The first step will be to create a job analysis of the knowledge, skills and abilities needed for the new sales positions. Next we will create a workforce planning system and finally, we will select the members for our team. In performing the job analysis we chose to utilize two methods, a structured
Riordan Manufacturing Motivation Plan Jefferson Leveille MGT 311 September 9, 2013 Yvette Mack Riordan Manufacturing Motivation Plan Over the years it has been the goal of Riordan to develop new theories on motivating our employees. What we look for are theories that will influence our workplace configuration.. The goal is to find out from our employees how do they feel about outlook in the future and where they feel their skills are better suited in assisting the companies future success. We also take the individual employees personal into account when developing these theories. We have learned in the past that when you increase responsibilities by challenging people with new projects will improve their engagement in the workplace.
Explain from a conceptual standpoint versus a technical standpoint. (Points : 30) Protecting employee information is as important as maintaining its database. Organizations are responsible for… (TCO 8) HR has operated as a back-office function since its inception. Including technology in a traditional people-oriented business has created a significant change not only for the business, but also for employees. Explain how you would communicate this type of technological change to your HR team, as well as the organizations.
007-3.2 Explain the potential impact of an out break of infection on the individual and the organisation. Impact on the organisation: There would be potentially huge cost implications on an organisation with regards to staff sickness levels rising, causing the need to employ more staff which they will be paying to cover in addition to staff that are off sick ,and patients needing hospitalisation. Patients may require to have longer stays in hospital causing a shortage of beds for other patients. Hospitals, units and wards could all face closure short term or long term. The organisation could also be fined by not complying with the law which would have a negative effect with exposure in the media.
The company should always give a realistic job description accompanied with a self-assessment survey. Many ideas should be job shadowing, ride along with a current employee, asking more question and giving more answers in the interview process, let the applicants meet employees and ask questions they might now feel like they can ask you, in other words let them feel the job out first and in this process you can get a better read if the employee would be a good fit for the company. The pre-employment testing is the most important thing that HR can do to make sure that the employee will be the right fit. HR needs to review the job history, experience do the thorough reference and background checks and in the interview give the behavioral interview with a personality assessment this will give a better feel for the employees work ethic. Provide an open line of communication between employees and management or HR.
Section II: Communication Plan Create a Communication Plan for the proposed change covered in the Change Management Plan. In the Communication Plan, complete the following: • Select the most appropriate channels to communicate the change to the employees, and explain why you selected these channels. • Identify the potential barriers to effective communication and strategies for overcoming the barriers. A communication plan will be put into motion in order to effectively communicate the new information regarding the proposed change for Riordan Manufacturing. The first step in this process is to set a communication goal for the employees to be able to understand the changes that will occur.
One division might do better in one than the other. Each division should be allowed to make their own decisions on how they want to recruit and advertise for these positions. Each hiring manager should prepare new hires to achieve the customer service skills they desire. Each candidate should know what they are looking at from the moment they see the ad placement. Tanglewood should look more into media outlet and take a little more time with those candidates to produce better results.
The strategic plan will help provide better, more targeted service to its clients and will be more specific on how the company will go about achieving company goals. The strategic plan will help Riordan’s executives understand the company’s direction by reviewing past progress and making changes to improve and grow. The strategic plan is an organizational tool that will help keep Riordan on track to meet growth and financial objectives. Need for a Strategic Plan Successful businesses are effective at identifying opportunities for growth and ensuring every manager has the same goals. For Riordan to further strengthen their strategic plan, they can develop a financial model based on their income and cost assumptions they would anticipate under the plan (Mikrut, 2010).
Finally * Outline challenging, clear career paths. Employees want to know where they could be headed and how they can get there. Annual reviews or midyear check-ins are one obvious venue for these discussion, but you should also encourage workers to come to you with career questions and wishes throughout the year. Q3. Why is mentoring and coaching of employees important in operational planning?
A potential new employee must have the skills and qualities which match the job requirements. It is in Tesco’s interests to recruit employees who will portray a professional image and communicate effectively with colleagues and customers in order to reflect a positive image of the company. The skills and qualities a potential candidate possesses, has an effect on their capability of gaining and maintaining employment. A CV is a document in which a jobseeker uses to advertise their skills and qualities which may appeal to a potential employer. In addition to skills and qualities employers take into consideration a person appearance and image.