Strategic Staffing Decisions Recommendations Staffing Levels • Acquire or Develop Talent In deciding to acquire talent or to develop talent, Tanglewood should focus on developing talent in order to achieve the “centralization” the company is looking for. By focusing on developing talent, Tanglewood would be able to create a core workforce with the ability to learn KSAOs (KSAOs are the knowledge, skill, ability, and other characteristics that are needed to perform the job effectively) from entry level jobs all the way up to management jobs. The newly developed employees would be able maintain the current values and culture that Tanglewood is focusing on maintaining for now and in the future as they continue to grow. Tanglewood has previously focused on the acquisition of their employees. Even though many of the employees are able to start employment with little training, this has led to the differences in human resource practices among regional managers which counter Tanglewood’s original philosophy.
Therefore, the manager has to continue build his team by encouraging and giving his team constant pep talks. Sometimes a team is motivated by rewards, recognitions, incentives, and bonuses; therefore , the team will rally towards the common goal to accomplish it. Workshops Employers have recognized that continued training is another effective method to assist in motivating their employees to perform at a higher level of productivity. Workshops may consist of online training, webinars, classroom training, and hands-on- training. Alan Chapman of businessball.com stated “Workshops combine training, development, team-building, communications, motivation and planning.
The organization should follow company’s strong culture and consider retaining the talent employees to accomplish its business plan. But, Tanglewood relied on its experienced employees as a major source of talent. As I said before, suppose the company promotes internal employees, there must have many gaps in the organization. So, how to find new employees let them become skill employees are the big issues. 2.
Week 9 Case Analysis Utiliscan’s By: Tenika Carroll Wednesday March 3, 2010 Dr. Kimberly Scanlan Utiliscan has experienced a growth rate in company business. The HR director and the company CEO’s have been having a very hard time trying to find experienced employees and also address the current issues within the Utiliscan. So Paul the current Director of HR has just learned of a new opportunity and has decided to leave the company, but before he left he conducted a survey on some of the employee concerns. Once the survey was completed, Paul was asked to complete a conceptual plan that would address the employees concerns and stay within the companies’ budget. Throughout the case analysis Paul will address each of the employees
Workforce Planning at Cameco 3. Discuss the major internal and external influences that are likely to require Cameco to review its workforce plans constantly to ensure it can meet its objectives. A workforce plan is a strategy set out by the business that forecasts the amount and type of employees that the company will need to employ to maintain or increase productivity. Internal A key internal influence is the type of employees that the company needs, Cameco review highly skilled workers in order to be able to offer a good service. If the company has low skilled employees than they will not be making the most out of their assets because there will be more wastage in production, this can result in an increase in the amount being able to provide to the public.
The management team needs to understand that “change is an ongoing and never-ending process of organizational life” (Van de Ven & Sun, 2011, p. 58). After showing the team where they are the next step would be to show them where they can go if they make the necessary changes. During the future state presentation, an outline of how business would increase and improve statistically. Companies often require visual and the future state presentation would provide several visual chart reports showing the company how they will improve their marketability by implementing project management functionality. The increase to employee morale and production would be the closer to this presentation.
Week One During the first week of our studies, the team members learned multiple facets of organizational communication. The team learned different theories concerning personalities and employee interactions. The equity theory is an important factor to determine the reaction of individuals for different situations such as pay, promotions, and tenure. The team learned that matching individual’s personalities with jobs could be a challenging endeavor and personality tests could indicate the individual may not have the proper personality for his or her current job position. We learned that management members might consider not using tests to determine individual’s personalities, because sometimes only judgments on the individual’s abilities indicate stronger personality traits then personality tests.
An organization is able to give each customer individual and unique attention, but it depends on the customer’s preference. Organizations continue to look for ways to prepare employees for changes in the company. Changes does not always extend just to employees, it involves customers also. The introduction of new products and services, technologies, and routines does not consists of internal memos and meetings, it ventures on to computers and videos. The quality of services that is an employee gives to a customer is the reason why customers return to the company.
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.
Employees who attend the program can introduce new idea and encourage other employees. A person that takes advantage of tuition reimbursement is being proactive and wanting to grow their career or advance to another career, Bell, R. (2010). The world market is consistently changing and as technology changes so should we and with education the employees can be current on issues helping the company to be competitive in the