preserve what has made them successful in the past by accumulating and storing the knowledge of their workers. The team is also made aware of previous methods that have improved performance or better informed future initiatives by disseminating this knowledge throughout the firm. Companies must support and foster a culture of learning and growth if they are to accomplish the aim of knowledge management. This environment must encourage employees to share knowledge in order to improve the workforc...

 Performance Optimization The goal of performance management is to guarantee that the organization's strategic goals are met via ongoing feedback and communication between managers and their staff. From its inception as a concept, performance management has undergone change. Performance management is increasingly being used continuously instead of as a yearly exercise. The objective is to make sure that staff performs well over the whole year and, in the process, resolve any problems that may emerge that might do so. ''According to Kathi EnderesOpens a new window (vice president, Talent, and Workforce Research Leader) and Matthew ShannonOpens a new window (senior research analyst) of Bersin, Deloitte Consulting LLP, "Most employees perceive their organization's performance management approach as confusing, subjective, and infrequent.'' Why is performance management important? Setting clear expectations:   Employee expectations and goals may be clearly defin...

 Harmony of Life: Work and personal life should be in harmony rather than conflict with each other. The term "work-life balance initiatives" refers to a group of HRM (Human Resource Management) practices, policies, and programs that are intended to assist employees in juggling their personal and professional obligations. Work-life balance is defined as ''A state of equilibrium in which the demands of both a personal job and personal life are equal''(The Word Spy, 2002). People crave work-life balance today, just as they did then. The only difference is in the needs of today's society, which has changed from what it was yesterday. Why Is Work-Life Balance Important? Your business gains when you assist your workers in striking a better work-life balance. As a result, your staff members may become less stressed and more effective. Health and well-being:   Keeping a healthy work-life balance will help you avoid health issues like stress, depression,    and ot...

 "HR Manager Mastery: Unleashing Your Potential in the People-First Profession" How to become an HR manager:  Human resources management (HR) is considered one of the best career opportunities. That is why every year thousands of students work hard to enter this field. The task of the HR manager is not only to take care of the company's responsibility but also to provide a better environment for the company's employees. For this, candidates must have many skills. When you apply for HR, you have to accept that if you sit in the same place where you are interviewing today, you will have to interview everyone later. So candidates have to prove all their skills and abilities during the interview The career of an HR manager:  The role of HR is to recruit good employees for their company or organization besides looking after their welfare work. In addition, the HR manager performs various tasks in the company. For example, in addition to recruiting new employees, an HR mana...

"Community Empowerment Initiative" Corporate social responsibility (CSR) is an enterprise version that says an organization should play a good role in the network.  McWilliams et al (2006: 1) stated that CSR refers to the actions taken by businesses 'that further some social good beyond the interests of the firm and that which is required by law'. CSR has also been described by Husted and Salazar (2006: 76) as being concerned with; the impact of business behavior on society; and by Porter and Kramer (2006: 83) as a process of integrating business and society. The latter argued that to advance CSR; We must root it in a broad understanding of the interrelationship between a corporation and society while at the same time anchoring it in the strategies and activities of specific companies. Why it is beneficial to follow CSR CSR can have long-term benefits for companies, stakeholders and society, and it helps companies create a sustainable business model. It can be benefic...

  Smart HR Analytics Platform for Organizations An Electronic Human Resource Management system (e-HRM) is a kind of software application. It helps manage HR processes and data using digital technology in an organization. e- HRM allows HR managers to automate many of their routine tasks. For instance, tracking employee records, managing payroll and benefits, scheduling training and development programs, recruiting new talent and etc. Ruel and colleagues (2004) describe e-HRM as a method of implementation of various HRM strategy, policy and practices within organizations by means of mindful and direct support and use of web-based technology channels. E-HRM can be also distinguished as the tion of information technology for supporting and networking at least two (individual and/or collective) actors in their shared performance of HR tasks (Strohmeier , 2007). There are key elements of an e-HRM system. Such as employee self-service portals, performance management tools, talent manageme...