Week 4 Discussion

Student’s Name

Professor’s Name

Course Code

Date

Complex Selection Process

The long selection is the process of selecting the right candidates based on qualification, skills and experiment. The long process entails preliminary interview, receiving applications, screening of application, employment test, interview if the candidate is found to be suitable and reference checking,. After these have been done, the medical examination and final selection is done. The process of long selection takes much time and it involves several stages.

Most applicants view this type of selection negatively not because of anything else but due to the time it takes. It involves several stages, which many occasions some applicants opts out of the selection process by failing to turn up for interview. According to Chand (15), the negative perception is because of requirement and it takes before the process is completed. Though it is one of the transparent processes of recruiting employees, it is regarded negatively by applicants and therefore, most applicants do not prefer the process. It is the reason some candidates decide to get out of the process midway before the final selection is done.

However, long selection process is the best method to select qualifies candidates for specific job. As stated by Gatewood and Fields (5) several stages are involved and by the time a candidate is selected he or she might be the best candidate for that position. The process involves testing of credibility, skills, experience and general knowledge of a candidate and in most cases, the right candidate is obtained. It is the best method because it is very transparent. The process can attract the best and skilled candidates because it is regarded as the most transparent and open process of recruitment and therefore most qualified and good candidates would prefer it instead of other process of recruitment process.

Works Cited

BIBLIOGRAPHY Chand, S. (2017). Selection: Meaning and Steps Involved in Selection Procedure. Journal of Human Resource Management , 2-15.

Gatewood, P., & Fileds, H. (2015). EMPLOYEE SCREENING and selection process. Selection process of employees , 2-15.

Week 4 Essay

Effect of organizational culture

Author name

Affiliation

Organizational culture refers to those shared expectations, standards, and beliefs that guide people behavior within and outside the organization. These standards and beliefs can also change over time and affect organization decisions. The culture can be seen in organization dress code, employee benefit programs, in hiring or termination processes and in customer service. However, there are many other aspects of organizations that have cultural influences such as training and development. Different factors affect the organization culture and cultural continuity. For instance, internal and external social media greatly influence organizational culture. This essay will discuss the role of organizational culture and its influences specifically on organizational succession planning. Moreover, there is also discussion about the factors that can influence organizational culture such as internal and external social media.

Organizational culture has an influence on every decision of the organization. All the decisions related to management, marketing, R & D and human resources are taken according to the culture of the organization. Specifically, organizational culture has a great impact on the human resource decisions. All the human resource functions such as recruiting, staffing, training, and development as well as employee relations all are taken under the effect of organizational culture. For example, with reference to training and development, managers have to plan their actions according to their company culture. They cannot provide training to the new and existing employees in a vacuity but they need organizational support for this training. With the organizational support, they can attain better results. There are different leadership styles such as democratic, autocratic, transformational, and laissez-faire as well as a charismatic leadership style. The culture of an organization determines the leadership style of its leaders. If the leaders have a democratic style and are willing to give tanning to their employees for their development and growth. Then, human resource can effectively perform this function. However, in the absence of such support, no training and development are possible. This is mostly seen in organizations who managers have autocratic leadership style. Moreover, organizations who do not value learning, do not support the training culture.

In addition, the cultural continuity of an organization has an effect on organization decisions. Different organizations are successful due to their cultural continuity. This cultural continuity also has a strong relationship with organizational succession planning, which ensures employees timely recruitment and development in the organization. General Electric (GE) is an organization that is known for its cultural continuity. The organization encourages training and development and reward performances and do not consider hiring from outside ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"pKM54z0N","properties":{"formattedCitation":"(Guo, Wang, & Feng, 2014)","plainCitation":"(Guo, Wang, & Feng, 2014)","noteIndex":0},"citationItems":[{"id":2044,"uris":["http://zotero.org/users/local/KZl8ZL3A/items/II3X8I88"],"uri":["http://zotero.org/users/local/KZl8ZL3A/items/II3X8I88"],"itemData":{"id":2044,"type":"article-journal","title":"The Moderating Effect of Organizational Learning Culture on Individual Motivation and ERP System Assimilation at Individual Level.","container-title":"JSW","page":"365-373","volume":"9","issue":"2","author":[{"family":"Guo","given":"Yuanyuan"},{"family":"Wang","given":"Chaoyou"},{"family":"Feng","given":"Yuqiang"}],"issued":{"date-parts":[["2014"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Guo, Wang, & Feng, 2014). Any change in its culture can bring negative effect over its organizational succession planning.

In addition, we are living in a digital age that affects the organization including its culture. In this digital world, social media indeed has huge power that is affecting organizations employees. Now employees are using social media for their personal and professional lives. Organizations are also taking advantage of social media and using it for the adverting of their products ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"TECkfm7x","properties":{"formattedCitation":"(Felix, Rauschnabel, & Hinsch, 2017)","plainCitation":"(Felix, Rauschnabel, & Hinsch, 2017)","noteIndex":0},"citationItems":[{"id":2045,"uris":["http://zotero.org/users/local/KZl8ZL3A/items/6JRSHU92"],"uri":["http://zotero.org/users/local/KZl8ZL3A/items/6JRSHU92"],"itemData":{"id":2045,"type":"article-journal","title":"Elements of strategic social media marketing: A holistic framework","container-title":"Journal of Business Research","page":"118-126","volume":"70","author":[{"family":"Felix","given":"Reto"},{"family":"Rauschnabel","given":"Philipp A."},{"family":"Hinsch","given":"Chris"}],"issued":{"date-parts":[["2017"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Felix, Rauschnabel, & Hinsch, 2017). This has changed organizational culture and now the mode is communication in organizations is social media. Nowadays the use of social media has become inevitable in business practices and more and more companies are relying on its use. Social media has different features such as participation, openness, and connectedness that makes its use expedient. Employees feel easy to share any information via social media. This has certainly become the quickest way of information sharing in this digital world. Employees not only connect and communicate but they also share ideas as a solution to different problems. In this way, social media has empowered employees for decision making causing the hieratical structures to flatten.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Felix, R., Rauschnabel, P. A., & Hinsch, C. (2017). Elements of strategic social media marketing: A holistic framework. Journal of Business Research, 70, 118–126.

Guo, Y., Wang, C., & Feng, Y. (2014). The Moderating Effect of Organizational Learning Culture on Individual Motivation and ERP System Assimilation at the Individual Level. JSW, 9(2), 365–373.

Week 4 Exercise

Title page

Week 4

I think that the biggest challenges faced by Lyft Uber, Sidecar and EatWith is employees’ resistance to change. People at different organizations exhibit their hesitance to change. There are many factors which undermines acceptance of change. With change in the society the needs of people also changes which poses significant challenges for the organizations. Absence of flexible attitudes from employees is one of the significant challenges faced by thee companies. The video depicts that customers have the right of choosing their service providers. Customer choice is influenced by customer views which can be disadvantageous for the service providers who have attained negative ratings. This strategy may be in favor of the company but it threatens the position of the employees. This can cause workers to lose their job if they fail to acquire customers good rating.

The central issue highlighted by the video is mitigation of the need for regulation. Government regulation will also plague the innovation because adoption of new policy or customer focus strategy requires managing employees also. The company must assure the employees that it protect their interests such as by securing their jobs and helping them in updating their skills through offering training programs.

This reflects that these organizations must adopt effective strategy for addressing employees resistance to change. by providing awareness and education it is possible to develop flexible attitudes which acts in the favor of implementing new policies and rules. The implementation of new policy and rules depends on promoting workplace flexibility. This suggests making changes in the location, work style and methods. They must not be bound to follow a single strategy or procedure for doing the work. Offering them flexibility will improve their level of motivation and increase their possibilities of accepting new changes.

References

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.

Weathington, B. L. & Weathington, J. G. (2016). Compensation and benefits: Aligning rewards with strategy [Electronic version]. Retrieved from https://ashford.content.edu

Week 6 Discussion

Client’s name

Professor’s title

The title of the course

12 May 2019

Improving Talent Management

Talent Management is defining what talent means for any organization in a manner that brings long-term differentiation to the products and offerings and the way the company intends to serve the market. It involves understanding and calculating what talent across departments should do for the business to earn you leadership and continue your business into the uncertain future. A company can be only seen strong if their employees are strong as well. This makes talent acquisition and retention a vital aspect for growth and success. However, this may be difficult since companies typically have seemingly more important tasks at hand such as handling sales, speaking to clients etc. Finding and recruiting talented staff requires a huge investment of resources and that’s where talent management comes in. Talent management agencies such as specializes in talent management for companies, businesses and organizations. The job of HR inside the bureaucratic structure of organizations has changed significantly throughout the years. HR divisions concentrated exclusively on staff capacities like contracting, finance, and other advantages. When the focus of HR offices remains on concentrating on these vital objectives, there has been an ongoing movement towards "talent management." The technique acquaints new and vital objectives with streamline contracting and authority progression forms utilizing the lifecycle model of employees. This helps HR to direct workers.

An efficient way to deal with talent management implies that there are methods for authoritative reconciliation and a predictable way to deal with the board. Talent management is a standout amongst the most significant elements of the HR of an organization, which settles on taking key choices effectively significant. It gives supervisors an upper hand since it enables organizations with a strategic work force, better policies and aptitudes to plan and address the significant and exceedingly concentrated jobs in the workforce to its representatives.

Works Cited

Ashton, Chris, and Lynne Morton. "Managing talent for competitive advantage: Taking a systemic approach to talent management." Strategic HR review 4.5 (2005): 28-31.

Lewis, Robert E., and Robert J. Heckman. "Talent management: A critical review." Human resource management review 16.2 (2006): 139-154.

Week 6 Assignment

Week 6 Assignment

[Name of the Writer]

[Name of the Institution]

Week 6 Assignment

Maslow’s Hierarchy of Needs Theory

For having better understanding of what actually motivates human beings in their lives, Maslow has proposed that the needs of human beings should be organized in a hierarchy. This Maslow’s hierarchy ranges from the very basic needs of humans like food and water to the highest level of needs fulfilment like Self Actualization. According to the theory of Maslow, when the need of lowest level met then the next need on the hierarchy become the focusing one for human beings.

According to Maslow’s theory, these categories of needs are five in numbers.

Psychological

Psychological needs of human beings refers to the basic needs like drinking water and eating food. Based on the theory of Maslow, these needs require efforts of humans to meet their basic needs of their bodies which is to maintain the body consistent at different level through meeting their basic needs.

Psychological needs are the most important and essential out of all other needs. If a person has lack of more than one need in the hierarchy, then he/she would prefer to meet the psychological need firstly (McLeod, 2007). For instance, if a person is very hungry then he or she would definitely focus on food instead of fulfilling any other need. Another example of basic or psychological need would be adequate level of sleep.

Safety Needs

The next need of human beings which occur, once the psychological needs are met is safety or safe environment. The need of safety exist in human from the very early stage of life like childhood till old age. Like even if the need for safety of a child does not meet then he/she feel fear and anxiety. As well as the need for safety might be highly apparent in emergency situation for the adults who live in a developed nation.

Love and Belongings

In the Maslow’s hierarchy, the next need which occur for a person is he/she should be loved and accepted. This need (love and belonging) comprises both, relationship with friends and family as well as romantic needs of human beings. Beyond that, it also comprises the need that we belong to a social group. Mainly, this needs covers both, loving others as well as loved by others. It is more important for humans because having strong social connections put positive impact on people and their physical health while having no social can impact the person negatively (McLeod, 2007).

Esteem

The esteem need of human beings includes the desire to feel good about ourselves. Based on the Maslow’s theory, the esteem need covers two major components where the first component is to feel good and self-confident about oneself. While another component includes feeling valued and important by others in the society or community. Which means that our accomplishment and contribution have been highly recognized by all others. People feel valued and thinks that their accomplishments have been valued and recognized when the esteem needs of people are met (McLeod, 2007). But when the esteem needs of people or human beings are not met then they would experience the feelings of inferiority in the society or community around them.

Self-Actualization

Self-Actualization is on the top in the needs hierarchy of Maslow. Self-actualization means the feeling of being fulfilled, or the feeling that live and spend our life up to our extreme potential. The need of self-actualization looks varied for every person and it is the unique feature of this. Like the need of self-actualization maybe to help other people around him/her while it may be different for others, such as another person’s self-actualization may involve achievement in a creative field (Bolles, 1967). In short, self-actualization means that we feel that we do what we feel or what we need to. Additionally, based on the Maslow’s view, achievement of self-actualization is relatively rare.

History of Maslow’s Hierarchy of Needs

Maslow’s Hierarchy of Needs theory is proposed in the 1943 paper by Abraham Maslow. The Maslow’s Hierarchy of Needs has been used to study that how human beings essentially participate in the behavioral motivation. In this theory, Maslow presented the terms “psychological, safety, love & belonging, esteem and self-actualization” for describing the patterns through human beings usually move forward (McLeod, 2007).

Maslow’s Hierarchy of Needs has fully expressed in his book “Personality and Motivation” in 1954. This hierarchy got popularity in many studies and researches like sociology, management, psychology and many other studies or fields. As well as the theory has been revised several times afterward. Where the original theory states that the lower level needs should be met and satisfied before proceeding to fulfill the next one.

Relation of Maslow’s Hierarchy of Needs with Motivation at Work

There is no doubt, while stating that everyone at work place wants to lead someone or group as well as to be highly valued by others and my accomplishments should be valued and appreciated by others at workplace. So for meeting these concerns, every single person or staff member put huge and his/her best efforts to gain these needs. In this way they are motivated to work hard and put more efforts to meet the lower needs and go higher ones (Hall, & Nougaim, 1968). Beyond that, it creates the desire or drive which motivates people at work place to satisfy their needs like gain supervision at workplace, lead or come to the top. In other way and words, people at workplace would always think of moving to higher level than the existing one which would lead to their motivation.

Comparison of Maslow’s Hierarchy of Needs Theory with other Theories

Theory

Hierarchy of Needs Theory

(Maslow)

Two-Factor Theory (Herzberg)

ERG Theory (Alderfer)

Manifest Needs Theory (McClelland)

Comparison

Focuses on meeting lower needs to move forward

More than a single need can operate at a time

Motivators and Hygiene factors motivate people to work more and hard

Need for achievement, affiliation and power motivate human beings

References

Bolles, R. C. (1967). Theory of motivation (p. viii). New York: Harper & Row.

Hall, D. T., & Nougaim, K. E. (1968). An examination of Maslow's need hierarchy in an organizational setting. Organizational behavior and human performance, 3(1), 12-35.

McLeod, S. (2007). Maslow's hierarchy of Needs. Simply psychology, 1.

Why Is It Important For Organisational Leaders To Understand All Facets Of Strategic Human Resource Management?

RUNNING HEAD: IMPORTANCE OF STRATEGIC HUMAN RESOURCE MANAGEMENT

Importance of Strategic Human Resource Management

[Name of the writer]

[Name of the institution]

Executive Summary

This report discusses and explores the benefits of Strategic Human Resource Management in a multinational firm Zhik, which makes sports gear for underwater specifically while incorporating footwear, fishing necessities, sailing gear, regular runners and so on. The company portrayed and went through stable growth and development in the past few years, but have been facing challenges in order to gain a competitive edge on other competitors in the market. It is a given fact that good and stable HR practices aid in motivating the employees while simultaneously bringing an increase in the productivity of the organization. A focus alone on the investment of physical assets and neglecting the human resources is short seeing and will be no help in getting an edge. Having said everything, the end game is that Strategic Human Resource Management is vital and pivotal in order for a company to succeed and differentiate itself.

Table of Contents

Importance of Strategic Human Resource Management in an Organization…………..4

Introduction……………………………………………………………………………..4

Discussion………………………………………………………………………………4

Strategic Human Resource Management (SHRM)……………………………………..4

New Strategies…………………………………………………………………………..5

Leadership……………………………………………………………………………….6

Three Concepts…………………………………………………………………………..7

Talent Management………………………………………………………………………7

Performance Management………………………………………………………………..8

Management Competencies………………………………………………………………11

Conclusion………………………………………………………………………………..12

References……………………………………………………………………………..13-15

Importance of Strategic Human Resource Management in an Organization

Introduction

The company that was chosen for this report was Zhik, the importance of Strategic Human Resource Management will be explained in light of this organization. The main purpose of this report is to look into the advantages of Strategic Human Resource Management. The reason why the company Zhik was chosen is the fact that it saw steady growth over the past few years but is faced with heavy competition due to having strong competitors like Adidas, Reebok, Nike, Puma to name a few. HRM sterns upon an increase in productivity, which leads to the organization growing as a whole (Amarakoon, Weerawardena, and Verreynne, 2018)

. When an organization has a stable and effective HRM department the employees stay motivated which in return makes the productivity inevitable. It should be put into consideration that the investment made in physical assets only instead of the Human Resources will not aid in gaining an edge in the market. There are various strategies which suggest that having a good and superior product in conjunction with great production facilities is not put out to gain an edge over the competitors. HRM is essential to make any company skyrocket and has proven to be pivotal for an organization to gain success (Denhardt, Denhardt, Aristigueta, and Rawlings, 2018).

Discussion

Strategic Human Resource Management (SHRM)

It is the process through which the human resource functions are linked to the strategic objectives and goals of the organization, which aids in the enhancement of the company performance (Bailey, Mankin, Kelliher, and Garavan, 2018). SHRM can be easily given the label of a coherent approach used to manage the company’s most valued assets. The people working under Human Resource (HR) both collectively and individually contribute to the achievement of the company goals. SHRM can also be defined as a unique tactic to employment management that is seeking to attain competitive edge via strategic deployment of highly capable and determined workforce with the use of a collection of structural, personnel and cultural techniques. SHRM's main focus is to look at the important facets of the Human Resource in a company to attain success (Bryson, 2018).

Zhik is now one of the well-known companies when it comes to wet sports apparels. Lately, the main structure of Zhik comprises of various departments such as R and D, Marketing, Production, Human Resource Management and Finance. The growth that is required needs to be looked in the light of modern HR policies and with the help of proper management (Belhaj, and Tkiouat, 2017). There needs to be a reflection done on the development from commencement up till now, while simultaneously putting under consideration current lessons and experiences which are learned in the company while formulating.

New Strategies

If the organization is restructured to adapt to the novel challenges of nowadays, it will be better prepared to cater to the constantly increasing multifaceted sportswear manufacturing industry of the more modern and demanding community. Zhik has made a mark in the UK by providing gear for the Olympics, there is no doubt if the fact that the brand is luxury and they are getting prominent in the market by the day (Bell, Bryman, and Harley, 2018). Lately, they have been facing stiff competition from Adidas, Reebok, Nike, Puma and many big names in the market who have been present there before them. In order to rise in the industry and market, Zhik needs to differentiate their products from other companies, this will act as a superior advantage in the market. The only way this can be achieved is by a highly skilled, motivated, innovative and flexible workforce, which fits the criteria global sports fanaticism and personalities. There needs to be a flexible team developed which responds immediately to the conforming environment. Zhik as an organization has grown and now it is in need of a human resource manager who looks into the wellbeing of the increasing staff (Banfield, Kay, and Royles, 2018). The HR specialists are mainly looked at as a business partner's not just administrators for business strategies in order to make an impact. Below are the key strategies that will be introduced in order to make a difference.

Leadership

The main type of leadership that the top management will be using will be “Visionary Leadership.” This kind of leadership will aid in providing values, purpose and pave a direction to success in the HR. It is always one of the key strategic issue that the leadership is not good enough to motivate the employees to make a mark. If the HR is not motivated how can they further figure out strategies to bring out policies to run the organization better? A good leadership influence on the HR department is essential to kick start the rest of the company (Collings, Wood, and Szamosi, 2018). It needs to be kept in mind that the company is formed with employees, they are the ones who need to be in full form in order for the organization to thrive further. A visionary leader can make a mark by presenting the employees with the vision that he/she has for the company. It should be kept in mind that if the leader of the company is not clear and enthusiastic about the vision, how will the employees be able to reflect the same passion? So, strong leadership is the key to make a mark. The employees work satisfaction can also improve if the leadership is good and is pointing and guiding them in the right direction via HR. This in return increases the commitment and accountability of the employees. Even the equal opportunities in the company are under the impact of good leadership and SWOT on the company’s HR. These tactics can be used by the top management of Zhik to take a step forward to competing with the other companies (Uhl-Bien, and Arena, 2017).

Three Concepts

Talent Management

There are certain HR strategies that are interference directed towards specific areas for the improvement of the company. Talent management is one of those strategies. It is a systematic process which helps nail down all the vacant positions in the company, then hire suitable candidates, developing and enhancing the skills of the selected candidates and matching them to the position and lastly retaining them to meet the long-term objectives and goals of the company. Zhik’s leadership can make use of this procedure to hunt down the best of the best employees for their company to gain a competitive edge against its competitors (Haak-Saheem, and Festing, 2018). The talent management process model consists of six steps:

Planning – This is the first step, in this stage human capital requirement is identified, key roles and job description is set, a workforce plan for recruiting is proposed.

Attracting – In this step the source of recruiting is decided that whether internal or external recruiting needs to be done and after that suitable candidate are asked to fill in the vacant positions through sites like Timesjob.com, social media and referrals.

Selecting – The step of selecting and recruiting the candidate is done by interviews and tests, then analyzing the best possible candidate for the job.

Developing – The employee is prepared in regards to the organization requirement. Onboard program or an orientation program is used for that. Enhancing the candidate's skills, aptitude, and proficiency. Lastly, mentoring, coaching and guiding the employee and job rotation.

Retaining – Employee retention is essential, it can be done via increments and promotion. Providing growth opportunities, giving the chance of decision making, teaching a new skill and identifying the contributions and efforts made by the employee.

Transitioning – the main aim of talent management is the holistic transformation of the employee to attain the organization’s vision. It can be done via giving the employee retirement benefits, internal promotion and so on.

Performance Management

One of the largest duty of HR is the regulation of performance management. It is essential to create space where Zhik and its employees can develop great work and give the best performance. A company which has stable and good performance management already has a competitive edge (Hayes, 2018). It is obvious that good performance management is not just creating a good ambience and environment, it is more than that. With the right strategies applied it can be managed very well. Effective performance management is about good leadership, substantial feedback, strong interpersonal relations, and last but the most important being teamwork. Below are six management strategies that can help make a prominent and good difference.

It is essential that Zhik makes sure that they are clear about the company’s goals and the performance objectives. The company cannot gain an edge if the employees are not aware of the goals and vision of the company. They need to be made well acquainted with them.

Zhik needs to make use of the Performance Management Software. This will help save time and aid in streamlining performance management strategies.

The employees of the company need to be given frequent performance feedback. This will help them understand where do they stand and what direction they need to go in order to get closer to the required objectives. The feedback can either be negative or positive. Whatever the case, it will aid in making the employee productivity.

Make use of the Peer reviews which is also known as the 360-degree model. This will help all the employees communicate and work together in a better manner, while also helping them learn from one another (Johnson, and Szamosi, 2018).

The company needs to instil recognition and preemptive management. Rewards can be given for good performance and it is essential that communication is done with the employees letting them know what is expected of them and what is not, and how the set goals can be met.

Regular meeting needs to be set so the outcomes and results can be discussed. This will help see the bigger and see where the company is standing. The better understanding of how to achieve goals can be done (Kanki, 2019). These meeting can be a weekly thing or a monthly depending on the deadlines of the objectives and goals.

Compensation Process

Zhik needs to look in the fact that the compensation will be considered fair by the workers if it is based on the systematic components. The system is mainly based on the below-mentioned components (Leroy, Segers, Van Dierendonck, and Den Hartog, 2018).

Job description – a component of both the compensation and selection system. It makes up the job requirement, duties, functions, responsibilities and so on.

Job Analysis – the procedure of comparing jobs on the basis of which the job description is developed. In this part the candidate is put through interviews, is observed and questioners are filled.

Job Evaluation – this is the process in which the jobs are compared. The ranking, classification, point method and factor comparison techniques are used.

Pay Structure – this is very useful to make standard compensation practice. Majority of the pay structures are inclusive of several grades.

Salary Survey – this is mainly the collection of market data and salaries. It may be inclusive of the average salary, cost of living indicators, and inflation indicators and so on (McCaffery, 2018).

Now looking into different types of compensations:

Base pay.

Commissions.

Pay for doing overtime.

Bonus, merit pay and the sharing of profit.

Benefits.

Stock options.

Travel, housing and meal (Uhl-Bien, and Arena, 2018).

Compensation plan consists of a few steps as well.

Firstly, a program outline is developed.

Elect a person to supervise designing the compensation plan.

Establish the philosophy of compensation.

Carry out a job analysis of all the positions.

Make an evaluation of all the jobs.

Determine and regulate the grades.

Develop the pricing on the basis of grade and set a salary range.

Regulate a salary structure which seems appropriate.

Establish an administration policy for the salary.

Get the approval of the top executive.

The final step is to communicate the plan to the managers and employees.

Lastly, make sure to monitor the plan.

Management Competencies

Zhik needs to keep instil the seven competencies of a great manager in the managers of their organization. The main idea is to achieve high satisfaction. For that below are the seven steps that can be used (Northouse, 2018).

Communication – A manager should be able to communicate to the employee team the vision that he has for the company. The team needs to know what direction they need to go in, and what are the objectives that need to be achieved are.

Delegation – The only way a manager can delegate effectively is by tapping into the strengths and weaknesses of the team (Olson, Slater, Hult, and Olson, 2018).

Motivation – it needs to be understood that each person is motivated differently, a good manager should know how to connect with and motivate all the people in the team.

Task management and Organizing – You as a manager are responsible for finding the efficient way to organize, regulate and prioritize the work (Paauwe, and Boon, 2018).

Patience – Be patient with the team, always remember that patience is key no need to rush or pressurize anyone.

Building an Effective Team – It is essential that a manager builds a good team. A good team is made on the basis of the strengths and weaknesses of the people who are in it. The weakness of one teammate can be compensated by the strength of the other (Para-González, Jiménez-Jiménez, and Martínez-Lorente, 2018).

Self-development – it is essential that a manager constantly develops him or herself personally, they need to bring flexibility in their behaviour to do so.

Conclusion

So, it is understood that Zhik is in need to apply strategic human resource management in order to get an edge. It is evident through this report that there are certain strategies that can make or break a company. The fact that Zhik was not able to differentiate itself that well in the market is holding it back and not letting it pass the competitors who have been there in the for a longer time. With the above-mentioned strategies the company can take a turn and skyrocket in the market. The leadership of the company will be able to make the table turns with just a little more emphasis on Human Resource Management.

Bibliography

Amarakoon, U., Weerawardena, J. and Verreynne, M.L., 2018. Learning capabilities, human resource management innovation and competitive advantage. The International Journal of Human Resource Management, 29(10), pp.1736-1766.

Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource management. Oxford University Press.

Belhaj, R. and Tkiouat, M., 2017. A new Framework of Strategic Human Resource Management (SHRM) Based on Quantitative and Qualitative Data. American Journal of Applied Sciences, 14(2), pp.286-293.

Bell, E., Bryman, A. and Harley, B., 2018. Business research methods. Oxford university press.

Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford University Press.

Bryson, J.M., 2018. Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement. John Wiley & Sons.

Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.

Denhardt, R.B., Denhardt, J.V., Aristigueta, M.P. and Rawlings, K.C., 2018. Managing human behavior in public and nonprofit organizations. CQ Press.

Haak-Saheem, W. and Festing, M., 2018. Human resource management–a national business system perspective. The International Journal of Human Resource Management, pp.1-28.

Hayes, J., 2018. The theory and practice of change management. Palgrave.

Johnson, P. and Szamosi, L.T., 2018. HRM in changing organizational contexts. In Human resource management (pp. 27-48). Routledge.

Kanki, B.G., 2019. Communication and crew resource management. In Crew resource management (pp. 103-137). Academic Press.

Leroy, H., Segers, J., Van Dierendonck, D. and Den Hartog, D., 2018. Managing people in organizations: Integrating the study of HRM and leadership.

McCaffery, P., 2018. The higher education manager's handbook: effective leadership and management in universities and colleges. Routledge.

Northouse, P.G., 2018. Leadership: Theory and practice. Sage publications.

Olson, E.M., Slater, S.F., Hult, G.T.M. and Olson, K.M., 2018. The application of human resource management policies within the marketing organization: The impact on business and marketing strategy implementation. Industrial Marketing Management, 69, pp.62-73.

Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review. In Human Resource Management (pp. 49-73). Routledge.

Para-González, L., Jiménez-Jiménez, D. and Martínez-Lorente, A.R., 2018. Exploring the mediating effects between transformational leadership and organizational performance. Employee Relations, 40(2), pp.412-432.

Uhl-Bien, M. and Arena, M., 2018. Leadership for organizational adaptability: A theoretical synthesis and integrative framework. The Leadership Quarterly, 29(1), pp.89-104.

Uhl-Bien, M. and Arena, M., 2017. Complexity leadership: Enabling people and organizations for adaptability. Organizational Dynamics.

Why Is It Important For Organisational Leaders To Understand All Facets Of Strategic Human Resource Management?

RUNNING HEAD: IMPORTANCE OF STRATEGIC HUMAN RESOURCE MANAGEMENT

The Importance of Strategic Human Resource Management

[Name of the writer]

[Name of the institution]

Table of Contents

The Importance of Strategic Human Resource Management in an Organization….…..3

Introduction……………………………………………………………………………..3

Strategic Human Resource Management (SHRM)……………………………………..3

Strategies………………………………………………………………………………..4

Key Concepts……………………………………………………………………..……..6

Talent Management…………………………………………………………………...…6

Performance Management………………………………………………………………..7

Compensation Process……………………………………………………………………8

Management Competencies………………………………………………………………9

Leadership……………………………………………………………………………..…10

Recommendations and Conclusion…………………………………………………….....11

References……………………………………………………………………………..12-14

The importance of Strategic Human Resource Management in an Organization

Introduction

The firm that I picked for this report is loznpoz, the importance of Strategic Human Resource Management will be clarified via this company. The main drive of the paper is to discuss the advantages of Strategic Human Resource Management. The reason behind choosing loznpoz was the fact that it has been showing steady growth ever since it emerged in the market for its active wear but companies like D+K, Adidas, Reebok and Nike are giving it a tough time. HRM emphasizes in the increase in productivity, which will lead to a holistic Organization growth (Amarakoon, Weerawardena, and Verreynne, 2018). A stable and effective HRM sector means that the employees stay motivated which in return increases the productivity. Strategies suggest that having a good product does not necessarily means that there will be high productivity, hence HRM is very important (Denhardt, Denhardt, Aristigueta, and Rawlings, 2018).

Strategic Human Resource Management (SHRM)

The procedure through which the human resource functions are linked with strategic goals and objectives of a business, which helps in boosting the organizational performance (Bailey, Mankin, Kelliher, and Garavan, 2018). SHRM can be given the tag of an articulate method which is used to handle the organization’s treasured assets. The individuals employed under Human Resource (HR) together cooperatively and separately donate to the accomplishment of the business objectives. SHRM can also be described as a distinctive method to employment running that is looking for attaining competitive edge through strategic placement of exceedingly accomplished and resolute staff with the usage of a pool of mechanical, personnel and ethnic procedures (Bryson, 2018).

loznpoz is an Australian company which makes active wear for men and women. There leggings are famous for being good quality and perfect for both a run and sitiing back at home. The structure that is followed by loznpoz encompasses different departments such as Marketing, R and D, Production, finance and Human Resource Management. The progress that is essential needs to be portrayed via HR policies of the modern day and with proper management (Belhaj, and Tkiouat, 2017). A mirror image of the progress from origination up till now needs to be done, while concurrently looking into lessons learned and experiences gained from the company.

Strategies

If a business is rationalized to adjust to the fresh challenges of today, it will be better equipped to satisfy the continually cumulative complex active wear industry of the demanding and modern society. Loznpoz is growing in the Australian market with its trendy and fresh vibe, it is definitely more on the pricey side and is targeting the niche market (Bell, Bryman, and Harley, 2018). They have been facing strong competition from D+K, Adidas, Reebok and Nike and many big names who are older in the market. For Loznpoz to make a mark in the market they have to gain a competitive edge. The only way this can be attained is by an expert, driven, innovative and flexible and motivated workforce, which fits the standard of global active wear fanaticism. A flexible team needs to be developed which instantly responds to the changing environment. Loznpoz as an organization has emerged in the market and now it needs a human resource manager who will look into the wellbeing of the increasing staff (Banfield, Kay, and Royles, 2018).

Key Concepts

Talent Management

Certain HR strategies are intervention focused on particular areas for the improvement of the business, talent management being one. It is a methodical process which aids in figuring out the vacant spaces of the company, then hire suitable candidates, develop and enhance their skills in regards to the job requirement. Loznpoz’s leadership can use this process to find employees that will help the company gain an edge (Haak-Saheem, and Festing, 2018).

Six steps of talent management process model:

Planning

Human capital need is recognized in this step, important parts and job description is set, a staff strategy for employing is planned.

Attracting

The medium of recruiting is decided that if external and internal recruiting is required. Following that appropriate applicant are asked to fill in the spots through various sites like Naukri.com, social media and referrals.

Selection

The stage of recruiting and selecting the applicant is done via interviews and tests. Followed by this, the best possible candidate is analyzed.

Development

The worker is prepared as per the organizational need, an onboard plan or an orientation plan is used for it. Augmenting the applicant's skills, ability, and expertise in conjunction with mentoring, coaching and guiding the worker.

Retaining

Worker retention is vital, it can be done through promotions and increment. Giving them the chance to grow, letting them in the decision making, teaching a new skill and recognizing the contributions and hard work made by the worker.

Transitioning

The actual focus of talent management is the overall transformation of the worker to achieve the company’s vision. It can be done through employee retirement benefits, internal promotion and many more ways.

Performance Management

The major responsibility of HR is enhancement of performance management. It is important that a space is created where Loznpoz and its workers can advance excellent work and give the best performance. An organization with good performance management already has a competitive edge (Hayes, 2018). Effective performance management is all about good leadership, considerable feedback, strong interpersonal associations, and the most important being teamwork.

Management strategies:

It is important that loznpoz makes sure that all the employees of the organization are well aware of the company’s goals and the performance objectives. The organization will not be able to gain a competitive edge if the staff is not conscious of the vision and goals of the organization.

Loznpoz should use the Performance Management Software. This will help save time and support in rationalization the performance management strategies.

The staff of the business should be given recurrent feedback on the basis of their performance. This will aid in understanding where do they stand and what way they need to go to get nearer to the compulsory objectives. The feedback can be both good and bad, however, will help in making the workers productive.

Use Peer reviews which is also known as the 360-degree model. This will assist all workers to connect and work together in the best way possible, this will also help them learn from one another (Johnson, and Szamosi, 2018).

The organization should instil gratitude and preemptive management. Rewards should be given for a job well done and it is important that communication is done with the staff letting them know what the company expects of them and how the goals will be achieved.

Meetings should be held every now and then so that the outcomes and results can be made evident (Kanki, 2019). These meeting can be held on a weekly basis or every month depending on the objectives to be achieved.

Compensation Process

Loznpoz needs to know that compensation will be deliberated just by the employees if it is on the basis of systematic components. The system is mainly based on a few components (Leroy, Segers, Van Dierendonck, and Den Hartog, 2018). First component being Job description, a component of both the compensation and recruitment system. It consists of job obligation, responsibilities, roles, accountabilities and so on. Second being Job Analysis, the process of equating jobs on the basis of job description development. In this part the applicant is put through interviews, is observed and questioners are filled. Third, Job Evaluation, this is the procedure in which the jobs are equated. The position, cataloguing, point method and factor comparison methods are used. On the fourth we have, Pay Structure, this is very beneficial to make customary compensation practice. Bulk of the pay structures include several grades. Lastly, Salary Survey, this is the group of market data and salaries. It may include average salary, cost of living pointers, and inflation pointers and so on (McCaffery, 2018). The different types of compensations are; Base pay, commissions, payment for doing overtime, bonus, merit pay and the sharing of profit, benefits, stock options. And lastly, travel, housing and meal (Uhl-Bien, and Arena, 2018).

Steps of compensation plan:

Development of a program outline.

Choosing an individual to oversee the design of the compensation plan.

Develop philosophy of compensation.

Do a job analysis of all the positions.

Evaluate all the jobs.

Regulate and adjust the grades.

Establish the appraising on the base of grade and set a salary range.

Standardize a salary structure which seems fit.

Develop an administration policy for the salary.

Attain support of the top executive.

The second last step is to converse the plan to the managers and employees.

Lastly, screen the plan.

Management Competencies

Loznpoz should instil the seven competencies of a great manager in the managers of their business. The idea is to accomplish high satisfaction (Northouse, 2018).

Seven Competencies

Communication

A manager should be able to communicate to the workers team the vision that he has for the company. The team needs to know what direction they need to go in order to achieve the objectives.

Delegation

The only way a manager can delegate efficiently is by tapping into the strengths and weaknesses of the team (Olson, Slater, Hult, and Olson, 2018).

Motivation

It needs to be unspoken that each individual is driven differently, a good manager should know how to connect with and motivate all the individuals in the team.

Task management and Organizing

You as a manager are accountable for finding the efficient way to organize, regulate and prioritize the work (Paauwe, and Boon, 2018).

Patience

Be patient with the team, always remember that patience is key no need to rush or force anybody.

Building an Effective Team

It is vital that a manager builds a good team. A good team is made on the basis of the strengths and weaknesses of the people who are in it. The weakness of one teammate can be compensated by the strength of the other teammate (Para-González, Jiménez-Jiménez, and Martínez-Lorente, 2018).

Self-development

It is important that a manager continually develops him or herself personally, they need to bring flexibility in their behavior to achieve that.

Leadership

The main type of leadership that the top management at Loznpoz will be using “Visionary Leadership.” This kind of leadership will assist in providing values, drive and surface a way to success in the HR. It is always one of the key tactical problem that the leadership is not good enough to motivate the employees to make a mark. If the HR is not motivated how can they further figure out tactics to bring out policies to run the organization better? A good leadership influence on the HR department is vital to start the rest of the business (Collings, Wood, and Szamosi, 2018). It needs to be kept in mind that the company is formed with workers, they are the ones who need to be in full form in order for the business to flourish further. A visionary leader can make a mark by presenting the employees with the vision that he/she has for the company. It should be kept in mind that if the leader of the company is not clear and enthusiastic about the vision, how will the employees be able to reflect the same passion? So, strong leadership is the key to make a mark. The employees work satisfaction can also improve if the leadership is good and is pointing and guiding them in the right direction via HR. This in return increases the commitment and accountability of the employees. Even the equal opportunities in the company are under the impact of good leadership and SWOT on the company’s HR. These tactics can be used by the top management of loznpoz to take a step forward to competing with the other companies (Uhl-Bien, and Arena, 2017).

Recommendations and Conclusion

It is evident that Loznpoz needs to apply strategic human resource management to get a competitive edge over other companies. This report reflects on the fact that there are particular strategies that can help a company sky rocket or go down the hill. The point that Loznpoz could not differentiate themselves like they wished to in the market is holding them back to leave behind their competitors. The above mentioned tactics can help the company make a mark in the market. The leadership of Loznpoz only need to stern a little on the Human Resource department of the company to make a significant difference on the overall position of the company.

Bibliography

Amarakoon, U., Weerawardena, J. and Verreynne, M.L., 2018. Learning capabilities, human resource management innovation and competitive advantage. The International Journal of Human Resource Management, 29(10), pp.1736-1766.

Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource management. Oxford University Press.

Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford University Press.

Belhaj, R. and Tkiouat, M., 2017. A new Framework of Strategic Human Resource Management (SHRM) Based on Quantitative and Qualitative Data. American Journal of Applied Sciences, 14(2), pp.286-293.

Bell, E., Bryman, A. and Harley, B., 2018. Business research methods. Oxford university press.

Bryson, J.M., 2018. Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement. John Wiley & Sons.

Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.

Denhardt, R.B., Denhardt, J.V., Aristigueta, M.P. and Rawlings, K.C., 2018. Managing human behavior in public and nonprofit organizations. CQ Press.

Haak-Saheem, W. and Festing, M., 2018. Human resource management–a national business system perspective. The International Journal of Human Resource Management, pp.1-28.

Hayes, J., 2018. The theory and practice of change management. Palgrave.

Johnson, P. and Szamosi, L.T., 2018. HRM in changing organizational contexts. In Human resource management (pp. 27-48). Routledge.

Kanki, B.G., 2019. Communication and crew resource management. In Crew resource management (pp. 103-137). Academic Press.

Leroy, H., Segers, J., Van Dierendonck, D. and Den Hartog, D., 2018. Managing people in organizations: Integrating the study of HRM and leadership.

McCaffery, P., 2018. The higher education manager's handbook: effective leadership and management in universities and colleges. Routledge.

Northouse, P.G., 2018. Leadership: Theory and practice. Sage publications.

Olson, E.M., Slater, S.F., Hult, G.T.M. and Olson, K.M., 2018. The application of human resource management policies within the marketing organization: The impact on business and marketing strategy implementation. Industrial Marketing Management, 69, pp.62-73.

Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review. In Human Resource Management (pp. 49-73). Routledge.

Para-González, L., Jiménez-Jiménez, D. and Martínez-Lorente, A.R., 2018. Exploring the mediating effects between transformational leadership and organizational performance. Employee Relations, 40(2), pp.412-432.

Uhl-Bien, M. and Arena, M., 2018. Leadership for organizational adaptability: A theoretical synthesis and integrative framework. The Leadership Quarterly, 29(1), pp.89-104.

Uhl-Bien, M. and Arena, M., 2017. Complexity leadership: Enabling people and organizations for adaptability. Organizational Dynamics.

Why We Hate HR

Why We Hate HR

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

[Institutional Affiliation(s)]

Why We Hate HR

The HR department of any organisation plays a key role by serving as a messenger and much of the good they do is done in private e.g. HR covers all the valid concerns of the company and the employees on a daily basis. The reason why HR is hated by the employees is lack of knowledge about the role of HR in the workplace. Based on my experience, I would agree to Hammond’s arguments to some extent as he highlighted some meetings points at Yahoo in favor of HR. It’s a fact that an organization cannot function without HR at all. The chief people officer, Libby Sartain of Yahoo not only gave out the strong message to the whole organization, but also emphasized the duties of the HR personnel, and that HR is solely responsible not only for shuffling papers but also for the largest investment that is made for the organization. If the HR department is not fostering that investment, they are simply not doing their jobs right.

In my opinion HR, itself is responsible for not reaching its full potential and the problem is their lack of focus on five critical areas. Firstly, they need to define and align the organisation purpose. Secondly, they need to recruit the best talent not by creating false marketing and misconceptions but must sell employee value proposition (EVP) that is true (Caligiuri & Stroh,1995). Secondly, the HR personnel must work on their strengths in order to do their best and bring results that are aligned to organizations goals for sustainability.

After reading both articles, I think the organization I work in should consider outsourcing HR roles and functions because the only benefit an organisation gets out of outsourcing is in their costs and time efficiencies (Switser,1997). Hence, the money and time on employee management are better spent by this practice so that the business stays dedicated to its core functions.

References

Glaister, A. J. (2014). HR outsourcing: the impact on HR role, competency development, andrelationships. Human Resource Management Journal, 24(2), 211-226. References

Switser, J. (1997). Trends in human resources outsourcing. Strategic Finance, 79(5), 22.

Caligiuri, P. M., & Stroh, L. K. (1995). Multinational corporation management strategies andinternational human resources practices: bringing IHRM to the bottom line. InternationalJournal of Human Resource Management, 6(3), 494-507.

WRITER'S CHOICE

Questions

By

XX

What is a needs assessment, and how might Google use this tool to increase the presence of women in its workforce?

Ans: needs assessment tool is used to improve the company's overall performance. The tool uses the current situation and the strategic goals of the business to identify the gap between the achievements and the goals. Google use this tool to make it a diverse place of employment, according to which it aims to recruit a large population of female employees. For this purpose, Google is developing a pilot program to target more potential female recruits CITATION Lus14 \l 1033 (Lussier & Hendon, 2014).

Some might argue that Google’s “Made With Code” program has redefined the concept of employee development. Agree or disagree and provide an explanation supporting your position.

Ans: Neither I agree nor disagree regarding " Made With Code" Program's concept of employee development. This program has been developed by Google to target the youth females and also was endorsed by professional women in the industry. Thus, the MWC Program seems nothing but just a Google's own way of reaching female employees, because it considers that women work well in teams. In my point of view, the MWS program does not necessarily change the employee development concept instead it is just a tool to learn the computer science and field of coding CITATION Lus14 \l 1033 (Lussier & Hendon, 2014).

Explain how Google’s particular situation demonstrates the relationship between employee recruitment and employee development, given the above discussion.

Ans: Google has the world's most advanced human resources practice, on the basis of which it hires only the best. Google's hiring process is based on sourcing and selecting the employees amongst the best pool of candidates worldwide. Thus, it recruits employees who can work well as a team and can bring great advantages to the organization. Nowadays workforce diversity has become the point of great importance, and Google found it advantageous to recruit talented females, as they can work better in a team. In short, Google found it more advantageous to recruit female employees. Thus, Google developed the MWC program to find the most talented female recruits and to make them part of Google's team. In this way, Google will be able to have a better team, who will be more concerned to work as an efficient team and will bring great competitive advantages in the International market. Based on the same concept, Google demonstrates recruiting female employees through developed program MWC as the best strategy for employee development CITATION Mel19 \l 1033 (Mello, 2019).

Explain how Google’s “Made With Code” has become an integral part of its career planning.

Ans: Google is of the view that female employees can be proven as more efficient and advantageous to the organization. Female has more potential to work in the field of computer science and can show better outcomes when working in a team. Thus, Google invested its $50 Million into the program, "Made With Code." This program will help the young women in learning computing coding, through which the female employees will be able to learn more about CS to have better employment opportunities. In this way, Google has attracted many young girls and women, who are excited to learn more about CS and to show their worth in the field of technology and science. Google is using this program as an integral part of its career planning because recruiting women will bring great economic, social, and competitive advantages to the organization. Google noted that the companies, who have hired more women in CS fields, are achieving a 35% higher return on investment than those who are working with male staff. Also, due to the great potential and curse to work hard, the women prove to be more productive and cause 12% higher revenue to the company. Thus, the development of MWC means attracting more young ladies to join Google and show their strength to generate more revenue as well as increase return on investment ratio CITATION Jor14 \l 1033 (Crook, 2014).

How might the concepts of self-efficacy and reinforcement theory help us better understand schoolgirls’ relative lack of interest in computer science?

Ans: Analyzing both theories; Reinforcement theory states that people seek out the information that supports the pre-existing attitudes, whereas Self-efficacy is an individual's belief to achieve goals. Society believes, girls can never show their better performance in computer science. Due to this reason, the girls are never motivated in schools and at home to learn computer coding and show their strength in the CS department. The girls are reinforced to do well in healthcare related fields, teaching, education, fashion, art, and literature related fields. As a result of which, girls make a strong belief that they cannot show their better performance in the CS department and so they do not show any interest in their field. With the investment in MWP, the Google has brought great opportunities for the young girls and has motivated them to show their strength in CS department, which will reduce the gender gap in the computer-related fields CITATION Jai18 \l 1033 (Perez, 2018).

Assume that Google is ultimately successful and receives more female applicants, whom it then hires. What suggestions do you have for managing this new talent pool?

Ans: In order to manage the new talent, generated through the investment in the new Program, Google should further introduce different training programs for the young ladies. Though Google has brought great opportunities for the women through MWP but still training will help them to advance their career. In short, Google should continue to offer courses and workshops to the women to gain more knowledge about the tech world. This will open the doors of CS employments to the women.

References

BIBLIOGRAPHY \l 1033 Crook, J. (2014). Google Invests $50 Million In “Made With Code” Program To Get Girls Excited About CS. TC.

Lussier, R. N., & Hendon, J. R. (2014). Human Resource Management: Functions, Applications, and Skill Development. SAGE Publications.

Mello, F. H. (2019). Google’s Performance Management Practices. Qulture Rocks.

Perez, J. (2018). 3 Reasons Students Aren’t Into Computer Science—Yet. EdSurge.

Writers Choice

Article Review

Your Name (First M. Last)

Date

Article Review

Compensation is recognized as the one important aspect of the paradigm of the business. The facet of compensation defined as the money received referring to the idea of work performance. The approach of compensation planning is closely related to the business component of sales. The particular article, “The Right Way to Use Compensation” is written by Mark Roberge with the focus to critically explain the concept of compensation concerning the perspective of business sales. The author of this article illustrated his understanding by mentioning his personal experiences in the business domain. A proper understanding of compensation is identified as the important element to obtain a better pattern of sales. Here the particular aim is to critically analyze this article to enhance better knowledge about the impression of compensation planning.

The compensation plan is rightly characterized by the author as one of the most effective criteria to achieve sales goals in a business setting. The comprehensive viewpoint of compensation plan has the capacity to increase the sales level through the adoption of different strategies. It is thoroughly explained by the author that the compensation plan has enough power to motivate salesperson to achieve better statistics of sales according to the entire business strategy set by the management. Sales’ compensation plan is ranked as the most powerful tool by the author when business entities are interested to expand their business in the form of sales expansions at a different level ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"Pd5QAGOu","properties":{"formattedCitation":"(Roberge, 2015)","plainCitation":"(Roberge, 2015)","noteIndex":0},"citationItems":[{"id":1573,"uris":["http://zotero.org/users/local/lMSdZ3dY/items/RWYM8VLZ"],"uri":["http://zotero.org/users/local/lMSdZ3dY/items/RWYM8VLZ"],"itemData":{"id":1573,"type":"article-journal","title":"The right way to use compensation","container-title":"Harvard business review","page":"18","volume":"93","issue":"4","author":[{"family":"Roberge","given":"Mark"}],"issued":{"date-parts":[["2015"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Roberge, 2015). It is essential to mention that the author of this article adopts the right approach to demonstrate the effectiveness of the sales’ compensation plan.

Undoubtedly, it is important for the business leaders to decide that which sale compensation structure is suitable in the particular business prospect. It also refers to the consideration of various strategies that provides integral assistance to achieve the main objective of the compensation plan. It is significant to agree with this view of the author that different sales compensation plans have the tendency to use at different stages or the levels of the business growth. It is important for the business leaders to implement the appropriate compensation plan according to the need of the business. The objective of sustainable growth is closely associated with the better planning and implementation of a suitable method of compensation.

The customer acquisition plan is one major form when it comes to the significant criteria of compensation planning. This specific concept is discussed by the author to indicate the values related to the intention of customer attainment. As the critic, it is substantial to agree with the author’s opinion that the stage of customer acquisition requires the simplest and hunting oriented strategies referring to the compensation plan. This particular perspective has the potential to play its positive role in the acceleration process of acquisition. The components of customer success and retention plan also related to the broader range of the compensation plan. Retention problems in case of customers help to determine the negative aspects that need to be revised to achieve sales objectives. The information about customer retention ultimately helps to determine the sales performance and set compensation plans according to the requirements of the business.

To conclude the critical discussion about the article, it is mandatory to mention that the author successfully overviews different crucial characteristics and spheres of the main notion of compensation planning. The sustainable growth plan plays a vital role to attain better outcomes from the corporate strategy of compensation. It is one core responsibility of the department of human resource management to align the considerations of compensation in the form of money and the growth of business sales.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Roberge, M. (2015). The right way to use compensation. Harvard Business Review, 93(4), 18.

Writers Choice

The Global Vision of Li Shufu, Owner of Volvo

[Name of the Writer]

[Name of the institution]

[Date]

The Global Vision of Li Shufu, Owner of Volvo

Volvo is a Sweden based multinational corporation dealing with the manufacturing, production, distribution, and selling of heavy automobiles like trucks and buses as well as the construction equipment. The Swedish company also provides the supply of marine and industrial drive systems along with financial services. The multinational company became the world's second-biggest manufacturer dealing in heavy-duty trucks in the year of 2016. Previously the company was a part of AB Volvo until 1999, but then it was bought by the Ford Motor Company (Fang & Chimenson, 2017). In 2010, a Chinese billionaire who is also the owner of a private global automotive group, Li Shufu purchased the Volvo company from the Ford Motor Company. The Volvo company was previously in the declining phase of its career but Li Shufu revived the company with his extraordinary efforts and determination.

Li Shufu belonging to a working class, worked very hard to reach the top and take control of the world's e-mobile industry. Shufu began his career in the manufacturing business of refrigerators in 1986. He then tested in skills in the manufacturing of motorcycles in 1993. In 1997, by entering the automobile manufacturing industry, he showed his devotion to the growth of China's auto industry in the past two decades. He changed the dynamics of the automobile industry in China with his leadership. Geely Holding Group is one of the largest privately owned automobile corporations in China and the automobile group is also expanding to Europe. Shufu recently managed to purchase a significant share of German automobile manufacturer Daimler i.e. almost 10 percent, making his position in the automobile industry even more strong.

Mr. Li has a view that strongly supports his nationalism spirit. He even said that he only became dependent on foreign capital markets so that he could have a share in Daimler. He himself is an advocate of the development of Chinese economy and states that no Chinese capital must be flowed out of the country. They should only flow in the country so that assets can come to China and help China secure a powerful status in the global automobile industry. Keeping his actions to himself, he is quietly making his name in the automobile industry so that one day he could capture a large share of the global market as far as automobiles are concerned.

In 2010, it was no less than a huge accomplishment for a Chinese company to buy a prestigious company which had originated from Europe. Mr. Li has now his eyes on the vehicles of separately owned Swedish company to bid them outside of China. Taking steady steps in the global automobile industry, Mr. Li has the vision to become the global leader of the heavy automobile industry and deal with the companies on his own terms. He wants to place China in the automobile race right next to European automobile manufacturers (Larcon & Barre, 2017). His idea is to bring foreign investment to his county so that China could make progress in the only industry it is lacking behind and that too in the private sector. Volvo’s latest models like XC90, S90, V90, XC60, and others are great examples of Mr. Ji's efforts and strong vision he has for China (Wang, 2011). Mr. Ji is also coming up with new ideas by using the latest technology and innovation for the different areas of automobile manufacture like autonomous driving, connectivity, electrification etc. He also bought a 49.9 percent stake in Malaysia's automobile company recently. Besides this, he became a stakeholder by 51 percent in the Lotus cars which is a British sports car company.

References

Fang, T., & Chimenson, D. (2017). The internationalization of Chinese firms and negative media coverage: The case of Geely's acquisition of Volvo cars. Thunderbird International Business Review, 59(4), 483-502.

Larcon, J. P., & Barre, G. (2017). China Meets Europe by the Baltic Sea. The New Silk Road: China Meets Europe in the Baltic Sea Region, 1-20.

Wang, L. (2011). A case study of the acquisition of Swedish Volvo by Chinese Geely.

Writers Choice

Hofstede’s Cultural Dimensions Theory

LaRae Laurent

[Name of the Institution]

Hofstede’s Cultural Dimensions Theory

Introduction

This paper will examine the cultural dimensions theory proposed in the research of Geert Hofstede. This theory provides a systematic framework in which different nations and their cultures are thoroughly assessed on six cultural dimensions which are as follows:

Index of Power Distance

Collectivism v Individualism

Index of Uncertainty Avoidance

Femininity v Masculinity

Short-term Orientation v Long-term Orientation

Restraint v Indulgence

While referring to Geert Hofstede, he is the best-known anthropologist and social psychologist belonging from the Netherlands. One of the significant areas of research for which Hofstede has spent his life is the variable of culture. He has conducted in-depth studies to establish cross-cultural interactions between different groups of employees and organizations (Beugelsdijk et al., 2017). The most significant accomplishment in his research-based career was the development of cultural dimensions theory. It was because of his considerable efforts in cultural research that he received numerous awards and honorary doctorates from different universities across the world, particularly Europe (Hofstede, 2010).

Discussion

Key Facts and Validity of Hofstede’s Research

Hofstede’s cultural dimensions theory is still considered one of the most valid and applicable research frameworks in the modern era of globalization. He argued that every individual gets groomed in different family background and thus develop diverse mentalities which are not similar to each other. These mental abilities get groomed during their academic and professional life. Hofstede emphasized that in reality, these cognitive abilities form the culture of a society. This urged him to exploit the cultural differences that exist between organizations of different countries (Beugelsdijk et al., 2017).

Thus Hofstede conducted his research with a sample size of more than 115,000 respondents residing in over forty countries. Majority of these respondents were employees in International Business Machines (IBM). This research exploited how the employees working in numerous organizations based in multiple states differ from each other on the basis of power, collectivism, gender, uncertainty, future orientation, and indulgence of the workforce to satisfy their needs.

Despite being a significant multinational theory in industrial psychology and organizational behavior, the cultural dimensions theory faced some criticism as well. Firstly, sample size based entirely on the employees of IBM Corporation. Moreover, although the data for the cultural dimensions gets updated continuously since its introduction in the late 1970s, the critics call the theory as obsolete as it is now approximately fifty years old. The critics demand new studies to be carried out in the research area of culture, which can replace these outdated cultural dimensions (Bakir et al., 2015). Nevertheless, the modern day organizations still value these dimensions while making organizational policies and strategies.

Femininity v Masculinity Scale

Although the framework of Hofstede's theory consists of six cultural dimensions. There will be a discussion on femininity v masculinity for this paper. This particular dimension highlights that there are both masculine and feminine aspects of society (Bakir et al., 2015). If elements of one gender dominate the other in society's values, it is depicted in the culture of that specific country. Masculine aspects may include ambition, boldness, materialism, and power. On the other hand, feminine elements consist of emotional factors and emphasize personal relationships.

If a nation’s culture is masculine, it will score low on this scale as the culture will depict high competition between firms, a struggle for power between internal management and assertiveness in decision-making. In contrast, a feminine culture will highly emphasize strengthening interpersonal relationships between employees and thus score high on this scale. This culture promotes the ideology that emotions of the employees should be given respect within organizations. In other words, this dimension describes masculinity as powerful and fearless, and femininity as soft-cornered and emotional in organizational practices.

Cultural Dimensions Theory and Expatriates

In the spotlight of the above discussion regarding cultural dimensions theory, there are several factors which I have to consider as an HR professional before sending new expatriates for assignments in Japan. The expatriates must realize that Japanese culture is strongly masculine which means that if expatriates are emotionally-sensitive, they have to leave this sensitivity behind if they want to carry out the assignments in Japan successfully. Secondly, Japanese organizations are known to be typically centralized in decision-making, and thus there is a high power distance between management and employees. Expatriates need to realize that they should not be too much outspoken to give their opinion regarding working patterns in centralized firms, they might receive a negative backlash on such actions as the tolerance or indulgence levels are also low in these firms (Fee, A., & McGrath-Champ, 2013).

Moreover, the new expatriates should also be aware of that fact that Japanese firms do not embrace the factor of change in a sudden period. They focus more on risk-aversion and entirely avoid any uncertain situations. Therefore, expatriates should accept to work in whatever circumstances the organization provides them. However, as the firms in Japan are more focused on long-term gains, expatriates should expect to work in a setting where the job tasks are more goal-oriented and envisioned to achieve success in the future.

Conclusion

This paper thoroughly analyzed the cultural dimensions of Geert Hofstede along with his synopsis. Several key facts associated with the particular theory were highlighted along with an explanation of one of the cultural dimensions of Hofstede’s theory. This discussion established itself as a source of knowledge for the new expatriates before they go on to perform their assignments in Japan. As an HR professional, it was my job to prepare expatriates for those assignments. Thus the elaborated insight about the theory of cultural dimensions in this paper would assist me to make the expatriates apply the knowledge of this theory practically during their cross-cultural training.

References

Bakir, A., Blodgett, J. G., Vitell, S. J., & Rose, G. M. (2015). A preliminary investigation of the reliability and validity of Hofstede’s cross cultural dimensions. In Proceedings of the 2000 Academy of Marketing Science (AMS) Annual Conference (pp. 226-232). Springer, Cham.

Beugelsdijk, S., Kostova, T., & Roth, K. (2017). An overview of Hofstede-inspired country-level culture research in international business since 2006. Journal of International Business Studies, 48(1), 30-47.

Fee, A., & McGrath-Champ, S. (2013). Managing Expatriate Evacuations in Times of Crisis: A Cross-industry Comparison. In Academy of Management Proceedings (Vol. 2013, No. 1, p. 13290). Briarcliff Manor, NY 10510: Academy of Management.

Hofstede, G. (2010). Geert hofstede. National cultural dimensions.

Writers Choice

Compensation Plan and Competition from Google

LaRae Laurent

South University

Compensation Plan and Competition from Google

Introduction

This paper will put a spotlight on the topic of strategic compensation and its role in human resource management. The topic will be covered while analyzing the case of Google in which the compensation structure of the company will be assessed as well as compared with other similar organizations. A total reward and compensation program will also be composed for the employees of my company that will be market competitive; aimed to be even better than Google.

Discussion

Compensation Structure for Google

Google offers a highly lucrative compensation package for its employees which includes a market competitive base salary along with financial rewards (bonuses, provident funds, and insurance) as well as non-financial rewards (promotions, free meals, and trips). Other benefits include an attractive office setting including swimming pool, gaming facilities, fitness center, restaurants, clinic and even laundry for its employees. This compensation is attractive to make the job at Google a dream profession to have. It makes the employees feel like they are doing a home-based job or enjoying a vacation somewhere.

Despite an excellent working atmosphere and highly cooperative working environment, Google stills follow a hierarchy in the compensation structure. The highly paid employee of the company is Google’s CEO. The finance director of the company follows him. Similarly, when Google organizational hierarchy goes more down, the salary package will be less in parallel to the level of employee in organizational structure.

At the back end of this lucrative compensation, Google has three primary objectives on the basis of which they offer high basic salaries and excellent benefits. Firstly, the company aims to attract and retain its employees by providing them the compensation they are delighted to work at. Secondly, by giving jaw-dropping monetary and non-monetary benefits; the company expect high productivity from its employees. Google believes that its jobs are purely performance-based and therefore if the employees will perform better, they deserve high compensation in the form of high salaries and benefits. Lastly, Google expects an alignment between the performance of its employees and the performance of its shareholders.

The company's HR department solely manages Google compensation structure. They create a budget in which they allocate salaries to employees according to their performance. Usually, Google does not face a situation where it has to deduct the salaries of its employees because the Googlers are provided with an excellent working environment to work in and employees in there are by default hard working as Google aims to pick the best employees that deserve to have their share in Google’s compensation program. However, even such a situation occurs where there is a mistake in salary structure, the HR department thoroughly analyzes about what went wrong in compensation cycle and thus involve all employees in the betterment of compensation cycle for all employees.

Difference between Google’s Pay Structure and Other Organizations

Although the salary of Google’s CEO beyond $500k, it is still less than many CEOs of the world. However, the salaries of Googlers are apparently on the high side in comparison to other companies such as Apple and Walmart who don’t give compensation package to its employees as high as the search engine giant. Although Apple also provides a competitive remuneration package, Google still surpasses them in this regard. Even if the companies similar to a large firm like Google somehow start to give an extremely high basic salary and other monetary rewards, it still will not be able to surpass them when it comes to the working environment such large firms provide to its employees (Lawler & Worley, 2006).

Despite all the praise for Google’s pay structure, some former employees believe that Google is non-negotiable in its compensation package terms. They provide all the facilities at the workplace to suppress employee negotiation rights regarding their salary. This situation is not the same in other organizations. Many small firms in the same industry which cannot compete Google somehow provide negotiation opportunities in compensation for its employees. This makes employees appreciate the organization’s ability to be democratic.

Google has this ‘holocracy' which is apparent in the organization's freestyle culture considering the facilities they provide to their employees along with lucrative remuneration (Banjoko, 2004). However, considering the views of former employees, Google’s inability to negotiate remuneration package while keeping employees blindfolded with the facilities around them is where Google may be making problems for themselves. Once an employee gets any better opportunity regarding financial benefits in other organizations of the industry, he/she may leave Google once in for all. This is because sometimes money matters more than the facilities offered.

Compensation Program to Attract College Graduates

As a compensation and benefits manager, I would work on to make the workplace an absolute luxury for the personnel working in the company just like Google or maybe even better than them. The compensation package that will be provided to college graduates will be negotiable, and employees' concerns will be thoroughly addressed during negotiations. This is what college graduates are looking for; a highly competitive salary and an excellent working environment (Bibi et al., 2017). The program that I would provide will include a market competitive basic salary; a lump sum performance bonus to be offered to well-performing employees on a yearly basis; insurance; paid leaves to permanent employees; and a retirement plan which will make college graduates wish that they could retire soon to avail our lavish retirement policies. Along with the financial benefits, our company will provide cell phones, car and laptops to potential employees as well. With such facilities, I am sure that college graduates will be eagerly wishing to do a job in our company.

Conclusion

This paper thoroughly examined Google’s lucrative compensation structure and lavish benefits in the workplace. It also discussed how the company is working on to keep its employees happy to have high employee retention and low turnover. However, it was also emphasized that Google need to allow employees to negotiate salaries with them when required. There were some differences highlighted between the compensation structure of Google and other companies. Finally, there was proposed rewards and compensation program that I am aiming to launch for college graduates that will be our potential employees.

References

Banjoko, O. (Ed.). (2004). Universal Democracy (holocracy): The Rule by All Parties. Spectrum Books Limited.

Bibi, P., Pangil, F., Johari, J., & Ahmad, A. (2017). The Impact of Compensation and Promotional Opportunities on Employee Retention in Academic Institutions: The Moderating Role of Work Environment. International Journal of Economic Perspectives, 11(1).

Lawler, E., & Worley, C. G. (2006). Winning support for organizational change: Designing employee reward systems that keep on working. Ivey Business Journal, 70(4), 1-5.

Writers Choice

Labor Laws and Gap Workers

Student’s Name

Institution

Poor health and labor conditions of Gap workers in Mexico

Work and working environment is an important contributor to social inequality in health within various generations, even though they receive less attention. Researchers have stated that attention is given to wages paid by the corporation without considering the condition of workers. Mexico is one of the countries, with the poor working condition and the wage disparity is high. According to Burgard and Lin (2013), several corporations moved their plants to Mexico, not because of raw materials but cheaper labor and lack of strict labor regulations. There are several reports on workers abuse, discrimination of workers based on gender and poor working condition. As stated by Burgard and Lin (2013), there are cases of accidents within the plants, which are not reported and no compensation is made as a result of weak labor laws in Mexico. Studies also show that people who work for better pay have better health than workers who are less paid and appreciated. This affects most Mexico workers in the industrial sector who work for less paycheck because they cannot afford better healthcare.

Based on the analysis of articles, poor health and labor condition of Gap workers in Mexico is a major factor which affects the labor force in Mexico. Studies conducted by the labor organization in Mexico and the International Labor Organization established that Gap workers face violence and discrimination and worker and this affect the performance of most Gap workers in the country. It has also been established that most Gap workers in Mexico are paid less compared to other industrial sectors CITATION Kat18 \l 1033 (Hodal, 2018). The wage crisis is stipulate high that it violates the constitution and the labor laws in Mexico. The gap in wealth is visible across Mexico because of the disparity in a paycheck, which is against the ILO and the local laws but it is not taken seriously, which is a sign of weakens of the local labor organizations.

Evaluate how MNCs can prepare millennials to work in an emerging market

Multinational companies play a critical role in shaping the future of millennials globally. According to Contessi and El-Ghazaly (2018), MNCs work closely with colleges and university to nurture millennials in most emerging markets. A study has indicated that several firms provide training on relevant skills needed in most emerging markets to fit the demand. This has helped in nurturing several young people and makes them ready for the market challenges. The MNCs can also prepare millennials to work in emerging markets by providing internship programs to graduates in the emerging markets. For instance, ExxonMobil or Wal-Mart should offer internship opportunities for graduates to South Africa, Brazil, and India so that they can learn and gain experience and skills in working in emerging markets. Since these corporations have branches in these emerging markets, it would be easy and the best way to prepare millennial to work in emerging markets.

Since MNCs are a key to career growth of millennials, partnership with colleges and university to design a workable course, which can provide relevant information regarding emerging markets would also be the best option. This would make sure that graduates understand emerging markets especially challenges and opportunities and can be able to work efficiently without further training when given a job in any emerging markets CITATION Dan15 \l 1033 (Pastrana, 2015). The partnership between the colleges and the MNCs is, therefore, an important aspect, which would help in the preparation of millennials to work in the emerging markets. It is, therefore, important to note that MNCs plays an essential role in career nurturing and the preparation of millennial to work in emerging markets could be done through training, internship, and partnership with learning institutions.

References

BIBLIOGRAPHY Burgard, S. A., & Lin, K. (2013). Bad Jobs, Bad Health? How Work and Working Conditions Contribute to Health Disparities. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3813007/, 2-18.

Contessi, S., & El-Ghazaly, H. (2018). Multinationals from Emerging Economies: Growing but Little Understood. Federal Reserve Bank St. Louis, 2-15.

Hodal, K. (2018). Abuse is a daily reality for female garment workers for Gap and H&M. Harvard Business Review, 2-25.

Pastrana, D. (2015). Low Wages, No Labour Rights the Norm in Mexico. http://www.ipsnews.net/2012/11/low-wages-no-labour-rights-the-norm-in-mexico/, 2-15.

Woody, C. (2015). Mexico's wage crisis is so bad 'that it violates what’s stipulated in the Constitution. Business Insider, 2-18.

Writers Choice

Institution

Student’s name

Course

Date

Employee Assistance Programs

These programs are usually provided by the employer or the joint unions. The designs and scope of these programs vary in different firms (Richmond et al 2017). There are those which focus on violence and substance abuse at the workplace while others concentrate on other services. The main aim of these programs is to improve the wellbeing of people in a confidential and professional way.

1.Stress Management

This programs specifically deals with the personal and social issues affecting the employees within the workplace.

Pros

Strong Company culture. Employees have a great role in the culture of the company. Healthier employees who are operating under the level of stress they can manage to end up being more positive and happier (Sonnenstuhl & Trice 2018). This is important in maintaining a healthy and strong culture in the workplace which encourages creativity and productivity.

Reduced sick days. Absenteeism in the workplace is usually caused by stress among the employees. Excessive stress weakens the immunity of an individual. Therefore stress management programs play a great role in enhancing the health condition of the employees, hence reducing their chance of failing to report to their duties.

It is a sign of care from the employee to the employers. Active practice of the employee to reduce stress among employees through stress management programs shows a great concern for their happiness and health condition. This, in turn, increases the positive connection between the managers and the workers.

Cons

This wellness program is also costly. Some companies have wellness coordinators who work fulltime and need to be played. Other equipment like gym, health screening also need to be purchased in order to sustain the program. All these are expensive (Compton et al 2015).

There are cases when the privacy of the employees might also be put at risk especially in when coordinators fail to consider the privacy of the employees. Such cases lead to issues like discrimination especially when various sensitive information is leaked.

2.Alcohol and Substance abuse management

This program plays an important role in educating individuals on the importance of avoiding substance abuse. Most of the people make use of various drugs for different purposes (Paries et al 2018). In either case, these programs play important role in educating the affected on the risks of practicing substance abuse.

Pros

One great advantage is that it improves the performance of the employees within the company. In the best case scenario where the employees follow all the advice they receive in an attempt to stop the use of drugs, their performance also improve. This is because issues such as lateness, irresponsibility among other alcohol-related issues are also eradicated.

The program also plays an important role in improving the health status of workers. Drug abuse is among the major causes of different forms of cancer among other diseases. Therefore having employees educated on the effects of drugs enables them to lead a better kind of lifestyle.

The program also enables the firm to retain skillful employees. Instead of having the affected being replaced at the workplace, the program plays the role of transforming them into better people, which also affects the firm in a positive way.

Cons

The program is expensive. Especially in instances where the affected need more than just advice in reforming them. Different medicines are also used as well as employing psychologist professionals to carry out the program (Bachman et al 2017). This means that much cost is spent on these programs, therefore affecting the firm in a negative way.

Time wastage is also another impact. Much time is used in transforming the affected instead of participating in other significant duties within the workplace.

The chances of having the affected changing and becoming better people are also less. Which means that there is uncertainty in this area, making the employer have a hard time on whether to recruit other employees or wait for the positive changes to occur among the current ones.

References

Bachman, J., Siegle, A., & Pace, E. (2017). Employee assistance programs. Addiction at Work: Tackling Drug Use and Misuse in the Workplace.

Compton, R. L., & McManus, J. G. (2015). Employee assistance programs in Australia: evaluating success. Journal of Workplace Behavioral Health, 30(1-2), 32-45.

Paries, C., Lamson, A., Hodgson, J., Muse, A., & Mutinda, G. (2018). Medical Family Therapy in Employee Assistance Programs. In Clinical Methods in Medical Family Therapy (pp. 497-535). Springer, Cham.

Richmond, M. K., Pampel, F. C., Wood, R. C., & Nunes, A. P. (2017). The impact of employee assistance services on workplace outcomes: Results of a prospective, quasi-experimental study. Journal of occupational health psychology, 22(2), 170.

Sonnenstuhl, W. J., & Trice, H. M. (2018). Strategies for employee assistance programs: The crucial balance (No. 30). Cornell University Press.

Writing Assignment #2

TEMP-TO-PERM EMPLOYMENT

NAME OF WRITER

AFFILIATIONS

During a temp-to-perm policy, an employee could be hired on a temporary assignment and then at some point, the company may decide to give that employee a permanent contract. Although there are some evident advantages of hiring a temporary employee as it tides them over in a currently bad economic situation. It also gives them a trial period for testing before hiring an employee permanently. A temporary employee costs almost 1/3rd time cheaper than a permanent employee. Some people love to work with the same representatives while dealing with an organization. The customers may find it irritating if there are new faces in every meeting and dealings with different attitudes. It can lead to a negative perception of the company’s customer care policies. Retention of employees can develop a strong staff when they spend time together with one another. Through this sharing of knowledge and communication, employees tend to develop skills and expertise. Moreover, the amount spent on training inexperienced employees can also increase development costs. There is also a question of loyalty and commitment when it comes to hiring new employees. Temporary workers often earn less than permanent workers and when they come across each other, their communication creates an environment in which they feel undervalued and cannot perform up to a level of permanent employees.

As a prospective job seeker, I would definitely join a job permanently. However, due to certain benefits of temp-to-perm, if I am unable to find my desired job, I would be happy to work on a temporary job. One of the most important benefits of a temporary job is that it can help you in learning about new skills and techniques. You will meet new people with different skill set, which can help you in improving your communication skills. Even if you are not offered a permanent job, it will help in choosing your next career move. The transition period required for the job will be significantly less if an employee becomes permanent after his temporary period. It will also help in filling the experience gap required for the next job. However, I will also be a little mindful while choosing a temp-to-perm job because many of these jobs don’t value their employees as much as they should. Employees are not paid according to the work they do in their temporary period until unless they possess rare skills. Your managers or supervisors may not help you as much during your training period as you are required. Similarly, you cannot get any specific benefits like paid leaves, sick days and bonuses.

There are a lot of problems that managers face while dealing with the mix of both temporary and permanent employees. A manager would be hesitant to hand over a task that is long term to a temporary employee. Since temporary employees’ lack commitment, a long-term project will be left stranded if the employee's contract is over or he leaves a job during that period. Also, a manager is most likely to trust permanent employees because of their records and working experiences with managers ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"HigPSgaS","properties":{"formattedCitation":"(Burgess & Connell, 2006)","plainCitation":"(Burgess & Connell, 2006)","noteIndex":0},"citationItems":[{"id":112,"uris":["http://zotero.org/users/local/KfR9yuY2/items/DZDZ5KZB"],"uri":["http://zotero.org/users/local/KfR9yuY2/items/DZDZ5KZB"],"itemData":{"id":112,"type":"article-journal","title":"Temporary work and human resources management: issues, challenges and responses","container-title":"Personnel Review","page":"129-140","volume":"35","issue":"2","author":[{"family":"Burgess","given":"John"},{"family":"Connell","given":"Julia"}],"issued":{"date-parts":[["2006"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Burgess & Connell, 2006). If the temporary employee is on a daily wage, the manager will likely prefer him over others due to the relatively lower cost. However, many managers are not likely to trust temporary employees because of associated legal concerns and lack of safety trainings in many jobs. Though the case of temp-to-perm jobs are different because managers know that they are likely to continue with them in the future. During their temporary period, managers get to know the abilities and details of their employees and as they get permanent, working with them is not an issue. This is evident by the statistics of the people that were offered the job and have accepted it. One-third (35%) of temp-to-perm employees were offered a permanent job by a client, and two-thirds (66%) of those have agreed to continue there ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"VAS5XbDO","properties":{"formattedCitation":"(\\uc0\\u8220{}Staffing Industry Statistics,\\uc0\\u8221{} n.d.)","plainCitation":"(“Staffing Industry Statistics,” n.d.)","noteIndex":0},"citationItems":[{"id":113,"uris":["http://zotero.org/users/local/KfR9yuY2/items/NWB7CP86"],"uri":["http://zotero.org/users/local/KfR9yuY2/items/NWB7CP86"],"itemData":{"id":113,"type":"webpage","title":"Staffing Industry Statistics","container-title":"American Staffing Association","abstract":"The staffing, recruiting, and workforce solutions industry makes a vital contribution to the U.S. economy, and provides outstanding job and career opportunities for some 11 million employees per year.","URL":"https://americanstaffing.net/staffing-research-data/fact-sheets-analysis-staffing-industry-trends/staffing-industry-statistics/","accessed":{"date-parts":[["2019",10,16]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“Staffing Industry Statistics,” n.d.).

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Burgess, J., & Connell, J. (2006). Temporary work and human resources management: Issues, challenges and responses. Personnel Review, 35(2), 129–140.

Staffing Industry Statistics. (n.d.). Retrieved October 16, 2019, from American Staffing Association website: https://americanstaffing.net/staffing-research-data/fact-sheets-analysis-staffing-industry-trends/staffing-industry-statistics/

You Can Select 1 Topic Each For Each Essay (2 Nos. Of Essay)

Integration of Artificial Intelligence into Organisations

[Name of the Writer]

[Name of the Institution]

Integration of Artificial Intelligence into Organisations

Introduction

Artificial intelligence is recognised as the growing concept that influences the functioning of organisations in many different forms. Today, the organisational perspective is entirely different as compared to the conventional form of work setting ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"03KcTU9G","properties":{"formattedCitation":"(Daft & Samson, 2014)","plainCitation":"(Daft & Samson, 2014)","noteIndex":0},"citationItems":[{"id":757,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/3REGBB7Z"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/3REGBB7Z"],"itemData":{"id":757,"type":"book","title":"Fundamentals of Management: Asia Pacific Edition PDF","publisher":"Cengage Learning Australia","URL":"https://books.google.com.pk/books?id=jA-pBQAAQBAJ","ISBN":"978-0-17-027106-6","author":[{"family":"Daft","given":"R. L."},{"family":"Samson","given":"D."}],"issued":{"date-parts":[["2014"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Daft & Samson, 2014). The influence of artificial intelligence can critically observe considering various paradigms. The increasing role of technological advancement in organisations eventually enhance the role of artificial intelligence. The phenomenon of artificial intelligence (AI) is defined as the proper simulation of different procedures of human intelligence through the proper utilisation of machines, especially computer systems ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"kUjQR6fO","properties":{"formattedCitation":"(Lopes, 2016)","plainCitation":"(Lopes, 2016)","noteIndex":0},"citationItems":[{"id":753,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/2MYCCYAV"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/2MYCCYAV"],"itemData":{"id":753,"type":"article-journal","title":"Emotional intelligence in organizations: bridging research and practice","container-title":"Emotion Review","page":"316-321","volume":"8","issue":"4","author":[{"family":"Lopes","given":"Paulo N."}],"issued":{"date-parts":[["2016"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Lopes, 2016). All the processes are relevant to artificial intelligence (AI) comprised of three main features of learning, proper reasoning, and self-correction. The main focus is to critically discuss the issue of the integration of artificial intelligence into organisations.

Discussion

Today, organisations are focused to consider AI as a useful option to enhance the overall performance level of the business. Various practical measures are adopted by the management of the organisations to ensure effective utilisation of the advanced form of technology appears in the form of artificial intelligence (AI). There are various available instruments which are great options for corporate organisations to meet the changing standards of the market. The main idea of AI in an organisational setting based on the proper series of algorithms that are used to applied set of rules for the entire information process. Many business organisations are inclined to use the option of AI for the business because it provides better outcomes as compared to human-level performance ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"Ka5F4s3p","properties":{"formattedCitation":"(Fleming, 2019)","plainCitation":"(Fleming, 2019)","noteIndex":0},"citationItems":[{"id":754,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/D5MBKHER"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/D5MBKHER"],"itemData":{"id":754,"type":"article-journal","title":"Robots and organization studies: Why robots might not want to steal your job","container-title":"Organization Studies","page":"23-38","volume":"40","issue":"1","author":[{"family":"Fleming","given":"Peter"}],"issued":{"date-parts":[["2019"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Fleming, 2019). The overall approach of AI is utilised as the new method of introducing and sustaining invention in a workplace setting. Different domains of AI are considered by the business corporations to effectively and efficiently reshape their innovation procedures and uplift their research and development department. Luke McCormack presented the news article to address the increasing trend of artificial intelligence (AI) for the industries. This main argument presented by the author is that it is a crucial time for the organisations to make active decisions about the use of AI ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"epwF2LSz","properties":{"formattedCitation":"(McCormack, 2018)","plainCitation":"(McCormack, 2018)","noteIndex":0},"citationItems":[{"id":746,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/GARYRWJD"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/GARYRWJD"],"itemData":{"id":746,"type":"article-newspaper","title":"Artificial intelligence is here to disrupt industries. Are we ready?","container-title":"HCAMAG","URL":"https://www.hcamag.com/au/news/general/artificial-intelligence-is-here-to-disrupt-industries.-are-we-ready/153848","author":[{"family":"McCormack","given":"Luke"}],"issued":{"date-parts":[["2018",11,20]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (McCormack, 2018).

The focus of the author is to figure out how the approach of AI has a great impact on organisations. This form of consideration also helps to make better inference about the appropriate utilisation of AI. The particular claim developed by the author is valid that different artificial intelligence technologies and skills play an influential role to ensure better forms of digital transformation, growth, and overall development for all sort of organisational setting. Integration of artificial intelligence becomes an essential factor for organisations to meet the competitive standards of the market. The approach of AI gives the necessary edge to organisations to get a competitive advantage through the proper application of different technological spheres ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"TrwbIpqO","properties":{"formattedCitation":"(Schutte & Malouff, 2016)","plainCitation":"(Schutte & Malouff, 2016)","noteIndex":0},"citationItems":[{"id":752,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/ZPJYL2BA"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/ZPJYL2BA"],"itemData":{"id":752,"type":"article-journal","title":"Comment on developments in trait emotional intelligence research: A broad perspective on trait emotional intelligence","container-title":"Emotion Review","page":"343-344","volume":"8","issue":"4","author":[{"family":"Schutte","given":"Nicola S."},{"family":"Malouff","given":"John M."}],"issued":{"date-parts":[["2016"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Schutte & Malouff, 2016). The massive influence of the concept of AI demands organisations to apply this technological advancement to gain a competitive edge on competitors. It is rightly claimed by the author that there is a need for proper preparation for the organisations to meet the challenging requirements associated with the phenomenon of artificial intelligence.

The implications of artificial intelligence (AI) in an organisational setting can be observed in many different forms. Both structured and unstructured data types can be successfully aligned by using the approach of AI. The facet of AI helps to transform important data in the form of actionable intelligence ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"ipzmcqIo","properties":{"formattedCitation":"(Parry, Cohen, & Bhattacharya, 2016)","plainCitation":"(Parry, Cohen, & Bhattacharya, 2016)","noteIndex":0},"citationItems":[{"id":755,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/2MIWJJER"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/2MIWJJER"],"itemData":{"id":755,"type":"article-journal","title":"Rise of the machines: A critical consideration of automated leadership decision making in organizations","container-title":"Group & Organization Management","page":"571-594","volume":"41","issue":"5","author":[{"family":"Parry","given":"Ken"},{"family":"Cohen","given":"Michael"},{"family":"Bhattacharya","given":"Sukanto"}],"issued":{"date-parts":[["2016"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Parry, Cohen, & Bhattacharya, 2016). Proper display of important data makes it easy for the decision makers to take crucial organisational decisions. The influence of AI in organisational operations can better evaluate through the use of cognitive technology. The facet of cognitive technology based on AI algorithms adopted by the organisations to ensure effective utilisation of business intelligence. The assimilation of artificial intelligence (AI) into organisations appeared in various crucial arrangements. It is enormously important for the corporate producers to decide whether the practice of AI is profitable for the business or not. The nature of the business also plays a critical role to determine the application of AI and its integrated strategies in an organisational setting ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"z8gmAOIf","properties":{"formattedCitation":"(Moore, 2019)","plainCitation":"(Moore, 2019)","noteIndex":0},"citationItems":[{"id":751,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/U27QHNV7"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/U27QHNV7"],"itemData":{"id":751,"type":"book","title":"Jerry Kaplan Artificial Intelligence: What Everyone Needs to Know","publisher":"SAGE Publications Sage UK: London, England","ISBN":"0-19-060239-2","author":[{"family":"Moore","given":"Phoebe V."}],"issued":{"date-parts":[["2019"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Moore, 2019). It is interesting to explore a growing coalition between human beings and technology to enhance the functioning of organisational working. Business producers have a vital option to utilise the opportunity of AI in various forms such as machine learning, enhanced business operations, expand innovation, and improve customer services.

The emerging phenomenon of AI categorised as the opportunity for the business owners to gain maximum market share in the competitive corporate market. Valuable insights of AL enhance chances for the business organisation to influence the functioning of the market rather play its role as the follower. Organisations need to reconsider the existing ways which are used to determine the interaction between humans and machines ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"AuGTfdeQ","properties":{"formattedCitation":"(Ransbotham, Kiron, Gerbert, & Reeves, 2017)","plainCitation":"(Ransbotham, Kiron, Gerbert, & Reeves, 2017)","noteIndex":0},"citationItems":[{"id":750,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/6UUMBSZP"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/6UUMBSZP"],"itemData":{"id":750,"type":"article-journal","title":"Reshaping business with artificial intelligence: Closing the gap between ambition and action","container-title":"MIT Sloan Management Review","volume":"59","issue":"1","author":[{"family":"Ransbotham","given":"Sam"},{"family":"Kiron","given":"David"},{"family":"Gerbert","given":"Philipp"},{"family":"Reeves","given":"Martin"}],"issued":{"date-parts":[["2017"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Ransbotham, Kiron, Gerbert, & Reeves, 2017). The integration of artificial intelligence within organisations ultimately enhance the horizon of machines. It is the potential approach to increase overall experience, develop new inputs, and perform different human-like roles efficiently. The approach of AI works through the proper combination of a large amount of data and application of aligned software. All the related intelligent algorithm permit related software to successfully recognise different patterns in data and act accordingly.

The author of the considered article also focuses on the paradigm of growing investment level for AI around the world. Undoubtedly, the United States of America and China are great examples when it comes to the increasing trend of robots and other advanced technological features in organisations ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"ynL0lQ2C","properties":{"formattedCitation":"(McCormack, 2018)","plainCitation":"(McCormack, 2018)","noteIndex":0},"citationItems":[{"id":746,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/GARYRWJD"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/GARYRWJD"],"itemData":{"id":746,"type":"article-newspaper","title":"Artificial intelligence is here to disrupt industries. Are we ready?","container-title":"HCAMAG","URL":"https://www.hcamag.com/au/news/general/artificial-intelligence-is-here-to-disrupt-industries.-are-we-ready/153848","author":[{"family":"McCormack","given":"Luke"}],"issued":{"date-parts":[["2018",11,20]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (McCormack, 2018). The public and private organisations of Australia need to pay more attention to the advance trend of artificial intelligence within organisations. The changing nature of the management of the organisations demands to use the source of AI in various prominent forms. There is a requirement of spending more financial and human resources to introduce a dynamic range of AI within organisations of various sectors. Comprehensive understanding of the nature of the working is to make proper inference about the usage of AI to achieve desired objectives. There are numerous success stories of the use of AI in an organisational setting which can consider as the source of inspiration to consider the option of AI for the business. Various forms of industries are interested to achieve an optimum level of work through the advanced help of technology ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"c8gsf2i9","properties":{"formattedCitation":"(Saggi & Jain, 2018)","plainCitation":"(Saggi & Jain, 2018)","noteIndex":0},"citationItems":[{"id":749,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/R3AKPJ9S"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/R3AKPJ9S"],"itemData":{"id":749,"type":"article-journal","title":"A survey towards an integration of big data analytics to big insights for value-creation","container-title":"Information Processing & Management","page":"758-790","volume":"54","issue":"5","author":[{"family":"Saggi","given":"Mandeep Kaur"},{"family":"Jain","given":"Sushma"}],"issued":{"date-parts":[["2018"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Saggi & Jain, 2018). Proper alignment of organisational knowledge or intelligence with the features of artificial intelligence is the recipe of success to meet the competitive criteria of the growing market.

The particular concept of organisational intelligence is crucial to make better inference about the utilisation of artificial intelligence within organisations. Organisational intelligence is defined as the capability of the organisation to successfully construct essential knowledge and skills to align its functioning with the strategic working environment. The criteria set by the organisations to increase the capacity of human problem solving should be expanded with the proper composition of different facets of emotional intelligence. Proper alignment between the concepts of emotional intelligence and artificial intelligence make it easy for organisations to use these two prominent domains as great opportunities ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"z4sFEAtY","properties":{"formattedCitation":"(Kolbj\\uc0\\u248{}rnsrud, Amico, & Thomas, 2016)","plainCitation":"(Kolbjørnsrud, Amico, & Thomas, 2016)","noteIndex":0},"citationItems":[{"id":748,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/G9544DIU"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/G9544DIU"],"itemData":{"id":748,"type":"article-journal","title":"How artificial intelligence will redefine management","container-title":"Harvard Business Review","volume":"2","author":[{"family":"Kolbjørnsrud","given":"Vegard"},{"family":"Amico","given":"Richard"},{"family":"Thomas","given":"Robert J."}],"issued":{"date-parts":[["2016"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Kolbjørnsrud, Amico, & Thomas, 2016). The approach of AI has the capacity to increase practical facet of problem-solving within the complex level of working within a large organisation. Due to the AI, it becomes easy for the management of the organisations transmits important information to all the relevant working channels as early as possible.

Organisations have the opportunity to integrate the idea of artificial intelligence into organisational intelligence. All forms of organisations are a focus to develop a knowledge-based framework to enhance overall functioning ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"cTbmMYF9","properties":{"formattedCitation":"(Mayer, Caruso, & Salovey, 2016)","plainCitation":"(Mayer, Caruso, & Salovey, 2016)","noteIndex":0},"citationItems":[{"id":756,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/HNA35TG7"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/HNA35TG7"],"itemData":{"id":756,"type":"article-journal","title":"The ability model of emotional intelligence: Principles and updates","container-title":"Emotion Review","page":"290-300","volume":"8","issue":"4","author":[{"family":"Mayer","given":"John D."},{"family":"Caruso","given":"David R."},{"family":"Salovey","given":"Peter"}],"issued":{"date-parts":[["2016"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Mayer, Caruso, & Salovey, 2016). Various agents of artificial intelligence can be utilized to increase the overall perspective of organisational intelligence. Computational organisation theory provides theoretical foundations to build successful approach of AI in a workplace setting. The problem-solving the prospect of organisations is closely connected with the changing nature of the technological intervention. Currently, organisations have to deal with multiple working agents to ensure proper execution of different tasks ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"eLdMyNgY","properties":{"formattedCitation":"(Davenport & Ronanki, 2018)","plainCitation":"(Davenport & Ronanki, 2018)","noteIndex":0},"citationItems":[{"id":747,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/KWQUAB27"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/KWQUAB27"],"itemData":{"id":747,"type":"article-journal","title":"Artificial intelligence for the real world","container-title":"Harvard business review","page":"108-116","volume":"96","issue":"1","author":[{"family":"Davenport","given":"Thomas H."},{"family":"Ronanki","given":"Rajeev"}],"issued":{"date-parts":[["2018"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Davenport & Ronanki, 2018). The complexity of nature of work can minimize through the proper use of AI in a workplace setting. It is an opportunity for the workers to use the information system and machines to increase the range of potential work with high performance. The utilisation of AI makes it easy for organisations to overcome the perspectives of cognitive, physical, institutional, and temporal limitations. Consideration of AI as the basic tool assist organisations to utilize different mathematical and computational procedures to properly handle both human and automated organisational domains.

Conclusion

To conclude the discussion about the growing trend of integration of artificial intelligence into organisations, it is crucial to mention that organisations need to understand their capacity and demands to adopt the idea of technological advancements. The broad concept of AI closely linked with overall organisational intelligence. The diversity of the market demands organisations to use different capacities of knowledge to expand the entire development level. The phenomenon of artificial intelligence has the capacity to eliminate different barriers linked with the key perspectives of organisational intelligence. The growing contribution of AI within organisations is better to observe within the areas of communication strategies, team dynamics, knowledge management, overall procedure improvement, system assessment, risk management, and technology management. The procedure of AI expands chances for organisations to use different techniques of technological advancement to achieve organisational objectives.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Daft, R. L., & Samson, D. (2014). Fundamentals of Management: Asia Pacific Edition PDF. Retrieved from https://books.google.com/books?id=jA-pBQAAQBAJ

Davenport, T. H., & Ronanki, R. (2018). Artificial intelligence for the real world. Harvard Business Review, 96(1), 108–116.

Fleming, P. (2019). Robots and organization studies: Why robots might not want to steal your job. Organization Studies, 40(1), 23–38.

Kolbjørnsrud, V., Amico, R., & Thomas, R. J. (2016). How artificial intelligence will redefine management. Harvard Business Review, 2.

Lopes, P. N. (2016). Emotional intelligence in organizations: bridging research and practice. Emotion Review, 8(4), 316–321.

Mayer, J. D., Caruso, D. R., & Salovey, P. (2016). The ability model of emotional intelligence: Principles and updates. Emotion Review, 8(4), 290–300.

McCormack, L. (2018, November 20). Artificial intelligence is here to disrupt industries. Are we ready? HCAMAG. Retrieved from https://www.hcamag.com/au/news/general/artificial-intelligence-is-here-to-disrupt-industries.-are-we-ready/153848

Moore, P. V. (2019). Jerry Kaplan Artificial Intelligence: What Everyone Needs to Know. SAGE Publications Sage UK: London, England.

Parry, K., Cohen, M., & Bhattacharya, S. (2016). Rise of the machines: A critical consideration of automated leadership decision making in organizations. Group & Organization Management, 41(5), 571–594.

Ransbotham, S., Kiron, D., Gerbert, P., & Reeves, M. (2017). Reshaping business with artificial intelligence: Closing the gap between ambition and action. MIT Sloan Management Review, 59(1).

Saggi, M. K., & Jain, S. (2018). A survey towards an integration of big data analytics to big insights for value-creation. Information Processing & Management, 54(5), 758–790.

Schutte, N. S., & Malouff, J. M. (2016). Comment on developments in trait emotional intelligence research: A broad perspective on trait emotional intelligence. Emotion Review, 8(4), 343–344.

Your Involvement In The Strategic Plan

Your Name

Instructor Name

Course Number

Date

Involvement in strategic planning

An organization’s directions are made sure with the help of strategic planning, whereas, human resource is also considered to play a crucial role in the strategic planning of the organizations. However, this paper aims to discuss the importance of participation by the HR department in the strategic planning.

Main importance of the participation of my team is, this will allow us to revise all of the previous strategies and to track the external forces in the market. In the strategic planning processes, it is important to understand the competition in the market. This tracking will allow human resource for the scaling of the organization and plan proactively to ensure readiness for organizational changes. Moreover, the involvement of the human resource team in strategic planning will be helpful in improved communication and the appropriate execution of these plans in the near future.

Another importance to involve team in strategic planning is to keep a check and balance of the organizational environment and culture. Cultural changes are important for organizational growth, that is why participation of HR, in such conditions of change, will help organizations to carry and develop recruitment processes, effectively. This will help achieve the organizational goals and to maintain a professional environment. As a director, I believe that it would help to ensure effective training in the organization. The HR department plays a vital role in the processing of organizational development and helps employees for the implementation of new initiatives. Assessment of the employees in the organization will help to make provisions and develop strategic plans to fulfill the training needs in the organization.

Zappos

Zappos

Your Name

University Name

Zappos

1. Does Zappos effectively focus on stakeholder happiness, and how does this approach affect the ethical culture?

Zappos is a company with a unique business model that focuses more than anything on the happiness of its stakeholders. The company is committed to the well-being and satisfaction of its customers as well as employees. Its untraditional core values provide a framework for the company and direct its actions to maintain its happiness-focused business model.

Zappos business model aims at developing long-term relations with its customers. It offers a unique shopping experience. The products it sells include wide range of shoes, apparel, home accessories and products. It not only provides free shipping but also full refunds on returns. Even returns are shipped free.

An easy to navigate website, mini-websites for subcategories, incorporation of videos and attractive photographs and live inventory are the tools that help Zappos to reduce customer frustration. Fast shipping mechanism makes online shopping similar to conventional shopping and provides instant gratification.

It offers a 100% return policy. Companies generally do not see returns as something positive but Zappos considers it a source of strengthening customer relationships and increasing its profits. It allows the customers to order several products with different styles and sizes and return those which do not fit their choice and need. Generally, the return rate for an average company is 35%. However, Zappos return rate is 50%. But it creates loyalty of costumer to Zappos.

Zappos customer service model is also very unique. For Zappos, it is a means for making the customers happy CITATION WeD14 \l 1033 (We Dream Business Organization, 2014). Zappos has displayed its contact number on all pages of its website. It aims to maintain a personal and emotional relationship with its customers. Social media such as Twitter and Facebook are also employed by Zappos to address the customers' queries. The employees enjoy free reign, using their own creativity to deal with the customers. Communication is not scripted. Hour-long support calls, surprise presents such as flowers sent to customers on their birthdays, hand delivering shows, sending pizzas to those customers' homes who tweeted to Zappos about being hungry. More than 75% of Zappos customers purchase repeatedly. Such customer service will also help Zappos to introduce other categories. Customer is seen as a potential advertiser through word of mouth.

Another strength of the Zappos model is transparency. Both employees and customers receive information about Zappos performance. Facebook and Twitter are used to share information. To provide insights to customers, Zappos arrange tours and workshops to its customers. Blogs and videos about work practices are also shared with customers.

Zappos offers a corporate culture that maintains a healthy ethical relationship between the company and its employees. It aims to offer such an environment where employees enjoy their work and grow. There is fun as well as work. Even nap rooms are provided. The hiring does not only focus on skills but also on culture and sense of humor. After employment, workers undergo training and take 200 hours of classes. They are encouraged to read at least 9 business books per year. Zappos provides 100% medical benefits to employees and 85% to the employees' dependents. Zappos aims at creating a family spirit among its employees. All these features help maintain a healthy ethical relation between the company and its employees.

Zappos is also concerned about its social responsibility and philanthropy. It has gone an extra mile to ensure sustainable growth by trying to reduce their carbon print. This makes Zappos a company that is concerned not only about the immediate stakeholders but also the entities which it affects indirectly.

2. How does Zappos’ transparency influence relationships with customers and employees?

One of the most unique features of the company's model is its focus on maintaining a high degree of transparency. Just like the company aims to keep both its customers and employees happy, it also strives to keep its functioning transparent for both of the stakeholders. All the employees periodically receive information regarding the performance of the company. Employees are encouraged to share their own experiences and information with other employees in meetings.

As Zappos shares information with its employees, it also encourages the employees to develop and maintain an honest and open relationship with all the other stakeholders. This has helped the company maintain its reputation. The company sees customer service as a means of making its customers happy and therefore it allows the employees to enjoy free reign during their conversation with the customers. No conversation is pre-scripted. Employees make decisions based on their creativity. This helps the company maintain a robust and personal relation with customer.

Hsieh, the company CEO, also uses Facebook and Twitter to share the company's information with employees as well as customers. Social media effectively disseminates the company's messages because the CEO enjoys a fan following of at least 2.2 million people. This practice bridges the communication gap between the CEO and employees as well as between the CEO and the customers.

In 2008, Zappos laid off 124 employees. Hsieh did not abandon his practice of sharing information and announced the decision on Twitter. He later blogged about it. Had it been another company, it would have hesitated to open itself to criticism of the public. But Zappos does not feel that it has anything to hide from the people it wants to have a close relationship with.

To maintain transparency of its work practices, Zappos arrange workshops and tours at its headquarters. It spends at least 5,000 dollars per two days on these seminars. It has also developed an online service which provides insights into the business practices of Zappos through videos, articles, and blogs.

All these practices help Zappos to realize its vision of friendly relations with employees and customers CITATION Zap10 \l 1033 (Zappos, 2010). As a result, employees genuinely strive to improve the company's performance. They also increase customers' trust who become increasingly loyal to the company and tend to shop repeatedly from Zappos. The net result of these healthy appears in the form of increased revenue.

3. How has Zappos managed ethical risk, and what are potential ethical risks in the future?

Every business company faces ethical challenges and so does Zappos. Whenever it has faced ethical issues, it has always strived to handle the situation in an efficient and professional manner. The transparency policy to keep its stakeholders well-informed makes it more complicated for the company to deal with ethical issues.

Although Zappos is committed to its employees, it has also faced tough times in the past which demanded tough decisions that were to have adverse implications for employees. For instance, in 2008 the company faced an economic downturn. Sequoia Capital, one of the controlling investor in Zappos, demanded that expenses should be cut as much as possible and cash flow and profitability should be increased as early as possible. Consequently, The CEO of the company was compelled to make the difficult decision of laying off at least 8% of the company's employees. However, Zappos did everything it could to handle the layoffs with due care, and deal with the employees in a kind and respectable manner. Hsieh not only emailed the employees but also discussed the layoff and the reason behind it on Twitter. Those who were laid off were given generous packages. Since the layoff and its reasons were openly discussed, the employees, as well as the customers, were in a better position to know the causes of the tough decision.

The customers and employees once again became concerned about the culture and service of the company when Zappos underwent a merger with Amazon.com in 2009. But once again, Hsieh issued a statement and delineated the reasons for agreeing to the acquisition of the company by Amazon. He sighted the board's attitude which was hurting the culture of the company as the reason for this step. The board urged him to focus less on the happiness of employees and customers and more on selling shoes. So the best way for the CEO was to buy out the board. Although Amazon acquired the company, it was allowed to operate independently and flourish its customer service and culture. The vision of Amazon and Zappos aligned as both focused on customer satisfaction. Due to effective communication, the customers and employees once again thoroughly understood the reason behind acquisition.

In 2011, the company decided to promote its other newly introduced products. The advertisements featured naked people which their private body parts blocked off through tags that said "more than shoes". When it received public criticism owing to its sexual nature, the company explained that the subjects were in fact not nude and wore undergarments which were covered by the tags. Not only did Zappos pulled the ads, but it also released an apology. Once again, a sensitive ethical issue was resolved in a mature manner.

In the present digital landscape, the company faces challenges of theft of information. It needs to put in place an excellent security system that protects the consumers' personal information such as credit card numbers. Moreover, as the company continues to expand and introduce new items, its ethical issues will also keep increasing in scope. It will become harder to hire the right people and maintain their unique culture. Since CEO Tony Hsieh is committed to the values of the company, it seems that Zappos is in safe hands CITATION Hyk15 \l 1033 (Hyken, 2015). Hsieh has time and again shown his commitment to continue to deliver happiness to customers and employees.

References

BIBLIOGRAPHY Hyken, S. (2015). Is Zappos Marching Bravely into the Future? Retrieved from Forbes: https://www.forbes.com/sites/shephyken/2015/06/04/is-zappos-marching-bravely-into-the-future/#33e6bfac55ca

We Dream Business Organization. (2014). Zapoos. Retrieved from We Dream Business Organization: https://wedreambusiness.org/Zappos.html

Zappos. (2010). Zappos.com, Inc. Code of Business Conduct and Ethics. Retrieved from Zappos: https://www.zappos.com/c/code-of-conduct