Hence in order to attract, engage, cultivate, and retain talent, those who have the task of talent management must understand what is important to employees (Kontoghiorghes & Frangou, 2009). Open communications, job satisfaction, and training opportunities were found to be associated with voluntary turnover and employee commitment by other studies as well, as stated by Kontoghiorghes and Frangou (2009). On the word of Kontoghiorghes and Frangou (2009) open communications and good supervisory relations were also mentioned as key factors in retaining high performers. Lastly but certainly not
Managers may also be challenged with losses in personnel and work productivity due to prejudice and discrimination and complaints and legal actions against the organization (Devoe, 1999). Some of the main challenges of diversity in the workplace include communication barriers, increased tension within the workforce, resistance to change, group cohesiveness and interpersonal conflict, lack of implementation of diversity in workplace policies and lack of efficient management of the diverse workforce. Communication barriers lead to problems in a company attempting to create a diverse workplace. For example, when a U.S. company hires employees of other cultures whose first language is not English, employees and managers may experience difficulties communicating with one another. This can lead to misunderstandings and a decrease in productivity.
This particular agency provides staffing support for unique positions that require multilingual employees. Since the requirements for the positions vary based on the current need, the HR department can rely upon Priority Staffing Solutions to “do the work” when needed – and to supply much needed help in niche positions. 2. Does a surplus or a shortage of workers play a role in how organizations recruit? When there is a shortage of workers, companies are more aggressive and creative in their recruiting techniques.
Together, policies and procedures ensure that a point of view held by the governing body of an organization is translated into steps that result in an outcome compatible with that view. Policies and procedures, involve Legislations, which are protected by law. If law is violated, then prosecution procedures take place, it is a nonstop circle. Grievance- procedure Is a written complaint about work conditions, that doesn’t satisfy, upset worker. They can make a formal grievance complaint if they’ve tried solving a problem by talking to manager but they’re not satisfied.
Job dissatisfaction arises when employees are unhappy with their current role. This can stem from personal dispositions, tasks and roles, managers and colleagues, or pay and benefits. According to Stewart & Brown (2009), employee development is critical today because the amount of change and the degree of uncertainty regarding work has increased dramatically in recent years. Thus, it is imperative that organizations develop practices that are useful to increase knowledge and skills of their employees and to attract and retain talented employees to adapt and change as the markets demands (Stewart & Brown, 2009). Discuss the factors causing the employee’s dissatisfaction.
Some people enjoy work and find it to be a central part of life or in other word, passion. Others hate to work and do so only because they must. The study of the causes and consequences of these important employee attitudes is one of the major domains of industrial-organizational psychology and organizational behavior. In addition, the assessment of employee attitudes such as job satisfaction has become a common activity in organizations in which management is concerned with the physical and psychological well-being of people. (Spector, 1997) Factors That Influence Job Satisfaction a) Environmental factors Communication overload and communication underload One of the most important aspects of an individual’s work in a modern organization concerns the management of communication demands that he or she encounters on the job.
Level of Management: SMT: Senior Management Teams = Directors MM: Middle Management = Managers SM: Supervising Management= Supervisors Importance of organisation structure Structure serves as basis for maintaining and structuring organisational activities. Organisations shall understand importance of structure in carrying out business operations and its relation to strategy. Each structure has its advantages and disadvantages on how it contributes to its effectiveness, and organisation has to mull over the decision on what structures it follows, plus the autonomy organisations provide to its employees for purpose of decision making. Organisation can choose from variety of structure like, functional, divisional, project teams, holding companies and matrix structure. Failure to choose an effective structure has it consequences on organisation as it will not only affect health of the organisation it will also affect employees loyalty, motivation at work and job satisfaction, thus organisation when deciding for designing structure needs to take care of all aspects that relates to people and working of organisation.
a) Downward communication: Downward communication flows from staff in higher levels of an organization to those at lower levels. Managers pass the information down to all employees. This information communicated may include the company’s policies, procedures, and manuals, information needed to conduct work and company publications. According to studies, its indicated that regular downward communication in the form of response given to employees is the most important factor affecting employee’s job satisfaction. Organizations today are trying to encourage more of this type of communication.
In today's fast-paced society, human resource professionals seek options to positively impact the bottom line of their companies, improve employee morale, retain employees with valuable company knowledge, and keep pace with workplace trends. In a society filled with conflicting responsibilities and commitments, work-life balance has become a major issue in the workplace. “Three major factors contribute to the interest in, and the importance of, serious consideration of work-life balance: global competition; renewed interest in personal lives/family values; and an aging workforce” (Lockwood, 2003). Work-life balance is an important area of human resource management that is receiving increasing attention from government, researchers and management and professionals seeking innovative ways to enhance their organisation’s competitive advantage in the marketplace may
Abstract In this essay we have highlighted a key aspect of human resource management which is work life balance and its contribution to strategic human resource management. We have gone through a number of aspects such as the economic factors, lawsuit fittings, personal relations and a number of examples stating the experiences of the companies, rebound to resent the proper implementation and value of the work life balance aspect of strategic human resource management. Previous records of how people used to perceive work has been compared to date, that the times are changing and that the employees call the shots now. Examples of rallies displayed worldwide have been stated. Some of the common methods to enhance work life balance have also been mentioned.