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Attracting Talent Across The Generations

Attracting Talent across the Generations

[Name of the Student:]

[Name of the Institution:]

Attracting Talent across the Generations

The different generations employed in the workplace reflect diversity and changing behaviors. People have started looking for more comforts of life and, therefore, their financial needs have increased. The young employees tend to work for more hours, and a considerably increased number of older employees can be seen in the workplaces than before to make great savings for their retirement. The need to compensate all demographic groups of people in the workplace precisely has become vital. To this end, an understanding of the values of each demographic group is essential.

The modern workforce is different from that of the past in their point of view. The modern generation works for getting in life what they want, and do not regard work as the ultimate goal. The older generation regard work to be the most important aspect of their life, and display a relatively more reverent attitude toward their job.

The employers should consider the values and point-of-views of every generation for developing compensation packages to offer them in the recruitment process. They should offer performance-based packages to the new generations (e.g. Millennials, Generation Z). Jobs should be evaluated effectively. A career growth must be projected as they spend more time with the company (Jackson, Lee, & Shoemaker, 2019). The older generations (Generation X) seek respect, grades, and uniformity. They look for well-paid jobs because they have to support their families. They need a balance of work and personal life. The much older generations (Baby Boomers) need a recognition of their experience, and they look for attractive benefits that match their grades.

The Millennials should consider the career growth when accepting an offer. A company which offers more chances of training, refresher courses, and career development should be sought by them. Since they indulge relatively more in the recreational activities in their everyday life, they ought to opt for jobs that are flexible and performance-based. They should also consider retirement benefits to build a far-seeing attitude toward life.

References

Jackson, S. O., Lee, P. C., & Shoemaker, J. (2019). ATTRACTING AND RETAINING MILLENNIALS. Human Resources Management Issues, Challenges and Trends:" Now and Around the Corner", 163.

Subject: HRM

Pages: 1 Words: 300

Benefit Packages In A Global Business Environment

Benefit Packages in a Global Business Environment

[Name of the Writer]

[Name of the Institution]

Benefit Packages in a Global Business Environment

Today’s globally competitive business environment has caused many U.S. businesses to reduce the value of their employee benefit packages. Examine how an organization can maintain its costly benefit structure while remaining competitive against countries whose companies do not offer such benefits.

The text from the course shows the weaknesses of globalization which states that “the disadvantages of a global economy deal with inequity, the more affluent members of society are typically better positioned to take advantage of opportunities presented via globalization”. This is the concern and problem because this may enhance the development of imbalanc3e in wages and sharp differences in the life ways and can develop openings crosswise on the financial classes. An example of this is the outsourcing, where the course text states and defines this as “moving labor from one country to another where the cost of labor is cheaper, as an economic benefit to companies” while it can create a problem for the employees or labor (Weathington, & Weathington, 2016).

Despite, based on the statement of De Soto, two-third of the population of the entire world has been locked out even out of the concept of globalization (De Soto, 2015). While they live in very weak condition. In order to contradict it as an inverse ad negative results for both of the sides on the range (the local businesses and companies whose labor and employees survive because of outsourcing and because of the huge number of employees which are excluded from the globalization) (Weathington, & Weathington, 2016). Here, one important and crucial thing that can be done by the national business or company for their employees in their host region or country is to ensure the provision of enough and decent benefits package and compensation.

The text of the course enters into the importance of it and states that “a business or organization can keep its costly benefits structure maintained while remaining competitive against the other countries whose organizations and businesses do not suffer such benefits through the creation of a though-out and well-defined business and organizational strategies that include practices regarding benefits and compensations, as well requires to be on the stage where they can maximize positive results and minimize the inversely affecting one or simply negative ones” (De Soto, 2015).

References

Globalization at the Crossroads - Full Video. (2019). YouTube. Retrieved 9 October 2019, from https://www.youtube.com/watch?v=Gnh5MIiG4gQ

Weathington, B. L. & Weathington, J. G. (2016). Compensation and Benefits: Aligning Awards with Strategy. Bridgepoint Education, Inc.

Subject: HRM

Pages: 1 Words: 300

Executive Compensation

Executive Compensation

Author Note

Compensation Inequality

“The growing compensation inequity between executive management, and the average employee threatens to destabilize organizational morale and societal justice”

After reviewing various studies, I agree with the above-mentioned statement about the widening gap between executive management and subordinate workers. Some new researches analyzing a new perspective of income inequality found that corporations whose executive management is earning higher with a lot of perks and privileges are less desirable to be employed in ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"fD13aqY2","properties":{"formattedCitation":"(Breza, Kaur, and Shamdasani 2018)","plainCitation":"(Breza, Kaur, and Shamdasani 2018)","noteIndex":0},"citationItems":[{"id":230,"uris":["http://zotero.org/users/local/55bqtMd8/items/QXGFDQXE"],"uri":["http://zotero.org/users/local/55bqtMd8/items/QXGFDQXE"],"itemData":{"id":230,"type":"article-journal","title":"The Morale Effects of Pay Inequality","container-title":"The Quarterly Journal of Economics","page":"611-663","volume":"133","issue":"2","source":"academic.oup.com","abstract":"Abstract. Relative-pay concerns have potentially broad labor market implications. In a month-long experiment with Indian manufacturing workers, we randomize wh","DOI":"10.1093/qje/qjx041","ISSN":"0033-5533","journalAbbreviation":"Q J Econ","language":"en","author":[{"family":"Breza","given":"Emily"},{"family":"Kaur","given":"Supreet"},{"family":"Shamdasani","given":"Yogita"}],"issued":{"date-parts":[["2018",5,1]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Breza, Kaur, and Shamdasani 2018). when workers are compensated less than their peers, they feel discouraged, which often results in reduced output. However, growing CEO compensations have increased the income inequality manifolds.

CEO compensation has negative impacts on society. It is worth saying that greater responsibility accounts for greater reward, but the basic salary and performance bonus ration of 20-to-80 are not justifiable. Another aspect of compensation disparity is that it depends upon how much risk an employee is carrying with him. Compensation disparities should be determined by experience and risk of responsibilities, a worker carry for an organization. The transparency of a firm about worker’s compensation is important for equality insights and output maximization.

The compensation gap is one of the deriving factors of household income inequality. This compensation disparity is a threat to the societal justice system, the rich are going to be richer, and the poor are going to be poorer. Within the organization, the pay differentials impact the worker's productivity, as well as his utility. If worker utility for his compensation is not maximized, it will ultimately affect his productivity.

High compensation inequality in one organization potentially affects the features of the overall labor market. Companies must bother about appreciating the hard work of the sub-ordinates, otherwise, it will lead to an environment where ethics of social justice are easily compromised ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"jirmajEE","properties":{"formattedCitation":"(Whelton 2012)","plainCitation":"(Whelton 2012)","noteIndex":0},"citationItems":[{"id":233,"uris":["http://zotero.org/users/local/55bqtMd8/items/Z4FBTF3X"],"uri":["http://zotero.org/users/local/55bqtMd8/items/Z4FBTF3X"],"itemData":{"id":233,"type":"book","title":"Effects of excessive CEO pay on US society","author":[{"family":"Whelton","given":"Russell S."}],"issued":{"date-parts":[["2012"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Whelton 2012). Therefore, Organizations should bother about the wage differentials between the CEO and the other average employees, to create a motivational working environment within the organization, and to promote income equality in the society as a whole.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Breza, Emily, Supreet Kaur, and Yogita Shamdasani. 2018. “The Morale Effects of Pay Inequality.” The Quarterly Journal of Economics 133(2): 611–63.

Whelton, Russell S. 2012. Effects of Excessive CEO Pay on US Society.

Subject: HRM

Pages: 1 Words: 300

Protected Classes And Employment Laws

Protected Classes and Employment Laws

Equal Pay Act: This act protect any gender base discrimination in pays. This acts states that there will be no discrimination in wages of men or women. “The Equality Act prohibits discrimination on grounds of age, origin, nationality, language, religion, belief, opinion, political activity, trade union, family relationship, health, disability, sexual orientation, or any other person-related reason”( Weatherspoon, 2018). No one should be disadvantaged by these things.

Civil Rights Act of 1964: According to this act all forms of protected classes including race, gender, color, religion or origin will have no segregation. No company is allowed to refuse any person on the bases of these protected classes. In past it was common to reject person on the bases of color or race.

Age Discrimination in Employment Act: according to this act there will be no discrimination on the bases of age. This act covers the individual age from 40-65 years old.

EEOC receives complain and if complaint is eligible means against protected person and EEOC goes for further investigation. This is long procedure and usually take up to 6 months. And during this period or till the investigation completes, employers is not permitted to destroy any record. Formal interviews and data or documents gathered. If EEOC do not take any action in 6 months, then applicant can ask for right -to-sue letter. After getting right-to-sue letter ,applicant need to file formal case against employer in 90 days.

It is a duty of top-class management to keep eye on hiring process. There should be clear cut rules and no discrimination on bases of age, sex, color or religion etc. If any allegation occurs against employment discrimination, then employers need to cooperate fully and better to accept allegation if they are correct. This will help them to save extra cost of lawsuit and penalty.

References

Weatherspoon, F. D. (2018). Equal employment opportunity and affirmative action: A

sourcebook. Routledge.

Subject: HRM

Pages: 1 Words: 300

CASE 9-2 OFF-DUTY MISCONDUCT

Case 9-2 Off-Duty Misconduct

AniAsmanyan

[Name of the Institution]

Case 9-2 Off-Duty Misconduct

Answer 1

Firefighter are obliged to provide social safety to the citizens. However, it is hard to hold them legally responsible if they failed to do so when they are off-duty. It is considered a moral duty for workers to maintain discipline in any situation and be prepared for any unpredictable situations whether they are on-duty or not. However, most employees believe that off-duty behavior is not related to their work and they are allowed to enjoy their freedom. Not all employees are the same, some show high courage by providing extra performance and voluntarism to society. Yet, if any employee is found guilty of illegal off-duty misconduct, he/she is presented with legal actions. Mostly, it is not considered obligatory for any employee unless there is serious damage done. The authorities can take action if the terms are clearly defined in the agreement. If the agreement states that they should be responsible for providing off-duty services as well, then the authorities can take actions by imposing fine, rational suspensions or any other warning. However, it does not fare to completely dismiss the employee, because it further impacts the personality of the individual as well as minimize the morale of overall union CITATION McM16 \l 1033 (McMillan LLP, 2016).

Answer 2

The employee has the right to challenge the decision of the organization. He can prove himself eligible to perform his job until the final verdict. He can also claim his salary for his contribution to the organization. also, witnesses may be presented in his favor to restrict any serious decisions against him. Furthermore, he has the right to challenge organizational rules in terms of his time and off-duty routine. The union also has the right to request reinstatement with punishment such as upholding pay or imposing a certain amount of fine on the employee instead of removal from the organization. They also can appeal to the internal committee for solutions to solve the issue instead of taking the problem to the court CITATION Moo08 \l 1033 (Moore, Zhou, McDonald, Goldstein, & Slocum, 2008). It is beneficial for both the employee and the organization; the employee performance and morale are not disturbed and the issue is saved from spreading on the social media platforms.

Answer 3

The management has the right to punish the employee. However, how strict actions are taken depends on the authority holders. In case of misconduct, the management can suspend the employee until the case is resolved. The management can also charge the employee a defined amount under the law for that particular act and the amount should be paid for the damage. In serious circumstances, the employee can be terminated. The authorities also have the right to take notice of whether the employee reputation and performance are disturbed by the act whether he/she still performs the duties. The frequency of crime is also taken into account to evaluate whether the employee will be able to perform in the same way as before or not. It is also decided whether the union or team member still wants to work with him or not. The disciplinary action that includes the suspension of their jobs at times is done in the benefit of employees so that they can easily seek out the issue. The verdict should be based on evidence and witnesses and then any considerable legal action is taken. The management can impose appropriate sanctions in light of laws against the employee CITATION Sim19 \l 1033 (Simon & Scheepers, 2019).

Answer 4

The investigator should first consider the rules for employee misconduct during off-duty. The management is responsible for taking notice whether the convict is eligible for any disciplinary action or not. Firstly, documentation should be developed and maintained for the evaluation of misconduct. It is necessary to monitor the negative impact on an employee in case of any legal action, looking into the pros and cons of particular actions. Also, it is required to take the whole union in trust while deciding any final verdict because it influences the work performance of the overall organization. On the other hand, it is necessary to keep a record of the damage being done, and the intensity of crime and misconduct CITATION Mar07 \l 1033 (Martinelli, 2007). All the evidence should be kept in supervision while giving any final verdict. It is very critical to deal with employee misconduct off-duty, thus, it is essential to maintain a balance between the damage and the legal action against the employee.

Answer 5

Social capital is the most important asset to fight for your rights. During any unfavorable condition, it is necessary that the employees possess strong relations with coworkers. Communication and network with team members play a high role in maintaining and safeguarding the performance and ultimately the job of an individual. Similarly, labor unions play a significant role in job satisfaction of all employees. They make joint decisions that hold a high probability of acceptance by the management. Mostly, in critical circumstances, the union plays a significant role in protecting the job of its team members. They work as a team member and support the team in good or bad circumstances. The union labor can jointly file legal disciplinary actions against the organization which may not hold the same value if filed by the employee alone. The union represents a strong team that can challenge the rules and regulations of organizations, they strongly monitor organization activities and laws whether they are in favor of employees or not. Also, the union actively represent their notion and condemn the discriminatory decisions, so that the organization cannot repeat the same conduct with any other employee in the future.

References

BIBLIOGRAPHY Martinelli, T. J. (2007). Minimizing Risk by Defining Off-Duty Police Misconduct. Police Chief Volume:74 Issue:6 , 40-45.

McMillan LLP. (2016, May). Off-Duty Misconduct: Criminal charges alone are not just cause for dismissal. Retrieved from Employment and Labour Bulletin: https://mcmillan.ca/Off-Duty-Misconduct-Criminal-charges-alone-are-not-just-cause-for-dismissal

Moore, L., Zhou, A., McDonald, S., Goldstein, R., & Slocum, C. (2008). Contributing Factors To Firefighter Line-Of-Duty Injury In Metropolitan Fire Departments In The United States.

Simon, J., & Scheepers, W. (2019). Disciplinary Enquiries: procedure, rights and obligations of employer and employees. Labour and Employment Law.

Subject: HRM

Pages: 3 Words: 900

Expatriates

9144000Memorandum

0Memorandum

TO:

FROM:

DATE: July 27, 2019

RE: Reduction of Expatriate Turnover(Strategies)

After studying the data on expatriates leaving our company in a year of returning from various foreign countries, the number of employees leaving the company is at intolerable levels. It is found that , after returning back, the expatriates may feel worried, unsettled, and confuse in their profession and future career. This memo will provide some strategies to reduce expatriate turnover and help expatriate to adjust in their corporate culture.

Following the recent rise in expatriate turnover in this company, I have come up with a few strategies that can be used to minimize the turnover and ensure continued productivity and increased company competitiveness. High turnover in the company can affect revenues, employee morale, and the quality of products and services offered by the firm.

Controlling costs is now a priority for all companies. "And if an expatriate is expensive - it is double or triple the annual salary of a normal employee - an abortive expatriation is even more, and in 40% of cases, expatriation fail. Partly because the costs have been poorly evaluated and the employee mobilized abroad has become a financial chasm. The money spent on expatriation programs is considerable, but the returns on investment are rarely measured.

First, we can start a re-entry program that will offer support to expatriate on their return from international assignments. This will ensure that they have a smooth transition back to the workplace and return to normalcy with ease. According to van der Heijden, van Engen & Paauwe, (2012), employees who return from international assignment need to do a lot of catching up on the changes that have taken place in the organization during their absence. They also have to adapt to the new culture which they had forgotten about. It is therefore important that they have a support program that will ensure they are trained on new changes in the management and are able to settle back at the workplace easily. The program can also offer counseling services to the returnees and their families in order to address any emotional or psychological issues faced by any returnee.

When an employee is offered, and accepts an international post, they are given information and training. To integrate into the new position, they are introduced to the culture and ways of that country. They become familiar with the business practices and the ways that the company office is run. There are clear expectations on what the employee is set to accomplish while in this job. So, it is necessary to make them clear what company is expecting from them and if they can meet the criteria and target turn over, then they will apply to expatriate.

Expatriation can be seen in two ways. The first is to imagine that, because we have a particular expertise, expertise in a field, we will be able to benefit a subsidiary of his company abroad. Bringing your lights to a country that lacks them ... A vision that is somewhat pretentious, but, alas, still very widespread. The second is, conversely, to consider expatriation as the best way to discover, to exchange, to get out of his routine. A more humble and positive perspective.

In recent years, the traditional model has almost disappeared in favor of local contracts depending on the host country. Similarly, short-term assignments are increasing, such as "commuter systems", where the expatriate works abroad during the week and returns on weekends, or the extension of business trips. So, I believe all proposed strategies can be beneficiary for our company and will work good in we implant them as soon as possible.

Thank you for your time.

Sincerely yours,

ABC

References

van der Heijden, J. A., van Engen, M. L., & Paauwe, J. (2012). Expatriate career

support: Predicting expatriate turnover and performance. The international journal of human resource management, 20(4), 831-845.

Subject: HRM

Pages: 2 Words: 600

Global Environment And HR

Global environment and HR

Global Environment and HR

China is among the rising countries in terms of job opportunities as I believe that in the near future, United States might not have that many jobs to cater the needs of the unemployed people. Seeing this threat, I might plan to relocate to China, as it suits my preferences with respect to job and housing. I have observed that Chinese are more adaptive to external culture, which is quite appreciable. However, there are cultural differences too. For example, the people of Chinafocus more over team initiatives and dislike individualism ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"QIJK4utd","properties":{"formattedCitation":"(Steers & S\\uc0\\u225{}nchez-Runde, 2017)","plainCitation":"(Steers & Sánchez-Runde, 2017)","noteIndex":0},"citationItems":[{"id":248,"uris":["http://zotero.org/users/local/s8f0QVnP/items/48JHIYE7"],"uri":["http://zotero.org/users/local/s8f0QVnP/items/48JHIYE7"],"itemData":{"id":248,"type":"article-journal","title":"Culture, motivation, and work behavior","container-title":"The Blackwell Handbook of Cross-Cultural Management","page":"190–216","source":"Google Scholar","author":[{"family":"Steers","given":"Richard M."},{"family":"Sánchez-Runde","given":"Carlos J."}],"issued":{"date-parts":[["2017"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Steers & Sánchez-Runde, 2017). Contrary to the US, Chinese companies are hierarchy based and tend to value those at the upper ranks. Chinese people also show hesitation in accepting contribution of those with different nationalities ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"S9Ty8tBV","properties":{"formattedCitation":"(Chin, 2015)","plainCitation":"(Chin, 2015)","noteIndex":0},"citationItems":[{"id":244,"uris":["http://zotero.org/users/local/s8f0QVnP/items/EC3ECP3Q"],"uri":["http://zotero.org/users/local/s8f0QVnP/items/EC3ECP3Q"],"itemData":{"id":244,"type":"article-journal","title":"Harmony and organizational citizenship behavior in Chinese organizations","container-title":"The International Journal of Human Resource Management","page":"1110–1129","volume":"26","issue":"8","source":"Google Scholar","author":[{"family":"Chin","given":"Tachia"}],"issued":{"date-parts":[["2015"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Chin, 2015). Finally, the Chinese culture is based on fostering friendships and developing a substantive relationship, which is good, but sometime a foreigner might feel uncomfortable with this.

In light of the cultural differences mentioned above, I think I would need some adjustment in the company-oriented structure. For example, I do value the teamwork, but at the very same time, I need to earn credit for my inputs. Secondly, some adjustments would be required in the company hierarchy, I would be working for. Since I appreciate the valued input of my seniors, but I value my opinion as well, as I believe my inputs add an extra edge to the product under development. Lastly, I also need to adjust something in myself, which is to be extra cautious of the cultural barriers. The human resource practices which might be helpful in this domain are self-adjustments, identifying challenges and delivering tasks ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"78s93Ee0","properties":{"formattedCitation":"(Hassan, 2016)","plainCitation":"(Hassan, 2016)","noteIndex":0},"citationItems":[{"id":246,"uris":["http://zotero.org/users/local/s8f0QVnP/items/Z855AKP8"],"uri":["http://zotero.org/users/local/s8f0QVnP/items/Z855AKP8"],"itemData":{"id":246,"type":"article-journal","title":"Impact of HRM practices on employee’s performance","container-title":"International Journal of Academic Research in Accounting, Finance and Management Sciences","page":"15–22","volume":"6","issue":"1","source":"Google Scholar","author":[{"family":"Hassan","given":"Saira"}],"issued":{"date-parts":[["2016"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Hassan, 2016). Such practices are very helpful, just not in my case, rather generally. The HR based practices are quite obliging in being successful abroad, but one needs to be so watchful and thorough in adopting such practices. As consistency serves the purpose of success.

References:

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Chin, T. (2015). Harmony and organizational citizenship behavior in Chinese organizations. The International Journal of Human Resource Management, 26(8), 1110–1129.

Hassan, S. (2016). Impact of HRM practices on employee’s performance. International Journal of Academic Research in Accounting, Finance and Management Sciences, 6(1), 15–22.

Steers, R. M., & Sánchez-Runde, C. J. (2017). Culture, motivation, and work behavior. The Blackwell Handbook of Cross-Cultural Management, 190–216.

Subject: HRM

Pages: 1 Words: 300

Human Resource Consultant

Title page

Human resource consultant

Introduction

Attracting and retaining talented employees for the long-term organizational success. Holland Enterprises face a complex situation because many employees have resigned the company. This reflects the existence of inadequate compensation and pay system. The firm employs 3,500 people but the workforce has declined by 25% since 2010. This is due to the inappropriate policies for employee retention. To overcome the situation the company has hired a human resource consultant who will identify the issues of compensations and suggests development of an effective system which will improve employees retention. The central reason for employees leaving Holland Enterprise is unfair benefit system compared to the market place. The new compensation and benefits strategy will emphasize on addressing the needs of the employees and the organization.

Discussion

Compensation and benefit package assist company in appealing high-quality workforce. Employees working in an organization are not only concerned about the cash or income but also consider benefits in the form of job security, stability and the future. It is crucial for a company to design a package that helps in attracting and retaining competent employees. Compensations are different from the benefits received by the organizational personnel. The compensations normally offered to the workers include salaries, bonuses and commission. This further include discretionary benefits for the workers such as profit sharing plans.

Enhanced organizational efficiency

Literature reveals that efficient compensation systems are directly linked with enhanced organizational performance. This is due to the fact improved compensations play vital role in motivating the employees. Psychology relies on thee elements for defining motivation that include activation, persistence, and intensity. Activation is the primary phase required for attaining a goal that is missing when organizations fail to offer adequate incentives to the employees. This can also be viewed as a phase in which an individual prepares himself for the test. Persistence is the second element that reflects one’s efforts for working towards a goal. Employees refrain for putting all efforts due to distractions for the attainment of a target CITATION Bod16 \l 1033 (Kossivi, Ming, & Kalgora, 2016). Intensity is the third crucial element that is also missing and refers to one's ability to stick to the goal. Motivation is a desire that provides energy and directs behavior required for the completion of a certain task. Companies that managers to offer adequate compensations with enhance productivity that will leads to increased organizational efficiency.

Studies also reveal the negative association of inadequate compensations with organizational efficient. Low compensations undermine workers morale and discourage them for performing their tasks with efficient. When employees feel that they are underpaid or their salaries are below their expectations they exhibit low motivation and high dissatisfaction. This also includes other wage benefits such as health coverage from the organization and health insurance CITATION Nau15 \l 1033 (Shakeel & but, 2015). In such conditions employees are not willing to work with dedication and also search for better job opportunities. Inadequate compensations thus causes low productivity which leads to declined organizational efficiency.

Principle components for revising compensation system

To mitigate the challenges of losing competent and skilled workforce the company has decided to revise its compensation system which addresses the needs of the employees. In offering compensations the Human Resource Consultant has to assure that the company has hired capable and efficient workers.

Budget allocation

The primary component of revising compensation system is designing adequate budget allocation system. This will allow the manager and consultant to decide how much funds of the company will be allocated for paying salaries to the workforce. The budget decided will be based on the number of employees (3,500). Total budget decided will be classified into the salaries (75%) and benefits (25%). The benefits will be further classified into health benefits (10%), bonuses (10%) and retirements (5%).

Pay structure architecture

Direct compensations which the company will offer include hourly wages, monthly salaries, bonuses and commissions. The next important component is to decide the salary ranges for the workers depending on their qualification, experience and most importantly their contribution to the company. In offering salaries it is more idea to consider the market compensations. The architecture identifies the pay scale selected for paying the workers according to their performance. Pay bands will be established that decides the pay after considering the external market information. Pay bands can be designed at any time and at more then one level. It is based on what a person should be paid. It is more practical to decide 4 pay grades.

Pay grades

Step 1

Step 2

Step 3

Step 4

Pay grade 1

$25,000

$27,000

$30,000

$35,000

Pay grade 2

$30,000

$33,000

$37,000

$42,000

Pay grade 3

$40,000

$44,000

$48,000

$55,000

Pay grade 4

$50,000

$54,000

$60,000

$65,000

Ratio base pay to incentive bonus pay

The ration base for bonuses is based on two factors; how the employees are meeting organizational expectations and how organization is meeting expectations. Annual incentives are motivational and they are decided purely on the performance of the employees. Annual increment of 10 percept bonus will be decided for the employees who perform exceptions, 5% for the employees who perform good and 2% for the average performance. Bonuses will be denied to the employees who didn’t perform well.

Salary audits

The company will also conduct salary audits for assuring that they are according to the skills and efforts of the workers. The goal is to assure that the salary is competitive and competitive compared to the other companies.

Benefit package

This is another component which assures offering adequate benefit package to the employees which keep them loyal to the organization. The benefit package that the company aims at offering include health benefit, retirement benefit, insurance and annual leave. These factors will have direct impacts on enhancing the performance of employees and also encourage them to continue working for the company.

Performance management system

Human resource in organizations relies on different assessment tools to conduct performance evaluation and ensure the availability of right people for jobs. Different assessment tools will be utilized for determining the current and future performance level. Feedback method is the time saving and allow HR team to examine the strengths and weaknesses of the workers CITATION Nau15 \l 1033 (Shakeel & but, 2015). The main emphasis is on the selection of people that grab good knowledge but are incapable of performing well practically. The reliance on the referrals allows HR to recruit the people on their past behaviors and performance, but they ignore the young talent in the process CITATION Kri18 \l 1033 (Malek, Kline, & DiPietro, 2018). The advantage of the psychoanalytical test is the assessment of nature and mood of the individual that influences his work. This method will help the HR coonsultant to find what factors encoruagee the eemployees to perform their job and also the factors that discourage them. The advantage of interviews is the face- to- face interaction with the candidate that allows HR to question about different things that provide them with an idea of individual’s capability and skills CITATION Kri18 \l 1033 (Malek, Kline, & DiPietro, 2018).

The important role of HR consultant is to conduct performance evaluations for assuring that capable people are engaged in jobs according to their skills set. The selection of the right people depends on the organizational ability to choose efficient people. The Human resource management has a most effective role in the recruitment of staff for the management. The managerial staff is involved in managing the organizational work and links between different departments. The success and performance of organizations depend on the capabilities of the management staff. The effective tools that help the organization to recruit right managerial staff include the HR policy that focuses on merit and capability. HR policy directly influences the selection of management staff CITATION MRL09 \l 1033 (Lind & Culler, 2009). The primary tool that helps the HR team to retaining right people is the comprehensive feedback sessions that allows HR to explore the skills and of applicants. A productive and more interactive interview results in a more effective choice. The second tool that leads to an assessment of staff includes psychometric tools and personality assessment. The psychometric tool allows assessing the motivation, work styles and skills related to customer services and management (Pinho, 2008). The competency-based assessment is another tool that involves testing and questioning related to the job and position. The reference check allows HR to learn about past experiences and behaviors of the individual. The necessary exercise of the training program includes building an effective communication system CITATION Des171 \l 1033 (McEwan, Ruissen, Eys, Zumbo, & Beauchamp, 2017).

Legal compliance

This factor will assure that federal and state laws are adopted in designing the compensation package for the employees. The most important law considered is ‘minimum wage standard’. Similarly anti-discriminatory laws are also integrated which confirms that salaries are made on merit without any discrimination on the basis of color, caste or ethnicities. The strategy thus focuses on implementing the FLSA laws and minimum wage laws.

Structured administration

One of the components considered for revising the compensation policy for the employees is structured administration. An annual review process is deigned that will assure that the company is paying to the employees according to their competency and capabilities. This process is also used for identifying thee type of rewards that are appropriate for the workers such as the short-term and long-term compensations.

External and internal equity

This is an important factor, which impacts the firm’s capability of making right payments to the employees depending on their contribution without any discrimination. External equity reflects measuring market competiveness in terms of paying wages to the employees. This is important for assuring that the employees receive competitive market salaries this will appeal them to develop loyalty for the company and they will avoid searching for jobs elsewhere. By assuring external equity the company also declined the possibilities of losing competent and skilled workforce. It is thus an effective strategy for retaining employees. External equity also stresses on paying salaries according to the potential of workers.

It is also important to determine if internal equity exists in the company or not. This is based on individual capability of the employees which include education, experience and skills level of the employees. The company confirms that the employees hired by it are capable of competing with the employees of other firms.

Type of benefits

It is important to identify the type of benefits, which are made to the employees. The company will pay following benefits to the employees;

Deferred compensations

These are the compensations that are paid to the employees until a specific date and is applicable until their retirements. The amount is only paid once on the decided date such as by the end of the employment or on reaching the age of 60. This is a long-term compensation, which employees can also withdraw on reaching the age 58 but not before that. There will be 10% penalty for the employees who withdrew the amount before 60 years of age CITATION Iru14 \l 1033 (Shahzadi, Javed, & Pirzada, 2014).

Health insurance

Another long-term benefit offered to the employees for attracting and retaining them include health insurance. This has become an essential criteria for retaining the employees because all competing firms are paying it to their workers. This include individual insurance plans, monthly healthcare facilities and reimbursement.

Vacation and sick leave

These are also important components that play crucial role in attracting and retaining the employees. Company needs to have an effective compensation strategy that is not limited to the monthly salaries. The company will send competent employees on vacations once in a year CITATION Des171 \l 1033 (McEwan, Ruissen, Eys, Zumbo, & Beauchamp, 2017). They will also be offered sick leave which will allow employees to build positive feelings towards the company by realizing that it cares for its people.

Conclusion

The purpose of hiring Human Resource Consultant is to examine the current procedures and policies of Holland Enterprises that is facing a complex situation because many employees have resigned the company. The consultant must be able to conduct a thorough analysis and decide the comprehensive plan that will be effective for retaining employees. The most important factors which impacts the decision of employees include salary range, compensations and other benefits. Employees working in an organization are not only concerned about the cash or income but also consider benefits in the form of job security, stability and the future. Budget allocation, pay structure architecture, Ratio base pay to incentive bonus pay, salary audits, benefit packages, Performance management system, legal compliance and structured administration are crucial for elements for revising the compensation policy of the company.

References

BIBLIOGRAPHY Kossivi, B., Ming, & Kalgora, B. (2016). Study on Determining Factors of Employee Retention. Open Journal of Social Sciences , 4, 261-268.

Karami, A., Dolatabadi, H. R., & Rajaeepour, D. S. (2013). Analyzing the Effectiveness of Reward Management System on Employee Performance through the Mediating Role of Employee Motivation Case Study: Isfahan Regional Electric Company. International Journal of Academic Research in Business and Social Sciences, 3 (9), 327-328.

Lind, M., & Culler, E. (2009). THE RELATIONSHIP BETWEEN INFORMATION TECHNOLOGY CRITICAL SUCCESS FACTORS AND PROJECT PERFORMANCE . Proc CONISAR , 9 (55).

Malek, K., Kline, S. F., & DiPietro, R. (2018). The impact of manager training on employee turnover intentions . Journal of Hospitality and Tourism Insights , 1 (3), 203-219.

Martin, Judith and Thomas K Nakayama. Intercultural Communication in Contexts 7 Edition. McGraw Hill, 2013.

McEwan, D., Ruissen, G. R., Eys, M. A., Zumbo, B. D., & Beauchamp, M. R. (2017). European Journal of Business and Management www.iiste.org. Plos One .

Shahzadi, I., Javed, A., & Pirzada, S. S. (2014). Impact of Employee Motivation on Employee Performance. European Journal of Business and Management www.iiste.org , 6 (23).

Shakeel, N., & but, S. (2015). Factors Influencing Employee Retention: An Integrated Perspective . Journal of Resources Development and Management www.iiste.org , 6, 32-49.

Subject: HRM

Pages: 7 Words: 2100

Job Evaluation

Job Evaluation

[Name of the Student:]

[Name of the Institution:]

Job Evaluation

Plan for Evaluating the Job Description

The plan for evaluating the job description involves the point system of job evaluation, which is based on a comparison of different compensable factors. These compensable factors help in determining the worth of a job relative to the other jobs in the organization. The plan considers the factors of skill, responsibilities, effort, and working conditions to evaluate the job. Skills can be subdivided into experience, education, and ability of the employee or candidate. Responsibilities can be fiscal or supervisory. The effort of an employee can be mental or/and physical. Working conditions vary according to the location, hazards, or the extremities of nature. Based on these factors, the job will be evaluated and compensation is offered. Every factor is assigned certain points for evaluation. The total score for the job will be calculated by summing up points for all factors (Weathington, Weathington, 2020). This job evaluation plan provides a comprehensive view of the job. By using this plan, the job can be evaluated in monetary terms. It can evaluate a wide range of jobs.

Evaluation of the Two Plans

HR Business Partner

The position requires strong HR qualification, experience, and skills as they will train the employees assigned to them. Their ability to create positive relationships among employees will make an impact on the organizational culture. Their responsibilities are supervisory. Their work entails mental as well as physical effort. They might have to travel long distances to fulfill the requirements of jobs (Caldwell, 2008).

Talent Recruiter

The talent recruiter has to work closely with the management. The job needs skills in research, interviewing, and staffing. The job responsibilities are varied (Brymer, Paraskevas, Ellram, & Josefy, 2019). The employer also expects an efficient hiring in monetary terms. There is no more physical effort. The recruiter does not have to travel long distances, as much of the recruiting work can be completed online.

References

Weathington, B. L. & Weathington, J. G. (2020). Compensation and benefits: Aligning rewards with strategy, updated edition [Electronic version]

Caldwell, R. (2008). HR business partner competency models: Re‐contextualising effectiveness. Human Resource Management Journal, 18(3), 275–294.

Brymer, R. A., Paraskevas, J.-P., Ellram, L., & Josefy, M. (2019). Talent Sourcing Concentration: Source Abundance, Recruiter Power, and Organizational Performance. Academy of Management Proceedings, 2019, 12953. Academy of Management Briarcliff Manor, NY 10510.

Subject: HRM

Pages: 1 Words: 300

Native American Diversity

Native American Diversity

Author

Institution

Native American Diversity

America is populated by people from all over the world with diverse ancestry. So, a question arises here; how is it logical for people from other countries to criticize Americans? Aren’t they criticizing themselves? The answer is quite simple; the logical fallacy here is that criticism of a country is a criticism of the genetic character of the people of that country ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"zRM4q2no","properties":{"formattedCitation":"(Arrington & Wilson, 2000)","plainCitation":"(Arrington & Wilson, 2000)","noteIndex":0},"citationItems":[{"id":1487,"uris":["http://zotero.org/users/local/jsvqEXt1/items/28RPUSR9"],"uri":["http://zotero.org/users/local/jsvqEXt1/items/28RPUSR9"],"itemData":{"id":1487,"type":"article-journal","title":"A re-examination of risk and resilience during adolescence: Incorporating culture and diversity","container-title":"Journal of Child and Family Studies","page":"221–230","volume":"9","issue":"2","source":"Google Scholar","title-short":"A re-examination of risk and resilience during adolescence","author":[{"family":"Arrington","given":"Edith G."},{"family":"Wilson","given":"Melvin N."}],"issued":{"date-parts":[["2000"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Arrington & Wilson, 2000). Americans have a certain set of values, which, in many cases, differ quite markedly from those in other countries, especially if those countries are outside of the Anglosphere. It is those values and cultural differences that lead to critique. These are expressly attributing that the United States or Americans collectively do not have and/or explicitly rejected cultural diversity. There are certain challenges being faced by Native Americans today that include lack of employment opportunities, marginalization, racism, drug and alcohol abuse, and mental illness. Besides, true history of the United States has been suppressed by most of the history books. In most of the history texts provided to school-age kids, the role white settlers played in the near genocide of the native people of the US is generally suppressed, and it is cultural insensitivity ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"3SmIJhoo","properties":{"formattedCitation":"(Wittig, 2004)","plainCitation":"(Wittig, 2004)","noteIndex":0},"citationItems":[{"id":1486,"uris":["http://zotero.org/users/local/jsvqEXt1/items/T9NM9BZK"],"uri":["http://zotero.org/users/local/jsvqEXt1/items/T9NM9BZK"],"itemData":{"id":1486,"type":"article-journal","title":"Knowledge, skills, and attitudes of nursing students regarding culturally congruent care of Native Americans","container-title":"Journal of Transcultural Nursing","page":"54–61","volume":"15","issue":"1","source":"Google Scholar","author":[{"family":"Wittig","given":"Deborah R."}],"issued":{"date-parts":[["2004"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Wittig, 2004). There seems to be a mindset among the elite that these people must be defeated every time they rise, no matter how reasonable they are. A few people doubt if most Americans give a thought to Native Americans, let alone have any “feelings” toward them. Given the paucity of educational material on the “First Americans,” their story does not relate to the majority of students sitting in the classroom.

As far as human resource management is concerned, there are some cultural implications for human resource management in any organization. In order to understand cultural implications, the HR manager must know how to observe what is a culture in organizations ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"Y9Z1vN7o","properties":{"formattedCitation":"(Shen, Chanda, D\\uc0\\u8217{}netto, & Monga, 2009)","plainCitation":"(Shen, Chanda, D’netto, & Monga, 2009)","noteIndex":0},"citationItems":[{"id":1491,"uris":["http://zotero.org/users/local/jsvqEXt1/items/7BFWLVR5"],"uri":["http://zotero.org/users/local/jsvqEXt1/items/7BFWLVR5"],"itemData":{"id":1491,"type":"article-journal","title":"Managing diversity through human resource management: An international perspective and conceptual framework","container-title":"The International Journal of Human Resource Management","page":"235–251","volume":"20","issue":"2","source":"Google Scholar","title-short":"Managing diversity through human resource management","author":[{"family":"Shen","given":"Jie"},{"family":"Chanda","given":"Ashok"},{"family":"D'netto","given":"Brian"},{"family":"Monga","given":"Manjit"}],"issued":{"date-parts":[["2009"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Shen, Chanda, D’netto, & Monga, 2009). For instance, HR manager must listen to the language and observe the behaviors of leadership, followers, and customers. If the organization has a mercenary culture, there will be a lack of empathy for those who decide to leave the organization.

In addition, cultural diversity halts the imagined supremacy of one brand. Supremacists, in any organization, hate diversity because they would cease to be 'the best', and the most common problem with supremacists is; they want apartheid ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"ZwislxEy","properties":{"formattedCitation":"(Metcalfe, Fielden, & Sippola, 2007)","plainCitation":"(Metcalfe, Fielden, & Sippola, 2007)","noteIndex":0},"citationItems":[{"id":1492,"uris":["http://zotero.org/users/local/jsvqEXt1/items/B3YVV5TV"],"uri":["http://zotero.org/users/local/jsvqEXt1/items/B3YVV5TV"],"itemData":{"id":1492,"type":"article-journal","title":"Developing culturally diverse organizations: a participative and empowerment-based method","container-title":"Women in Management Review","source":"Google Scholar","title-short":"Developing culturally diverse organizations","author":[{"family":"Metcalfe","given":"Beverly D."},{"family":"Fielden","given":"Sandra"},{"family":"Sippola","given":"Aulikki"}],"issued":{"date-parts":[["2007"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Metcalfe, Fielden, & Sippola, 2007). A problem the US has today, though, is thinking; Supremacists belong as part of diversity which is insane and leads to great conflict (as we see but will not admit we made a mistake by allowing them in the first place.) Supremacists of any kind cannot exist in a tolerant, diverse society because they hate diversity and will not be tolerant; they preach/teach their hatreds and persecutions to new generations.

For the HR manager to promote cultural diversity vis-à-vis Native Americans, one must devise policies that not only downplay the supremacy but also promote cultural diversity. Empowering and educating managers is the first step toward the promotion of cultural diversity in workplace. The presumption that managers are aware of the importance of cultural diversity is wrong. The manager should understand how to hire and manage a diverse group of employees. Besides, devising policies that are diversity-friendly could also be pivotal for the promotion of cultural diversity within an organization ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"FYoeBgYY","properties":{"formattedCitation":"(Shen et al., 2009)","plainCitation":"(Shen et al., 2009)","noteIndex":0},"citationItems":[{"id":1491,"uris":["http://zotero.org/users/local/jsvqEXt1/items/7BFWLVR5"],"uri":["http://zotero.org/users/local/jsvqEXt1/items/7BFWLVR5"],"itemData":{"id":1491,"type":"article-journal","title":"Managing diversity through human resource management: An international perspective and conceptual framework","container-title":"The International Journal of Human Resource Management","page":"235–251","volume":"20","issue":"2","source":"Google Scholar","title-short":"Managing diversity through human resource management","author":[{"family":"Shen","given":"Jie"},{"family":"Chanda","given":"Ashok"},{"family":"D'netto","given":"Brian"},{"family":"Monga","given":"Manjit"}],"issued":{"date-parts":[["2009"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Shen et al., 2009). There must be policies in place that offer diverse opportunities for employee engagement; this would let employees - from a culturally diverse background - experience and participate in other environments.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Arrington, E. G., & Wilson, M. N. (2000). A re-examination of risk and resilience during adolescence: Incorporating culture and diversity. Journal of Child and Family Studies, 9(2), 221–230.

Metcalfe, B. D., Fielden, S., & Sippola, A. (2007). Developing culturally diverse organizations: A participative and empowerment-based method. Women in Management Review.

Shen, J., Chanda, A., D’netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), 235–251.

Wittig, D. R. (2004). Knowledge, skills, and attitudes of nursing students regarding culturally congruent care of Native Americans. Journal of Transcultural Nursing, 15(1), 54–61.

Subject: HRM

Pages: 2 Words: 600

The Future Of HRM

Title page

Future of HRM

Generational diversity is one of the emerging trends of HRM having implications on functions and practices of managers and HR professionals. This require managers to adopt different strategies for managing baby boomers, generation X and generation Y. Managers consider general characteristics of each generation for using them for the best interest of organization. The managers assign challenging roles to the Generation Y because they are open to new environments and are good at multitasking. Baby boomers are hired because they are loyal to the company and remain there for a long period CITATION Jos171 \l 1033 (Millet, 2017).

Generational diversity is a common approach used by modern organizations for talent acquisition. Each generation possess different qualities that can be used for the organizational benefits. Baby boomers are hired because they are hard working and can be retained for a longer duration. Generation X is hired because they are flexible, accept changes, are quick at learning and adaptation. Talent acquisition also contain generation Y because they are innovative, confident and are capable of adjusting to different environments. Workers of this generation are good in receiving messages and understanding information due to their familiarity with technology including e-mail, instant messages and video conference CITATION Jos171 \l 1033 (Millet, 2017). Generation Y is also good at researching that improves company’s capability of conducting market research.

Trainings and development are offered to each generation for maximizing their productivity and enhancing organizational performance. Baby boomers lack knowledge of technology so they need training for using new gadgets and tools. Generation Y need training for managing behaviors in conflicting environment because there are impatient and engage in disputes. Generation X is comfortable with technology by they are impatient that depicts the need for managing behaviors. Training is offered to baby boomers in traditional classroom style. Generation X and Y are more good at e-learning.

References

BIBLIOGRAPHY Kicheva, T. (2017). Management of Employees from Different Generations - Challenge for Bulgarian Managers and HR Professionals. Economic Alternatives, 1, 103-121.

Millet, J. (2017). The 2018 Human Resources Trends To Keep On Your Radar. Retrieved 08 02, 2019, from https://www.forbes.com/sites/forbeshumanresourcescouncil/2017/10/26/the-2018-human-resources-trends-to-keep-on-your-radar/#4f0023ad21b3

Subject: HRM

Pages: 1 Words: 300

21st Century Management

Managing people

Author name

Affiliations

Managing Human Resources

Introduction

Managers in any organization are required to perform numerous roles depending upon their position in the organization. They have to optimize all their resources such as material, capital as well as human. However, to manage human resource is not an easy task for them. They are required to learn and practice different techniques to manage people effectively. All managers are tangled with these five activities staffing, retention, development, adjustment and managing change in order to manage humans. Their effective management can give their organization a competitive advantage as they are able to recognize different challenges of managing people and getting the synergy in organization operations and functions. This paper will examine the significant people management challenges that my organization faces, and what I being a manager can do to meet those challenges. The analysis also contains different recommendationsto address the people management challenges. Moreover, there is also discussion about specific actions or behaviors that can enhanceemployee productivity, engagement and morale.

Discussion

Attracting and retaining the right talentManaging human resource is one of the difficult tasks that managers are required to perform. This is due to the presence of different nature of people in the organization. In an organization, there are different people having different attitudes and beliefs. It is not easy to manage them with a single strategy. Managers face different challenges during their human resource activities such as staffing, retention, development, adjustment and managing change.During high unemployment, organizationsreceivemillionsof applications for different posts. For example, Starbucks has received 7.6 million job applications over the past 12 months ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"WynrWMkC","properties":{"formattedCitation":"(Cascio, 2010)","plainCitation":"(Cascio, 2010)","noteIndex":0},"citationItems":[{"id":193,"uris":["http://zotero.org/users/local/wY2D8D5E/items/K985ME5B"],"uri":["http://zotero.org/users/local/wY2D8D5E/items/K985ME5B"],"itemData":{"id":193,"type":"book","title":"Managing Human Resources (Sie) 8E","publisher":"Tata McGraw-Hill Education","number-of-pages":"732","source":"Google Books","ISBN":"978-0-07-070073-4","note":"Google-Books-ID: 423elGiWMgAC","language":"en","author":[{"family":"Cascio","given":""}],"issued":{"date-parts":[["2010"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Cascio, 2010). The greatest challenge that my organization is facing regarding managing people is to attract and retain the right talent ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"FVtlDBWl","properties":{"formattedCitation":"(TED, 2015)","plainCitation":"(TED, 2015)","noteIndex":0},"citationItems":[{"id":195,"uris":["http://zotero.org/users/local/wY2D8D5E/items/ZQCFTG8Z"],"uri":["http://zotero.org/users/local/wY2D8D5E/items/ZQCFTG8Z"],"itemData":{"id":195,"type":"webpage","title":"Why the best hire might not have the perfect resume | Regina Hartley","URL":"https://www.youtube.com/watch?v=jiDQDLnEXdA","author":[{"family":"TED","given":""}],"issued":{"date-parts":[["2015"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (TED, 2015). In order to attract the right talent, there requires a lot of dedication, time and hard work. Firstly, managers have to clearly specify the job requirements. This will separate good candidates from the bad.But this is not an easy task for managers today, as requirements for each position are changing.

Overcoming the challenge

Managers make huge investments in terms of time and money while attracting and managing their talents. Moreover, they face fierce competition for their talented and skillful employees as these employees play a significant role in the smooth function of the organization. I am working in a small company that does not havea big budget for retirement plans as well as exclusive insurance policies. Moreover, employee turnover is expensive and negatively affect business growth.Thus, the best strategy in this regard is to check for market vacancies and must use only platforms that are frequently visited by many potential employees. Today job seekers are extensively using online mediums. Using these platforms my company can remain in contact with potential employees. Then during the screening phase, focus must be onhaving a right fit for the job as well as for the organization. Managers must screen employees carefully. They should challenge their learning and technologically savvy by taking different tests such as integrity and mentalabilitytests. Recommendations, references, and backgrounds must also be checked ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"zLGtYLGU","properties":{"formattedCitation":"(Cascio, 2010)","plainCitation":"(Cascio, 2010)","noteIndex":0},"citationItems":[{"id":193,"uris":["http://zotero.org/users/local/wY2D8D5E/items/K985ME5B"],"uri":["http://zotero.org/users/local/wY2D8D5E/items/K985ME5B"],"itemData":{"id":193,"type":"book","title":"Managing Human Resources (Sie) 8E","publisher":"Tata McGraw-Hill Education","number-of-pages":"732","source":"Google Books","ISBN":"978-0-07-070073-4","note":"Google-Books-ID: 423elGiWMgAC","language":"en","author":[{"family":"Cascio","given":""}],"issued":{"date-parts":[["2010"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Cascio, 2010). They should also opt for drug screening during this stage.

Acceptance and implementation of change

Another challenge that my organization is facing regarding managing people is acceptance and implementation of change.Change can affect management, organization structure, technology as well as humans. Any kind of change can be addressed with proper planning.Therefore, managers are required to make sure that their employees are gracefully adapting the change. In this way, the change will be advantageousfor the organization.

Overcoming the challenge

No single strategy can be used to overcome this HR challenge. The best approach in this regard can be the presence of effective communication among employees and management. Employees will be then able to understand the cause behind the change and potential benefits that they can get from the change. In addition, managers are also required to equip their employees with the skills and expertise that they need in the event of a change. For this purpose, they can provide training to their employee’srelated to the development of different hard and soft skills. This is the best strategy to make employees feel secure and proficient to adapt to the change

Enhancing employee productivity, engagement, and morale

Different strategies can be used to enhance employee’s productivity, engagement, and morale. I can set realistic and achievable goals for employeesand encourage them to attain those goals by giving them proper feedback ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"VPyYJSYt","properties":{"formattedCitation":"(Shields et al., 2015)","plainCitation":"(Shields et al., 2015)","noteIndex":0},"citationItems":[{"id":197,"uris":["http://zotero.org/users/local/wY2D8D5E/items/8GEQAJWF"],"uri":["http://zotero.org/users/local/wY2D8D5E/items/8GEQAJWF"],"itemData":{"id":197,"type":"book","title":"Managing employee performance & reward: Concepts, practices, strategies","publisher":"Cambridge University Press","ISBN":"1-107-65353-3","author":[{"family":"Shields","given":"John"},{"family":"Brown","given":"Michelle"},{"family":"Kaine","given":"Sarah"},{"family":"Dolle-Samuel","given":"Catherine"},{"family":"North-Samardzic","given":"Andrea"},{"family":"McLean","given":"Peter"},{"family":"Johns","given":"Robyn"},{"family":"O'Leary","given":"Patrick"},{"family":"Robinson","given":"Jack"},{"family":"Plimmer","given":"Geoff"}],"issued":{"date-parts":[["2015"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Shields et al., 2015).This will not only increase their productivity but also their engagement and morale. I can also give them choices to participate in decision making. Thus, making them autonomous will increase their effectiveness. In addition, they can be encouraged to work in different teams specifically cross-functional. This will increase their expertise and they will be able to manage every task successfully.

Insights into effective people management

People can be effectively managed by enhancing their capabilities and making them able to face every challenge in the organization. For this, they must have a clearpicture of theorganization’s mission and vision. They must have an understating of all the skills that will be required for working in an organization and attaining success. In this way, they can be competitive and fulfill the changing needs of organizations ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"IizBM64A","properties":{"formattedCitation":"(Noe, Hollenbeck, Gerhart, & Wright, 2017)","plainCitation":"(Noe, Hollenbeck, Gerhart, & Wright, 2017)","noteIndex":0},"citationItems":[{"id":42,"uris":["http://zotero.org/users/local/wY2D8D5E/items/FXHW7ENL"],"uri":["http://zotero.org/users/local/wY2D8D5E/items/FXHW7ENL"],"itemData":{"id":42,"type":"book","title":"Human resource management: Gaining a competitive advantage","publisher":"McGraw-Hill Education New York, NY","ISBN":"1-259-25506-9","author":[{"family":"Noe","given":"Raymond A."},{"family":"Hollenbeck","given":"John R."},{"family":"Gerhart","given":"Barry"},{"family":"Wright","given":"Patrick M."}],"issued":{"date-parts":[["2017"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Noe, Hollenbeck, Gerhart, & Wright, 2017). Moreover, organizations must have significant strategies to be used for communication as it is the lifeblood for the organization. In this way, employees will be able to have regular communication about potential and existing issues. Managers can then provide them feedback and resolve issues timely.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Cascio. (2010). Managing Human Resources (Sie) 8E. Tata McGraw-Hill Education.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. McGraw-Hill Education New York, NY.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., … Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.

TED. (2015). Why the best hire might not have the perfect resume | Regina Hartley. Retrieved from https://www.youtube.com/watch?v=jiDQDLnEXdA

Subject: HRM

Pages: 3 Words: 900

A Discussion Questions

Assignment

[Name of the Writer]

[Name of the Institution]

Assignment

Hershey’s Company

One of the most demanded desserts or sweet snack all across the globe is chocolate. From children to adults to old age people no one can stop themselves from eating chocolate. It is one of the most addictive things in the entire world. There are various companies which annually produces tons of chocolates, but one of the pioneer company is of Hershey's. They are producing chocolate since 1894 and have enhanced their quality from time to time, and they are the pioneers in chocolate production (Thorlakson, 2018). The only way to find out their success is through SWOT analysis and their leading and low-quality products through BCG matrix.

SWOT Analysis

The SWOT analysis of any of the company gives a detailed overview of the company through which they are going through to enhance the performance of their company.

Strength

Strong portfolio as a brand.

Dealing strongly with the community.

Weakness

Need for inculcating new technologies.

Not useful in merging various cultures in the working environment.

Opportunity

New customers are plunging in through online sources.

Introducing new policies for the change in the working environment.

Threat

Increasing competition with various brands.

Facing different issues in law in various countries.

BCG Matrix

The BCG matrix is considered as a detailed analysis of the products offered by the company. This matrix discusses the strategic position of the business and the products that are provided in the portfolio.

25463513144500

The Star product of Hershey’s is always the Hershey’s Kisses which are still high in the market as they are still in demand and the public gets highly attracted to it. Then comes the Cash Cows which are the market generator of the company and these are the milk chocolates. This was the remaining chocolate which gave an identity to the company. Then comes the questionable product of Cookies' n Cream which is not much available n market and their existence become a question mark (Kurie, 2018). The last but not the least is the presence of the Dog products like White chocolate which so not being utilized in the market effectively and do not give any benefit in the market generation and profit generation of the company. By keeping a precise detail in the views of the products, the market value can be increased tremendously.

References

Kurie, P. (2018). In Chocolate We Trust: The Hershey Company Town Unwrapped. University of Pennsylvania Press.

Thorlakson, T. (2018). A move beyond sustainability certification: The evolution of the chocolate industry's sustainable sourcing practices. Business Strategy and the Environment, 27(8), 1653-1665.

Subject: HRM

Pages: 1 Words: 300

Alignment Of HRM

Human Resource Management

Name of student

Name of professor

Course Title

Date

Answer 1

The company chosen is Netflix and it has a business model that is based on innovation in terms of visualizing the future in a manner that will allow it to take advantage of any development that it sees happening in the near future. It predicted that there will be Netflix and Wi-Fi installed in the televisions in the near future, it continued to extend its customer base. In order to achieve this purpose, the company needed a workforce which can also see the future developments in the market. A workforce will be selected based on comprehensive tests and interviews based on both bookish and practical knowledge. The company will keep those people who love to work with the company and who will constantly come up with new ideas. A very important aspect is that the managers are never away from the main line of action so they should change their position of work once or twice a week so that they keep themselves updated about the latest issues.

Answer 2

The HR department is headed by the chief talent officer which means that company does not look for people rather it looks for the talent. The HR department allowed its workers to take off the vacation time that they felt appropriate. The basic HR philosophy for the company was to hire A class employees to work alongside people so that they are also motivated to work harder. The second aspect was that the people who had to be laid off were offered an extraordinary severance package. The company hired those people who can put the company interest ahead of all other things and made sure that it did not have to spend huge amounts of money to cover up the mistakes of only a small percentage of employees. Even if there is a hiring mistake, company will lay off the employee so that he does not make much of a loss.

Answer 3

I would prefer the position of the talent manager at the company. This is a middle level position at the company which would mean that I will be interacting with the higher and lower management at the same time. This will also help me to learn from the seniors and juniors and I will also be able to communicate with all levels of hierarchy. I will be directly reporting to the chief talent officer so I will be well aware of the overall strategic objectives of the company. By communicating to the lower level managers and staff, I will be aware of the extent to which these strategic objectives have been implemented in their true form. I will also like the evaluation role in the making and implementation of HR strategy for the company CITATION Adn19 \l 1033 (Iqbal, 2019).

Answer 4

The challenge for companies today is not only to retain talented people but to engage them so that their minds are captured as well as their hearts at each stage of their work lives. In order to create a competitive advantage, Netflix will have to engage all its employees in each and every step of the human resource process. The engagement of employees will mean that they will stay longer at the company, be more productive and efficient and more loyal to the company. Customer satisfaction will also be affected with the help of increased employee retention and loyalty. The company will have to change the agenda for HR to employee engagement and commitment. Employee engagement is the extent to which employees commit to something or someone in their organization. The more important a job is to the organizational success, the more will he get engaged in all the matters of that organization. There is a slight difference between job satisfaction and employee engagement. Job satisfaction is the way an employee feels about his job. This is not as important as the employee engagement aspect CITATION Nan07 \l 1033 (Lockwood, 2007).

Answer 5

There has been a critical change in the working environment faced by the organizations. This change is concerned with the addition of people from all races and nationalities in company’s workforce. With an organization like Netflix, it is even more important because it provides online services to its clients and these clients may be from a variety of countries. In order to know the needs and wants of these people, companies have to keep some employees who represent these people. First way of increasing diversity is to use the website and social media aspects to hire people. This will mean that a lot more people will be able to see the job advertisements by the companies CITATION Ank14 \l 1033 (Saxena, 2014). The second way to increase diversity is to keep some recruitment offices in countries other than the USA and particularly in countries with difference in race with the USA. This will provide the company with a constant stream of people with different racial backgrounds. This method will be more costly as the company will have to manage the costs of these offices. Another way to increase the diversity in workforce is to set a minimum quota for different races in the workforce and then make sure that these minimum percentages are adequately followed by the organizations. This method will work well closely with strong website run by the company because this quota system will be implemented with the help of this website. The best way to increase diversity is to effectively use the company website and social media pages to recruit people.

References

BIBLIOGRAPHY Iqbal, A. (2019). The strategic human resource management approaches and organisational performance. Journal of Advances in Management Research.

Lockwood, N. R. (2007). Leveraging Employee Engagement for Competitive Advantage. SHRM Research Quarterly.

Saxena, A. (2014). Workforce Diversity: A Key to Improve productivity. Procedia Economics and finance, 76-85.

Subject: HRM

Pages: 3 Words: 900

Alignment Of HRM And Business Strategies

Alignment of HRM and Business Strategies

[Name of the Writer]

[Name of the Institution]

Alignment of HRM and Business Strategies

Introduction

Human resource is a vital organ for any organization to function properly and achieve its goals. These goals may be short-term or long-term, human resource management plays a very crucial in the achievement of both. Human resource management (HRM) refers to the strategic approach that is adopted by various organization to effectively manage its workforce or human capital, to gain the maximum output from them and achieve its organizational objectives, efficiently and effectively.

In the previous times, the importance of human resource management was not much recognized and the organizations did not feel the need of establishing a separate department for this purposes, but in the current age of cut-throat competition and advanced technology, every organization has realized the importance of managing their workforce appropriately and thus, every company has a separate human resource or HRM department now. One of such prominent companies is Ford Motors, Ford Motor Company was established by Henry Ford in June 1903 (Noe, Hollenbeck, Gerhart, & Wright, 2017). The company deals in automobiles and luxury vehicles under the brand name of Ford and Lincoln. The higher management at Ford Motor Company realized it long back that without a properly managed and regularized human resource management, the achievement of strategic goals is not possible, hence they started working ion the establishment and development of an integrated department to manage human capital of the company and now it can be seen that Ford ranks at top position, not only in the automobile industry but also at an overall level.

Discussion

Alignment of HR Strategy with Business Strategies

Strategic planning is the determination of the long-term and short-term objectives of and organization and deciding how to achieve those goals. Thus, a business strategy is a future-oriented plan that is meant to create and maximize the competitive advantage in order to achieve organizational goals. The human resource department, being the central unit of any organization, also plays a vital role in planning the strategic goals for the Ford Motor Company and in order to execute each plan properly (Armstrong, 2006), it is essential that the Human Resource strategies are well-aligned with the business strategies of the automobile producer. It can be done by understanding the current business strategies of the organization and then planning and executing the strategic plans according to them even in the human resource department.

HR job positions and responsibilities listed for the HR Department

Human Resource professionals basically manage a very important administrative function of the organization. The plan, direct, coordinate and execute the various plans necessary for the proper functioning of the organization. The professionals in the area of Human Resource Management are responsible for the recruitment, interview, selecting and then finally placement of a new employee in the company, in this case, Ford Motor Company. These professionals’ also look into the matters of payroll, employee relations, rewards and bonuses, benefits and training and development of the employees. There are various kinds of roles in an HR department but the most commonly found are the HR specialist and HR generalist.

Preferable HR positions and reasons behind this choice

In my personal opinion, the position of Human Resource Generalist is much better than the rest of the positions in the HR department. The reason for preferring this role or position over the rest of the positions although they are performing a similar function is that HR Generalist performs various functions in the same department at the same time. They look over and handle a number of tasks and areas simultaneously. Whereas an HR specialist is only assigned an area or the duty of looking after a specific function, Hence HR Generalist is a broad category whereas HR specialist is a limited position.

How Ford Motor Company can establish HRM Strategies to achieve a competitive edge

Organizations operating in the global market, design and align their business strategies with the departmental strategies of each and every department, so that that business can prosper and the organizational goals can be achieved in a much efficient and smooth manner (Wee, & Wu, 2009). Ford Motor Company can also take multiple measures in the area of Human Resource Management in order to gain a competitive edge in the market it is dealing. Some of these strategies have been listed below:

Creating a work-life balance

It has been proven through research that employees are always attracted towards those companies that are flexible in nature and understand the issues of the employees.

Performance Management

Although Ford Motor Company already has an excellent performance management system and it rewards its employees appropriately on the basis of performance, still there are some loopholes that need to b filled.

Ways in which Ford Motor Company can Increase Diversity

Diversity is an important and integral part of Ford's employee stratification. Ford has always tried not to discriminate while recruiting employees for its various departments, however, there are still some steps that can increase the level of trust of potential employers in the company and encouraging more and more people to come and work for Ford Motor Company. These steps can be

Being an equal opportunity employer.

Not looking into discriminatory practices like gender-based or racial discrimination and giving priority only to skills while recruiting an employee.

Taking pride in each other’s culture, instead of feeling ashamed of other people's values and norms.

References

Armstrong, M. (2006). A handbook of human resource management practice. Kogan Page Publishers.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Wee, H. M., & Wu, S. (2009). Lean supply chain and its effect on product cost and quality: a case study on Ford Motor Company. Supply Chain Management: An International Journal, 14(5), 335-341.

Subject: HRM

Pages: 3 Words: 900

Allainnah Mandt

Synopsis of Course Outcomes

[Author’s name]

[Institute’s name]

Synopsis of Course Outcomes

Human resource Management Process

           The central objective of the wide-ranging approach of the human resource management process requires critically focusing on an organization’s asset value. This perspective of human resource development is greatly acknowledged by the management by considering employees as the central asset for the company. People are important for the organization to ensure the successful completion of individual and collective organizational goals. The overall development of employees can be established in four main phases: acquiring, developing, training, and leveraging within the organizational setting. All these features are characterized as the mandatory factors in the overall existing procedure of human resource management in the organization.

Acquiring

           The management of the organization is keen to develop a better integration level between management and employees to successfully apprehend the target of workforce acquisition. The practical idea of human resource planning ensures the positioning of the right workers in the right places to guarantee the successful execution of organizational performance targets. 

Developing

           The approach of employees as a valuable asset for the company requires the proper development of talent in an appropriate manner. This specific stage is critical to enhance the personal performance of the workers. The management of the company initiated different incentives and measures in the form of rewards for high performing employees to give them the necessary confidence. 

Training

           The facet of training has a great influence on the overall procedure of the development of human capital. It is an integral condition for the manager to provide necessary training about job tasks to the employees in order to align their individual performance with the ultimate performance level of the company. On-job training is the focal idea adopted by the company to ensure achievement of company’s targets.  

Leveraging

           Leveraging employees is categorized as an important condition for the attainment of the desired form of human capital. The strategic vision of the company is linked with the practical idea of enhancing leveraging in the case of capital value enhancement. Regular adoption of performance appraisal is the practical attempt adopted by the company to retain high-performing employees for the organization. 

Integration of Future Plans

           For the future target of capital value enhancement, the management of the company is keen to develop a comprehensive talent management strategy to attain better outcomes for all the stages of human resource management. Timely identification of employees’ skills and utilizing them for organizational purpose is the ultimate task for the manager.  

Subject: HRM

Pages: 1 Words: 300

Allainnah Mandt

Performance Appraisal

Name of Student

Name of Institution

The current system of appraisal used by the company is completely electronic which includes form filling on company’s software system. The appraisal system involves matching skills of employees with organizational goals and objectives. These goals and objectives are made according to budget available with particular departments and keep in view employee needs for training. Some objectives are also focused on specific skills to be developed in employees. These specialized skills are referred to as technical skills. Managers have been given responsibility of evaluating their subordinates and examine any gap between performance and objectives. Organizational skills were required by different levels of employees and managers. These skills require creation of value by planning, control and economic sensitivity. The evaluation is done differently for managers and employees. Managers are evaluated on the basis of achievement of goals whereas employees are evaluated on the basis of any change in their skills. Managers speak to their subordinates about their roles in achieving organizational goals. Both work performance and behavioral aspects are assessed by managers so that a more realistic assessment of employees can be undertaken. The interviews play an important role in implementing the whole system because it takes managers and employees into consideration. It will be a very beneficial tool especially if employees and managers are well prepared with the actual level of performance achieved. There is a proper timeline provided by organization within which process has to be completed. The positive aspect of this type of appraisal system is that it can create a better organizational climate by ensuring that all employees are working towards organizational goals and objectives CITATION Cha19 \l 1033 (Chatterjee, 2019).

One aspect that can be changed in this system is that rewards can be attached directly to employee performance CITATION Mic191 \l 1033 (Mulvaney, 2019). This aspect is even more appropriate because the organization under observation relates to a complex business. Although the objectives and goals for organization will prove to be beneficial for the company but the complexity of this field will force revising the goals and objectives many a time. There will be higher motivation for employees if their rewards are even partially connected to their performance. Training should also be conducted to improve those skills which will help employees in performing all their tasks in a better way. There is much stiffness and rigidity in the present system CITATION Roc18 \l 1033 (Bonet, Eriksson, & Ortega, 2018). This rigidity may lead to biasness in some cases. The major aim of any system should be to improve the employee rather than to try and be perfect.

The organization can use paired comparisons and behavioral anchored method as performance appraisal tools. Paired comparisons will make sure that there are comparisons made in form of pairs of employees within each work group CITATION Ken12 \l 1033 (Chukwuba, 2012). Each employee is compared with other employee in the same group in form of pairs. This will make sure that employees follow other peers in whatever positive they can learn from them to improve themselves. The behavioral anchored method will assess behavior of employees in workplace so that they are forced to improve themselves on workplace. Both these tools will work well with the performance driven reward program suggested above because employees will follow their peers with motivation because they will get rewarded for it. Appraisal interview should involve feedback from coworkers. The change to performance driven rewards will also affect the interview process. The interviewer and interviewee will have to assess everything in terms of rewards which will keep the employees motivated. The assessment of organizational goals and objectives will be done at the top management level only and they will give their feedback regarding the extent to which these goals and objectives have been met.

References

BIBLIOGRAPHY Bonet, R., Eriksson, T., & Ortega, J. (2018). Up for Review: Unravelling the Link between Formal Evaluations and Performance‐Based Rewards. Industrial Relations: A journal of economy and society.

Chatterjee, S. (2019). The Gaps Between Expectations and Experience of Performance Appraisal at CESDTECH. Social Sciences Research Network.

Chukwuba, K. (2012). Performance Appraisal in the Workplace. Journal of Management and Marketing Research.

Mulvaney, M. A. (2019). Examining the Role of Employee Participation, Supervisor Trust, and Appraisal Reactions for a Pay-for-Performance Appraisal System. Public Organization Review, 201-225.

Subject: HRM

Pages: 2 Words: 600

Allainnah Mandt

Allainnah Mandt

[Author Name(s), First M. Last, Omit Titles and Degrees]

[Institutional Affiliation(s)]

Author Note

[Include any grant/funding information and a complete correspondence address.]

Allainnah Mandt

Just like candidates, the interviewer must be prepared for an interview to evaluate candidates' skills effectively and promote their company brand.

Interview strategy

First of all, analyze job description deeply to know which particular skills are most significant and should be evaluated during the interview, by keeping in mind candidates' skills, experience, expertise, and caliber. Finally, prepare a questionnaire according to these job specifications and requirements the company needs.

Interview for the post of pharmacist

We are hiring a qualified Pharmacist for customers assistance who have an understanding of indications and then either refer patients to a suitable doctor or provide them instant treatment. For a successful Pharmacists, one must know all latest research in pharmaceutical science, able to manage IT system related to products, stock, and prescriptions, must know detailed information about product necessities related to sales and purchase, consultations with the administration to facilitate customers about companies’ policies CITATION Whi12 \l 1033 (White & Klinner, 2012).

The interview must be at 11 am sharp, the candidate must be there on time. The interview will be conducted in the conference room of our company’s head office. The interview would be taken by a panel of higher executives, senior pharmacists, and HR personals. As far as myself is concerned, I will choose a panel interview for hiring, as it is the best option for testing new personnel for our company CITATION Phi09 \l 1033 (Phillips, 2009). Panel interviews/tests comprise of more persons from management, HR, and technical departments can evaluate a perfect skilled person by analyzing his management skills, personal skills, and technical skills, respectively CITATION Tho12 \l 1033 (Thompson, Nuffer, & Brown, 2012).

First of all, ask basic questions related to candidate’s biodata. The questions might be, tell a little about yourself and your background? Or why you are interested in this position? Furthermore, we can ask these situational questions from a participant:

If a patient has to wait for his prescription, he gets frustrated, how you will manage this situation?

If one of your helping technicians is not properly treating customers and they are complaining. How will you handle this situation?

How would you handle if a customer asks about the medicine you never heard it before?

If you saw a colleague stealing some medicine, what you will do?

We can ask some questions related to the behavior of applicant:

At times, a huge number of patients come; you are unable to give them quality services. How will you prioritize your services according to patient needs?

What is the most significant business feature of being a pharmacist?

Have you ever worked with someone whose personality was dissimilar from yours?

Do you like working directly with patients or clients, which one is easier?

Moreover, we can ask him some typical questions, like what is your salary expectations? What are your flexible timing hours of work? And many more.

Interview for the post of cashier

We are looking for a well-organized, considerate, and skilled Cashier who has outstanding customer service abilities. The cashier will ensure prices and quantities of products are accurate, issue receipts, maintain records using IT techniques, accept payments, answer inquiries, provide helpful information to customers about products, maintains payable/receivable ledgers, and respond to complaints.

The interview must be at 9 am sharp and make sure that the candidate will be there on time. The interview will be scheduled in the manager room of our company. The interview will be taken with Sr. accountant of the company on a one-to-one basis. In my opinion, it is a perfect way to extract a skilled person by one-on-one method as it tells detailed data and understanding of the candidate, by clearly analyzing his body language and expressions, and lengthy time spent with him CITATION Cam02 \l 1033 (Camp, Vielhaber, & Simonetti, 2002). Following situational questions can be asked from candidates:

What would be your reaction if a customer is not satisfied with your service quality?

If you made a mistake in billing of a person, how would you deal with this situation?

If your customer care system gets down due to some technical issues, how will you manage all manually?

If a manager asked you to change method of your job performance, even if you are giving your 100%, what would you do?

The following behavioral questions the interviewer may ask:

How can you provide excellent customer services?

Describe your past experience in cash-handling?

Do you believe in individual or teamwork, which is better in terms of performance? 

How much integrity is important in your position as a cashier?

Overall, a company can do effective hiring by using operative screening techniques, applying accurate tools to the job, asking considerate questions, and well-organized meetings with the candidate.

References

BIBLIOGRAPHY Camp, R., Vielhaber, M., & Simonetti, J. L. (2002). Strategic Interviewing: How to Hire Good People. John Wiley & Sons.

Phillips. (2009). Strategic Staffing. Pearson Education India.

Thompson, D. C., Nuffer, W. P., & Brown, K. P. (2012, November). Characteristics Valued by the Pharmacy Practice Community When Hiring a Recently Graduated Pharmacist. American Journal of Pharmaceutical Education.

White, L., & Klinner, C. (2012). Service Quality in Community Pharmacy: an Exploration of Determinants. Research in Social and Administrative Pharmacy, 122-132.

Subject: HRM

Pages: 2 Words: 600

Allainnah Mandt

Allainnah Mandt

[Author Name(s), First M. Last, Omit Titles and Degrees]

[Institutional Affiliation(s)]

Author Note

[Include any grant/funding information and a complete correspondence address.]

Allainnah Mandt

Training and development are part of an organization that prompts the change within the environment of the organization and the support from the organization plays a vital role in development of employees and organizations. With the help of training within the organizations, the areas which need improvements, the material that has to be developed, and the required opportunities to educate the employees can be achieved.

Response one

For an organization, the direction is provided by the goals and they are important for the development and effectiveness of the organization. Organizational goals provide the idea about the requirements for the ongoing tensions, behaviors of the employees, and organization, and it provides an idea about the activities going on within the organization, and the external environment. The organizational goals vary from organization to organization, and every organization has its own goals, which are made. For an organization, goals are the main premise, and they help in the prediction of the outcomes of the organizational behaviors ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"NlQ6lygl","properties":{"formattedCitation":"(Kotlar, De Massis, & Frattini, 2018)","plainCitation":"(Kotlar, De Massis, & Frattini, 2018)","noteIndex":0},"citationItems":[{"id":439,"uris":["http://zotero.org/users/local/F0XOCTdk/items/BQDHAIGW"],"uri":["http://zotero.org/users/local/F0XOCTdk/items/BQDHAIGW"],"itemData":{"id":439,"type":"article-journal","title":"Organizational Goals: Antecedents, Formation Processes and Implications for Firm Behavior and Performance","container-title":"International Journal of Management Reviews","page":"S3-S18","volume":"20","source":"ResearchGate","abstract":"The existence of definite organizational goals is a longstanding and central premise in organization and management research, yet a re-examination of this body of knowledge is timely and long overdue. Many important aspects of organizational goals have received very fragmented attention, and there has been little prior attempt to synthesize and compare the effects of these different goals on firm behavior and performance. The authors present a review of existing theoretical and empirical evidence on organizational goals, and develop an analytical framework emphasizing the variety of organizational goals, their attributes, antecedents and outcomes, the role of context and feedback loops. Drawing on this framework, the authors set out an agenda for further research aimed at advancing current understanding of organizational goals and implications for firm behavior and performance.","DOI":"10.1111/ijmr.12170","shortTitle":"Organizational Goals","journalAbbreviation":"International Journal of Management Reviews","author":[{"family":"Kotlar","given":"Josip"},{"family":"De Massis","given":"Alfredo"},{"family":"Frattini","given":"Federico"}],"issued":{"date-parts":[["2018",1,1]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Kotlar, De Massis, & Frattini, 2018).

The goal of the organization is to make the employees efficient, develop them to work efficiently and effectively by conducting the training and development sessions for the employees working within the organization. The training for the employees will help them to learn about new skills and organizational requirements for the competition whether it is within the organization or external environment of the organization. However, the competition will go-on because every organization and the competitors want to survive and to work effectively by achieving their organizational goals. There are some areas within organizations, such as the latest technological skills including the software, communication, and the leadership skills, which needs improvement so that they would compete within the organization, and also in the external environment of the organization.

Response two

The training processes and procedures will bring changes in the organization because they are based on strategic planning and intended to change the employees positively. The training methodologies have evolved in these last decades, and these training are required to bring changes in the core competencies of the work environment and organization ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"gYVFWRrC","properties":{"formattedCitation":"(de Kare-Silver, 2010)","plainCitation":"(de Kare-Silver, 2010)","noteIndex":0},"citationItems":[{"id":454,"uris":["http://zotero.org/users/local/F0XOCTdk/items/E6BAGPX5"],"uri":["http://zotero.org/users/local/F0XOCTdk/items/E6BAGPX5"],"itemData":{"id":454,"type":"article-journal","title":"Training for change","container-title":"Br J Gen Pract","page":"542-543","volume":"60","issue":"576","author":[{"family":"Kare-Silver","given":"Nigel","non-dropping-particle":"de"}],"issued":{"date-parts":[["2010"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (de Kare-Silver, 2010). The goal of the organization is to train the employees to develop their communication skills, leadership skills, and software skills. The actions required for the training of the employees is time management because they will have to manage their work and tasks within a framework. Their training will be conducted in the middle of their shift and there is a need to make changes in the previous timetable. There will be several trainers of software skill development, a trainer for leadership skill development and the last one for communication skill development. The trainers will conduct trainer sessions, and the strategy being shared with them from the organization is that; the training should be two way. A two-way training session will let the employees implement their skills practically.

The employees are expected to develop new skills and improve their skills, which they already possess. They are expected to work on the software skills because the organization has more to do with the computer and the organization’s business is solely based on the computer software. Then the employees are expected to develop their leadership skills because they have to interact with the other organizations during the meetings and partnership deals, and they should be able to attract other companies, organizations, and partners. The last one is the communication skill, this skill is important for the employees to communicate well, to develop more connections, and to communicate well with the employees and other partners. The employees would be able to develop and enhance adaptability, to work efficiently and to improve their skills. The strategies would benefit the organization by improving the worker's abilities, efficacy, and efficiency in their work. The business will grow if the employees will work efficiently and the workers would be able to enhance and improve their skills to achieve the organizational goals and improve their work quality.

Response three

The organizations are the platforms where the employees improve and learn about the market requirements and their skills. The support during training sessions for the new employees is important because employees can work and improve in a favorable working environment, employees cannot always learn under pressure. The training session will let employees improve and strengthen skills, consistency, and efficiency. New employees would be able to address their weaknesses and meet the quality standards of their organization.

The organization will support the new employees in receiving training by conducting training sessions during their probation period. Training will enable the new employees to solve their problems and work on their weaknesses before entering to the organizational professional environment. The support from the organization will be the training sessions and they will be allowed to interact with the professionals from the organization. The training will make the new employees capable of identifying the problems in the organization, how to improve the performance and practice the skills which they are learning ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"yLSg8dPl","properties":{"formattedCitation":"(Basadur, Graen, & Green, 1982)","plainCitation":"(Basadur, Graen, & Green, 1982)","noteIndex":0},"citationItems":[{"id":455,"uris":["http://zotero.org/users/local/F0XOCTdk/items/DHAJ3KSN"],"uri":["http://zotero.org/users/local/F0XOCTdk/items/DHAJ3KSN"],"itemData":{"id":455,"type":"article-journal","title":"Training in creative problem solving: Effects on ideation and problem finding and solving in an industrial research organization","container-title":"Organizational Behavior and Human Performance","page":"41-70","volume":"30","issue":"1","source":"ScienceDirect","abstract":"The effects of training in a multistage “complete process of creative problem solving” on attitudes and behaviors of individuals were assessed both immediately after training and return to work. A controlled field “true” experiment was conducted within an engineering department doing applied research in a large industrial organization. Multiple methods and measures were employed on trained (n = 16), placebo (n = 16), and nonplacebo (n = 13) groups. The process trained addressed three critical stages: problem finding, problem solving, and solution implementation, each containing a fundamental diverging—converging two-step process called “ideation—evaluation.” The main findings strongly suggest the training resulted in significant, systematically measurable effects both immediately after training and 2 weeks later at work. The trained participants were significantly higher in preference for ideation in problem solving, practice of ideation in both problem finding and problem solving, and performance in problem finding. The data give rise to speculation that there may exist differing “optimum ideation—evaluation ratios” for each of the problem finding, problem solving, and solution implementation stages. These ratios may also differ by field of endeavor.","DOI":"10.1016/0030-5073(82)90233-1","ISSN":"0030-5073","shortTitle":"Training in creative problem solving","journalAbbreviation":"Organizational Behavior and Human Performance","language":"en","author":[{"family":"Basadur","given":"Min"},{"family":"Graen","given":"George B."},{"family":"Green","given":"Stephen G."}],"issued":{"date-parts":[["1982",8,1]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Basadur, Graen, & Green, 1982).

However, the support from the organization will allow the employees to highlight the strengths and weaknesses by exposing them to the work environment because it will enhance efficiency and in fact, the organization allows the employees to analyze and highlight the weaknesses and strengths. Improvement of working environment, and trained employees will lead the organization towards the achievement of organizational goals and make them able to compete in the market with other organizations.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Basadur, M., Graen, G. B., & Green, S. G. (1982). Training in creative problem solving: Effects on ideation and problem finding and solving in an industrial research organization. Organizational Behavior and Human Performance, 30(1), 41–70. https://doi.org/10.1016/0030-5073(82)90233-1

de Kare-Silver, N. (2010). Training for change. Br J Gen Pract, 60(576), 542–543.

Kotlar, J., De Massis, A., & Frattini, F. (2018). Organizational Goals: Antecedents, Formation Processes and Implications for Firm Behavior and Performance. International Journal of Management Reviews, 20, S3–S18. https://doi.org/10.1111/ijmr.12170

BIBLIOGRAPHY

Subject: HRM

Pages: 3 Words: 900

Analysing The Legal Issues From The Given Article

Workplace Conduct

The recent case that is going to be talked about here is going to be contemplating upon how the breach of the workplace conduct policy is witnessed and how this whole thing can be used to make sure that the justification of the dismissal can be carried out. The other thing that it does is that it makes it all the more clear that how if there is a case that if someone has a work record that does not have a bad merit would not necessarily warrant that they are going to be getting a free pass in terms of how their issues of misconduct are going to be looked after.

The findings that are carried out by FWC are going to be very important when it comes to the determination of how this case is supposed to work. The gravity of the breaches that are being made by Mr. Gigney and how they had completed the training on the conduct policy about 12 months earlier is one of the biggest issues that is needed to be kept in mind during the whole issue. The main conclusion that has been made by FWC in this case is that how the fundamental breach of the policy has happened in this case and there exists a pretty valid reason for the dismissal of the subject. The other major thing that is needed to be looked at here is that how the legislative requirements are going to be worked out in the given case. What can be seen here is that how the conduct that is being carried out by the Mr. Gigney in this case goes to show that how the trivial misdemeanor is going to be treated here at the first place. Not only that, the other argument that is being made here is that how Mr Gigney in the following case is protected from the unfair dismissal.

The other major thing that is needed to be kept in mind is that how the determination about the dismissal of Mr Gigney is going to be made. Looking at the evidences, it is quite important to determine whether the dismissal of Mr Gigney was based on the right grounds or there were harsh words and unjust treatment being meted out to the people at the given point of time with regards to the way overall treatment was supposed to be carried out. Looking closely at the FWC regulations, the Section 387 (a) signifies that if there is a misconduct, then there it is quite important for the commission to make sure that they are determining the whole thing on the equivocal grounds. Not only that, it is quite pertinent to make sure that the evidence must be there in terms of the way basis of these rulings are supposed to be carried out. The idea is to make sure that how the conduct is supposed to be occurring at the first place. So, all these things are needed to be kept in mind here. As is the case with most of the legal cases, the precedence tends to be playing an important role as far as the ruling is supposed to be spelled out in the given case. The idea is to make sure that the due consideration has to be made for the findings and the reasons are supposed to be there in terms of the decision that are supposed to be made under the 170CG (3) of the Workplace Relations Act 1996 (WR Act). Not only that, the 170CG (3) by nature is quite similar in terms of the way 387 exception is supposed to be working out. The only case is the instance when the due consideration is needed to be found in the legislation. Not only that, the valid reason for the dismissal requires immediate attention where the relevant conduct upon which the dismissal is found out is needed to be proceeded and the right assessment is needed to be made in terms of how the sufficient gravity and the seriousness of the case is going to be determined at the given point of time.

Here, the strong argument can be made that how there was lack of judgement being showed on the part of Mr Gigney in terms of how the physical confrontation panned out. None of the actions or the words that were necessary in the given case and the justification for the physical altercation does not seem to be valid in the given case here. Not only that, these things are not excused in the workplace culture as well. There are many breaches of the various provisions that are witnessed in the conduct policy at the given point of time. Specially if one talks about how Mr Gigney ruled out the whole altercation in the whole case. For instance, there was breach of the clause 3.2 of the Conduct Policy that talked about the fact that the clear responsibility for the actions is needed to be taken. In this case, the compliance was not made with the Conduct Policy and how the treatment of Mr Alves with respect to the failed act and thus subsequently going against the interest of the Qantas and its stakeholders. The breach of the clause 4.1 was also carried out that the respectful treatment was not being meted out to the client and the fair treatment was not being there during the whole conduct. The threats were also being made that breached the clause 15 of the workplace policy as it is mentioned that any intimidation or intent of the act of violence is something that is not going to be welcomed at the workplace. The discrimination in all the cases is needed to bed as well as it goes against the ethos of the workplace conduct that was formulated by the overall stakeholders at the given point of time. The breach of the clause 15.9 was also carried out in terms of the way damage was being carried out to the Qantas property in the given point of time. During the whole case, the conduct that was meted out to Mr Gigney in the whole case was such that the breach of the clause 9.2 was also being made.

The way this whole case has worked out, there are many takeaways in terms of the way determination of the employee conduct is going to be witnessed at the workplace at the point of time. This goes a long way towards making sure that the people tend to show more responsibility for their actions at the workplace. The FWC considered numerous allegations of misconduct and found that many of the claims against the employee were substantiated. Instances which were more serious in nature included where the employee forcefully grabbed a colleague by his shirt and shoved him up against a locker because the co-worker failed to respond verbally to his greeting. The employee was frustrated when the co-worker instead replied with a “thumbs up”. The FWC also considered another altercation which occurred in the lunch room, where the co-worker was fiddling with some coins on the table. The employee aggressively said, ‘stop spinning that fucking coin’, and then got up and pushed the table into his co-worker’s body.

References

Chapman, A. and Kelly, K., 2016. Australian anti-vilification law: A discussion of the public/private divide and the work relations context. Sydney L. Rev., 27, p.203.

Haines, K., Park, M. and John, T., 2016. Workplace death and serious injury: a snapshot of legislative developments in Australia and overseas. Department of Parliamentary Services.

Innes, E. and Straker, L., 2018. Workplace assessments and functional capacity evaluations: current practices of therapists in Australia. Work, 18(1), pp.51-66.

Kieseker, R. and Marchant, T., 2017. Workplace bullying in Australia: A review of current conceptualisations and existing research. Australian Journal of Management and Organisational Behaviour, 2(5), pp.61-75.

McCallum, R.C. and McCarry, G., 2016. Worker Privacy in Australia. Comp. Lab. LJ, 17, p.13.

Quinlan, M. and Rimmer, M., 2018. Workplace Industrial Relations Reform and Legislative Change: Hancock, Hanger, Niland & The Business Council of Australia. Labour & Industry: a journal of the social and economic relations of work, 2(3), pp.434-452.

Squelch, J. and Guthrie, R., 2017. The Australian legal framework for workplace bullying. Comp. Lab. L. & Pol'y J., 32, p.15.

Stojanova, N., 2014. The regulation of workplace bullying in Victoria: is legislation required?. Labour & Industry: a journal of the social and economic relations of work, 24(2), pp.146-160.

Subject: HRM

Pages: 4 Words: 1200

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