Research suggests that managers and employees in the wireless industry have faced tough challenges in their daily work. Managers have had the difficult job of crafting appropriate business strategies and human resource practices in the face of technological uncertainty, volatile demand, and heightened price competition in markets plagued by overcapacity (Batts, Colvin, Katz & Keefe (2005). This paper will examine the challenges facing the wireless industry the near future and recommend ways in which my new organization, Twenty1Wirless, can meet those challenges. First we will discuss the challenges we are facing as an organization. Next, we will explore the opportunities Twenty1 Wireless has to overcome these challenges. Finally, we will discuss …show more content…
The organization is a business partner of T-Mobile, Inc. and operates as a fully branded T-Mobile Retail location. Twenty1 Wireless not only faces the challenges of performing all Human Resource roles in-house, but the organization faces the same challenges as the wireless industry as a whole. The first challenge facing the organization is flexible human resource practices. Batts, Colvin, Katz and Keefe (2005) tell us that variable pay has grown by 61% in the last five years and now accounts for eleven percent of annual pay. Contingent workers, employee participation, and downsizing have been widely adopted by the newer entrants in the wireless industry. Many carriers, in contrast, rely on more traditional human resource practices that are associated with long tenure employees: promotions, pay linked to experience, employment security, and training. A challenge for the industry and particularly Twenty 1 Wireless is striking the balance of managing the traditional aspects of the HR function but also creating a strategic role in the organization as well. As the General Manager of the organization whom will be overseeing the sales and operation of five locations, I, have been tasked as completing and facilitating all HR aspects of the business. Other challenges include, making the organization competitive through HR practices, implementing an effective performance management system and finally measuring the impact …show more content…
In 2012, Forbes contributor Sebastian Bailey professed, “Bad performance management costs a lot and delivers very little. In fact, when it goes wrong, he tells us, it dilutes the effect of every other people investment. Yet, when done right, the impact is significant (Bailey, 2012). We learn from Aguinis (2013), that there are dangers associated with a poorly implemented performance management systems. These include; increased turnover, wasted time and money, decreased motivation to perform, as well as damaged relationships and lowered self-esteem (p.9). The first purpose of performance management systems is to help top management achieve strategic business objectives (Aguinis, 2013). This reinforces behaviors that are consistent with the company’s cultures and goals and also plays an important role on the commitment, engagement and loyalty of company employees. Employees who have clear expectations, can align their values and vision with the company’s, understand what is expected of them and what they earn in return will have higher satisfaction and longevity within an organization.
Conclusion
In closing it is important to note that making HR a strategic partner, having the ability to attain a competitive advantage through HR, creating an effective performance management policy and having the ability to effectively measure HR’s impact will be a key driver to success
HRM in any company is a weighty issue that needs much attention where business performance is linked to a HR strategy (Caldwell 2008; Ulrich et al. 2008). In the recent past, competition has become stiff, such that organizations need to come up with other means to compete in the extremely dynamic market world. Thus, companies have shifted their emphasis to Strategic Human Resource Management (SHRM) where they enhance and empower their personnel in order to increase the productivity and the services offered into the market (Mello 2006). This goes against the traditional ways of increasing the means of competition where organizations place emphasis on tangible resources. In the past, organizations competed in terms of machinery and acquisitions. This has changed greatly due to the changing customer tastes and the diversity of the market in the present (Delery & Doty 1996; Lengnick-Hall et al. 2009).
Our primary measure of value for this project will be in increasing use of the internet on the go for our employees by giving them direct wire-less internet service in their vehicles. The addition of wireless Internet service will provide on the go service to better assist with customer service and improve the quality of work for our employees. The added value of employee productivity while using the wireless service on their mobile devices and in vehicles will be difficult to measure, but using surveys to further measure the success of this project.
A wireless carrier which at one point was the largest wireless cell phone carrier and throughout the years it has diminished is the Sprint Corporation. Sprint has had many up and down but it had made its mark not to become irrelevant. Sprint Corporation which is also Sprint is a telecommunication company that is all around America. They provide internet carrier and wireless services. It has become the fourth largest wireless network provider. The company headquarters in Kansas. Sprint came from the Brown telephone Company which was founded in 1899. They merge with Nextel which all has been downhill from there. On December 11, 2012 Sprint purchased equity holdings of one of Clear wires equity holders which allowed them to not have two headquarters and completely move to Kansas. This move saved them a lot of money but did not help the morale of the company’s employees.
Target’s core employee development strategy is to embrace, teach, and model concrete behaviors that will lead to higher levels of individual and system performance and excellence. Some of these objectives include teaching employees to perform at the highest level in a current position, manage internal and external environmental changes, increase promotability, and contribute directly through all outputs towards to common company goal. Each position in the company has a set list of guidelines for core behaviors and expectations. This set of guidelines are used to measure each individual employee and the achievement of these goals can help these employees progress their careers at Target. Linkage to performance plans also help in the development of employees. In these performance management training sessions, HR staff help employees develop a sense of understanding about the core values associated with striving for excellence, obtaining results, and other characteristics of high-performing organizations. Employees learn to communicate these core behaviors, and this gives all employees a clear understanding to what it takes to be a high performer. Another very important aspect for Target leadership is to identify and develop future positions. This creates back-ups for each position in the store to ensure seamless transitions if a current employee leaves or is terminated. Performance management is measured not only on individual employee basis, but also by the company as a whole. We will observe the company’s performance compared to its biggest rival Walmart. Based on recent stats we were able to compare the two companies in several aspects as
HR as a strategic business partner can therefore be defined as an arrangement between different departments within an organization to help
There has been an increasing demand of telecommunication services in the last few decades which has led to an all time high demand of global operations in businesses , their capital investment as well as mobilization of the resources. This has further resulted in a lot of changes in the lifestyle of the people within specific geographies that includes an increasing demand for the latest of technology as well.
The findings strongly suggest that the importance of leaders in making HPW the approach of choice is critical. The willingness and desire of leaders to make a difference, to produce excellence and to do this through people, are the hallmarks of HPW. Human Resources (HR) colleagues and operational managers then help to put these ambitions into practice, a process that can be greatly assisted by a coherent HR strategy. HR functions can help in a range of ways but especially in terms of helping to resolve problems and...
Over the past decade the wireless telecommunications industry has undergone a multitude of changes and experienced rapid growth. Developments in technology and consumer demand have fueled this growth and research shows that this growth will continue in the years to come. This paper will analyze the basis for these trends in consumption patterns, to include the utility derived from the products, changes in demand, market prices and the elasticity of demand of wireless services.
Performance management is a process that guarantees an organisation and all of its available resources are working collectively and effectively towards achieving the organisation’s mission or goal. Performance management affords an understanding of what drives an individuals, and even organisations, performance at all levels. An understanding of performance management allows for the identification and minimisation of unproductive areas of an organisation, as well as an ability to predict future performance. It is a powerful tool that can be used by managers at all levels of an organisation to help improve a company’s productivity.
Wireless local area networks (WLANs) have the potential to improve the flexibility, productivity, and the quality of work life of an enterprise (Sage Research Staff, 2001). Berean Institute is a typical two year college with about a staff of sixty eight employees and 250 students per semester. Berean teaches cosmetology, barbering and the latest software and hardware technology, which is located in Philadelphia, Pennsylvania. Berean currently has two locations in the Philadelphia area and using a Local Area Network (LAN).
Performance management is a great tool for both the employee as well as the organization. For the employee, it gives the employee a clear picture of his areas of improvement and helps him improve and grow. From the organization’s perspective, it lets them understand the potential they have in their employees and how to realize them. It helps them to analyze who are worthy of being held onto and whom to let go so that the organization grows. In all, an effective tool, if used in the correct manner by all the parties involved.
In conclusion we have looked at the contributing factors that performance management systems have to offer the learning and development process. We have discussed the concepts of performance management as well as the implications it has on learning and development. In today’s current climate, it is essential that organisations link performance management and learning and development processes together. By aligning these two structures organisations can thrive for high levels of performance, with the confidence of having a highly motivated and engaged workforce, a considerable competitive advantage in the global market.
Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Performance management is a continuous process that creates a working culture to encourage employees to improve their work performance and reach their full potential during their stay of employment. Performance Management also provides strategic direction, develop competency in employees and instill organization value. This paper will identify methods and affects that performance management plan has on the organization and their employees.