1. I was first inspired to study the identification and development of high potential employees from the human resources management perspective, which is inherently a multidisciplinary approach. Although my dissertation project seems a long way away, now is a good time to dive into the body of evidence and theory surrounding this important issue. Understanding how to identify, motivate, and develop high potential employees is something that can add value to an organization and increase its overall productivity, effectiveness, and competitiveness in a dynamic market environment. My research has thus far introduced me to a number of different theories and approaches to studying this topic. For example, some research focuses on theories of motivation and is more within the realm of psychology. Other studies take a more sociological approach or even the anthropology of business approach to show how organizational culture and structure impact decisions related to the identification and development of high potential employees. Some research is phenomenological and exploratory. There is less qualitative research to measure the effectiveness of specific HRM practices or interventions than qualitative research due to the relatively new nature of this research area. I have also appreciated the studies that take a more global approach, showing...
Some studies have been focusing more on resource-based approaches that focus on organizational needs, whereas others have taken more of a humanistic approach to focus on what employees need for self-actualization and fulfillment.
Human Resources Change Management A lot of organizations initiate change programs and action plans that vanish after a while but have had, it's hoped, some impact on performance, even though one cannot be sure. The first challenge when initiating change is to make sure that every employee understands that this business system is not an action plan; it's a faith that is about what should characterize a really good company, and there
Equity in Human Resource and Management For a Human Resource Department to be successful at what it does, there is a need for the management to put in place policies, regarding rewards system, motivation, job design and equity. Job design, motivation and rewards systems are geared towards increasing the productivity of the employees at the workplace. The objective of having equity in the workplace is to make sure that there is
Bank of America The author of this report has been asked to analyze and answer to a case study that covers the Bank of America. There will be an outline of the talent management system used at the Bank of America. Further, there will be an assessment of the strengths of the program and how they have led to goal accomplishment. Next, there will be a description of the opportunities for
Human Resources Management - Maintaining a Competitive Edge in the Corporate Marketplace Change continues to reshape the workplace. Today's HR professional is called upon to help the organization retain its competitive edge in the marketplace. Along with representing the best interests of employees, HR professionals assume the role of strategic partner, administrative expert, and change agent. HR assumes a critical role in promoting the vision and shaping the focus of the
Those employees with the strongest enthusiasm for FedEx culture are often those who have been with the company the longest. If FedEx is able to offer a compelling package to Kinko's workers, sufficient to improve retention rates, they may also build a group of leaders in the workplace, those who can help indoctrinate new workers into the FedEx culture. Solutions and Implementation To bring the cultures of FedEx and Kinko's closer
Human Resources Development (HRD) Needs Analysis. Description: You obtain information directly uploaded material ( slides voice recording / upload audio file) HRD Manager official website company information provide company, strategy, current issues future plans assessment. Human resource development issues at RACQ Australia As the workplace changes, RACQ must also change and place more emphasis on the development of its staff members. The identified problems include an increased attention on customers and
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