...Sustaining Employee Performance Paper Tiera Finner HRM/300 November 4, 2015 William Byrd Jr. Sustaining Employee Performance Paper In this paper, I will discuss the importance of sustaining employee performance in Kroger. I will identify two jobs positions within Kroger, describe the functions and performance management system, suggest two job evaluation methods for the positions, compare compensations for the positions, and provide an explanation for the importance of providing employee benefit plans. The two positions that I will discuss are accounting clerk and cashier. An accounting clerk at Kroger is required to have basic math skills and will be trained accordingly upon hiring. You must be able to work long hours and be able to have patience to investigate cash shortage issues. This job requires you to work early house and late hours depending on your shift. An accounting clerk verifies accuracy within documents and records. They Update and maintain accounting journals, ledgers and other records specifying financial business transactions (disbursements, expense vouchers, receipts, accounts payable). They also enter data into computer system using well-defined computer programs. An accounting clerk is required to have at least three years of cash dealings experience. They average out at making $30,000 annually. On the other hand, a cashier is responsible for handling all cash transaction within...
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...Sustaining Employee Performance Maintaining a healthy, successful employee base is an important responsibility for human resource teams. There are a number of ways that, implemented correctly, can help them achieve this goal. They include performance management, compensation, and benefits. After human resources has recruited, hired, and trained the best candidates, the next step is to ensure that they are meeting standards, and if they are not, that they receive the proper training. The best way to track employee performance is to set up a performance management system. Performance management is not just an annual review of what the employee did wrong last year, or what they achieved, according to "HrCouncil" (n.d.) it “is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals” (Keeping the Right People: Performance Management). To have an effective performance management system, there are a number of practices that should be adopted. The first practice is to provide sufficient training for management who will conduct the appraisals. Training will ensure that they can successfully complete the evaluations without prejudice or bias, and stay within all legal requirements. Thoroughly trained management will be able to “act upon the outcomes of the performance management process[…]to ensure that good performance is recognized, inadequate performance results...
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...Sustaining Employee Performance John Rhodes, Maria Mendoza Suarez, John Guy, Joseph HRM/300 February 16, 2015 Robert Lacey IV Sustaining Employee Performance As an employee, your work performance is under constant evaluation. “Employees generally see any such evaluation as having some direct effect on their work lives. They may lead to increased pay, a promotion, warnings about sub-standard performance, or assistance in personal development areas for which the employee needs some training” (DeCenzo, 2013 pp. 244). In the coming paragraphs we will discuss: performance management systems, job evaluation methods, possible compensation plans and the importance of providing employee benefit programs as they pertain to Customer Service Representatives and Retail Sales Professionals of AT&T. Function of Performance Management Systems Performance management systems are put in place to apply organizational and individual objectives. “Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. More than just an annual review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching” (Community Foundations of Canada, 2013, para. 1). Performance management systems have been criticized as they may lead to emotional outbursts from employees. A properly designed performance management system...
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...Running head: SUSTAINING EMPLOYEE PERFORMANCE PAPER Sustaining Employee Performance Paper Alejandro Zatarain, Jamie Lewandoski, George Hull SEC/300 March 28, 2016 Chris Bingham In this paper we will be discussing two positions of the Elias Group Organization. The two positions that we will discuss would be the Director of Technical Services and the Director of Administration and HR. We will describing the functions of performance management, suggest two jobs evaluations, compare possible compensations for this two positions and also we will be explaining the importance of providing employee benefit plans to the employees working in this two chosen positions. The two jobs that we as a team have identified for the Elias Group Organization is the Director of Technical Services and the Director of Administration and HR. The Director of Technical Services is in charge of three managers, which are the manager of web services, the manager of information res. and the manager of desktop services. The other position, which is the Director of Administration and HR in this position, they answer to the president of the company and which they answer to the board of directors. In this position the Director of administration and HR is involved with the legal counsel since they have to deal with Human Resources department and administration. The general function of performance management is to promote and improve employee effectiveness. It is a continuous process where managers...
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...LOVELY PROFESSIONAL UNIVERSITY TERM PAPER Course Code MGT513 Course Title HUMAN RESOURCE MANAGEMENT Max. Marks 25 Date of Allotment -21-01-2011 1 Relevance of job rotation in banks in terms of learning, motivation and performance. 2 Study on identifying the measures adopted by industries to retain high performance teams in insurance sectors. 3 Study on the success or settlement aspect of the trade union CITU. 4 Managing workforce diversity. 5 Each student will be allotted an industry in which they have to find out how different companies have managed trade unions as well as strikes. 6 Each student has to analyse the importance of self managed work teams in the organizations and how they can be helpful for sustaining high performance. 7 Each student will be given an insurance company to find out how they should compensate to retain employee. 8 Planned Exit 9 Why CEO feels HR plays small role in organization’s success. 10 Employee engagement and communication for rainy days 11 Glass ceiling 12 Find out the various strategies followed by the various companies during recession 13 Creating a leadership pipeline 14 Sustaining high performance teams 15 Challenges in Recruitment 16 Need of cross cultural negotiations 17 Effectiveness of variable pay packages 18 Golden Handshake :the need of an hour 19 Management Development programs and its benefits. 20 The See-Saw of work and life 21 Women Empowerment...
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...in both our personal and professional lives depend a great deal on how easily they can adapt to these changes. Organizations are also susceptible to frequent and oftentimes rapid changes. CrysTel, a telecommunications company, is just such an organization. CrysTel faces both technological and administrative changes regularly due to the telecommunication industry’s rapid and frequent advances. CrysTel employs 2,500 employees and offer products such as data cables, wireless solutions, and network development. (Apollo Group Inc, 2004) Successfully leading and sustaining change within this organization will require a great deal of planning and hard work from all levels of management and leadership. The term “survival of the fittest” (Apollo Group Inc, 2004) is aptly applied to the change process for organizations. Much like in ones personal life, those who are most fit or in this case the most adapt at leading and sustaining change will be the most likely to survive the necessary changes and emerge a stronger more successful organization. CrysTel has taken the first of many important steps required in being able to lead successfully and sustain change within their organization. CrysTel recognized the need for change created by external forces such as the technological advancements of their industry. They also realize that before any change can take place that address these technological advancements they also need to address the internal forces that create a need for change. CrysTel’s...
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...Strategic Leadership Final Elements of Sustaining a Strategic Culture Viktor Kanzler Thursday, September 5, 13 Strategic Leadership Final Any organizational culture emerges out of the company’s norms, values and behaviors that are reinforced by the company’s role models, symbols and instructions. The organizational culture is usually marked and established by the management and founders, and then transferred to the employees of the company. The result is a common cultural identity within the company in terms of certain idioms, dress codes, myths or stories. Although the company primarily establishes the corporate culture, the external environment also influences it. The culture is in a constant process of change, driven by internal and external factors, which contribute to the change of the company. As a result, organizational cultures are often difficult to grasp because they are indeed a real fact, however, exist only in the minds of employees. Thus, as the culture is mainly formed by the employee’s belief in common values, behavior and attitude, which can also unconsciously control the employee’s actions and decisions, it plays a decisive role in the success of a company. In the following essay I will analyze and discuss what it takes to create and sustain a successful and enduring strategic culture that contributes to employee participation and ensures that the company remains competitive, sustainable and successful. In the upper management levels of...
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...Role of HR in driving Corporate Sustainability measures Executive Summary After the Brundtland report in 1987, special emphasis has been given towards sustainable development and its interrelationship between firm productivity, societal equity and environment quality. Proactive organizations are accountable for facilitating, demonstrating and promoting corporate social responsibility. Companies have to rethink their strategy from being profit driven to corporate citizenship. There has been immense pressure from government, customer, employees and competitors to think towards environmental management. HR can play a critical role in this regard by acting as a medium to communicate and educate firms about the importance of CSR. At the same time HR can integrate business goals and CSR goals by implementing HR practices. Introduction Since rapid industrialisation, natural resources are getting depleted at a fast pace. There is a need to conserve and judiciously use natural resources so that there is no burden on our future generation. Corporate sustainability was once seen as a philanthropic activity but now it is getting its due importance in leading companies. Companies have gone to the extent of proactive environmental management which encourages corporations to prevent pollution at the source rather than at the end of pipeline (Annexure 01). Cutting edge firms are going beyond pollution prevention and exploring new opportunities for developing eco-friendly products, processes and...
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...Sustaining Employee Performance Heather Tullis HRM/300 (BSAM1K5D82) May 2, 2016 Dr. LauraAnn Migliore Sustaining Employee Performance The jobs that I have chosen to use within my company are: Store Manager: Responsible for the overall management of the store including the sales, financial, operation, and human resources to ensure maximum profitability. Sales Representative: Responsible for ensuring a great customer experience and maximum profitability. Performs various sales and register transactions and aids in controlling shrink through customer interaction. Performance Management Performance management is the process by which an organization ensures all employees are aware of the level of performance expected of them in the assigned role. This is including individual objectives and overall organizational objectives including improving productivity, employee growth, and time management. Performance management is a cycle of planning, executing, monitoring, analyzing, and forecasting. The systems are set up as a goal for each member of the team to achieve their personal goals and company standards that are expected. Performance management comes into factor on a daily basis with the Store Manager through constant communication on the daily business outcome and the results of the entire team. The sales associates’ knows what the daily expectations for the volume of the day and uses daily communication to notify the rest of the team...
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...in both our personal and professional lives depend a great deal on how easily they can adapt to these changes. Organizations are also susceptible to frequent and oftentimes rapid changes. CrysTel, a telecommunications company, is just such an organization. CrysTel faces both technological and administrative changes regularly due to the telecommunication industry’s rapid and frequent advances. CrysTel employs 2,500 employees and offer products such as data cables, wireless solutions, and network development. (Apollo Group Inc, 2004) Successfully leading and sustaining change within this organization will require a great deal of planning and hard work from all levels of management and leadership. The term “survival of the fittest” (Apollo Group Inc, 2004) is aptly applied to the change process for organizations. Much like in ones personal life, those who are most fit or in this case the most adapt at leading and sustaining change will be the most likely to survive the necessary changes and emerge a stronger more successful organization. CrysTel has taken the first of many important steps required in being able to lead successfully and sustain change within their organization. CrysTel recognized the need for change created by external forces such as the technological advancements of their industry. They also realize that before any change can take place that address these technological advancements they also need to address the internal forces that create a need for change. CrysTel’s...
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...value to OB of systematic study; Demonstrate the importance of interpersonal skills in the workplace; Describe the manager’s functions, roles, and skills; Identify the challenges and opportunities managers have in applying IB concepts; Demonstrate why few absolutes apply to OB Learning Outcomes: Define organizational behavior and identify the variables associated with its study; Describe the factors that influence the formation of individual attitudes and values; Apply the study of perception and attribution to the workplace; Define diversity and describe the effects of diversity in the workforce; Describe the nature of conflict and the negotiation process; Describe best practices for creating and sustaining organizational cultures; Describe best practices for creating and sustaining organizational cultures; Describe the components of human resource practices The Scenario The great global recession has claimed many victims. In many countries, unemployment is at near-historic highs, and even those who have managed to keep their jobs have often been asked to accept reduced work hours or pay cuts. Another consequence of the current business and economic environment is an increase in the number of individuals employed on a temporary or contingent basis. The statistics on U.S. temporary workers are grim. Many, like single mother Tammy Smith, have no health insurance, no retirement benefits, no vacation, no severance, and no access to unemployment insurance. Increases in layoffs mean...
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...This case study describes three candidates being considered for a vice president position at Ramsey Electronics and the impressions they have made on their coworkers. This paper is based on information from the case study and will discuss creating and sustaining culture. The first section will discuss strengths, weaknesses, opportunities, and threats of the three candidates. The second section will provide solutions and recommendations for the Chief to select the right candidate for the vice president position. Strengths: Ramsey Electronics is fortunate to have three highly qualified applicants to choose from for the vice president position. Arnie Sander has a Ph. D. in electrical engineering, is known for his product designs, and has worked his way up the ladder through the engineering department. Laura Prove is an excellent salesperson of Ramsey products, has worked her way up through the sales division, and is skilled at motivating the people that work for her. Billy Evans has an M.B.A. from Harvard and is good with the company’s finances. Weaknesses: Billy Evans has the least amount of experience Ramsey Electronics. The Chief has praised Billy for improving the company’s financial situation, but other employees believe Sander’s products or Prove’s selling expertise were responsible for turning the company’s finances around. Billy may be getting credit for something that he wasn’t responsible for just because he plays handball with the Chief. Opportunities:...
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...overall costs using their extensive experience in building and remodeling minimills in ways other firms were unable to imitate. Not only Nucor has been able to start up its steel mills within 18 months of groundbreaking, but also it had the speed of delivery to customers and suppliers by locating mills in similar geographic regions. Without a doubt, Nucor was the low cost- high efficiency leader in the market. In addition, the workforce was held accountable for the performance of the business at all levels. The company decentralized as many decisions down to the plant as possible but held managers accountable for an annual contribution of 25% of the net assets employed at that plant. The workers also received performance-based compensation and were encouraged to share their ideas, which lead to a constant processes improvement, innovation and employee loyalty and satisfaction. Nucor was ranked as the second most productive steelmaker in the world in 1985 based on its annual tonnage per employee. And finally, “the elimination of quantity discounts reflected in the computerization of Nucor’s...
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...quest for competitive advantage. A. | Supply chain management | B. | Integrated technology management | C. | Strategic management | D. | Inventory management | | 3. | _____ is best described as a set of goal-directed actions a firm takes to gain and sustain superior performance relative to competitors. A. | Behavior modification | B. | Strategy | C. | Credo | D. | Competency management | | 4. | Which of the following stages of the strategic management process involves an evaluation of a firm's external and internal environments? A. | Strategy analysis | B. | Strategy implementation | C. | Strategy formulation | D. | Strategy control | | 5. | In _____, a firm frames a guiding policy to address the competitive challenge. A. | strategy control | B. | strategy implementation | C. | strategy formulation | D. | strategy analysis | | 6. | Through _____, a firm puts its guiding policy into practice by employing a set of coherent actions. A. | strategy control | B. | strategy implementation | C. | strategy formulation | D. | strategy analysis | | 7. | A firm that achieves superior performance relative to other firms in the same industry or the industry average has a(n) _____. A. | competitive advantage | B. | balanced scorecard | C. | power position | D. | equity leverage | | 8. | Cadia Foods Inc. was the first company to start selling...
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...Motivation and Reward Systems Reward system is an organization’s most essential instrument for building and sustaining motivation in the workplace. A reward system is defined as the informal and formal processes by which performance of the members of the organization is identified, assessed, and rewarded. Obviously, rewards that are connected particularly to performance have the strongest effect on improving employee performance and motivation. Performance-based rewards fulfill numerous functions and objectives in organizations. The main principles comprise the correlation between motivation and rewards (Griffin & Moorhead, 2011). In particular, organizations would like their members to perform well and, consequently, have to motivate them to do so. When the reward system is related to greater performance, employees will most likely be driven to exert greater effort to get those rewards. When that happens, employee motivation becomes strongly tied to the organization’s goals. Proponents of behavioral sciences have long promoted the value of reward systems, the methods by which managers distribute rewards based on performance, tenure, or other aspects (Yukl, 2009). Obviously, reward systems are essential because employees accomplish the tasks they are rewarded for and poorly perform those which do not have any reward. However, before initiating organizational change, the reward system must be examined to identify whether it will positively or negatively contribute...
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