Evaluating the steps an organization can take to improve skills of its employees * The achievement in any business is contingent on exactly how good your personnel are skilled. Skills for example, communication is quite essential to any organization. If its employees have acquired and implemented more skills within their work, it will obviously be better for the business, in terms of productivity, efficiency, success and revenue. It is very essential for staff to have adequate communication skills, due to the fact it’ll maintain the flow of the business, productivity, and extra participation and involvement for the employees which will allow them to interact with each other which will eventually result in better propositions and outcomes for the business. * In addition, supposedly if staff are having difficulties during communicational activities and processes, it is possible for them to attend and be a part of training programs after work hours, and if any sufficient improvement is made, employees it will be very profitable when working with colleagues and customers which will ensure everything is very understandable and no confusion is cause.
b) What are the benefits of continuously improving performance at work? Please state at least two. Benefit 1: There is a chance of a promotion as my employer will see how hard I work and the work I produce which leads to more money for me Benefit 2: I will be able to take on more skills which will broaden my career opportunities and may lead to getting a better paid job in another organization 1.2 a) What is the purpose of encouraging and accepting feedback from others? The purpose of encouraging and accepting feedback from others will help me improve how I produce my work tasks. I will learn from mistakes I have made and ensure I carry out work duties correctly the next time around.
| Recognizing Employee Contributions | HRM 500 Assignment 4 | | Sherry Jackson | 12/14/2014 | As an HR professional in today’s world businesses are required to create a continuous positive atmosphere. Ensuring that the right people are in the right position is a key component of the job. The challenges faced by HR professionals within this organization are important dimensions. The policies, practices, and systems that influence employees ‘behavior, attitudes, and performance as well as the employees pay is important to retain good employees. Many companies refer to HRM as involving “people practices.” HR professionals should emphasize that there are several important HRM practices that should support the organization’s business strategy: analyzing work and designing jobs, determining how many employees with specific knowledge and skills are needed (human resource planning), attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs and preparing them for the future (training and development), evaluating their performance (performance management), rewarding employees (compensation), and creating a positive work environment (employee relations).
The important issue about this whole salary of professional athletes is that they are over paid for just playing a sport for a few months. Many people including the professional athlete thinks that what they are getting paid to just play a
Compensation will be determined considering the organization’s budget and most importantly the required performance and productivity to achieve organizational goals. Taking an approach like this will align the interests of managers and employees (2009). I believe the development of a compensation plan which will work together with the benefits plan is a significant aspect to attract, recruit and retain the most effective and productive employees. In addition, achieving the organizational objective to provide flexible and competitive compensation and benefits program is one of the focal point in order to satisfy and attract potential and existing employees of InterClean. New Compensation Plan and Why Pay System Will Work The new compensation plan is designed to be fair, flexible, competitive, and performance based.
14. Which of the following best describes a dynamic organization? A. Creating organizations that continually focus on the internal processes to achieve goals B. Building an organization by grouping jobs into work units and allocating resources C. Identifying business functions and mobilizing leaders D. Being flexible and responsive towards customer needs and the competitive environment Correct!
Leadership: Leadership plays a key role in setting the tone of an organisation and trust in the leadership has positive influences on employee behavior. If the leaders are perceived as trustworthy, full of integrity and honorable, employees are encouraged and motivated to be more productive. They are also confident to voice out their concerns through communication committees or engagement surveys because they trust that action will be taken on their views and opinion.Organisational structure: a structure which controls, coordinates and motivates employees through policies, procedures and expectation to achieve the organisational goal is required. Efficiency is enabled by monitoring and managing employee’s performances through processes such as appraisals, reward and recognition and incentives. This results in achievement of individual objectives and contributes to organisational goals.
We also aim to retain these employees through their career in the learning and development industry. With that in mind, each manager should seek to understand if the employee development plan includes a position within Citi that may be available to the employee. The manager should work with the employee to ensure they are taking the right steps to become a candidate for the position they are seeking. This may include an opportunity to create a mentor relationship with other successful employees in a similar position. Compensation Plan The Learning and Performance Solutions group has developed a compensation plan that is meant to attract talent and retain staff employment.
People are a business most valuable asset and keeping them satisfied, motivated, developed and retained is necessary if a company is to remain profitable (humanresources.about.com, n.d.). HR department plays a vital role in companies; helping them master the challenging competitive environment and the demand for highly qualified employees. Their primary roles are locating, screening, recruiting, hiring, and training high quality individuals who will become constructive members of the organization. They must be professional at all time handling different situations and people; skillfully communicating the firms’ policies, procedures, and goals: other responsibilities include perform job
Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. It is also a tool that is used by management for a variety of purposes to further the existence of the company. It may be adjusted according to the business needs, goals, and available resources. Some examples are to recruit and retain qualified employees, increase or maintain moral satisfaction, reward and encourage peek performance, achieve internal and external equity, reduce turnover and encourage company loyalty (Tandehill, Human Capitol, 2010). Recruitment and retention of qualified employees is a common goal shared by many employers.