Employee Training and Career Development Paper Karl Bryant HRM/300 04/13/2015 Dr. Lauraann Migliore Employee Training and Career Development Paper There are many aspects that go into the training and career development in different organizations. Each organization depends on human resource department in different ways. Human resources is a people department because in most companies today managers depend on HR to find or locate candidates that are right for the job and also aid in the training or creating the proper training to ensure new hires are going to be able to get the job done right. Creating a job or career is the hard part in an organization due to the fact that you have to make sure labor demands are high enough to pay the employees for the positions if the labor demand is not high enough or worth doing you would basically be paying money when it’s not practical. The role of training in an organizations development is an important aspect of any company and is a process of its own.
Micromanagement like this puts employees in a threatened state and unable to perform their best. Additionally, while the reward system may have appeared functional, it ultimately was very poorly designed. Employees felt incentivized to simply “impress” their superiors, which did not necessarily correlate with actual performance. Further, the assessment cloaked evaluations as a part of career development counseling, creating a conflict of interest for the auditor collecting performance information from the employees. Finally, the evaluation system failed to require managers to provide feedback to their reports, inhibiting an environment of learning or growth.
They won’t be able to share their problems with their GP because the GP doesn’t consider the individual as important. The individual could feel as though everyone thinks that way about them. This could lead to the person becoming very lonely and isolated. The individual could also get depressed and begin to hate who they are. Disempowerment: Make a person or group less powerful or confident Disempowerment: In a Care Home The managers and members of staff are more powerful than the service users because they have more authority, therefore they can put that into action.
This will cause a lack of consistency in teaching from the management side and discipline of the employee in balancing both clients and management. Every district manager might not have the same goals for each salesman. District managers may have different expectations on how the salesman should perform during a sales call. This could be why each manager had different records of Marsh’s performance written down in the reports. When Marsh started working with Ted Franklin, it made a negative impact on his attitude towards his career.
‘Wolfgang’s Balancing Act’ Case Study Task 1 Cultural contingencies that shape employee behavior in Healthcare As the world becomes more interdependent, the business and the process of doing business are exposed to many, continuously changing dimensions, structures and opposing forces. In a global environment, culture is a critical factor whereby the process of advancing cultural intelligence and international cultural competence would be the deciding element for the success of managers and leaders especially those who perform human resource (HR) functions. Within the cultural context, common elements are to be found including shared and dynamic nature surrounding norms, values and beliefs which are expressed through different behaviors, artifacts and interactions. It is necessary then for HR managers like Wolfgang to fulfill profitable relationships vested on the capability to reconcile cultural dimensions of pay systems from the headquarters to subsidiaries. Within Healthcare, there are economic, political and cultural forces that are influencing the operation.
In today’s fast paced globalized businesses, maintaining a strong culture is getting increasingly challenging, and therefore stresses the need for a heightened awareness to maintain it. Cultures are generally described as how the employees perceive it. Organizational Cultures are usually started by the founders and early leaders, and generally reflect on their beliefs and values. Organizations describe and maintain their cultures using a variety of strategies such as hiring, socialization, stories, rituals, material symbols, and slogans etc. An organization where culture is widely shared across employees and groups is said to have a strong culture.
Motivation in the Workplace In the workplace, there are many factors that affect people’s job satisfaction, performance and overall happiness in their working environment. Employers are constantly trying to hire motivated, hard working employees, however after being in a job for a considerable amount of time, how do you keep workers motivated? Motivation is a key aspect that relates and affects many, if not all aspects, in the workplace. There are various types of motivation that stem from different places and are created through varied tactics. Having employees positively motivated is a key aspect that managers strive to achieve.
It is now a melting pot of different ages, cultures and races. Because of this companies must now balance different types of diversities in order to keep employees happy and the company functioning. Firstly, people are now staying in the workforce longer. This now means that people of different generations now have to work alongside one another which can cause conflict. Age is not the only diversity within the workplace, but now cultural differences such as race, religion and personal beliefs also play a bigger part.
However, determining what constitutes fair and equitable compensation can be a challenging proposition for employers and employees. This analysis will provide a background on employment compensation as well as some personal opinions on how this balance can best be reached. Background In the world of human resources management (HRM) on of the drivers of the last few generations has been globalization. Companies have expanded in size and now operate in many international markets across the globe. This has also corresponded with a large push for standardization of different human resource operating procedures that include compensation.
Running Header: THE ROLE OF DIVERSITY IN BUSINESS The Role of Diversity in Business Abstract As the economy becomes more and more global, the workforce becomes more and more diverse. Different people move to America from around the world to find employment. Diversity is defined as the variety of human societies or cultures in a specific region, or in the world that have their own backgrounds, beliefs and values. Workplace diversity refers to the variety of differences between people in a business. Diversity not only entails how people see themselves but also how they see others.