First area that I would like to suggest is “Employee Voice”, because nowadays, where flexibility, creativity and innovation are key issues for company, the communication throughout the whole organization have become more essential (Buyens , and Vos, 2001). Moreover, the relationship between employer and employees of the company is weak because they lack of two way communication. Employee voice is the method that employers communicating as well as receiving and listening to communication from employee. Employee comments and feedback intended to develop organizational functioning are important to performance, it may provide effectiveness operation to the company if the top managers also no know the information from the bottom (Morrison & Milliken, 2000). Understanding employees via employee voice can help managers detect work-related problems, opportunities, and solutions, thus they can facilitate organization innovation and ready to respond unexpected circumstances (Tangirala, and Ramanujam, 2008). However, it is important for company to understand what the potentially valuable information that company should adopted (Detert, and Burris, 2007). Employee voice covers the indirect mechanisms for participation associated with formal employee relation mechanisms, such as trade unions or consultative committees, these mechanisms allow employees or their representatives to express their dissatisfactions, demands for changes, and reactions to management’s plans or initiatives. Moreover employee voice is also associated with High-performance work systems and these are a key to have strong beneficial impacts on individual and organizational performance (Wood, and Menezes, 2011). In high performance workplace with a greater voice of employee...
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..., ranging from 19 to 120 percent, depending on the complexity (Hunter, Schmidt, and Judiesch, 1990).
In summary, TRICAN Company is confronting with unhappiness in work environmental, cross culture and turnover problems. All of these problems may be solved if employees have an opportunity to speak up and all employers have willingness to listen. Employees’ free speech can help employers to understand their motivation, satisfaction and interest levels, and it can also encourages a loyalty, and commitment from employees. In addition, the companies who do the best job in talent management practices have competitive advantages and are more prepared than their competitors to compete in the global economy and capitalize quickly on new opportunities. For all of these reasons, Employee Voice and Talent Management are the 2 area of HRM that I would like to give priority to.
Problems or challenges are inevitable part of any business environment. In fact, many business organizations have to make critical decisions on a routine or daily basis. These decisions are essential to their operation and may have a huge impact on their organization’s financial health. Global Communications is a financially struggling telecommunications company faced with these decisions. They have developed a strategic plan to revitalize their company, however, their communication of the plan to key stakeholders within the organization was lacking. They now face the task of repairing their relationship with the Technologies Workers Union and their employees. However, they have put their employees at risk for job dissatisfaction possible resulting in low productivity and high turnover. Ultimately, these factors could negatively impact customer service and can lead to loss of business and revenue for the organization. By implementing positive change management practices and developing value added channels of communication, Global Communications has the opportunity to align key stakeholders under a common vision. By doing this they can achieve organizational comprehension and employee involvement that results in the garnering of trust and loyalty among stakeholders.
A healthy flow of upward and downward communication ensures that the communications between managers and employees is complete. For example, in 2010, Kroger surveyed over 200 thousand employees in its “Associate First Tracker survey” and found the feedback both invaluable and “humbling.” Kroger then communicates the findings with their employees who participated which will then generate a new dialog in regard to what the next steps should be (Orgel, 2010). The final channel of communication is the use of horizontal communications between coworkers. This can...
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
With the 21st century in motion human resource management will face some of the old struggles and HR will be forced to face many new challenges. The main objective of HR is to recruit, retain, train, retrain and keep workers satisfied. Indeed, these responsibilities can be challenging in the 21st century, especially with changing roles, a multi-generational workforce, and globalization.
Managers and directors can use concepts from organizational structure to address these problems. In the case study, there are fourteen proposed solutions for each factor. Out of these problems, tools were invented to identify, analyze and generate solutions. These tools relied on data collected by employees, supervisors, managers and directors. Tools like the Periodic review of work processes, performance reports, job satisfaction survey and much more provide a collaborative effort to solve
It is important for senior leaders in an organization to be engaged themselves and to have the ability to encourage engagement amongst the rest of the organization. One of the ways that senior leaders can promote employee engagement is through aligning organizational culture with work systems to attain company objectives. Communication channels that are open between senior management and employees will enable all levels of employees to understand company goals and strategies. This knowledge is a resource provided to the employees, which they will use to increase their own efficacy in their roles. Effective communication will help to create a positive working environment where there are clear expectations of each
I would create a positive environment where the employees would feel comfortable to solicit their ideas. I would encourage the employees to express their ideas. I would give constructive feedback to them when they share their
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Employee silence is described as “the deliberate withholding of any form of genuine expression about the individual behavioural, cognitive and/or affective evaluations of his/her organizational circumstance to persons who are perceived to be capable of effecting change or redress” (Pinder and Harlos, 2001.)There are numerous examples of situations where employees do not communicate important issues to their colleagues and supervisors. However, all of such cases do not necessarily count for employee silence (Johannesen, 1974). Employee silence arises when an employee intentionally chooses not to share potentially important information, such as recommendations, fears, or queries, with the others in the organization (Dyne
In recent times, Human Resource Professional has faced a growing number of challenges in responding to the needs of the contemporary workforce and attempting to win “The War for Talent”. These include globalisation, increasing workplace diversity, technological change and an aging workforce among others. This essay will attempt to show that the three most pressing concerns the Human Resources Professional faces today in satisfying the needs of the contemporary workforce are those, of addressing skill gaps, ensuring employee wellbeing and adapting to increased workplace diversity. Companies will need, to address these three areas; in order to become “Employers of Choice”, meet the needs of their employees and achieve their Strategic Human Resource objectives and ultimately succeed in “The War for Talent”.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Effective communication techniques decrease issues and confusion raised when team members aren’t given clear instructions. This leads to barriers between management and employees in the workplace, influencing a reduction in productivity. Managers with great correspondence skills however, are not only able to build a strong team but also improve moral of those individuals. Satisfied employees take greater pride in their work which in turn increase efficiency and productivity. From this growth, organizations profit from the successful work environment provided by the communicational efforts of management. Ultimately, communication is a powerful to that plays a role in the overall achievements of the organization and staff. Effective communication creates a domino effect, management, benefit from the improvements and performances of employees. The employees benefit from the continuous feedback, praise and verbal acceptance. The organization benefits from the revenue gained from the impact management inspired through communication. Everyone
Employees have to work in a culture where they are presented with challenges and develop solutions by questioning their fellow work team rather than just following suit and agreeing or settling. “Toyota views employees, not just as pairs of hands but as knowledge workers who accumulate chi- the wisdom of experience- on the company front lines” (Takeuchi, 2008, p.98). This establishes input from everyone in the company even the frontline workers. “A “community of fate” ideology is developed, which means that employees feel that they and the organization share the same fate that they will succeed or fail together.” (Besser, 1995, p.383). This helps the personal goals align with organizational
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)