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). An organization performs best when all of these practices are managed well. At companies with effective HRM, employees and customers tend to be more satisfied, and the companies tend to be more innovative, have greater productivity, and develop a more favorable reputation in the community. * Two methods an HR professional could use to determine incentive pay are as follows: 1.) One way to determine an incentive pay is Salary and benefits packages usually paid for comparable positions with similar duties and responsibilities in the private, non-profit and government (non-Federal) sectors; the desirability of the duties, work or
It also enables current workers to learn to be self sufficient and to think like managers. By developing talent within the current organization you are showing your employees that you value their service and believe they are the best fit for the job. Because most employees will already have an understanding of what the culture of the company is supposed to be it will be easier to develop the sought after KSA’s. Hire Yourself or Outsource This is a tricky question, but in my opinion it makes sense to keep the recruiting and selection process entirely in-house because of the unique requirements for employees in this organization. Because this company’s goal is to maintain a strong culture across all stores it makes sense to continue to hire yourself so that you can be looking for the unique traits and KSA’s that will best integrate with the company and uphold the unique culture.
Also because Tanglewood wants its employees to be self sufficient and think like managers, they already emphasize on a knowledge sharing culture which ensures honest communication at all levels. Employee suggestions are valued and the upper level managers have ample opportunity to observe the
The Mangers are aware of the image that Tanglewood is trying to portray so this does not need to be left in the hands of a third party. External or Internal Hiring Tanglewood has allowed each department manager to formulate distinct methods for running their departments in coordination with the employees they supervise. They make strong efforts as a company to involve employees in the decision process when possible. They involve all their employees in all areas of the business to make sure they are informed of everything going on. They want their employees to think like managers therefore internal Hiring would be the easiest and most productive since the employees are already being trained in that mindset.
I thrive on the challenge of demanding positions that permit me to continue to learn and grow within a business. Part of the culture of the company would provide a safe place and structured so that the employees are comfortable within the environment. It would be essential for the company culture to provide valuable resources to perform my duties at the highest standards possible. To complete tasks whether individual or as a team, it is important for employees to have the correct tools to be successful within the proper amount of time. Teamwork centered is an outstanding way to build a network with other people to share information with other employees, customers, or suppliers.
This in return will benefit the company and they will be able to gain knowledge from people with KSAOs. With the cohesion of company and employee this will empower to the employee to work their hardest and to the best of their ability. Fixed costs | Media | Referrals |
P1 Explain the personal attributes valued by employers 1. All employers have their own personal attributes that they value; this helps them to find out about the industry that they are working in. Doing this will make the employers become more aware of what is going on which will gain them more knowledge and help to improve their skills. Self- motivation- This is where someone has own concern about achieving something and is well motivated by himself or herself without the continual influence of anyone else telling them what to do. This is really important to any employers as it shows that you have own passion and determination to do the work.
A team leader is more than just a point of contact for suggestions or queries. His or her responsibilities cover a wide spectrum, serving a useful function for both higher management and team members alike. Their duties are diverse, ranging from maintaining employee morale to making decisions to help further the business. Communication A good team leader will communicate the company's vision and objectives to the team, making sure that they do so clearly, ensuring that everybody understands their individual roles and responsibilities. It is also a responsibility of the team leader to create an atmosphere of trust and open communication, through improving team spirit.
Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. It is also a tool that is used by management for a variety of purposes to further the existence of the company. It may be adjusted according to the business needs, goals, and available resources. Some examples are to recruit and retain qualified employees, increase or maintain moral satisfaction, reward and encourage peek performance, achieve internal and external equity, reduce turnover and encourage company loyalty (Tandehill, Human Capitol, 2010). Recruitment and retention of qualified employees is a common goal shared by many employers.
Managing personal work priorities and professional development is important in my everyday working life. What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? I believe that being a good role model is something that all managers/supervisors should inspire to be. Below, I have written what I believe role models should be and how I would act: • Having a positive attitude – I would be positive / enthusiastic and create motivation for the team. I would be involved with what is going on and always be there to communicate with.