The benefits of a job description are: If the job description is well-written and accurate it helps the company to attract individuals with the right qualifications which will make the selection and recruitment process faster. If the job description includes a good explanation of the job role it will prepare a potential employee what will be expected from him or her. As it will list the minimum requirements only people with the right qualifications and experience will apply and this will save the company time. The limitations are: - Due to a job description an employee may be not as flexible and might refuse to do other tasks that were not listened in the job description. A job description usually just summarizes the tasks that have to be done and this might be very narrow, this will make a potential employee assume that there is not a lot to do in this job and then might not expect the full responsibilities of a job and then might quit for this reason.
They are committed as a company to providing maximum value to their customers, shareholders, and employees. They will accomplish this goal by adhering to the core values of responsible financial management, clear and honest communication, and always keeping performance and customer service in the forefront. My recommendation is that management must understand the high demand and how fast the company is expanding. The company must be very careful of the implementation that is needed, to be embedded, to stay a very competitive organization. Training, education, special skills and qualifications is needed to be a strong competitive company.
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. There is a problem with a policy like this. It would not be a low cost strategy. Companies would be paying more for certain jobs or all jobs but they would be paying a lot in compensation. To do this the company would have to take away from other parts in the company like training, development and growth.
7). This type of unemployment benefits the worker because it allows them to search for jobs they like the most and for jobs that suits them the best. This gives the worker an opportunity to find a better job match with a competitive pay. Fictional unemployment also benefits companies by allowing them opportunity to find qualified workers that match their corporate values. Companies will have an opportunity to choose among the best talent on the market.
This was developed to explain how the behavior of a leader influences the satisfaction and performance of subordinates (Robbins & Judges, 2011, p. 228). This is a very interesting theory because I do feel that there is a strong relation to how leaders treat subordinates and how satisfied they are. If an employee is treated in a negative manner by his or her leader this can cause that employee to feel very unsatisfied. If a leader treats the employee positively then the employee may be satisfied. It is important to seek the highest level of satisfaction for employees so that their work is not affected and the work atmosphere remains
A satisfied and efficient team makes a happy and productive workplace which goes a long way towards increasing the success and profitability of a business. 3. What steps might be taken if it is necessary to follow-up performance appraisals? I believe that it is always necessary to follow up on performance appraisals to ensure that the training and development goals agreed upon during the appraisal are set in motion. Steps to be taken should include: * Scheduling the training sessions
It tells and shows us exactly what kind of behavior goes on in the job market today. Jobs remain scarce. Certain areas of the market contain more than enough people. It’s all about competition. The best of the best will receive the jobs they worked towards and deserve.
PERSONNEL MANAGEMENT: POLICY AND PROCEDURAL ISSUES 2 EMPLOYEE ENGAGEMENT/DISENGAGEMENT INTRODUCTION Employers want employees who will do their best at work or ‘go that extra mile’. Employees want jobs that are worthwhile and that inspire them. More and more organisations are looking for a win-win situation that meets their needs and those of their employees. What they increasingly say they are looking for is an engaged workforce. Employers want engaged employees because they deliver improved business performance.
Many employers now evaluate the applicant’s credit report, although it does the employer no good knowing what companies you have or have not paid it tells them a whole lot about how responsible the person is; which is one of the most essential skills needed to be successful in today’s workforce. In my opinion, the most ideal employee will have the skills of being punctual, honest, responsible, kind, being able to work well with others, and being willing to further their education. They will also have the knowledge of knowing when to use their resources and where to find the information needed, and to not be fearful of the consequences when they make a mistake and being honest enough to verbalize it. The skill of being punctual speaks for itself when working any job it is important that you are clocked in and ready to work when you shift starts. Not only because you have a job of which, is organized based on your scheduled hours, but also for the respect of your co- workers.
General Managers have the ability to reward those employees who are exceptional in their position. This shows great appreciation to the employee. By being rewarded, an employee feels needed and respected not only by the manager but the organization as well. Employees are aware that they may not get everything they want, however a great manager continues to make employees happy to the best of his ability while keeping the goal of the organization in mind. Happy and satisfied employees’ decreases the turnover rate within the office and also keeps the moral high.