...HROB 2100 Selecting, Retaining, and Motivating Employees Within the Workplace The topic of human resource and understanding organizational behaviors has been becoming more and more relevant, important, and crucial to the underlying success of a business. That is why more and more businesses today are adapting and implementing the practice of HR programs and organizational behaviors. Expanding on the thought of HR programs and organizational behaviors, they both stem from the managerial position and each managerial position within a business is responsible for integrating and incorporating these HR and OB theories and practices. As a manager, you would integrate both of these theories and create a foundation that becomes a guideline to be based on selecting, retaining, and motivating your employees. However before these guidelines are made, they are all determined and influenced by the company’s particular structure, culture, and strategy, which is different for all businesses and an example of this can be found virtually in any business operation. Therefore if I were the manager of a business the matters of selecting, retaining, and motivating employees would depend on the type of business I was working for, their specific culture, structure, and strategy. For example Hoover (2009) Disney is the world’s second largest conglomerate and only second to Time Warner’s (p.1-2), which easily affirms and attests to the success of their business, when you look at a business like...
Words: 3283 - Pages: 14
...Identification………………………………..……………………………..…4 Talent development……………………………..…………………..……..………..4 Talent Deployment……………………………………………………………...……5 3. The four stages of Talent Management……………………………………………………………6 4. The two dimensions of Talent Management.....................7 Retaining Talent…………………………………..……………..……………………..7 Harnessing the Unmanifest Tal………………………..………………....………8 5. Ways to attract and retain talent……………………..………..9 6. The causes of ineffective Talent Management…………….10 7. The case of Apivita……………………………………………..……..11 8. Conclusion……………………………………………………………….12 9. Reference List…………………………………………………………..13 1. Introduction The aim of this project is to address the concept of talent management. More and more companies tend to rely on talent management and invest human capital and technology in order to success in this process. There are many ways to achieve strategic TM that will be analyzed but also many causes from inefficient TM. Additionally, the case of APIVITA Company will be analyzed, concerning its TM practices. 2. Literature Review on Talent Management Defining talent management, Murthy, as cited by Majeed (2010), clarifies, “TM refers to managing the entire work life of employees till retirement. It identifies the key gap of managing the current and future demand of workforce, connecting individual goals to corporate goals, workforce strategies to business plan (Murthy, 2010).” (Majeed, 2013) As a result, talent management appears to be an...
Words: 3023 - Pages: 13
...Motivating through Human Capital | October 21 2013 | [This paper gives an understanding of the relationship between human capital and the importance of job satisfaction and motivation when selecting employees.] | Written by: Hugo Todorovic-Gatsby | Motivating employees to complete a task is the easy part, but the real challenges that companies face in today’s demanding global markets are motivating those employees to work to the best of their abilities, and guiding their efforts to the vision and values of the organization. For a company to achieve its objectives in productivity, they must hire the employees that best “fit” into their organization’s beliefs and vision. Retaining human capital through job satisfaction and motivation are one of the most critical goals for any organization trying to expand its business model. This paper gives an understanding of the relationship between human capital, and the importance of job satisfaction and motivation when selecting employees. Human capital, job satisfaction and motivation are interrelated terms that are used every day of our lives however, not everyone knows exactly what it takes to effectively motivate employees. The ideology behind retaining human capital is simple: companies spend time and money developing employees that they feel display competencies that will greatly benefit the company in the future. Alongside the developmental stages, companies offer incentives, benefits, rewards and perks...
Words: 2062 - Pages: 9
...Human Resources Roles The Human Resources Department has many roles and responsibilities. The most vital role is that of managing the human resources, otherwise known as the employees of an organization. The main function of the Human Resources Department is to ensure that all the needs of the employees are met and that the employees are working in a safe and healthy environment. To understand better the roles of the Human Resources Department, this student will discuss the different tasks carried out by the Human Resources Department. These tasks include recruiting prospective employees, selecting the best person for the position, training employees, and calculating wages to pay the employees. Recruiting Prospective Employees One responsibility the Human Resources Department has is to recruit potential applicants. The recruitment process requires the Human Resources Department to create a job description. This job description will list the summary of the position available such as the title of the position, location of the position, the work schedule of the position, whether it is fulltime, part-time, or temporary. The job description also describes the key requirements of the position and the qualifications the applicant must possess. Some job descriptions also list any company benefits to the employees. The Human Resources Department also decides the most appropriate way to advertise the positions available. These avenues may include radio, newspaper, or even the Internet...
Words: 676 - Pages: 3
...In the above section dissertation light is thrown on “role of leadership in motivating and retaining employees in MNC in KSA.” The most important objective of an organization is related to retention to its employees. Leadership has an important role to play in this segment and the leaders are in direct contact with the employees. Leaders are able to understand the requirements and challenges faced by employees. The first chapter of dissertation is related to the introduction of research topic. In this section the research rationale, research question, aims and objectives of the research and research background are discussed. This chapter is very important as it helps in developing the blue print which will help in directing the flow of the research in the right manner. The rationale of the research explains the importance of selecting the particular topic. In this regard, it has been discussed that the main objective of the organization is to gain success and that is only possible if it is able to retain its employees and motivate them to work efficiently and effectively. Thus, the topic holds due importance to provide guidelines to the companies in concern of the modifications they needs to undertake in their leadership styles. Along with this, the section also highlights the research question which is the main aim of the research work. The research that is been conducted aims at answering the research question. The research question includes the importance and...
Words: 312 - Pages: 2
...Performance Appraisal Performance appraisals are formal reviews of a subordinate's work performance by a supervisor. They are preformed to identify strengths and weaknesses as well as to discuss areas of improvement. “The process of appraising employee performance can be both time-consuming and stressful. These difficulties are compounded if the appraisal system is poorly developed or if a supervisor lacks the appropriate training to collect and evaluate performance data” (Milkovich and Newman, 2004, ch. 11, p. 80). Kudler Fine Foods needs to create a way to evaluate the employee’s performance. This paper will create a performance appraisal for the employees and help supervisors determine salary increase. Each job classification will be defined with competencies or skills. The competencies assigned to each job classification for Kudler Foods will be assigned a rating scale from one (lowest) to five (highest). The supervisor will sit with the employee and will rate each competency from one to five depending on the performance level of each employee. The rating of each competency will be multiplied with the weights and a score generated for each competency. The total weights for each position add up to one. When the five scores are added together, a composite score will be generated which will range from one (minimum) to give (maximum). The supervisor will then decide which score level will receive what salary increases. For instance the supervisor may decide that those workers...
Words: 1209 - Pages: 5
... Abstract Talent management has changed so much over the years, due to the economic environment. This paper will attempt to explore some of those changes and challenges for talent management. The emerging set of new practices is moving talent management to its tipping point. THE TIPPING POINT FOR TALENT MANAGEMENT 3 Discuss how the economic environment has influenced the need for talent management practices. Today, talent management plays a critical role in contributing to the overall productivity and strength of an every organization. Human Resources managers are trained individuals who motivate employees to meet organizational objectives while maximizing employee satisfaction. Over the last few decades, HRM has become extremely important to the world of managing groups of people. Maslow, Herzberg and others have contributed to the success of human resources, by helping managers to develop an understanding of human relations. The economic environment has influenced the need for talent management practices because many businesses are experiencing organizational change. Throughout the tough economic environment businesses have examined old talent management models that once were successful and applied...
Words: 991 - Pages: 4
...3RTO ACTIVITY 1 1.1: 3 organisation benefits of attracting and retaining a diverse workforce In this era of economic globalization, many companies are making efforts to achieve workforce diversity, which aims to employ workers from different backgrounds to provide tangible and intangible benefits to the organization. Understanding the advantages of workforce diversity helps an organization to establish with a competitive edge. This can include employing workers with cultural and language skills that can lead to greater reach for the business. 3 organisation benefits of attracting and retaining a diverse workforce 1: Increase in Productivity Workforce diversity can bring about an increase in productivity and competitive advantages. Employers can offer more solutions to customers because of new ideas and processes brought into the organization. Workplace diversity increases employee morale and causes employees to desire to work more effectively and efficiently. 2: Increase in Creativity Workforce diversity increases creativity within a company because people coming from many cultures can give many ideas and their own experience. Employees from different backgrounds bring in a variety of solutions on how to achieve a common goal. In atmospheres when brainstorming is necessary, more ideas are formed because team members are culturally diverse. For example, employees from China working in American companies may approach a problem totally differently than do American workers...
Words: 1328 - Pages: 6
...Why was Xerox in trouble in the early 2000s? What do you believe were the root causes? In the early 2000’s Xerox was reported to have been facing bankruptcy after years of mismanagement, piles of debt, and mounting questions about its accounting practices In December 2000, Xerox announced that it had exhausted a $7 billion line of credit, but that $1.4 billion in cash remained. By January 2001, it was rumored that Xerox had hired a bankruptcy advisor namely from the Blackstone Group. However, in an attempt to further hide their financial woes from the public, Xerox officials denied that rumor, stating that they called on Blackstone for financial advice and nothing more. Their financial struggles continued until Xerox Corporation did what no one expected it to do; the company survived a brush with bankruptcy under the direction of a new CEO, Anne Mulcahy, who had no prior experience heading a company although she had served in multiple areas of the company’s business before becoming CEO. In an interview with CNN she was quoted as saying: “although it wasn’t necessarily done with the intent of running the business, I found out that it was a pretty good set of skills and capabilities to have coming into the job.” Although it was believed that Xerox was in trouble in the early 2000’s due to its financial woes, I believe that competition stifled their copier sales. Prior to Ms. Mulcahy taking over, the company was guided by leaders that did not move with...
Words: 919 - Pages: 4
...Traditional planning helps managers create a business plan and let others implement it. In today’s business environment the function of planning is much more dynamic because it involves creating strategic value to the organization. Strategic value is a process in which users like employees, customers and government sectors use their energy, talent and ability to create value to the organization. Value “describes the monetary amount associated with how well a job, task, or service meets users’ need” (Bateman & Snell pg 19 (2009). For instance, Experian the global credit reporting company has to deliver critical information to enable consumers to make financial decisions. Experian managers carry out extensive research of data and analysis of national and local economies to make strategic decisions. In terms of service, Experian team members provide the tools and information organizations need to provide their businesses with competitive advantage. Experian business strategies benefit all stakeholders and the resources contribute to the organization’s present and future goals (Experian plc). Organizing is the second management function that should bring together resources and coordinate employees to build a dynamic organization. Traditionally, organizing involves creating an organization chart and setting administrative programs in place. In today’s’ business environment the...
Words: 876 - Pages: 4
...Business Environment Table of Contents Introduction 3 Task 1: Introducing Barts Health NHS and its industry and knowing its environment. 4 P1.1 Knowing the background and nature of Barts Health NHS. 4 P1.2 Competitive position of Barts Health NHS in the health care industry. 6 Task 2: Evaluate and explain how managers try to motivate their staff, in order to retain and improve their position in the sector that they compete. 7 P2.1 Use of two factors theory and X&Y theories and Vroom’s theory to motivate staffs of Barts Health NHS. 7 P2.2 Steps taken by managers based on the theories to improve current position. 9 Task 3: Analyzing policies of Barts Health NHS and applying them in improving position. 10 P3.1 Knowing and analyzing recruitment and selection policies of Barts Health NHS. 10 P3.2 Analyzing how the policies help in improving the position of Barts Health NHS. 12 Recommendation 13 Conclusion 13 References 14 Introduction Health care is a basic human need. This necessity for health care has caused improvement of this industry. Every problem and related research has improved the aspects of this industry. However, the quality is important in health care industry. The quality depends on using of modern technologies, improving employed personnel and improvement of environment. The improvement in environment of health care service has reduced complexities and helped patients to get cured quickly. Improved environment is neither necessary nor luxury for health...
Words: 3465 - Pages: 14
...Therefore, direction means giving instructions, guiding, and counseling, motivating and leading the staff in an organization towards accomplishment of organizational goals. It is required at all levels of organization. Every manager provides guidance and inspiration to his subordinates. It helps in converting plans into performance. Without this function, people become inactive and physical resources are meaningless. Directing is a key managerial function to be performed by the manager along with planning, organizing, staffing and controlling. From top executive to supervisor performs the function of directing and it takes place accordingly wherever superior – subordinate relations exist. It is a continuous process initiated at top level and flows to the bottom through organizational hierarchy. So to maintain the hierarchy and how the employees will go ahead with the target profit to achieve, direction is necessary. If there is absence of direction no one will be under guidance to go ahead for getting the desired result in Bank as direction ensures that every employee work for organizational goals ,attempt to get maximum out of employees by identifying their capabilities and cope up with the changes required in the organization. STAFFING is filling, and keeping filled positions in the organizational structure. This is down by identifying work-force requirements, inventorying the people available, and recruiting, selecting, placing, promoting, appraising, planning the careers of, compensating...
Words: 706 - Pages: 3
...(HRM) is important to all managers in the organization. The primary reason is because HRM is a vital piece of every manager’s job as it concerned on every type of how individuals are employed and managed in the organizations. In addition, HRM consists of the process of recruitment and selection of employee, giving proper training and the developing skills, arranging proper orientation and induction, motivating, assessment of employee in terms of appraising performance, providing compensation and benefits, maintaining and retaining relations with the workers, managing wages and salaries, building employee commitment, maintaining employee health and safety and giving them an equal employment opportunity....
Words: 1578 - Pages: 7
...Top Talent Retention Introduction Successful companies invest large amounts of resources in the process of hiring and developing its employees. (Lqbal, A. 2010). Yet despite this effort by successful companies, there are many people out there who aren’t happy or satisfied with their jobs, employers or roles within their organizations. According to the Bureau of Labor Statistics, there were over 3.6 million open positions on the last business day of 2012, with a quit rates ranging from 3 to 6% in 2012. What is the cause of such unhappiness within the work place, causing us to walk away from paying jobs, in an economy struggling to recover from a major economic recession? In this paper we will look at what employees find motivating in a work environment and how to drive engagement and company loyalty. Why employers need to deliver on their promise to invest in, and promote employees from within, what kind of quality’s employers should look for when interviewing for promotions, and why it would be beneficial for employers to build healthy working environments. When New Generations Enter the Workforce As a child, I remember overhearing my grandparents discussing the teenage girl who lived down the street. She had a pink streak in her hair, walked around with headphones on her head, would blare the music in her car and had a nose piercing. My grandparents were mortified, and were just certain that “this younger generation will be the death of us”. As each new generation enters...
Words: 1798 - Pages: 8
...specification for a Healthcare Organization: 5 a. Compare the selection process of different service industries businesses: 7 b. Assess the contribution of training and development activities to the effective operation of Healthcare organization: 9 Introduction: Every organization needs different types of capital like, cash, valuables, machineries or goods to generate income. No matter what type of business organization it is one thing they need to make the capital work that is People, to generate revenue from capital through their abilities and skills. And Human Resource Management (HRM) is the process of choosing the right people and retaining them for generating utmost revenues from the capital. So, Human Resource Management (HRM) is the procedure of accumulating right employee, train them for developing job performance, motivating them and control their performance. It is a complete package of human resource related activities. In service related industries like Healthcare industry, managing the human resources is important. It is essential because healthcare industry is directly related to service sector. Healthcare industries provide services through people....
Words: 3365 - Pages: 14
