HUMAN RESOURCE DEVELOPMENT

    EMPLOYEE WORK LIFE BALANCE           INTRODUCTION            The topic of Work Life Balance (WLB) is becoming much aroused area of interest among many corporate sectors in the country today. This is commonly defined as the ‘individual’s ability, irrespective of age and gender, to find a life rhythm that allows individuals to combine their work with other responsibilities, activities or aspirations’ (Feldstead, Jewson, Phizacklea and Walter 2002). People experience a conflict with themselves when they cannot find balance between their work and non-working life.  Work-family research has generally been dominated by the study of family and work role interference. However, work and family role enhancement studies seem to be growing in recent years (Grzywacz & Marks, 2000). Work and family role interference suggests that responsibilities in separate domains such as work and family compete in terms of limited time, psychological resources and physical energy, which leads

 ORGANIZATION DEVELOPMENT INTRODUCTION To remain competitive in todays global market place, organizations must change and adopt to current environment accordingly. Organization Development is the most effective tool to build their capacity to change and reinforcing strategies and processes. There are several definitions of Organizational Development made by scholars on this emerging topic. As cited by Armstrong (2012: 157), the two founders of the organization development movement were Beckhard (1969) who probably coined the term, and bennis (1969) who, according to Buchanan and Huczynski (2007:575), described OD as a "'truth, trust, love and collaboration approach'. " Organizational Development operates as "A system wide process of data collection, diagnosis, action planning, intervention and evaluation" (Beer, 1980 cited by Armstrong, 2012). In the current context the CIPD (2010) defined it broadly as "planned and systematic approach to enabling susta

  DEVELOPMENT OF EMPLOYEE RELATION WHAT IS EMPLOYEE RELATION   The simple definition of employee relations as described by Armstrong (2012), is about how management and employees live together and what can be done to make that work. The concept of employee relations refers to positive relations between two or more persons involved in a social and authoritative relationship in an organizational context. Positive mental health at work is paramount important in the management of organizations. The promotion of positive mental health enables the improvement of working environment and collaborate with a positive impact on employees and the effects of their job.  Employee relations are influenced by a various factor such as labour markets, technological development, legislations, managerial style, educational trends, Ethical perceptions, moral perceptions and organizational culture. One of the core relationships developed in the workplace is between supervisor and employees. Positive r

 CAREER DEVELOPMENT INTRODUCTION Career development is an important function in the field of HRM. Career development have to be initiated form both employee and organization. Many years ago career development was not treated as a function of HRM but a whole responsibility of employee. "A career is all the jobs that are held during one's working life" (Werther et al, 1985). Career development is consist of properly designed job experiences leading to and increasing level of responsibility, status, power and rewards. it represents a well arranged path taken by an employee across time and space. Career of an employee may be a Unitary career  or Multiple career. Unitary career includes a single profession while multiple career includes two or more professions. The most important aspect of career development is that every employee must accept his  or her responsibility for development. In todays rapidly changing cooperate environment, organizations identified the importance on