MGT 311 Complete Course Material http://www.homeworkwarehouse.com/downloads/mgt-311-complete-course-material/ MGT 311 Complete Course Material Week 1 MGT/311 WEEK 1 DQ 1 DQ1: Which of the following employee characteristics have the greatest impact on employee behavior: general attitudes, job satisfaction, emotions and moods, personality, values, or perception? Provide a rational for your choice including examples of assessments and evaluations you might use to determine the characteristics of your employees. MGT/311 WEEK 1 DQ2 DQ2: How might an individual employee’s personality affect the performance of an organization? If the effect is negative, how might you change this? If the affect is positive, how can you capitalize on this?
Organizational skills hugely affect the people actions and reactions to different situations that happen during work. However workplace, personality can and will also affects key things like motivation, leadership, performance and conflict. We must understand that as managers the more we understand people personalities we can then better control the performance of the organization. The more managers focuses and understand personality behavior, the better outfitted they are to be effective and accomplish their goals. How might these three employees’ characteristics affect the performance of the organization?
Sustainable Talent Management 1 Running head: Sustainable Talent Management Sustainable Talent Management Assignment 5 Susan Maddox Talent Management — HRM 532 Professor: Dr. Huddleston 06/05/12 Sustainable Talent Management 2 Determine which performance management process you will employ to measure employee talent. Managing employee performance every day is the key to an effective performance management system. Setting goals, making sure expectations are clear, and providing frequent feedback will help people perform most effectively. Learn more about managing performance. Clear performance expectations are a critical factor in teamwork success.
If these three employees were to work with one another they may be able to help those with lack of motivation. Others may be able to help with controlling their emotions and making a logical decision. With my own assessment, I have gained the confidence to be creative and work with my peers. I have learned that my emotions can have a positive or a negative affect depending on the situation. This assessment has taught me what actions are like in a work
Introduction In this report regarding Tanglewood’s staffing strategies, I will be giving my recommendations on how to move towards a more unified and centralized staffing system. The main issues at hand are the quantity and quality of the work force. These two issues combined require a lot of attention in order to create a staffing system, which performs at maximum efficiency. When it comes to the quantity of staffing, being able to forecast and balance the amount of employees needed in comparison to the amount of employees available in today’s workforce is essential in determining the company’s likely staffing levels. (Henneman III, & Judge, 2012).
Employee Portfolio: Management Plan MGT/311 May 31, 2012 Mr. Sumner Employee Portfolio: Management Plan Sandra Wilson, Leslie Walker, and Frank Thompson are the employees who participated in the self-assessments. The manager identified the strengths and weaknesses of the employees based on the assessments and developed a management plan for the organization to best capitalize on the employees’ characteristics. The results of Frank Thompson's assessments indicated a job satisfaction rating below the means, exhibited high engagement, and positive emotions during the assessment. Leslie Walker scored higher than the means in job performance, demonstrated high engagement, and exhibited positive emotions. Sandra Wilson scored below the means in job satisfaction, is only moderately engaged, and expressed relatively neutral emotions during the assessment.
| Recognizing Employee Contributions | HRM 500 Assignment 4 | | Sherry Jackson | 12/14/2014 | As an HR professional in today’s world businesses are required to create a continuous positive atmosphere. Ensuring that the right people are in the right position is a key component of the job. The challenges faced by HR professionals within this organization are important dimensions. The policies, practices, and systems that influence employees ‘behavior, attitudes, and performance as well as the employees pay is important to retain good employees. 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).
With poor customer service skills this could affect the company in a very negative way consider these are the first people customers encounter. Jackson has a lot to handle considering her employees bad customer service skills. When you have bad customer service skills it is 6-7 times more expensive to gain a new customer base than it is to keep the current ones. Eighty-nine percent of customers report that they stop doing business with a company due to bad customer service. There also is a 78% abandonment of transactions due to bad customer service.
Training and Development HRM/531 Monday, September 1, 2014 Cathy McCullough Training and development are essential in the growth and productivity of any company and individual employees. “Training is one of the most important and reliable human resource techniques to enhance organizational and employee productivity” (Bhatti & Kaur, 2010, p. 656). At Clapton Commercial Construction Company, training and development is a priority for all employees, from the lower level to the highest. “The training should influence the transfer of learning and skills from the training situation to the effectives of applying it to the job situation” (Cascio, 2012, p. 316). A training development plan is needed, as it will fill the organizational gap
Human Resource Management Aquanetta Littles HCS/341 September 5, 2013 Michael Taylor INTRODUCTION Human resource management (HRM/HR) is the complex art and science of governing the organization’s employees through a structured strategic approach. It encompasses managing the cooperative behavior and relationship between personnel and company. The department runs the administrative processes of an office, business, governmental organization, or institution. Originally, HR was division within the finance department, concerned with pay and benefits, however, as the function evolved companies realized its’ important to the organization. People are a business most valuable asset and keeping them satisfied, motivated, developed and retained is necessary if a company is to remain profitable (humanresources.about.com, n.d.).