Background Recovered is considering establishing a greater presence in Kava. An evaluation of what is best for the company and what is good for the people of Kava will need to be completed to properly evaluate the challenges involved with locating a branch office in the Pacific. After a brief description of the Island, its people, resources and potential risks, by the Director of Strategic Planning, the first impression would be to forget the idea of locating an office in this location. The key to the evaluation is to look at the possible risks and turn them into opportunities. The company is looking to relocate to the island of Kava in order to increase the company’s international growth potential.
Therefore, job analysis has to be examined and developed to enhance an organisation’s competitive advantage and ensure the ongoing skill development of individuals. By looking at the advantages and disadvantages in current trend of job analysis, appropriate and specific strategies can be concluded to make sure an organisation can utilise job analysis at its maximum potential. The first question that one needs to ask: is job
Work Culture Preferences and Competencies Gregory J. Daniel MGT 521 June 4, 2013 Dr. Ranasinghe Work Culture Preferences and Competencies The development of strategic and operational plans within an organization depends on the work culture of individuals. An organization will benefit from knowing what constitutes an ideal work culture for its employees even if that environment is not attainable. In the opinion of this United States Sailor’s personnel management experience all information is pertinent and most especially the information for what is not attainable. In human resource strategic planning, “the first step is to assess the current human resource capacity of the organization. The knowledge, skills, and abilities of current employees needs to be identified” (Ulferts, Wirtz, & Peterson, 2009).
This will in turn raise the standards of the new organization. According to Zatz (2011), it is recommended that the more dominant organization have a strategic plan mapped out to include communication among employees and customers, how the culture will be merged and employees that will be laid off. A SWOT (strengths, weaknesses, opportunities, and threats) analysis can be used to create this plan (Zatz, 2011). Impact of the Merger on the Culture of the New Organization Culture is a very critical part of the merger process. Though cultural conflicts are inevitable, cultural differences have to be put aside to ensure success of the new organization.
MANG 6469 Samantha Chiasson Final Exam 1.) What is the staffing model? Staffing is a critical organization function concerned with the acquisition, deployment, and retention of the organization’s workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness. Organizations are combinations of physical, financial, and human capital. Human capital is the knowledge, skills, and abilities of people and their motivation to do the job.
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.
Outline how you, as an organisational leader, would gather information about continuous improvement needs and would contribute to and implement continuous improvement initiatives. Draft a memo to employees providing information about changes to plans and operations, the outcomes of continuous improvement efforts. Lastly, also consider customer service and feedback from customers that might contribute to identification of improvement opportunities. Include reference to the impact of change on individuals and groups within an organisation, risk assessment, risk management and techniques for successfully managing the different types of change. What actions would you take to ensure that employees in the organisation understood the need for improvement and were able to cope with the accompanying changes?
Also how I believe the HRM role can be optimized for shaping organizations and employee behavior. Upon reflecting my whole focus is to identify, included, and understand every aspect of Human Resources Management. As I have reached the end of this human resources management course I have learned that every aspect of HRM works together to perform a primary function. Human resources planning consist of managing an organizations employees, money, and product. Recruitment is informed by human resources planning, job analysis, and job design and it serves as the foundation for effective selection, compensation and benefits, as well as for training, development and performance appraisal (Youssef, 2012).
They need to identify and understand the developmental needs of the employees. They must also ensure that all key employees understand their career paths and the roles they are being developed to fill. Companies devise elaborate methods to characterize their succession and development practices. The first step is to identify key roles for succession or replacement planning . Then the organisation must define the competencies and motivational profile required to undertake those roles.
The management activity associated with planning is to select goals and ways to attain them. Organizing typically follows planning and reflects how the organization will try to accomplish the plan. The management activity associated with organizing is to assign responsibility for task accomplishment. Leading is the use of influence to motivate employees to achieve the organization’s goals. The management activity associated with leading is to motivate employees.