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). An organization performs best when all of these practices are managed well. At companies with effective HRM, employees and customers tend to be more satisfied, and the companies tend to be more innovative, have greater productivity, and develop a more favorable reputation in the community. * Two methods an HR professional could use to determine incentive pay are as follows: 1.) One way to determine an incentive pay is Salary and benefits packages usually paid for comparable positions with similar duties and responsibilities in the private, non-profit and government (non-Federal) sectors; the desirability of the duties, work or
Acquire or Develop Talent Tanglewood should do both acquire and develop talent. Since Tanglewood abides by their mission statement, they should acquire employees that are able to provide a high level of customer service as well as be knowledgeable about the products and services that they are selling. Training is an ongoing part of employment. Tanglewood should develop its employees to be complaint to their company goals and missions. 2.
Developing talent refers to the acquisition of employees who have the ability to acquire the skills, knowledge, and abilities of a job. Based on an overview of the organization’s current condition and a combination of factors derived from the mission statement, organizational structure, and cultures and values, I would recommend concentrating primarily on a talent development strategy versus an acquisition strategy. The following are statements are the grounds for this recommendation: Mission Statement * “We are committed as a company to providing maximum value to our customers, shareholders, and employees.” Organizational Structure * Employees at all levels of the corporation are encouraged to make suggestions regarding operations * A core workforce is viewed as essential for the organizational values and culture, described below, that Tanglewood seeks to develop and maintain. Organizational Culture and Values * From its inception, this company has emphasized employee participation and teams. * Efforts are made to involve employees in the decision process when possible.
This is really important to any employers as it shows that you have own passion and determination to do the work. Leadership qualities- This is when you undertake a certain task and get others to follow what you have explained. This skill is important in IT industry as it shows the employer that you are willing to be in lead of others and helps to achieve all the developments in the IT industry. There are some qualities that each person should have in order to become a good leader and these include: reliability, good communication skills, commitment, time management and honesty. Punctuality- This is when the employees arrive at the right time to work and are well prepared to take on any task set by their employer.
Having an original performance appraisal system in a human service organization is very important. They should be used in any organization or business, but especially in human service organizations for many reasons. Performance appraisal can be viewed as the process of assessing and recording staff performance for the purpose of making judgments about staff that lead to decisions. It is important for managers and leaders of the organization to know what is going on with their employees. The performance appraisal gives the employer the upper hand on what goes on throughout their organization and allows them to make sure that things are done correctly.
There are many skills and qualifications needed when applying for the job role of Customer Service Advisor. Employers will tend to look for how presentable the employee is (well dressed), if they can communicate clearly and if they are able to get on well with existing employees. They will also need to have skills and qualifications which are relevant to the job being applied for. The employer will want to see that the skills of the potential recruit meet the demands of the job and will benefit the business. If the skills they have are what are needed for the job then they will be in a good position to be selected for the job.
Professionalism: Workplace Ethics William Allen Grantham University Professionalism: Workplace Ethics Businesses expect a certain level of professionalism from their employees during work hours and when on company property. Workplace etiquette is important for making first impressions and maintaining healthy relationships with superiors and peers. Communication, behavior, and appearance are three are the crucial factors that make a great professional employee, as these are characteristics that can contribute to a company in its goals to be profitable. Most businesses, no matter the industry, sets certain guidelines to which its employees are expected to adhere to, these rules are usually explained in the employee handbook. This paper will discuss the pros and cons to proper workplace behavior and a possible compromise for employee workplace etiquette.
Goals are important feature of work organization. Goals should be stated clearly, emphasized and communicated to all employees of the organization in order to achieve effectiveness. Goals help to develop commitment of individuals and group to the activities of the organization. They focus attention on purposeful behavior and provide a basis for motivation and reward system. Goal management is about more than just the assigning goals and reviewing of employee performance.
Introduction A successful leadership in any organization understands that a successful workplace conflict management strategy will reduce hostility and aggressiveness at work. Conflict management and resolution must address everyone's needs and concerns, to ensure effectiveness and to also help employees with a greater job satisfaction. Communication is both the cause of and the remedy for conflict. Effective organizations understand the need for employees to know how to effectively communicate, and how to satisfactorily resolve disputes. By knowing this it can lead to a happier, more productive atmosphere in the workplace.
The main purpose of a performance appraisal system is to motivate employees to produce more and good quality work. Performance appraisal can be a necessary element for career development. Defining employees performance targets can also benefit an organization. They will ensure all employees understand what the organization expect of them. By