The role of human resources has historically been confined to mundane administrative tasks related to payroll and benefits administration. However, modern science, psychology and technology reveal the importance of recruiting the right person for a specific position. One can person can topple a company, or bring it to new heights of glory. Right-Fit theory provides that a job candidate’s fit has less to do with their professional and/or educational experiences, and more to do with the sum of their parts. Meaning that, it is vital that recruiters and human resources look beyond a resume or job networking site profile and more so at the person’s life experience, attitude, culture, and background.
Name: Jeyson Chee Chin Seong Student ID: 1301100413 Case Study: Drifting Toward the Storm Discussion Questions 1) What should Ray include in his job description for the director of engineering position? Generally, job descriptions provide important information regarding duties and expectations for both employers and employees. Effectively developed job descriptions are communication tools that can contribute to an organization's success. While well-written job descriptions can help guide an employee, poorly written descriptions may contribute to a lack of understanding of key job responsibilities. For instance, Ray could increases the chances of hiring the right person for the director of engineering position if it is
It is mentioned that Fred Lager is more experienced with running a modern organization and he recommends that Ben and Jerry host a team building retreat with the Leadership team of the company. Team building can be very helpful way of creating a more unified feeling among co workers, as well as unearthing hidden conflict that may not have arisen yet. The goals and values that the company has been built on are still there. It is the business and communication side that is getting in the way, creating issues that need to be addressed. To address these problems I would recommend the mirroring process approach (McLean, 173).
Hire Yourself or Outsource My professional Recommendation: I think it is best for Tanglewood to focus more on doing the hiring themselves because they get to set the criteria for the new employees themselves, and they get a chance to get a feel for the employees first hand. External or Internal Hiring My professional Recommendation: I think it is best for Tanglewood to focus more on Internal hiring because it shows the companies loyalty to it’s employees. Therefore increasing productivity, and the company will utilize less resources hiring from within. Core or Flexible Workforce My professional Recommendation: I think it is best for Tanglewood to focus more on a flexible workforce. A flexible workforce such as telecommuting will allow for flexible work schedules therefore providing the company with better coverage.
Managing the human resources can help to build more reliable and hardworking employees. If they can manage their human resources the right way it can lead to highly motivated and skilled staff and can defiantly improve performance. E.g. at Asda it’s important to provide staff with incentives so that they feel their work is being valued and they will want to work harder to achieve targets, Asda have to treat their staff right because if they feel like they are being harshly treated then they will take out their feelings on the customers and then Asda will lose custom from that store, also they give employees pride to work for the company. I believe that if the management of the human resources department is done in the right way then it can be an important factor for what success a business will have.
By listening to people’s feedback not only can you find better ways of working increasing your speed and efficiency but you can work with other people to build upon ideas. 1.3 Explain how learning and development can improve own work, benefit organisations and identify career options Learning and development can improve your own work by increasing speed and efficiency and persons own knowledge base. This can benefit the company because you are less likely to make mistakes which not only saves you time but other people that may be asked to help you rectify the mistake and also having to repeat work. This will bring down costs to the company and the quality of work you hand in will be better. For example the data quality department of the hospital’s motto is “GETTING IT RIGHT THE FIRST TIME” as getting something such as patients information can have large
The opportunity is if you change negative conversations to positive, you can change the culture for the better. However the challenges is; if you don't change the dialogs between management and the corporate culture, the culture will not change and conversations that do not support the desired changes will make progress particularly hard to achieve and (2) encourage formal and informal action-based learning. Action-based learning has become an important tool for helping employees understand the implementation of culture development. In other words, the employee studies their own actions and experience in order to improve performance. I would argue a culture of
Some of the impacts include employee concerns, the current environment, development of new cultural concepts, a new hierarchy, and new delegation among employees. However, there are a couple of ways to decrease the impact on two organizational cultures as the merger begins: 1) discuss the assumptions of beliefs and values from each health care team; and (2 discuss the organizational core components that will provide a clear vision to the possibilities of a new organization culture. Moreover, middle mangers must ensure that the combined staff will work together to provide quality care without taking on a competitive stance. Working together is easier in a positive work environment; and the manager realizes that resistance is part of the change process and employee resistance actions are a reflection into the process. Therefore, the manager should remain flexible through out the change process.
On the other hand, leaders, According to Kotter (1990) are seen to provide inspiration and generate energy and enthusiasm to get things done. However, though the two issues are different they are complimentary. The two practices had to go hand in hand for a business to go well. According to Murray, separating the two is likely to cause more problems than it solves, for example leadership inspires and motivates people to overcome the challenges that management processes of controlling and measuring have uncovered. In this way one can argue that it is true to say that management and leadership are two different but complimentary issues.
By accepting authority, responsibility, and accountability, managers can confidently face though situations that require decisions made. In some organizations the decisions to change leadership is a hit or miss; organizational leaders have to apply methods or techniques to maintain an efficient business operation. Leaders have to show different leadership styles appropriately and take a planned resource management strategy to succeed. This is the only way the organizational performance can be expected to be promoted. The relationship between organizational performance and leadership can be theorized that leaders help shape organizational culture and, thereby, performance.