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Goal setting is a significant component of any company’s success. The goals you set should be realistic and attainable. They should also align with your company’s business goals. The following paragraphs explore three processes and outcome goals for staffing a sales associate position at Chern’s, an upscale men’s and women’s department store. Process and Outcome Goals According to Phillips & Gully, (2015), Chern’s believes in hiring trustworthy individuals. People who are naturally good and share their core beliefs. They provide breeding and provide their employees with all the instruments they require to bring home the bacon. Because of the success Chern’s has had with the employee referral program, one process goal would be to hire through …show more content…
that organization and make their employees trained with their current method which has been successful so far. The result of this goal would be that they would not lose the talent they currently own but add to the pool of natural endowment. Another process goal would be to charter through their site which is another method that has shown successful for them.
Technology has afforded many companies with the tools to identify certain attributes, accomplishments, and powers that can be detected by just a few words from someone’s resume. Questionnaires are answered by potential candidates and responses are uploaded and flagged for certain keywords. This process makes it is easier to narrow down the pool of applicants. This technology not only narrows down the pool of applicants but also narrows the pool down to those most qualified for the position. The result of this particular goal is that by practicing this technology, Chern’s would save time and money in acquiring young …show more content…
talent. Lastly, the third process goal of employing a sales associate would be to tap into college graduates. This procedure has shaped well for them in the past and will target those applicants with experience in that special area. Cairns would be able to add to the accomplishments and abilities; these applicants would be brought to the office. The consequence of this goal is that they may not hold to put as much time and resources to building the applicants up to their level of client service. Develop a formal talent philosophy, HR, Strategy, and a specific staffing strategy. Talent Philosophy; after reviewing Chern’s business strategies and competitive advantages our here are four recommendations to make a more formal talent philosophy. talent philosophy. 1. Make a long-term career environment for employees. 2. Value the ideas and contributions of people with diverse ideas and perspectives. 3. See employees as assets to the company. 4. Incorporate ethical principles for employees to follow Human Resources Strategy In parliamentary law to produce a human resource strategy; at that place must be a linkage of the entire human resource function with the firm’s business strategy to improve business strategy implementation. The first recommendation was to produce a long-term career environment. By concentrating on producing a long-term career environment enforces Chern’s family-oriented ambiance. This focus will leave employees to feel part of the occupation and a team. Owning a long-term career vision will also reduce unwanted turnovers because employees will be able to see growth with the troupe. The second passport was to assess the ideas and contributions of people with various minds and positions.
In an increasingly competitive market place, businesses having a diverse workforce can further a company's goals. Various ideas and perspectives allow the company to win a competitive edge by differentiating themselves from rivals. The third recommendation is to see employees as assets to the troupe. Employees represent the company by treating directly with customers. If an employee feels important to the society, they will work accordingly with customers. The fourth recommendation is to incorporate ethical principles for employees to comply. A codification of conduct would create a central guide and reference for day-to-day decision making. It will also elucidate the organization's mission, values and rules. Staffing Strategy Chern should incorporate a core work force. Their employees should consist of people who are a regular part of the company and see the importance they play in maintaining the business successful and helping it
develop. Address each of the nine staffing decisions. 1. Do we want a core or flexible workforce? Chern should develop a core workforce. Their employees should consist of people who are a regular part of the company and see the importance they play in maintaining the business successful and helping it develop. 2. Do we choose to hire internally or externally? It would be good to hire both internally as well as outwardly. Chern should continue to grow and advance their current employees into higher places within their department based on their level of skills and experience gathered over the course of their employment with Chern. To boot, it should realize that some situations will have a need to be fulfilled externally when all applicable skill levels have been upgraded and there are still places remaining to be satiated. 3. Cause we want to lease for a train and develop needed skills? Chern should take an approaching train and develop needed skills. In today’s selection of employment seekers, it is difficult to get people who possess the proper degree of qualifications. The breeding will allow Chern to ensure that the employees are at the best skill level of their clientele. They will be able to mold employees into what they want them to be. 4. Do we want to replace or retain our talent? It is important to retain the natural endowment of their employees. Retaining talent is a must to reduce turnover rates. It helps produce a more solid culture for the employees as well as reducing costs of employing and preparing new employees for the troupe. Taking in a longstanding, committed relationship with our employees is good for company morale and speaks towards the company’s ability to treat their employees with appreciation and deference. 5. What layers of which skills do we need where? In the Frontline staff positions, employees should possess good communication skills, good people skills, multitasking skills, as well as technical skills. 6. Will we staff proactively or reactively? Chern should staff proactively, rather than reactively, to tackle whatever problem or situation that may spring up. 7. Which tasks to concentrate on? It is important for Chern to focus on which and roles are critical to obtaining its competitive advantage. 8. Staffing an investment or cost? Spending more to employ a better fit may result in bigger net. So, staffing is an investiture. 9. Staffing centralized or decentralized? Staffing is said to be centralized in a spot where all staffing activities are conducted through one unit. And decentralized staffing is different units of a business or companies each house their own bodily functions. But in Chern’s case, centralized staffing is preferred. Explain each of your recommendations of the nine decisions. 1. Management position requires high levels of customer service experience. The company basis their philosophy of client satisfaction. 2. Internal hires bring experience and training, so it is a preferable method. 3. Employing an experienced candidate will cut training cost. 4. It is best to retain talents as it will be cost efficient due to less training. 5. A core workforce is beneficial. 6. Customer service jobs should be focused on as it is the philosophy and the mainstay of the society. Use stock, flow, and concentration statistics Cairns is a folk oriented and loyal employer to its customer’s, stockholders, and employees. By utilizing the three process goals in engaging a new sales associate, Chern’s stays true to its core values in relying on their current talent to acquire reliable talent and continuing to be patriotic to the methods they had originally used which has brought forth fruitful and valuable gift. At the close of the day, Chern’s has been successful because they deliver a true priority and concern for their employees and clients. They admit the time to educate their employees, invest them, and encourage them. They endow in their employees so that their employees in turn invest in their clients. Exceptional customer service has been the driver of success for Chern’s. It is their most significant business strategy (Phillips & Gully, 2015, p. 383). It is but natural that the hiring methods used to be both personal and strategic methods of leasing. Conclusion Goal setting is important in achieving success both in the short and long term. When these goals align with the business goals, that is when true success is assessed. Cairns has been successful because they cling to a hiring strategy and implement process goals that go hand in hand to reflect their business ends. They turn towards their strengths and do not wander away from the core values that has brought them their success so far.
Moreover, the company has placed great significance on open and honest communications with the employees on many levels. Even more, leadership expected a plan that would utilize all human assets in a way that would support the organization’s attitude in servicing customers and employees. As such, they found it important to centralize the staffing initiative in order to maintain the unique corporate culture created in the beginning. Every one of these strategies would be focused on centralizing staffing, brining in the best possible employees, and retaining each on a high
Being successful at managing workforce diversity involves attracting and retaining the highest quality individuals in the talent pool. For managers it means learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Successful management of workforce diversity is a process that takes place in many stages and on many levels. It requires managers to first recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.
“People are often described as the weakest link in any security system” ("Human Resources Security (ISO 8) - Information Security Guide - Internet2 Wiki", n.d.). This quote sums up the importance of verifying a candidate’s risk level prior to hiring. An organization’s information assets are critical to the organization’s operation and security. In addition to validating a candidate’s legitimacy, the interviewers and hiring managers must be careful to not divulge too much information during the hiring process that may put the organization’s syst...
" 2. As you know, we are in a competitive world, to be competitive in the global market, business should give priority to diversity in demography and culture. Diversity in the workplace is a key for any business success. AS we have seen in the example IBM Corporation is a pioneer in valuing and appreciating its diverse workforce. So a company needs to understand the importance of the diverse group in the workforce.
After reviewing the strengths and weaknesses of the resumes, we have decided who to interview based on our criteria of organization, leadership, management and interpersonal skills, customer service experience, and adaptability. Through resume screening, a process of sorting through the resumes and examining them to see who would be the most qualified candidates for the position (Crawford, 2016). In other words, we have decided go through the resumes we received and weigh each candidates’ strengths and weaknesses. From this analysis, have decided to interview Lane Konrad, Sharon Fuller, Lacey Drummond and Gerard Cannon, because they have met our criteria. We have decided not to interview Heather Bestor and Eva Bonita, as they do not meet our skills or experience criteria.
The success of a company is often based in great part on company culture and a “people centered” approach that recognizes not only the importance of the customer, but equally the importance of its employees. In order to build a people-centered and ethically managed organization there exist core values and practices that are often associated with success. Success in this context not only refers to profit but employee and customer satisfaction as well. Without these two factors success is unlikely to occur. As such, success is determined by the company, its employees, and its customers. The company is the tool that allows employees to achieve things collectively by working together and garnering viewpoints from several diverse populations including generational types, ethnicity, educational background, location, skill sets, and so on. Working collectively and collaboratively is often the best route to business and/or personal success providing education and experiences that often one could not attain on their own. Successful managers can show employees the benefits of working together, embracing an ever-changing landscape, and provide them with the education, tools, support, and training they need to be successful and in turn make the company successful.
The information exchange between individuals, teams, customers, suppliers, stakeholders and stockholders are depended on the quality of relationships and talent in the workplace. Therefore, workplace diversity is viewed as a success factor in the business growth. The author emphasizes corporate strategies around diversity includes adaptability, flexibility, retaining best talent, reducing costs associated with turnover, return on investment, policies, practices, gaining new market share with an expanded diverse customer base, and increased sales and profits. From the statistics, it was clearly shown that, diversity is one of the key factors that influence performance and effectiveness of the organization. Organizations can achieve competitive advantage in the corporate culture, employee morale, retention and recruitment by using diverse talent.
This system assures that the applicants are highly qualified will be able to perform all the functions of the job position. Hired employees will be more productive and demonstrate outstanding job performance. This selection system saves the organization money due to preventing negligent hires. Lussier and Hendon(2013) describe a negligent hire as “a legal concept that says if the organization selects someone for a job who may pose a danger to coworkers, customers, suppliers,or other third parties and then that person harms someone else in the course of their work for the company”(p. 198). The hired candidate will have a clear criminal and professional history and will not pose any danger to the organization and those who
The Bridgespan Group. (2009). Making the Right Hire: Assessing a Candidate 's Fit with Your
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
The researcher believes, in this fast-changing era, any kind of company or organization should be able to improve the quality of workplace diversity by having some important main factor to boost the new paradigm of a diverse workplace, such as:
...anization. As outlined in the “Devanna Model” the interrelatedness of all principal HR functions would lead to costly consequences for the organization as a result of unsuitable applicants being chosen in the selection process. While the selection processes available are versatile, including models of probation, random selection, quota systems, empirical considerations, and intrinsic attributes, there are several common characteristics which are often found when selecting external candidates. These include CV screening, preliminary interviews, application forms, psychometric testing, assessment centres, interviews, medical examinations, and reference checks. As each method has a different validity and reliability, it is important for HR officers to use a combination of different methods to objectively predict and select the most suitable workers for the job.
Once the process of recruiting has developed a pool of job seekers, the next step in the process of human resource management is to decide who is the best qualified for the position. Processing an applicant for a position needs a series of steps and divergent firms will have different processes for selection. Most organizations will judge the applicant through a series of devices, such as app...
A group need members who possess diversity of skills. A company should have workforce that ...
All companies must have a vision, without one, it is difficult to create goals. As a leader in any company, it is important that we know the mission, vision and goals of the company in order to model this for our teams. Good oragnizations convey a strong vision of where they will be in the future. (MODYUKE) Creating appropriate goals to drive the vision is vital for the success of any company. Goal setting is an improtant role in sharing the vision and goals with the team. Gaining their buy in and commitment will ultimately help create effective teams. As leaders, it is also important that we follow up with our teams and give coaching and training when needed. Leaders must also remember that, "leadership is influencing others to truley want to achieve a goal." (Mod 4) All of this together will create well informed teams working toward the same goals for the company.