Capacity Building & Talent Mobility

Posts

August 21, 2023

Mentoring as a way of capacity building of employees Blogpost No. 7: By Tilak Karunaratne (E201471) Introduction The word 'mentoring' denotes a partnership between two individuals, to assist one less experienced person by the other who is the more experienced person, in the former's personal and / or professional development. Called ‘mentee’, the less experienced person is to obtain support of the ‘mentor’ who is the more experienced person. The main result is the mentee being able to improve his / her skills, attitude or behavior enabling to overcome the challenge faced. The mentoring period is dependent on several factors including the need of the mentee and may go for days, weeks, months or years. Mentoring may come in bits and pieces as needed by the mentee; or it may be that a mentor and mentee choose to have a schedule for meetings, depending on what works for both. Like some other concepts, the word ‘mentoring’ is also difficul...

August 18, 2023

Social Exchange Theory and its Usage in Human Resource Management Blogpost No. 6: By Tilak Karunaratne (E201471) Introduction Social Exchange Theory is a psychological and sociological concept that can be applied in various fields including in Human Resource Management (HRM). It was formed on the idea that the people make decisions and engage in relationships based on a rational assessment of costs and benefits, consciously or unconsciously. In the context of HRM, Social Exchange Theory provides insights into how employees and employers interact, compare the alternatives and make decisions about their employment relationships. In HRM, Social Exchange Theory suggests that employees and employers engage in a mutually beneficial exchange. There, the employees offer their skills, time, and effort while employers provide work environment, benefits and compensation. This exchange is not just limited to financial aspects but also includes emotional an...

August 15, 2023

Resource-Based View (RBV) as a Way for Competitive Advantage of a Company Blogpost No. 5: By Tilak Karunaratne (E201471) Introduction The Resource-Based View (RBV) is a theoretical framework often applied in strategic management and human resource management (HRM). It focuses on understanding and leveraging an organization's unique resources and capabilities to gain competitive advantage and create value. The RBV theory was o riginally proposed by Birger Wernerfelt (1984) and later developed and refined by Jay B. Barney (1991) and other scholars (Kshethri, N; 2008). The RBV theory shows that competitive advantage is a function of the resources and capabilities of the firm (Wernerfelt, 1984; Conner, 1991; Peteraf, 1993). A key challenge in RBV however is: How can one define what is meant by ‘resource?’. In research, several terms such as competencies (Prahalad and Hamel 1990), skills (Grant 1991), strategic assets (Amit and Schoemaker...

August 14, 2023

Human Capital development and Theories in Human Resource Management Blogpost No. 4: By Tilak Karunaratne (E201471) Introduction A company has resources such as physical resources (like land, raw materials, and equipment), human resources (such as the labor force) and the knowledge base. To create value, company has to combine these resources in an efficient way, in which the key role is played by the company’s employees / staff. Knowledge is the key factor of productivity and competitive advantage for organization’s in today’s economy. Knowledge is provided by the human resource – the employees. “The most valuable asset of a 21st-century institution, whether business or non-business, will be its knowledge workers and their productivity. (Drucker, 1959)” A skilled employee with commitment to duty can produce more and better products resulting the competitive advantage over company’s competitors, so such an employee is a highly valued a...

August 13, 2023

How an employee’s performance is influenced by talent mobility in country Blogpost No. 3: By Tilak Karunaratne (E201471) Introduction According to Nishad Nawaz (2013), talent mobility helps the employees to understand their hidden leadership qualities and managerial skills, enhances employee engagement and interpersonal and decision-making skills. It also helps in the effective utilization of human resources for the development of employee’s performance and to achieve organizational effectiveness and development. Talent mobility is ‘the process of moving existing employees to new roles or departments within the same company’, the website Gloat says. “Talent mobility is the ability of the organization to move people from role to role, function to function and business to business rapidly and transparently to tackle critical business challenges”, says Mishra (2017). The Cambridge Dictionary meanwhile defines performance as ‘how well a person or ...

August 09, 2023

Challenges in capacity building of staff in a company Blogpost No. 2: By Tilak Karunaratne (E201471) Introduction “McKelvey (1983) views that a firm's 29 distinctive competence is made up of the skills of the members of the organization.” In an attempt to improve production and productivity, many companies spend resources and implement strategies to enhance the capacity of their employees. This is with the assumption that the improved knowledge, attitudes and skills of the employee will essentially and automatically lead to a rise in the company’s production and productivity. This is in spite of the other resources - physical and monitory - the company is possessing. “The success of any institution depends on the deployment of three vital resources, namely monetary, physical and human resources. Of these, HR remains the most outstanding since the quality and efficiency of the other two resources will depend on the quality of the peop...