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. Employees will step up and help the company by doing other duties or help with the duties of new positions so the company can stay competitive in the market. Companies will ask employees to do this if they have had to cut staff or if they are adding certain jobs to the company but do not want to add any more staff. In order for the company to stay competitive with other companies each company will need to have policies in place that will help and maintain what they have already established. By having these policies it will show that the company is willing to be competitive and will do what it takes to recruit and retain employees.
* Business and reputation * Promotion prospects * CPD * Ofsted “CPD ensures that professionals remain up to date in a changing world and that the reputation of the profession is enhanced, encouraging individuals to aspire to improve performance and ensure they are committed to learning and it is an integral part of their work” Whittaker 1992 1.2 Analyse potential barriers to professional development. In my setting the main barrier to professional development is funding and being able to release staff to attend courses. Courses are often put on in the evenings and weekends and staff due to family and other commitments are unable to attend courses at these times, also it would incur additional costs. Other barriers that you may come across are employers not being supportive, a willingness to commit to courses particularly if they will involve course work. Some practitioners may not have studied for a long time and therefore may not be confident and also a lack of ICT knowledge can be a potential barrier.
This is especially important during times of recession as upward career progression may not be the outcome that the development obtains for the individual but they will still become a more motivated and productive employee. Torrington et al also point out that manager’s careers no longer follow the traditional progress up the ladder path but that gaining experience and skills will help the individual gain a sideways move either in the organisation or in another organisation. Clearly the existing organisation will hope that by demonstrating a commitment to the individual’s development the individual will choose to stay in house for any such move on the basis of that commitment
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.
An organization is able to give each customer individual and unique attention, but it depends on the customer’s preference. Organizations continue to look for ways to prepare employees for changes in the company. Changes does not always extend just to employees, it involves customers also. The introduction of new products and services, technologies, and routines does not consists of internal memos and meetings, it ventures on to computers and videos. The quality of services that is an employee gives to a customer is the reason why customers return to the company.
That will keep the morale and participation from employees high. Core vs. flexible hrs As reviewing some of your files I also discovered that one of your founding principles is to have core workforce. I believe that a mixture of core and flexible workforce is essential in the retail industry. By having a core workforce your are eliminating potential good candidates from applying to your positions. People who go to college usually look for flexible employment which lets them work and go to school; with these kind of employees you have potential college graduates who can decide to stay and grow with your company.
Human Resources are a major aspect to every business. Management's presentation in human resources will say whether or not a business will be flourishing in the long run by recruiting with the right people for the right positions. A lot of businesses and their managers undergo the pressure to be completely staffed and take on people without actually evaluating their potential for quality effort as well as being a good fit for the atmosphere the managers desire the workplace to have. ACC has experienced employment issues in recent times since they are devoted to maintaining a definite standard of quality when offering a spot to a new member of staff and are reluctant to just settling for the regular. Managers at ACC have to cautiously examine their respective workers and decide if they require the need for extra people and if they do the managers have to estimate the different personalities they manage and what type of personality would fill the open spot effectively.
Next, specify the range of employee discretion and allowing employees to become a part of the business will help the employees understand why the company has to make decisions for individual jobs. Finally, informing individuals when delegation occurs, and establish excellent feedback channels will both help accomplish the task delegated successfully (Robbins and Coulter, 2012, p. 281-282). Assignment Clarification In clarifying the assignment, it is important that a delegator understand what they are asking someone else to do and to whom it will present. Anne knew that Ricky was more than capable of completing the task. However, Anne did not consider what other projects Ricky might already be working.
Question 1: Recruitment Guide for Sales Associate Question 2 Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting, using the information in the book to help you make this decision. If some methods seem more “targeted”, who do you think they target? The best “targets” for the position of sales associate would be high school students, college students, high school graduates that have not continued their education, people looking for supplemental income by working a second job, and retired individuals that are re-entering the work force. These types of employees are willing to “start at the bottom” and accept the starting wages of the sales associate position.
Human Resource Management Karen Bedsaul Bus303 Human Resources Robin Wetherington April 23, 2012 Human Resources development is important when an employee is applying for a position with the company so the recruitment, planning and selection of the right employees would be important to the company. The company would want to make sure to handle the hiring process properly so the people who are being hired would not eventually want to look elsewhere for another position after just a few days or weeks. An employee who is applying for a position may want the job for other reasons than for