...link above to submit your assignment. Students, please view the "Submit a Clickable Rubric Assignment" in the Student Center. Instructors, training on how to grade is within the Instructor Center. Assignment 5: New and Improved Rewards at Work Due Week 10 and worth 250 points Employers have been coming up with innovative employee rewards to boost morale and acknowledge employee needs for creativity and personal goal accomplishment. Some of the latest potential employee rewards include using the Internet at work for personal reasons such as shopping, communicating with friends, or personal finances; bringing a pet to work; instituting a controlled napping policy, and the sports and office betting pools. Write an eight to ten (8-10) page paper in which you: 1.Determine how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. 2.Explain how innovative benefits could be tied to specific jobs. 3.Critique the effectiveness of equity-based rewards systems versus those with more creative approaches. 4.Discuss the key elements of integrating innovation into a traditional total rewards program. 5.Recommend a process that optimizes an employee-based suggestion program to continually refresh the total rewards of the organization. 6.Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not quality as academic resources. Your assignment must follow...
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...through Analytic Workflows ........... 5 About Oracle Business Intelligence Applications ............................... 7 The Foundation: OBIEE 11g .......................................................... 8 HR Analytics Subject Areas ........................................................... 9 A Case Story ................................................................................... 15 Benefits and ROI ............................................................................. 17 The Value of a Pre-Built Solution ................................................. 17 Business Value Adds Up ............................................................. 17 Maximizing Success – Next Steps ................................................... 19 Conclusion ...................................................................................... 20 The Business Need for Improved HR Analytics As worldwide economic and political conditions continue to concern business leaders, their attention turns to the various levers that can foster success in uncertain times. Employee salaries make up close to half of many organizations’ operating expenses and can be even higher in some industries such as financial services, so the contribution of the workforce to organization success is perhaps the most important lever to competitive advantage. In fact, the challenge of containing...
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...talent management on strategic training management 2.5. Socomigh 2.5.1. Development of training programmes 8 9 9 2.5.2. Role of HR specialist in ensuring the link between the organizations’ overall business strategies and training. 11 1 2.5.3. The influence of performance management, affirmative action, talent management on strategic training management 3. CONCLUSION 11 12 BIBLIOGRAPHY 2 1. INTRODUCTION According to MSG (2015), Training and development is vital part of the human resource development.. It is also become more important globally in order to prepare workers for new jobs. In the current write up, we will focus more on the emerging need of training and development, its implications upon individuals and the employers. Employment development is very important for the success of an organization. Employees would like to learn and develop new skills. Organizations are willing to improve efficiency and effectively the way they operate. While the both parties work together, it can lead to the organizational development and employee development. This paper will discuss the type and amount of training that can take place within an organisation,...
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...addition, many older workers are now delaying retirement due for economic or other reasons. Many of the baby boomer generation can now be expected to delay retirement into their seventies. (Randstad USA) As you will learn, an inter-generational workforce provides many opportunities and challenges. While generational differences can and do lead to frustration, conflicts and poor morale, they do not have to. This section of the handbook will help you to better understand effective methods for leading and working with intergenerational teams. You will see that the differences brought to the mix by different generations can lead to increased productivity, creativity and success. In addition, you will understand the programs and benefits offered to enhance and optimize the benefits of maintaining an inter-generational workforce. Defining the Generations In an article published in the Journal for Quality and Participation, Gesell provides the following definitions of the generations. The Silent Generation. Born between 1925 and 1945, this group values hard work, conformity, dedication, sacrifice and patience. They are comfortable with delayed recognition and reward. The Baby Boomer Generation. Born between 1946 and 1964, this group are optimistic and team oriented. They place a high value on their work ethic while also seeking personal gratification and growth. Generation X. This is the group born between 1965 and 1980. They are self-reliant, global thinkers who value fun...
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...Evaluate the Staff Training Budget, Training Program and Motivation Techniques Staff Training Memorandum Staff Training Memorandum As a healthcare organization, we are responsible for surveying the workforce in order to identify training needs for all employees and ensure they receive valuable training opportunities within the allocated training budget requirements. This memorandum will be used to justify all training and education funds used for this purpose. The requirements for approval of training will be as follows: a. Priority. Each training event must be assigned a priority as defined below: * Priority 1 training meets at least one of the following: * Is required by Federal or State Law/regulation, Executive Order or Directive * Meets occupational certification and/or licensing requirements as a condition for continued employment * Training/development that maintains critical functional/occupational competencies identified by career requirements * Priority 2 training is required to increase efficiency and productivity fostering effective use of resources to improve mission capability and meets at least one of the following: * Facilitates systematic replacement of skilled employees * Meets new and emerging requirements * Priority 3 - any other training not covered above. b. Course Title c. Location d. Dates: If unknown, indicate quarter in which training should take place; e. Tuition...
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...its share of the software market through a number of high-profile acquisitions. By 2007 Oracle had the third-largest software revenue, after Microsoft and IBM. The corporation has arguably become best-known for its flagship product, the Oracle Database. The company also builds tools for database development and systems of middle-tier software, enterprise resource planning software (ERP), customer relationship management software (CRM) and supply chain management (SCM) software. HR PRACTICES IN ORACLE CORPORATIONS LEADERSHIP CAPABILITY In order to strengthen organisations capability, Oracle corporations continues on developing talent through two unique programs the Global Leadership Cadre(GLC) and Management Trainee (MT) program which hires the best talent from top academic campuses and grooms them through a focused program to take up higher managerial and decision making responsibilities. Oracle Corporations develop leaders at all levels who achieve business results, exemplify our values, and lead us to grow and win. ORACLE I-RECRUITMENT Oracle i -Recruitment is a full-cycle recruiting solution that gives managers, recruiters and candidates the ability to manage every phase of finding, recruiting, hiring, and tracking new employees. Focused on the manager- recruiter-candidate hiring relationship, this end-to-end recruitment offering incorporates all aspects of applicant tracking with capabilities that allow managers, recruiters and candidates to fully manage the...
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...The Five Traps of Performance Measurement Jude Buffum | by Andrew Likierman 96 Harvard Business Review 1524 Oct09 Likierman layout.indd 96 | October 2009 | hbr.org 9/4/09 12:38:55 PM I of Frasier, the television sitcom that follows the fortunes of a Seattle-based psychoanalyst, the eponymous hero’s brother gloomily summarizes a task ahead: “Difficult and boring – my favorite combination.” If this is your reaction to the challenge of improving the measurement of your organization’s performance, you are not alone. In my experience, most senior executives find it an onerous if not threatening task. Thus they leave it to people who may not be natural judges of performance but are fluent in the language of spreadsheets. The inevitable result is a mass of numbers and comparisons that provide little insight into a company’s performance and may even lead to decisions that hurt it. That’s a big problem in the current recession, because the margin for error is virtually nonexistent. IN AN EPISODE So how should executives take ownership of performance assessment? They need to find measures, qualitative as well as quantitative, that look past this year’s budget and previous results to determine how the company will fare against its competitors in the future. They need to move beyond a few simple, easy-to-game metrics and embrace an array of more sophisticated ones. And they need to keep people on their toes and make sure that today’s...
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...Operations Management Total Quality Management 12/09/2011 Contents Abstract 1. The concept and nature of TQM 2. Evolution of approaches to Quality Management 3. TQM implementation 4. Advantages of TQM 5. Summary 6. Conclusion Abstract The quality problem is one of the most actual problems in the world now and interest in it is growing steadily. This is due to the fact that the quality of products determines the priorities in the market, economic security and provides a sustainable development of the environment, human health and welfare. The intention to stimulate the production of goods competitive on international markets has initiated the emergence of a new organization-wide method of continuous quality, production and processes improvement. This method is called Total Quality Management (TQM). And when talking about the quality systems and methods to improve it, it is impossible to bypass it. In the nearest future those countries that can provide not only the highest productivity of social labor, but also high quality and competitiveness of their national industry products will be in a better position. And this is a direct path to a prosperous economy and a decent standard of living. 1. The concept and nature of TQM “We are moving into an economy, where the greatest value is in the recipes rather than the cakes” (Charles Leadbeater, Living on thin air) Most analysts give this definition of TQM - “Total...
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...Evolving Your Organization’s Work-Life Portfolio • Caring for Dependents • Health and Wellness • Workplace Flexibility • inancial Support F for Economic Security • Paid and Unpaid Time Off • Community Involvement • liciting Management E Buy-In and Transforming Organizational Culture C1 Defining Work-Life Effectiveness Work-life refers to specific organizational practices, policies and programs that are guided by a philosophy of active support for the efforts of employees to achieve success within and outside the workplace. These employersponsored initiatives comprise a strategic framework referred to as the worklife portfolio, a key element of the organization’s total rewards strategy to attract, motivate and retain employees. Career Build Your Portfolio Step One: Assess your present work-life situation It is easy to construct the outline of your organization’s existing work-life portfolio by performing a simple inventory of the policies, practices and programs currently offered within each category of the work-life portfolio. A useful resource for this activity is the Work-Life Audit, available on the Alliance for Work-Life Progress website. www.awlp.org/pub/selfaudit.pdf he term “work-life” refers to the T intersection of self (the worker), career (work), family and community. Self Life Family Community Creating and Sustaining a Successful Portfolio Building and managing a multi-faceted work-life portfolio for your organization...
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... The primary goal of a quality management system is to beat the competition. It does this by adding value at each stage of production. It defines long term plans for your company while at the same time providing a framework for it. Quality management systems make every employee the owner of customer satisfaction. Internally, it generates a sense of collaboration and motivation. You might set yearly objectives for sales growth or product innovation, but every objective will be methodically driven on the basis of quality product, care and service. Initiation of a quality management system in your business can identify waste, straighten out processes and hence reduce costs by decreasing inefficiencies. It, therefore, improves customer satisfaction, increases sales and furthers the goodwill of your business. 2. What elements within a manufacturing environment need to be reduced or eliminated as part of Lean Manufacturing focus? The element of manufacturing environment that need to be reduced is waste. Waste is anything that doesn't add value to the end product. There are eight categories* of waste that you should monitor: 1. Overproduction – Are you producing more than consumers demand? 2. Waiting – How much lag time is there between production steps? 3. Inventory (work in progress) – Are your supply levels and work in progress inventories too high? 4. Transportation – Do you move materials efficiently? 5. Over-processing – Do you work on the product...
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...high quality goods at a low, discounted price. Sam Walton’s original vision was to accomplish this; although WalMart has grown substantially since its initial founding, this mission has not changed. WalMart employs just over 2 million people worldwide and has 8,970 locations. Q#2 From your research of the organization, identify a single Business Process Change that the organization will need to contemplate and undertake in the coming year. These changes can result from new technologies, economic issues, or changes in the marketplace. WalMart has successfully navigated the marketplace over the years, from green initiatives to economic slowdowns. A Business Process Change it currently faces is its employee relations. WalMart has taken a lot of heat recently for its labor relations, with issues running the gambut from wage violations (some employees allege they are paid less than the minimum wage requirement), employees working excessive hours, anti-union policies, racial and sexual discrimination, poor working conditions and low levels of health insurance. Walmart’s turnover rate stands about 70%, which validates the employee discontentment and obvious problems with employee relations. Q#3 Utilizing the Capability Maturity...
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...Creating a Unique Talent Strategy: A Collection of Case Studies Businesses now recognize the pivotal role that talent plays in the success of their organizations. They need talent strategies and programs that go beyond the ordinary – to achieve solutions that are fact-based and enable greater business performance. To learn more about how Mercer’s depth and breadth of talent management solutions and global resources can benefit your organization, please contact your local Mercer office or visit us at www.mercer.com/humancapital. Contents Creating a talent strategy to drive engagement in China 1 Developing a talent strategy to engage and up-skill staff 3 Developing a highly skilled workforce during rapid growth 5 Implementing lean manufacturing processes for a services-based organization 7 Designing a talent strategy through a three-day summit 9 Creating a "best fit" talent strategy to close skills gap 12 About us 15 About Mercer About Mercer’s talent management services and solutions Creating a talent strategy to drive engagement in China A global pharmaceutical company had committed to a growth and expansion strategy for emerging markets – China being central to this strategy. While business plans had been rigorously developed and agreed by the board, the organization believed its talent management practices were less robust. To ensure the organization would be successful in China, it knew its talent strategy...
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... 1 IT INTEGRATION SYSTEM: ERP, e-‐Business & e-‐Commerce 1] Executive Summary ………………………………………………………… 3 1.1] Introduction & Problem Background ……………………..……... 3 2] eBusiness Solution ………………..………………………………………… 3-4 2.1] Enterprise Resource Planning …………………………………… 4-5 2.2] eCommerce ………………………………………………………... 5 3] Benefit of New System Integrations …..…………………………………… 5-6 4] Risks and Challenges of New System Integrations …..………………….. 6-7 5] Recommendation ……………………………………….………………..…. 7-10 5.1] Facing supplier and business partner (e-business)……………. 8-9 5.2] Internal Operation (ERP System) ……………………………….. 9 5.3] B2C and Customer-Facing Applications (e-commerce) ………. 9-10 6] Conclusion ……………………..…………………………………………….. 11 7] Part B …….…………………………………………………………………… 11 8] References ………………………………………………………………… 12-13 2 IT INTEGRATION SYSTEM: ERP, e-‐Business & e-‐Commerce 1.1 Introduction & Problem Background The innovation in ICT have been radically altering the way enterprises are organized and their relationship with the market, and by creating a new growth model that has been integrate to a global movement of market liberalization and expansion of tradable services (Tigre & Rovere, 2003). Electronic business or commonly known as e-business has becoming a popular trend for buying and selling transaction by people now a days especially in England....
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...sincerest gratitude to the Managing Director Mr. Tapan Chowdhury of Square Group of Industries who assisted me a lot by giving an opportunity for eye opening in this particular sector and extended an all-out support in all respect for writing this report in the most comprehensive manner within the specified time frame. I convey my deepest thanks to my institutional supervisor Md. Idris Ali Assistant Professor for his precious time. I was bound in my theoretical knowledge. It is my first experience to acquire knowledge in the practical field. So, it is natural that there might have some mistakes. For these reasons, I am really sorry and I beg pardon. Finally, numerous thanks and gratitude to the Almighty Allah for paving my way to successfully finish my report making. Sincerely ......................................... MD.Mahamudul Bari M.B.A in Apparel Merchandising (3rd Semester) ID no: 133-060-0-451, Session: 2013-14 BGMEA University of...
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...Satisfaction & Employee satisfaction AT Areva T&D India Ltd., Noida SUBMITTED TO: Ms. CHITRA KRISHNAN GROUP MEMBERS * PRIYAL AGARWAL(A1802012201) * JAMSHED SHABIR() * GARIMA ARORA() * HARSH GOEL() * ASHISH TANWAR() sECTION- C MBA-IB Introduction In the present scenario of business world the only thing that is confirmed is change. Competent employees will not remain competent forever. Their skills can deteriorate; technology may make their skills obsolete; the organization may move into new areas changing the type of jobs that exist and the skills necessary to do them. Human Resource is the discipline which drives business competitiveness by identifying that constant change in the business trends, hence need for constant up gradation of the employee’s skills and implementing it with a variety of methods and training programs. Quality without creativity is meaningless as changes grow ever more unpredictable creativity is rapidly becoming recognized a core management skill. Today’s business environment demands that manager posses a wide range of knowledge skills and competencies, as well as sound understanding of management process and function. Managers need to be able to make best use of their time, talent and of other people to work with and through others to achieve corporate objectives. They also need to demonstrate their ability not merely to solve problems, but to transform them and design ways through them...
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