I believe that they need to get a business manager first that can help the business grow by coming up with new ways to restructure the company. Also, he/she needs to build a marketing plan for the services offered and software produced, and decide what other hires are needed to get the plan implemented. 3. Question: Do you think the major hesitance of changing the organization is the first time costs that will be incurred or more so the behavioural and structural changes needed? From the way Pay Zone is portraying its services and future plans, especially thinking of retiring soon, the owners will contemplate costs.
Human Resources The Human resources can improve the H&M’s performance in many ways. There are two main processes which are looked at when managing human resources. • Recruitment: H&M must manage this carefully to make sure that they get the right staff for the job, looking at all their CV’s in detail and asking the acceptable questions in interviews is very important and, as a result, will help the organisation run efficiently, have a better performance and provide customers better service. • Staff welfare: This is also very important and H&M manages this by looking after staff and making sure they are all treated equally and that no one is discriminated for whatever reason. Having an environment where everyone is treated fairly will result in employees of H&M feel more valued, happy and more willing to give a better service.
This will in turn raise the standards of the new organization. According to Zatz (2011), it is recommended that the more dominant organization have a strategic plan mapped out to include communication among employees and customers, how the culture will be merged and employees that will be laid off. A SWOT (strengths, weaknesses, opportunities, and threats) analysis can be used to create this plan (Zatz, 2011). Impact of the Merger on the Culture of the New Organization Culture is a very critical part of the merger process. Though cultural conflicts are inevitable, cultural differences have to be put aside to ensure success of the new organization.
Usually when employers are looking to fill positions within there organizations they usually like to search within the company first. Organizations recruit existing employees through job posting, or communicating information about the vacancy on company bulletin boards, in employee publications, on corporate intranets, and any where else the organization communicates with employees (Noe, Hollenbeck, Gerhart & Wright 2011). After all the people that are currently working for the organization would be the best most likely be the best candidates for the positions. Next, would be to do referrals because it would be more cost efficient for the organization. Also, if the organization already has a good group of people working for them than the current employees already have an idea of what kind of attributes the organization looks for in its employees.
With that being said it becomes important to set values that everyone will work by. This will help when new employees are added to the team and will also help ensure that the behaviors within the organization are acceptable and beneficial to the overall outcome of the business. The culture should be determined right from the start so the right employees are hired. It becomes important to make sure there is a way of identifying the people that truly allow the company to be successful and not just hire the superstar, not everyone will fit in to all of the different type of organizational cultures. Determining which type of culture to work in will help tremendously when trying to find an ideal business to work for.
It’s also good for employer to build a good relationship with the new employee. One of building good relationship is setting up policies that can help with effective communication and consultation. This can be written policies for absence and discipline. Also you can build good relationship with the new employee based on trust and good behavior. Also review the induction process and job descriptions which will enable the new employee identify his/her role and what is expected of them.
What scope is there for personal development at your company? It is important to show any prospective employee that you are the type of person who is ambitious and is looking to move their career forward. No one wants to take on an individual who is going to be content to coast and you need to show that you are not coming along just for an easy ride. Any ambitious and forward thinking company will be looking for like minded individuals. Ask a question which will give you give the chance to show just how driven you are.
To ensure that the client is provided the best of service that can be offered. Giving the client full and complete satisfaction. It is most important to a person that wants to be successful within the area they choose to further their self. They must understand the importance of being very competent fully aware of their responsibilities to the client, the company or business they represent and most of all to their self. In order to further their self within the company or adventure on their own.
The Career Plan Building Activities made me realize I have strengths in the areas of coping with pressure, delivering result, following instructions, and adapting to change. These strengths will help me to be an excellent leader and encourage employees to do their best to deliver positive results for the company. I will be able to handle any circumstance and make beneficial and effective decisions. I will have to make sure I am thinking critically when evaluating arguments. I know how to recognize fallacies and can judge the validity and credibility of the source.