Kasun Rathnayake

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, an...

  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 outlin...

  Evolution of Human Resource Management (Johanson, 2009) Stated that the evolution of Human Resource Management (HRM) can be traced back to the early 1900s when personnel management was first introduced. Over time, the field of HRM has undergone significant changes and transformations in response to the changing business environment and social trends. Here are some key milestones in the evolution of HRM: ·          Scientific Management (early 1900s): The principles of scientific management, developed by Frederick Winslow Taylor, emphasized the need for standardization and efficiency in the workplace. This approach influenced the early development of personnel management, which focused on hiring and managing workers to maximize productivity. ·          Human Relations Movement (1930s-1950s): The human relations movement was a response to the shortcomings of scientific management, which neglected...