How do you think managers can ensure that their performance behavior meets the requirements of the organization for which they work? It is important for a manager to have experience with and an understanding of the processes and procedures carried out by their team/department. Managers should be familiar with company schedules and deadlines, communicate these deadlines to their team and plan accordingly. They should also have a clear understanding of the company’s goals and objectives. A manger should report on and audit their team/departments overall productivity and outputs to ensure that time and recourses are being spent wisely.
Before making a decision, the manager will consider the task in hand, the people involved and those who will be affected (such as customers). Various internal and external factors may also affect the choice of leadership style used. Internal factors include the levels of skill that employees have. Large teams may have members with varying levels of skill. This may require the team manager to adopt a more tell style, providing clear communication so that everyone knows what to do to achieve KPI success.
Employee rights and responsibilities have developed over time to also foster in the protection for employees as well. Employers have the problem of balancing the legalities with responsibilities and the total social engagement of an organization. With employees rights and responsibilities comes the concepts of due process, employment at-will, duty of diligence, duty of obedience, and duty of loyalty. Employers love to have an engaged workforce so seeking out ways to have a productive organization can be challenging. Employee involvement strategies have been created to include employees in the some of the decision making in their day-to-day activities.
2. How to develop a total compensation strategy. Step 1: Assess total compensation implications * Competitive dynamic Emphasize on how the organization plan to compete and survive in the industry. Therefore, the company should have the ability to cope with the turbulent competitive dynamic and focus on important factors in the environment today such as changing customer needs, competitors’ actions, changing in labor market conditions, changing laws and globalization. * Culture values The pay system mirrors the company’s image and reputation.
Effective Use of the Grievance Procedure for Settlement of Disputes HR 586: Labor Relations April 6, 2012 Thesis Conflicts may rise in the workplace how they are handled is critically important. In order to solve a dispute in the workplace there has to be a solution that makes sense when determining the facts. The best way to settle disputes is through a formal process called a grievance. In fact, every organization should have a grievance procedure established in order to ensure that every employee gets and/or reaps the same benefits. “Grievance Procedure is a step by step process an employee must follow to get their complaints addressed satisfactorily.
Frito Lay Human Resource Functions When taking a look at Frito Lay, I think the company is on the right track when it comes to human resource function in a workforce environment. It can be very challenging in today’s society. This paper will describe and identify the important HR functions and analyze how I view these other human resources activities as essential for growth in Frito-Lay. We will talk about different functions like recruitment and employee selection, utilization of human capital resources, balancing the needs of the organization with those of the employees and advising organizational leadership on all aspects of human resources. I hope this paper will help you to critique human resources as they relate to both objective and subjective elements of managing human capital and apply effective human resources staffing management techniques as they apply to individual performance.
Factors that contribute to people’s perceptions and attributions in the workplace can be extremely important to understand how it relates to forming opinions. There are several key factors as it relates to coworkers and forming or changing opinions. In the case study of Joe Salatino, operant conditioning and self-efficacy as it relates to improving the workplace performance and hiring will be discussed in the coming paragraphs. In the workplace, understanding the perceptual process can be very helpful when it comes to many factors such as hiring, viewing coworkers and how to change your perceptions of others. Below I will discuss the different ideas and the importance of why Joe Salatino in the case study “President of Great Northern American” should help his employees understanding about how people form perceptions and make attributions.
They also responsible for setting up the tactical, work plans and strategies. They take control of the strategies and finally they make implements. It is vital for managers to involve employees from all classes in the organization to achieve the organization’s goal. Each supplying that were input to the organization which will create time for adequate planning. Also it is an attribute the managers have to own to help to meet the goal for the ability to make snap and timely unplanned decisions on varying circumstances in the organization.
Running head: Designing Compensation Systems and Employee Benefits Designing Compensation Systems and Employee Benefits Janice R. Young Dr. Andrew McLeod Business 409 Strategic Compensation November 22, 2011 DESIGNING COMPENSATION SYSTEMS AND EMPLOYEE BENEFITS Describe the differences between job analysis and job evaluation and how these practices help establish internally consistent job structures. Job analysis and job evaluations are the fundamental cornerstones of any best practice in a human resource approach. It provides a really good understanding about the jobs in the company, how there structured, how there organized and how they are correctly and fairly graded. This is very important for the company and the employee. Job analysis is the process of obtaining valid job information that aids management in making decisions.
Therefore, to achieve any change effort depends on the quality and workability of the relationship between the change agent and the members of the organization. In the light of the many problems related with organizational change, the change agent has a very important role. The change agent’s competencies have a major impact on success or failure of the change, and to the extent of potential undesirable side effects. This report will discuss the types of change agents, their roles, and comparison of the various change agents. SUMMARY Before a change agent or leader can anticipate to work effectively within an organization, they need to understand its exclusive qualities and specific needs.