Kasun Rathnayake

      The benefits and challenges of implementing a diversity and inclusion program   Introduction (Brown, 2014) Stated that in today’s global and interconnected world, it is essential for companies to recognize the importance of diversity and inclusion (D&I) programs in the workplace. Implementing D&I programs can bring numerous benefits to organizations, including improved employee morale, increased creativity and innovation, and enhanced business performance. However, there are also challenges that come with implementing such programs, and companies need to be aware of these challenges in order to create successful and sustainable D&I programs. Diversity and inclusion (D&I) programs have become increasingly important in the workplace as companies recognize the benefits of having a diverse workforce. Implementing a D&I program can lead to improved employee morale, increased creativity and innovation, enhanced business performance, and better custome

      Strategies for building a strong employer brand         Introduction   According to (Berthon, 2005) in today's highly competitive job market, building a strong employer brand is critical to attracting and retaining top talent. A strong employer brand can not only help organizations attract high-quality candidates but can also improve employee engagement, retention, and productivity. In this report, we will discuss strategies that organizations can use to build a strong employer brand  (Collins, 2017) .   Define Your Employer Brand The first step in building a strong employer brand is to define what it means for your organization. To do this, you should consider the following questions: What do you want to be known for as an employer? What are your values, culture, and mission as an organization? What kind of employees do you want to attract and retain? By answering these questions, you can develop

Human Resources Management's Incentive and Compensate for Performance. Human resources management incentive and compensation for performance refer to the strategies and tools used by organizations to motivate and reward employees for their hard work and contribution to the company's success. This can include a range of incentives and rewards, such as performance-based bonuses, recognition and awards, stock options and profit sharing, commission-based pay, pay raises and promotions, flexible work arrangements, and employee benefits. The goal of these incentives and compensation strategies is to create a positive work environment, improve employee morale, and encourage employees to perform at their best. (Anyebe, 2017) Stated that Incentives and compensation for performance are important tools in Human Resource Management to motivate employees to perform at their best and achieve organizational goals. Incentives refer to rewards or bonuses that are offered to employees in reco

 On boarding practices in FMCG industry or other industry  Onboarding practices vary across different industries and companies, but generally, onboarding in the FMCG (Fast-Moving Consumer Goods) industry or any other industry involves introducing new employees to the organization, its culture, and the work they will be doing   (Krauss, 2010) Stated that Here are some common onboarding practices in the FMCG industry or other industries: ·          Pre-boarding: This is the process of communicating with new hires before their first day of work. It may include sending welcome messages, paperwork, and orientation materials to familiarize them with the company. ·          Orientation: This is the initial stage of onboarding where new employees are introduced to the company's mission, vision, values, and culture. They may also learn about their job responsibilities, performance expectations, and the company's policies and procedures. ·          Training: This is the process of

  The employee life cycle   The employee life cycle is the journey that an employee goes through during their time with a company, from recruitment to exit. It can be broken down into several stages: Ø   Attraction &   Recruitment Recruitment is the process of finding, attracting, and selecting qualified candidates to fill job vacancies within an organization. It is an important stage in the employee life cycle, as it is the starting point for bringing new talent into the organization. Here are some key aspects of recruitment. ·          Identifying job vacancies: The recruitment process starts by identifying job vacancies within the organization, either due to expansion or staff turnover. ·          Job analysis and job descriptions: Once the job vacancies have been identified, the organization needs to analyze the job requirements and create a job description that outlines the skills, experience, and qualifications required for the role. ·          Sourcing candidat