Human Resources
The service provided by HR to the employer by contributing to the creation of strategic advantage. The HR function aligns itself with the overall strategy of the organization by ensuring that the right people are in the right roles, that they are sufficiently trained to perform to expectations, and that there are an absence of issues with respect to things like safety (SHRM.org, 2016).
Hiring and retention are two key areas of importance for HR. Basically, an organization requires good people who can execute their roles effectively. It is not always easy -- depending on the role -- to find such people. So where HR adds value with respect to strategy is by finding such people in the first place, and then putting the policies in place to retain such individuals (Mayhew, 2016).
The first practice that can be improved is the two day onboarding. You can't just blitz new employees with two days of material and expect them to remember much of any of it. The safety material can be covered because of its importance but whoever designed this clearly does not remember what it's like to start a new job -- your
The second thing is the lack of standards on the new training programs. If the instructors vary significantly it is for lack of standards set out by HR. A third issue is the lack of an ongoing T&D program to keep up with changes in skills and technology. That must be remedied. There are other issues, too, but these are three of them.
4. Ongoing training is often better than single-day (or worse, two-day) training. There are several reasons why ongoing training is best practice. Regular training not only allows employees to remember information better, but it keeps them engaged with their roles. Motivation is higher with ongoing training, and the material they are trained on is more up-to-date as well, something that matters when dealing with both technology and with various safety and legal standards (Dillon, 2016).
5. The recommendation I would make is to restructure the training program. First, there should be specifications for the training -- how much time an instructor takes is less important that whether or not they have covered the material adequately. But specs and guidance for trainers is just as important as for any other role, so…
Employee Retention Strategies Employee retention and turnover are the most objective measures of employee satisfaction and dissatisfaction in businesses. As a result, many employers try to retain employees through basic strategies, such as increased pay and benefits. However, research shows that there are less expensive and more effective ways to retain employees. William M. Mercer, Inc. (1998) discovered, when surveying 206 medium to large companies in 1998, that businesses with high
Marriott Retention Employee Retention Strategies at Marriott Hotel Marriott International, Inc. is one of the world's most recognizable brand names, both in the hospitality sector and on the corporate landscape at large. Its enormous success is a produce of a number of factors, not the least of which is its unparalleled track record in employee relations. Today, according to Waddell (2006), "the Marriott family has more than 3,000 hotels in 67 countries
Retention Recommendations In order to increase the effectiveness of retention strategies and programs at the company, management should undergo specifically designed training that allows them to perceive and handle situations that arise with employee moral and likely departure in a proactive manner (Jackson et al. 2008). Well-trained managers that appreciate both the need for the retention of veteran employees as well as the issues these employees face and the methods for
Thinking about companies and organizations you are familiar with, what are some examples of HR practices that are consistent with that organization's strategy? and/or, some examples of HR practices that are inconsistent with the strategy? Microsoft's commitment to diversity as a corporation is consistent with its desire to be a global player in the international community. Microsoft employs people from more than 135 different countries and regions, and has groups within
1. Introduction The United States Congress has for many years been directly involved in ensuring that the country has a fully equipped standing military force that is capable of dealing with any external or internal threat. One of the ways it does this is to make laws that influence how the different branches of the United States military recruit and retain soldiers. For example, the Congress has the power to set
These requirements are: The respondent has worked within the financial sector for at least five years The respondent has occupied important positions in the firm (e.g. they are not cleaning staffs) The respondent has been employed with the current firm for at least twelve months. 5. Analysis of data The questionnaire revealed throughout the previous section was issued on 50 respondents, from ten different employers in the local financial sector. The responses are revealed
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