...EAP2-Cristian Inocente-Reassignment 1- 11/05/2015 Workforce gender gap index: a comparison between India and Canada. In today’s world, the gender gap is a subject that is taking relevance in many countries. Economists in over the world are thinking whether the workforce gender gap becomes disappear in India, this country would be able to increase his gross domestic product (GDP) in 60 % and at the same time, get a better quality of life. However, nowadays statistics reflexes a long way to get it. On one hand, it is true that India has improved her economy, being included in the BRICS group, but on the other hand, India is quite far to get workforce gender parity in his country yet. It is shown in the gender gap index made by the Work Economic...
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...John W. Sloucum, Jr). Some key elements to consider in an effective organizational goal setting are; Goal direct attention. That is basically focusing on all attention on what is relevant and important. Goal regulate effort, this is putting motivational tools in place foe employees and management to work towards achieving the desire goal. Goal increase persistence, this is the effort extended on a task over an extended period of time, and last but not the least is fostering a goal strategy. Allstate define inclusive diversity as the collective mixture of all of their differences in the workforce, marketplace and community. It defines who they are and what they believe in, holding each other personally and professionally accountable to welcome all as they strive to win in a diverse, global marketplace. As a result of these efforts, Allstate is bringing diverse perspectives to our workforce, providing new opportunities for small and diverse businesses, and better serving more diverse customers. Allstate insurance company has developed four specific steps for goal setting process. The first step is that of succession programming, this program is focusing on a diverse slate of candidates being identified, and developed for each...
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...political, religious and social context. At Ikatu International, we believe in endless possibilities and the power of “Yes I Can”. Country Selection Matrix: A Tool to Prioritize Geographic Focus Revised Report August 2010 Ikatu International The original report was authored by Meghan Corroon and Elizabeth Stewart from Causemopolis in January, 2009. INTRODUCTION The Country Matrix analysis is a reference document that was used to support Ikatu International’s (Ikatu) decision-making process in selecting a pilot country for its first youth employment program in Sub-Saharan Africa. It draws on a diverse selection of academic, governmental, and nongovernmental publications and sources to create a Matrix Tool, which calculates a composite index that assesses and compares a variety of economic, social and...
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...individuals, teams and whole organizations to perform better and at higher level (Adenike, 2009). As a matter of fact, it is considered one of the most important motivational tools for affecting the performance of employees in organizations (Hellriegel and Slocum, 2011). Achieving goals is certainly not an easy task, but Allstate Corporation believes that its diversity strategy is one of the company's most important competitive weapons. According to James DeVries, senior vice president of human resources, this strategy has two major points: one internally and one externally focused. The internal diversity focus is about discovering potential in Allstate's workforce by providing them with all necessary tools, resources and opportunities to succeed. The external focus of diversity is about making sure that the Allstate's workforce matches the experience, backgrounds and sensitivities of the markets it serves (Hellriegel and Slocum, 2011). Allstate made its first action program back in 1976. The main question human resource management faced was how to incorporate all differences together and make a program that will lead to achievement of corporate goals? They made a program that consists of four steps: - Succession Programming. Allstate identifies and develop candidates for each key position. Their management informational system...
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...programs. Goals encourage people to develop strategies and action programs that enable them to achieve their goals In evaluating Allstate company goal setting process Allstate has taking four specific steps on how to accomplish different task. The first step is Succession Programming. A diverse slate of candidates is identified and developed for each key position. Allstate's management information system enables it to track and measure key drivers of career development and career opportunities for all of its employee's, ensuring that the company's future workforce will be diverse at all levels. Step two: Development. The company's development process, all employees receive an assessment of their current job skills and a road map for developing the critical skills necessary for advancement. Step three: Measurement. Twice a year the company takes a snapshot of all employees through a survey called the Diversity Index. Finally step four: Accountability and Reward. To help employees maintain a balance between work and person life, Allstate has a number of programs in place. For example,...
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...that all the employees receive an assessment of their current job skills and a road map for development of skills necessary for advancement. Allstate provide their employees with a road map to succeed. They give them the tools and resources to become a better employee. They have quarterly leadership measurements as well as the surveys to get feedback from employees. Allstate focus on diversity, four steps process to reach their goal. Step 1 succession programming, they identified and developed candidates for each key position. Allstate management information system enables it to track and measure key drivers of career development and career opportunities for all of its employees, ensuring that the company’s future workforce will be diverse at all levels. Step 2 Developments. Through the company’s employee development...
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...strategy. These variables make up the goal model and give individuals a guideline for how to achieve an organization’s goals. Allstate’s goal setting process has the same basic variables that the goal-setting model includes. Allstate formulated has four steps for its employees to achieve the goals of the company. Succession programming, development, measurement, and accountability are the four steps that Allstate uses to help employees progress to achieve their goals. Succession programming involves a management information system that tracks employees achieving key drivers for career development and opportunities. This program has made it easy to measure employees performance and ensures that Allstate’s workforce is diverse on all levels. The goal of having a diverse workforce and the employees are capable of achieving...
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...Allstate Insurance Company Leadership and Origination behavior- BUS520 October 30, 2011 Allstate Insurance Company Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program? “Goal setting is the process of specifying desired outcomes towards which individuals; teams, departments, and organizations will strive and is intended to increase organizational efficiency and effectiveness” (Hellriegel & Slocum, 2011, pg 192). Many companies, individuals and even cultural groups use goal-setting to decide what, how, and when to complete tasks or to achieve objectives. Although goal setting is useful to keep your performance and skills in check, it is also great to motivate the employees. The main purpose of goal setting is to foster self motivation in employees by enabling them to achieve goals they have set to increase performance and job satisfaction (Hellriegel & Slocum, 2011). One particular goal that Allstate emphasizes on which makes them stand out amongst their competition is focusing on diversity. Allstate provides their employees with a road map to succeed by executing the goal setting definitions. The employees are given tools and resources to become better. Allstate provides quarterly leadership measurements as well as surveys to get feedback from employees. Allstate views diversity as a strategy for leveraging differences in order to create a competitive...
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...As an insurance frontrunner, Allstate prides itself on increasing stock value, servicing the growing desires of its patrons, encouraging company accountability, and supporting numerous benevolent establishments in areas they serve. Allstate Insurance is the country’s chief publicly held personal line underwriter. They are a Six Sigma modeled Fortune 100 company, with over $130 billion dollars in assets. They also offer economic amenities to over 15 million clients throughout the United States, employing a very diverse team of over 70,000 specialists. Allstate also has 13 key lines of coverage, including vehicle, property, life, and commercial. Allstate attributes their success to their unique take on the best way to run a business successfully. ( AllState insurance., 2009) Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. Allstate provides their employees with a clear path for success. They offer the means to grow into the best employee they could hope for. According to the goal setting model goal difficulty, goal clarity, and self-efficacy should be at the forefront of one’s business structure. (Hellrigel & Slocum, 2001) Implementing challenging yet clear and achievable goals, for employees who have faith in their personal ability to complete tasks, in most cases will lead to Allstate’s desired performance. When an individual has the ability, commitment, and feedback on...
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...Allstate is attempting to measure the impact of diversity on corporate performance. Allstate boasts a rigorous measurement system as part of its initiative, and that process has proven a strong link between the diversity strategy and business growth. (Management Review, July/Aug. 1999) Allstate has been able to set goals and hold their leaders responsible: this is where they tie their rewards to diversity which gives Allstate an edge among their competition. Allstate not only faced challenges from other insurance companies they were facing challenges from financial services firms and direct marketers. Allstate practice goal setting daily in their company. Discuss the competitive advantage Allstate has from the development of the Diversity Index. Allstate believes that the ability to make positive use of the diversity in...
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...Running head: BUS520 Assign 2 Allstate Insurance Company Allstate Insurance Company Myrna L. Hunt-Young In Partial fulfillment of BUS520 Professor Danette O’Neal 04/28/2011 Abstract This paper will discuss the strategy that the Allstate Insurance Company, located in Northbrook, Illinois uses for motivating their employees. There will be a discussion of the advantage that Allstate has by using the Diversity Index and Quality Leadership Measurement System (QLMS) program. Furthermore, there will be list of options that Allstate could use to motivate their employees to meet the goals set by the company. Lastly, I will discuss whether or not Allstate’s Diversity Index and QLMS program would motivate me to work for the company. Background The human resource team at Allstate started an affirmative action program during the late 1960’s. This program was considered innovative. The program consisted of 4 steps: Succession, Programming, Development, Measurement, and Accountability and Reward. Each step takes into affect the employee, managers, and the company. Allstate is an Insurance company located in Northbrook Illinois. This is a suburb located north of Chicago, Illinois. Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. Goal setting is documented in the book Organizational Ethics, by Hellriegel and Slocum (2010, page 194), “Goal Setting is the process of specifying...
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...reasons why this data has been used to produce the superpower index (10 marks) A superpower is a country which exerts influence and power onto other countries through their military, economic growth, GDP, resources, physical size, population and belief systems. A superpower is referred to as a dominant global force in which the USA, China and the EU are all thought to be part of. In order to analyse whether a country may be a superpower or not is through a superpower index whereby the factors of population, GNP, TNC headquarters, patent filings and oil reserves are considered. Firstly, it should be observed that, as the title reads, the table is only a ‘possible’ superpower index, and therefore alternative combinations of factors could be used. Additionally, this shows that this superpower index is not universal, and therefore the analysis of a superpower can vary. The figure also shows that the data was between 2006 and 2007, and due to the fact this was 9 years ago, the data may not be valid or reliable. Population has been used to produce the superpower index shown in the figure. The reason for this may be due to the fact that a large population could relate to the strength of the countries workforce, which as a result highlights the influence a country may have on others. A pattern could be recognised throughout developed countries whereby a large population results in a large GDP as a result of a strong workforce. The figure shows that the USA has a population of 300...
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...“Allstate Insurance Company” Kafara Heard Strayer University Leadership and Organizational Behavior – BUS 520 Carlene Graham First, using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. Upon using the model for goal setting Allstate’s goal setting process determines that that their goal setting program is effective. Allstate’s goals possess goal clarity and self-efficacy, the company motivates its employees to commit to the task or goal at hand. Allstate makes sure that the goal is not to difficulty set to where it may demotivate its employees. Allstate director of diversity management focuses on the key question, “How do you take this workforce of differences and bring them together in a more powerful way so that it can impact business results?” (p. 215). This particular question in itself shows effort, direction, and task strategy. Allstate begins with four specific steps to tackle goals set by the company for its employees. One is succession programming, this determines key candidates identified and developed for key positions. Next, is development this is where each employee receives an assessment of their current position, which provides feedback to leaders for future training programs? Then, Allstate determine the measurement survey that gives them a snapshot survey of how to provide and put in place an action program to improve and solve problems for work processes...
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...HR Plan-09s HR Demand: Demand Forecasting Techniques I. Index/Trend Analysis II. The Delphi Technique III. Moving Average Method IV. Regression Analysis Method I. Index/Trend Analysis Examining the relationship over time between an operational business index, such as level of sales, and the demand for labour (as reflected by the number of employees in the workforce) is a relatively straightforward quantitative demand forecasting technique commonly employed by many organizations (see the following Table) Table: Index/Trend Analysis |Year |Sales |Number of Employees |Index | | |(Tk thousands) | |(Sales [Tk thousands] per Employee) | |2003 |2800 |155 |18.06 | |2004 |3050 |171 |17.83 | |2005 |3195 |166 |19.25 | |2006 |3300 |177 |18.64 | |2007 |3500 |188 |18.64 ...
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...Sheet-08 Methods of Wastage analysis 1) Labor Turnover Index This index indicates the number of leavers as percentage to average number of employees. Average number of employees employed in a given time period is decided by adding the employees at the beginning and end and then dividing the same by two. Example: At the beginning of a year, a firm has 250 employees, while at the end it has 230. Assume no recruitment has been made in between. a) Compute the labor turnover rate. b) If 5 people have been recruited during the year, determine the new labor turnover rate. Answer: a) ➢ No of employees leaving = 250-230 = 20 ➢ Average no of employees employed = (250+230)/2 = 480/2 = 240 ➢ Labor Turnover = No of employees leaving / Average no of employees employed = 20/240×100 = 8.32% Answer: b) ➢ No of employees leaving = {(250+5)-230} = 20 ➢ Average no of employees employed = (255+230)/2 = 485/2 = 242.5 or 243 ➢ Labor Turnover = No of employees leaving / Average no of employees employed = 25/243×100 = 10% Methods of Cohort analysis 2) Cohort Analysis Example: Assume number of people engaged in a firm in the beginning of a year as 500 and number of leavers for different length of service as under: |Year |1st Year |2nd Year |3rd Year |4th Year |5th...
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