HR Scenario
The service provided by the HR component to the employer is a proactive approach to ensuring that workers are retained and job satisfaction levels boosted. This would help reduce turnover rates and keep the company from having to refill the same old positions every 18 months using a pool of mostly unqualified applicants.
The strategic advantage the HR component provides to an employer in the hiring and retaining of qualified employees is that it can distill the culture and environment that the company is trying to or needs to cultivate in order to ensure both that workers want to stay once they are hired and that the right kind of workers are being hired in the first place -- ones who are passionate about the job, willing to commit, loyal, and who embody the workplace culture of the company.
Three current practices used by the employer that can be improved are: 1) the promotion of a positive workplace culture, 2) incentives, and 3) promotion from within. The first is crucial: the right kind of workers will be attracted to the right kind of working...
The second practice supports the first: employees want to be incentivized to succeed. Incentives can include anything from holiday pay to bonuses to monthly awards for goals met. The third practice -- promotion from within -- will satisfy workers who want to climb the corporate ranks rather than be stuck at one level their whole career; this will help the company be more hands-on and proactive about how it manages and controls the careers of its workers instead of reacting to workers wanting to leave and go elsewhere to achieve their dreams.
Two best practices that can be used to achieve the practice of improving the workplace culture can be to follow the example of Southwest Airlines: it set about making it a goal to make the workplace fun and stress-free; according to the founder's philosophy, work should be a place you want to go to -- and if it is that good feeling gets passed along to the customer, which keeps him coming back and keeps the coming rolling. Thus, establishing employee satisfaction is one key practice, and another is to hire the right kind of employ…
Workplace Culture The Sears store I am familiar with has some cultural strengths and weaknesses. Communication flows in a top-down way, because few employees in the store have any real authority. The store has assistant managers and managers for each department, and the managers report to people above them, but real control is highly centralized. New policies are communicated via memos put in each employee's mail slot. For complicated new procedures,
Organizational Culture of NYU Langone Medical Center As a non-traditional volunteer intern at NYU Langone Medical Center from September to December 2016, I obtained a first-hand look at the organization's culture. My objective as a student intern was to develop my communication and problem-solving skills by shadowing various employees at the center and performing tasks appropriate to my skill-level and background. What I discerned in terms of workplace culture came by
The reasons why Google has for seven years occupied the number one spot in the Fortune 100 Best Companies to Work For list (2017) epitomize what constitutes a supportive work environment that fosters trust and employee satisfaction. Whereas adequate remuneration and a retirement fund used to be considered the benchmarks for motivating employees, research has consistently shown that workplace culture “plays a deciding role in retaining and binding people to
Plan for Quarterly Employee Driven Engagement EventsPurpose/Goal StatementThe purpose of employee-driven engagement events is to create opportunities for people to interact in non-work-related activities to build community and a sense of team. New employees will have opportunities to meet others, feel included, and build a positive workplace culture.BackgroundWe were tasked with reviewing the results of the All-Employee Survey (AES), identifying a need, researching obstacles, and developing a solution to address
E., Americans are generally not 'timid' and avoid confrontations), it would be unlikely that the Chinese workplace environment would have a good fit with American workplace environments. 3. Leung's article on workplace conflict among Hong Kong employees demonstrates the importance of respect to superiors and authority in the workplace, no matter is s/he has incorrectly done something or was wrong in an argument with another employee. Because Chinese culture is generally
A good advertisement will demand candidates with a "demonstrated ability to work effectively in a diverse work environment," and there must be an effort to recruit a diverse applicant pool from a wide range of sources, universities, and regions of the country and world (Chapter 12, University of California at Berkley, 2007). Using a panel interview format with a diverse human resources team that is representative of the company
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