Job analysis can also contribute to the review of pay structures within a company. HR can estimate the correct salaries and benefits for a job after the job analysis has been done. The details collected by
Just like the employees at Air Devils Inc needed interventions implemented to help with stress reduction, interventions are vital for organizations. The employees at Air Devils Inc can definitely benefit from training in effective conflict resolution techniques because the simulation outlined the way employees were struggling with effectively interacting with one another. They can also benefit from interventions that can help to modify the team structure. Implementing flexible work schedules can also decrease stress in the workplace and contribute to improving organizational performance. To help employees handle the conflict and stress of the work schedule many organizations have adopted guidelines that allow alternate shifts and schedules (Jex & Britt, 2008).
Question 7 used the ordinal scale to rank how common or important the situations were to them. Question’s 8 and 9 again used the interval scale to determine how the employee felt about the situation. Lastly, question 10 was an open ended to gain insight into how the employee more aptly felt about the companies organization regarding paperwork and report handling. The questions were formulated in such a manner, not necessarily for numerical value. But to determine the employees honest opinions regarding the situation.
Factors employers should consider in determining if assessment methods may require evaluation; • High employee turnover rates • Poor performance related to new hires • Low applicant rates • Declines in organizational productivity • Screening of applicants effectively • Identification of competencies requirements (Person-job fit) • Identify development needs and/or capacity to obtain knowledge • Organization and cultural fit (Person-organizational fit) • Talent and HR philosophy alignment to business strategy • Other attributes; personality, attitude, motivations, teamwork and interests (Person–group fit) and (Person-vocation fit) • Validity/reliability and accuracy of method to achieve staffing goals • Minimize adverse impact, ethical and legal concerns • Maximize ROI/costs of hiring • Candidates reaction (fair, consistent and objective) Source: Strategic Staffing 2nd edition – Phillips and Gully. Chapter 9 Assessing External Candidates page 233- 240 2) Discuss the advantages and disadvantages of both structured and unstructured interviews. Which would you prefer to use? Why? Unstructured Interviews Disadvantages • Standard approach is absent variances by candidate/interviewer • Formal scoring may be lacking impacts the ability compare candidates effectively • Interviewer approach and questions may be irrelevant to competencies.
Individuals working together as a group can also accomplish much. The following essay will explain the differences between a group and a team. Followed with an examination of the importance of workplace diversity and how it relates to team dynamics. Team and Groups are similar in that they are made up of people with complimentary skills working toward a common goal however this here the similarities end. The most significant difference between a team and group is accountability.
2) Appraisal, Training and Performance Records An organisation can collect Performance Appraisals and use the data from this process to see how many appraisals were completed by each Manager or department and see if there are any learning or Training and development needs within the organisation. By keeping training and performance records on employees, this enables the management to assess individual productivity and performance. This will allow the organisation to help the employee reach their full potential which could increase productivity. Two Types Of Data Collected and How Each Supports HR Data to support HR can be both quantative and qualatitive. Quantative data can be statistically measured and often uses closed questions.
Abstract Employers implement retention strategies to manage employee turnover and attract quality employees into the organization. Retention programs focus on the relationship between management and their workers. Competitive pay, benefits, employee recognition and employee assistance programs are all part of a company's attempt to maintain employee satisfaction. Human resources specialists utilize feedback they receive from exit interviews and focus groups to improve employee relations and reduce turnover. Transitional development issues plague corporate America daily with the ability to hire and retain quality people; costs associated with training new hires, and conversely seek avenues in improving employee dissatisfaction.
“A traditionalist (born before 1945) and a Boomer (born 1945-1973) may experience conflict in the workplace due to age differences and styles of completing a set goal, therefore this conflict can be eased when the line manager appoints a team member from each generation groups”. [Zemke R. Rainis C (2000),Generations at work : managing the clash of veterans, boomers, X’ers and Nexters in your workplace 2nd edition].This member will share the traditionalists desire for tangible goals and outcomes, as well as their determination to focus on individual tasks, and increased collaboration between team members. Line managers need a strong of empathy and a clear understanding of what motivates their colleagues as individuals above and beyond the traits of one generation or another. Communicating in the workplace can at times be a navigational nightmare. There are very distinct generations working together today and often conflicting with one another as they cross paths.
ssue: Performance evaluations are a way for an employer to measure how well an employee is performing in their job. These evaluations can be used to encourage positive performance or to resolve employee issues. Formal reviews can be the basis for promotions and pay raises, or in some cases, disciplinary actions. The subjective nature of performance reviews can create potential ethical issues for HR practitioners. While it may be necessary to use different measures for different employees, it is difficult to be objective when a manager can pick and choose what criteria they are using to evaluate.
Identifying gaps and Recommending initiatives to support a more balanced work life culture. Overview This report has been organized depending on the factors that were considered while evaluating the effectiveness of the WLB programs at ABC Corp from least to most important. They are: Demographics, Work Location, Work hours, Job satisfaction and Importance of WLB. Background Work life balance is the minimization of conflict between work and non-work demands. Many companies now offer WLB programs as an imbalanced WLB can have a negative impact on an employee’s well- being, mental and physical health and eventually on their individual performance in the company.