If the employee did not know what the job entailed beforehand, they would fear that they would not like it for a number of reasons including the working hours or the wage, as it may not come up to their standard. The job description may also cover the eventuality of a problem occurring which involves the applicant. For example if a person if of sick, it may fall to them to cover for that person which may lead to that employee taking up two job roles at once which could cause immense pressure. The employee has to be aware of this, as it may not be a rare occurrence. The applicant may be told that their job role may tail off into different roles during the time period they are there.
Selling products online will make it easier for Innocent to reach to wide range of customers. Another challenge that Innocent could face is being able to keep its current employees because during recession Innocent might struggle to pay wages so they might think of paying minimum wages. This may makes employees to leave the jobs and look for better jobs with higher wages. So it is essential for Innocent to provide as fair wages as they can to keep their existing employees. During recession Innocent would mostly want to survive.
This will save time in the long run, which should encourage most employees despite their initial frustration with the management system change. A series of training and preparation with individualized tutorials might mitigate some anticipated resistance. Inadequate communication may also cause resistance. Management will make the major decisions with regard to the scheduled change; it is their obligation to clarify these decisions to subordinates within the company. Management is also expected to properly handle the inevitable questions and grievances; it is important to avoid misinterpretation regarding the procedural
Jobs that have specific qualifications or task that are defined should be a Person/Job Match. Jobs that are poorly defined should be a Person/Organization Match, that is matched with the vision of the company. Having specific knowledge, skills, and abilities is needed for some jobs but the greater needs for the company would follow a more general path. Having a general skill set such as flexibility, ability to learn, and communication skills will enable your department to place employees across a variety of jobs and develop their more specific talents as the company has needs. While any company wants to employ exceptionally quality minded employees they are also faced with the fact that they are less experienced than the acceptable quality workforce.
Riordan will pay higher salaries to employees with high-level skillset to attract and maintain employees with these skills. In addition, this strategy will help the organization keep production running smoothly. The company understands it would cost much more in time, resource, and money to keep retraining new employees. Research and development strategy is part of the pride of the company. Riordan regularly creates and uses some of the most innovative processes and procedures to provide customers with the best product possible.
PERSONNEL MANAGEMENT: POLICY AND PROCEDURAL ISSUES 2 EMPLOYEE ENGAGEMENT/DISENGAGEMENT INTRODUCTION Employers want employees who will do their best at work or ‘go that extra mile’. Employees want jobs that are worthwhile and that inspire them. More and more organisations are looking for a win-win situation that meets their needs and those of their employees. What they increasingly say they are looking for is an engaged workforce. Employers want engaged employees because they deliver improved business performance.
When a company requires a person to fill a job they could have an open position for they will seek the best person for the job. If this entails a certain level of education or a certain skill the company will have to assign a higher rate of pay. A job that does not require a high level of education will allow for a lower rate of pay. Even though the internally consistent compensation system can be a wonderful thing to add into any company it can pose a big challenge to the companies competitiveness. This system that is founded on the job analysis has lead to a formal structure job descriptions which is how the pay scale the company uses is put in place.
The employees may feel a certain way about the layoff of the co-workers and also it may effect how they work. Also another thing is the loss of valuable and knowledgeable employees may affect others too. The new hire people will have no one to ask if they do not understand or know how to perform a task asked of them. This can cause serious problems for productivity and for the patients at the clinic. The last disadvantage I think will be a problem to the Dodge Clinic is employees seeking employment elsewhere because they do not feel there job is secure.
A positive influence plan includes compensation for positive emotions and performance, quality and timely performance evaluations, and timely employee surveys. All of these tools for increasing employee motivation, satisfaction, and performance will not result in immediate change but will allow a manager to identify and assess current and future issues within a team. Increasing an employee’s motivation, satisfaction, and performance is the most difficult aspect of being a manager. By developing a positive and effective influence plan, a manager can be successful in changing all three aspects for the
We have a difficulty in defining information because it differs from one person to another and what this person consider as good information . As for information technology it is the technology of processing, planning, designing..etc using software and computer systems. Question # 2: Tangible costs of Information systems: Costs of new equipment, cost of installing equipment and machines, training costs, maintenance costs and new personnel and staff costs. Intagible costs of Information systems: Losses due to low productivity , waste of time needed to train existing employees, low morale of staff, no satisfaction of employees when seeing the end result of their work, upsetting customers from system change. Tangible measures of the Value of information system: Better quality of work, more automation so less wastes, accurate work, no human