...Employee Relations Introduction An employee relation process is a broad undertaking and involves many different aspect of the management interaction with employee and the employee with the management. Health care organizations typically manage their relationships through the human resource process which is guided by the policy and procedures of the organization (Flynn, Mathis, & Jackson, 2011, p. 203). Employee relations should be a key factor in the growth of an organization. The success of the organization can be measured by the employee’s satisfaction and should be a top priority of any organization. According to Flynn, Mathis and Jackson (2011), employers base relationships with employees upon a series of federal, state and local laws and statutes and through important court decisions, referred to as case law (p 203). Maintaining employee retention, satisfaction and loyalty should me the basic goals for any organization. To treat every employee with dignity, respect and treating all employees firm fair and consistent can lead to a healthy working environment. In the following paper a strategy specific to my organization for integrating job performance and training will be developed. Next, the most significant performance management challenges the organization faces on a daily basis. Following the significant performance management challenges an outline of such will be developed to improve the employee performance and encourage employee retention. Lastly, a set...
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...Importance of Employee Retention The sustainability and success of any organization depends upon the retention of key employees and according to Panoch, (2001) valuable employees are increasingly becoming more difficult to find. In today's highly competitive environment employee retention should be top priority for organizations especially since many consider human talent to be the ‘greatest assets' to a company. Cutler (2001) stated that one of the most important demands on management today in any organization is keeping the most vital and dynamic human resources motivated and dedicated. Managing and retaining valuable talent requires a balance between the employee aspirations and the strategic and financial needs of the business. Implementing strategies that encourage employees to remain in an organization can be termed as employee retention. Zineldin, (2000) has defined retention as “an obligation to continue to do business or exchange with a particular company on an ongoing basis”. * Hiring is not an easy process. According to the University of California, Riverside, in order to strategically increase efficiency and effectiveness in hiring and retention and to maintain consistency and compliance in the recruitment and selection process there are a number of tedious steps that must be followed. These processes can be very time consuming and costly for an organization. Step 1: Identify Vacancy and Evaluate Need Step 2: Develop Position Description Step 3: Develop...
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...Goodman 1. Introduction Employee motivation can be regarded as one of the key practices for an organization to build long-term sustainability in any respective business industry. In relation to the recent phenomenon, the performance of employees significantly depends upon a number of factors including employee motivation, employee satisfaction, performance appraisal, compensation, training and development (T&D) along with adequate security of job role and organizational structure among other factors (Muogbo, 2013). However, the specific area of this study is focused on employee motivation, which tends to highly influence employee performance within an organization. In relation to the rapidly growing global business environment, marketers have been widely witnessed to implement a number of strategic measures in order to keep the workforce more optimistic with regard to their specific roles and responsibilities within the organization. In this regard, Organizational Behavior (OB) has long been observed to play an essential role for the entrepreneurs to develop strong workforce in accordance with the vision and postulated business goals (Tishman et al., 2012). Emphasising the notion of OB to play as an essential role in employee motivation, the primary objective of this report is to critically analyse the practice of OB by United Healthcare (UHC) while empowering performance and long-term relationship of the employees within the organization. In this regard, the report...
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...requested. 1) Provide background information on the organization, why the process was selected for study, and the approach used to complete this assignment Covered 2) Describe, Document and Flowchart the existing process. You may use a software tool for flowcharting (see information on flowcharting in the Course Content area). The paper describes the recruitment process but you need to detail the flowchart. If you look up flowcharts, you will find a flow chart more like this one that you can find at the following web location: http://www.kusd.edu/departments/human_resources/appl_process/applicationprocess.html The following is an example of a detail of the Application Process in HR. 3) Identify performance measures that you would use to determine the baseline performance for the current process in order to assess any improvements. Covered very well. 4) Research the Web and other sources for benchmark information (best practices) on the selected process and/or similar processes. Summarize your research findings. Identify the sources and best practices found that could be transferred to your redesigned process in Item #5 Your process needs to be detailed in a flowchart and then according to research – define what you could change or redesign in your present process. 5) Identify and discuss opportunities for improving the present process and flowchart your new process. Identify the sources and best practices found in Item #4 that could be transferred to the...
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...as well as team members working with the division must employ new strategies that not only increase their efficiency, but also encourage them to work together as a team. This paper analyses some of the problems facing the Division of Environmental Assessments, as well as some solutions aimed at improving employee experience. Problems There are underlying problems in the case. The problems must be solved if the division is to play a more complete role in assessment of environmental plans of oil and gas developments. One of the clearest problems is poor employee retention. In the history of the division, it is obvious that employee turnover has not been a serious issue. However, there is now an increase in the turnover rate, and the ability of filling vacant positions is becoming increasingly difficult. From the case, it is evident that within the first month of Jane’s leadership as the Manager of Environmental Assessments, the division has lost one top engineer and one junior engineer. The main reason why employees are leaving the division is that they are receiving more attractive salary packages from other companies, especially in the private sector. Poor employee retention clearly has a direct relationship with the inability of the division to attract new workers. Based on the situation on the ground, this is not only because of a lack of engineers with the appropriate background, but also because of lack of engineers that are willing to commit themselves to...
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...A PROJECT REPORT ON “TALENT RETENTION AND EMPLOYEE ENGAGEMENT” FOR RING + AQUA A SUBSIDARY OF RAYMOND LTD. SUBMITTED TO UNIVERSITY OF PUNE IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF MASTER OF BUSINESS ADMINISTRATION (MBA) SUBMITTED BY KAVITA M. PAWAR UNDER THE GUIDANCE OF PROF. AMOL KARE SIR VISVESVARAYA INSTITUTE OF TECHNOLOGY, CHINCHOLI, NASHIK- 422 101. 2012-2013 STUDENT’S DECLARATION I undersigned myself declare that, the project entitled, “ TALENT RETENTION AND EMPLOYEE ENGAGEMENT” is executed as per the course requirement of two year full time MBA program of University of Pune. This report has not been submitted by me or any other person to any other University or Institution for a degree or diploma course. This is my own and original work. Place: NASHIK Sign of student Date: Kavita M. Pawar ACKNOWLEDGEMENT A project can’t be said to be the work of an Individual. A project is a combination of views, ideas, suggestions & contribution of many people. I am extremely thankful to my project guide Prof. Amol Kare who gave me the opportunity to do this project on subject “A Study of Employee Engagement with Special Reference to Ring Plus Aqua Ltd; Sinnar” as a major part of curriculum. I wish to express my sincere gratitude to my Ring Plus Aqua Human Resources & engineering...
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...Talent Management Discuss how the economic environment has influenced the need for talent management practices. The current economic environment has influenced the need for talent managenment practices through the need of cultiviating current talent rather than hiring new employees. The need of practicing talent management is needed more today than ever because the encominc status of many business, the economic environment obliges that the productivity of existing workers amplify before new headcount is measured. Organizational expansion has converted from the number of talent to the value of talent. “In order to truly enable innovation and get rid of the band-aids that have been put in place during the "storm," companies must ensure that they have "A" players on board.” (“Economy,” 2011). As businesses hunt for new ways of improving workforce efficiency, talent management has become a fundamental component in launching a human capital management environment. Offering enormous business value, talent management is complex and continually evolving. Influenced by external factors such as the economy, global expansion and mergers and acquisitions, critical success factors for effective talent management include alignment with strategic goals, active CEO participation and HR management. Discuss how globalization has contributed to the tipping point for talent management practices. Globalization refers to the progression and integration of economies, societies, and cultures through...
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...Implementing an Effective Performance Management Process Improving Performance Through Meaningful Feedback Performance management continues to be a challenge for many organizations. People believe in the value of the outcomes, but to many, giving (and receiving) feedback is a daunting task. Burke’s annual Workforce Perspective® survey shows that while 70% of employees receive an annual performance review, less than half believe the review effectively evaluates their performance. And, just over 60% find the feedback useful in helping them to improve job performance. To put this all in context, linkage research shows that employee engagement is linked to customer loyalty and organizational performance. Further, performance management and career development are both strong drivers of employee engagement. Giving these topics the attention they deserve is vital to individual and organizational success! Performance Management is more than just an annual review. It encompasses the entire process of employee performance evaluation and feedback and includes goal setting and coaching. Done effectively, it also includes the creation of development plans to address current performance issues as well as maximize future performance and career potential. “Feedback is the breakfast of champions.” Ken Blanchard What Are the Characteristics of a Successful Performance Management Program? An effective Performance Management program requires a structured process that includes: – Setting...
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...SHRM Foundation’S EFFEctivE PRacticE GuidElinES SERiES Retaining A Guide to AnAlyzinG And MAnAGinG eMployee turnover Talent SHRM Foundation’S EFFEctivE PRacticE GuidElinES SERiES REtaininG talent A GuiDe to AnAlyzinG AnD MAnAGinG eMPloyee tuRnoveR by David G. Allen, Ph.D., SPHR i REtaininG talent This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2008 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part, in any form or by any means, electronic, mechanical...
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... |effectiveness of management in applying policy. | | |x 100 | | |Cost per Hire |(Advertising + Agency Fees + Employee |Costs involved with a new hire. Use EMA/Cost per Hire Staffing | | |Referrals + Travel cost of applicants and |Metrics Survey as a benchmark for your organization which is | | |staff + Relocation costs + Recruiter pay |available on the SHRM.org Web site. Cost per Hire can be used as| | |and benefits) |a measurement to show any substantial improvements to savings in | | |÷ |recruitment/retention costs. Determine what your recruiting | | |Number of Hires |function can do to increase savings/reduce costs, etc. | |Health Care Costs per|Total cost of health care |Per capita cost of employee benefits. Indicates cost of health | |Employee |÷ |care per employee. Go to www.bls.gov for benefit data from the | |...
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...Effective Onboarding * Failures in Onboarding * Recommended Practices * ROI (return on investment) * Benefits * Conclusions * What is Onboarding? 1. Catching the next wave? 2. Posting to a Memo Board? 3. Exemplary New Hire Process? * The New Buzz Word Onboarding has become one of the fastest growing buzz words in the corporate world, and its definition has grown along with its popularity. The term has come to include everything from getting the office keys to onboarding coaching. * Introduction Onboarding is much more than just getting employees "settled in." It´s an innovative, new approach to employee orientation and integration and a direct path to improving retention and time-to-productivity. * Onboarding Onboarding is the process that organizations use to introduce, train, integrate and coach new hires to the culture and methods of the company during their first year. * Onboarding On-boarding is the process of integrating leaders into their new work environment through a phased implementation. * Five Words Sum it up * Align * Make sure your organization agrees on the need for a new team member and the delineation of the role you seek to fill * Acquire * Identify, Recruit, Select and get people to join the TEAM. * Accommodate * Give new TEAM members the tools they need to do the work. * Assimilate * Help the employee join with others so they can work together * Accelerate *...
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...Employee Training and Career Development HRM/300 Employee Training and Career Development The success of the organization relies heavily on well-trained and knowledgeable employees. Employees who have invested in their careers are looking to develop new skills and improve. Organizations and employees can improve organizational development and employee development by working together. Newly hired employees success in the company relies on their initial training as much as ongoing training and development while employed. New laws and regulations, as well as technology updates, require ongoing training of all employees. This paper will discuss employee development methods, the relationship between employee and organization development, describe the rule of human resources in career development and my personal career path. Employee Development Methods Well-trained and experienced employees are needed in all organizations. In the current market jobs are more complex and require a lot more training. The importance of training and development has increased and plays a direct role in the success of the company and employee retention. Employee development is also important for succession planning. Improved skills and training will increase the employee’s promotable ability and make it easier for employees to move up within the company. A major part of the training process includes changing the employee skill set, knowledge, and behavior. On the job training and off the job...
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...Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee and to further develop and motivate them so that they continue to provide value to the organization. However, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. For this reason, I chose to research and address this topic. In the near future I plan working my way through different management positions in the organization I establish myself with and ultimately reach corporate level. When this comes to fruition, I will need to know my employees, how to retain the most productive ones, and how to keep them satisfied. With this in mind, the topics covered in this report will look at the differences between retention and turnover, why employees stay, reasons why they leave, and what can be done to save them. Employees leave organizations for all sorts of reasons. Some find a different job, some go back to school, and some follow a spouse who has been transferred out of town. Others retire, get angry about something and quit on impulse, or never intended to...
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...(PEMRA), Pakistan Ajmal Waheed, Quaid-e-Azam University, Pakistan Khattak Hamid Rafiq, National University of Modern Languages, Pakistan ABSTRACT Researchers have developed a relationship between HRM practices and organizational performance, but the relationship between HRM practice like job analysis – employee Job performance remains unexplored. This paper, based on a study of employees of Pakistan Public sector regulatory authorities of telecommunication, oil and gas, power, media, security exchange, banking sector and organizations being regulated by these authorities is an attempt to develop and test a hypothesized model linking HR importance of job analysis with employee job performance. Survey results of 568 employees indicated that practice of job analysis was strongly related to employee job performance. The findings suggest that an organisation-wide policy of job analysis is an important source of competitive advantage in its own right, and requires due attention of HR professionals. The study extends the findings of the HR–employee job performance research pursued in Western countries to a non-Western context. Keywords: Human resource management; HR practices in regulatory authorities; HR-performance linkage; Job analysis; Job performance; Job satisfaction; Job retention; Recruitment Process; Knowledge, skills and abilities INTRODUCTION I n western countries human resource management (HRM) research has shown a shift from microanalytical approach (individual performance)...
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...economic environment has influenced the need for talent management practices. As a matter of course, organizational expansion has been permitted by hiring additional people. On the contrary, today’s economic environment obliges that the productivity of existing workers amplify before new headcount is measured. Organizational expansion has converted from the number of talent to the value of talent. “In order to truly enable innovation and get rid of the band-aids that have been put in place during the "storm," companies must ensure that they have "A" players on board.” (“Economy,” 2011). As businesses hunt for new ways of improving workforce efficiency, talent management has become a fundamental component in launching a human capital management environment. Offering enormous business value, talent management is complex and continually evolving. Influenced by external factors such as the economy, global expansion and mergers and acquisitions, critical success factors for effective talent management include alignment with strategic goals, active CEO participation and HR management. Discuss how globalization has contributed to the tipping point for talent management practices. The forces of globalization have represented one of the primary generators of enhanced talent management practices. Globalization opened national boundaries and allowed economic, political, technological and otherwise values and practices to transcend boundaries. A direct impact of the opening of boundaries...
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