Assignment Four: First Day on the Job Chiquitta Hewitt Kenneth R. Lewis Strategic Human Resource Management November 27, 2011 The ability to retain top people is critical to an organization’s success. Commitment, the bond between people and the organization is critical to organizational movement. Retaining the right people is a strategic imperative. Managers need to understand what good people want and try their best to meet those expectations. Job dissatisfaction arises when employees are unhappy with their current role.
A lack of recognition for good work can dramatically reduce motivation as staff feel undervalued and unappreciated, a person may work hard for an employer who does not appreciate them. Praise and recognition provides the incentive to work hard and achieve goals. Other incentives in a workplace can include the chance to learn and gain qualifications, promotions, and often increased salaries. However, it would be foolish to believe that money is always the
In this case, I believe that when you choose a profession, the first criteria for the selection is that one must love what they do, or else, you will be unhappy. For me what is necessary having a lot of money but you are working in unhappy environment at the workplace. Thing that I want to stand in here that you need to have an interest with your work first so you can have a great motivation. As you see around you, there are people who work in certain profession and will accept less money in order to gain entry in certain field. The important thing that We need to remember Money can’t buy happiness.
For instance, if a customer’s order gets messed up or out of place then that messes up the other orders as well. In order for things to run smoothly, the employees have to be able to deal with massive amounts of people on a regular basis. A company's labor costs affect its OMM operations by being the largest expense that it will have. A company must leverage its payroll expense by meetings the profit goals they set. A company's inventory is a vital part towards its success.
Finding the right person to fill a position, and ensuring that their personality, experience, and attitude align with a firm’s vision, mission and goals is often akin to war. Finding good help is not only difficult, but also expensive, complicated and detail-oriented. Accordingly, it has been necessary for human resources to play a more strategic role in their respective organizations. Effective Approach for Human Resources Human resources is the entry point for all new employees into the company. The role of human resources has historically been confined to mundane administrative tasks related to payroll and benefits administration.
When there is a shortage of workers, companies are more aggressive and creative in their recruiting techniques. When there is a surplus of workers, companies can be less aggressive and more selective in their hiring. A surplus of workers who are qualified and interested reduces the need of the employer to actively recruit. When competition is higher, more resources are required to locate, interview and “sell” the potential employee on the open position. An organization like Priority Staffing Solutions specializes in an area likely to have many “shortages”.
Motivation can have an effect on the output of your business and concerns both quantity and quality. For example, if you are in a manufacturing company, your business actually relies heavily on your production staff to make sure that quality product are being produce and being delivered to your client at the right time. However, if your production employees are lack of motivation they will be not motivated to produce the amount of product demanded, thus will be very costly. In the essay below, we will be discussing on the strength and weaknesses of McClelland’s acquired needs theory and the expectancy theory. McClelland proposed that an individual’s particular needs are obtained over time as a result of life experiences (Wood et al.
INTRINSIC AND EXTRINSIC NEEDS THAT HAVE TO BE SATISFIED AT WORK Managers are continually challenged to inspire and motivate their workforce to complete the tasks set out and to help the organization achieve its goals. Therefore, they need to think about how they are going to promote or instil in the staff the desire, effort, and passion to complete a task with enthusiasm. They are going to have to figure out what drives their employees. After all, people are the most valuable and expensive asset of any company, hence, it makes sense to get the most out of the human resources available. The answer to this is having a motivated workforce.
The job analysis and design in the organization was well though it should also be explained well to their employees or applicants. 3. We understand that the recruitment and selection process for the company would be costly and time consuming but our advised the management to be extra careful in choosing the kind of employee to recruit and hire. The company should avoid making “short-cuts” during this critical process as man power can greatly affect their organization given the fact that they are more on customer service and extensive use of man power. Carefully filtering the applicants and utilizing enough time in deciding who to choose would be more beneficial for the company in the long run as it would lessen turnover and resignations.
Seldom of us would like to take those jobs as a lifelong career although it is quite important for our daily life, therefore, to judge a jobs only in the salary aspect are obviously absurd. Last but not least, the scale of a company is also an crucial element in evaluating which jobs to do. In most cases, a global company is more competitive yet pays