What HRM activities and programs can impact productivity? Specific activities and practices can improve individual performance and consequently organizational productivity. Managers using diagnosis, prescription, implementation and evaluation can help employees achieve their optimum level of productivity. 3. Historically, HRM activities and tools were developed and implemented by a department or functional unit. Today however, operating managers are in the forefront in applying and modifying HRM tools and activities. Why has the shift in application occurred?
They learned through laid off employees about the HRM activities what their competitors does in their HRM’s departments; if a firm is has a strong culture noted for the fair, equitable, and productive treatment of human resources it will be less susceptible to losing all or any of its competitive advantage. 4. What role does education playing in the fastest-growing occupations? It can lead to deficiencies in some countries to scarcity of qualified employees, as well as a lack of educational facilities to upgrade potential employees. If there’s no skilled employees to fill a position that company is not in a position to compete in the market. .
Why must external environmental forces be considered in the design of an HRM program? The environment can have a significant impact on how HRM programs are used and which activities are conducted. The manager can use a diagnostic orientation will better determined, examined and understand the complexities around it. 6. Explain why HRM is playing a larger role in an organization’s strategy than it did 10 years ago. The work sector in which the organization is operating,(public, private or third), determines the complexity, strategic importance and power of HRM as a function and the activities operating managers must implement. . HR processes are designed to acquire, reward, develop, and maintain/protect human resources.
The Essay on Employee Assistance Programs Eap Employees Company
Employee Assistance Programs This being the day of the great downsize many managers are hurrying to make the cut's and in doing so closely examining their Employee-Assistance Programs for effectiveness. What are they? How do they help? How do they work? Are they worth the hassle? What are they? By definition employee-assistance programs (EAP's) give a business the means for identifying employees ...
What are the desirable organizational end results of such processes? HRM practitioners and specialist will have to communicate this to educator’s parents and community leaders that we need more educated people and higher levels of language, math and reasoning skills that the current ones to currently fill the jobs that the companies need to compete. A shortage of skilled talent can damage any firm’s competitive position.
Strategic human resource planning models will have to carefully weigh differences in skills and shortage of skills. 8. Small firms, like large enterprises, must engage in developing clearly stated strategic plans. Why? HRM must make decisions and solve problems in a way that is both socially responsible and ethically sound, while helping the firm satisfy its customers and its employees. 9. What are the implications for a society with an aging workforce? The baby boomers (born between 1946-1963) are staying in the workforce longer and the generation x (born between 1964-1981) is vying for jobs held onto by older workers.
The potential conflict between these two large groups is likely to increase because the cost will be higher and will be less jobs available to fill. 10. Was Martha’s leadership style at National Pancake House 827 effective? Why? Yes. Because she heard the opinions of the persons implicated and use the ARDM model to determine which decision choose. Also, she involved the other employees; giving them empowerment over their position, and took a decision while respect their feelings. She was able to get another cook for less salary, motivate Lenny and the other employees and maintain a great environment at their job.
This is a great example of what Human Resources can do. THIRD TASK: INDIVIDUAL REPORT: ANSWERS TO APPLICATION CASE 2-1 CULTURE CLASH 1. What will organizations have to do to adapt to the influx of needed Generation Y individuals? First of all, I think that they have to establish the limits of what they can or can’t do at the company. In society we have rules and procedures to follow to better get along with everyone. Even so, the managers will be challenged to minimized the friction between the generations and maximize the assets of their work values and styles simultaneously. 2.
The Essay on Job Interview Skills
I have been to some interviews before, formal interviews, scholarship interviews, and casual interviews. But I have never experienced a real job interview. Before, I was really intimidated by the term “job interview”. Some people say that it may be the basis whether one will get his dream job or not; so I can feel that a person’s life depends on it. A single move may make or break one’s dream. ...
Is Generation Y really that different than previous generations that entered the workforce in large numbers? Explain. Yes. Because that generation has been coddled and pumped up to believe that they can achieve anything and their early immersion at pc’s, video games, e-mails, internet and cellphones has changed their thought patterns and also their way that their brains develop physiologically. They are accustomed to get feedback daily and not annually (I think that this shows insecurity), they are fearless and blunt. They think that they know everything and don’t show respect for respectable positions or elders. .
Will Generation Y individuals have to make adjustments in their style, preferences, and interests to be successful in their careers? Yes. They will need to make adjustments in every way. But not all them, also the companies and the human resources departments because we have to evolve with every generation that comes forward to the working floor and we have to find ways to interact between the employees and the management for the good of the firm. The HRM is the liaison that can bring together two important parts of the puzzle and make them work as one.
