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
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.
Performance management aims to manage and improve individual performance with a vision to improving performance across the entire business. [Walter. M, 1995] defines performance management as the process of ‘Directing and supporting employees to work as effectively and efficiently as possible in line with the needs of the organisation’. It is very important to direct and support employees to work efficiently, and this can only be successful if a well-structured performance management system is put in place. But, nonetheless some organisations don’t get it
Introduction In an ever-changing market, companies have to be resilient and adaptable. This proves to be extremely true for markets based on technology, especially for the Wireless industry. In order to keep up with consumers companies must keep up with the latest consumer trends while keeping costs low in order to grow their market share.
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)
“Using PM System doesn’t improve the performance of an organization. PM system incorporates of not only evaluating performance appraisals but also rewards. As quoted by Sheridan (2009) and Latham (2005), “the cultural maturation of performance based can take decades to implement and requires the organizations to allocate the required resources”. Technology plays a pivotal role in future of PM systems where e-monitoring of performance of employees in Hilton and other entities respectively can change the evolution of performance management thus bringing necessary and important changes to stay competitive in the market as well increasing an individual’s productivity in the company (Sheridan & Latham, 2005)”.
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).
(2001). Reward and performance management. In I. Beardwell & L. Holden (Eds.), Human resource management: A contemporary approach (3rd edn). Edinburgh: Pearson. Bhattacharjee S., Sengupta S., A study of performance Management System in a Corporate Firm, VSRD-IJBMR 1(8) (2011) 496-513 Simons, R. (2000), Performance measurement and control systems for implementing strategy: text & cases, Prentice Hall, Upper Saddle River, NJ.
Performance management is a management tool used to value, monitor and measure a company’s strategies that ensure the efficiency and effectiveness of its product delivery. This management tool does not focus on the organisation and on its employees as well as stakeholders. It is a continuous process that entails that managers make sure that organisational and employee values are corresponding (Aguinis, 2005,p.1/2-1/5). Performance Management brings about the competencies in the employees, increases self-esteem by giving feedback to employees, there is a low number of lawsuits because it helps understand the company better (eThekwini Municipality, 2008,p.10-11). According to Pride, Hughes and Kapoor (2011, p.288) performance management creates motivation for employees; one theory of motivation is of Expectancy, which stipulates that employees satisfaction is driven by expectations of what an organisation will offer in return.
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.
Organisations worldwide are experiencing new challenges due to the increasing of globalization, business complexity and uncertainty in the economic climate. As the business environment becomes more knowledge based, we now see organisations in a different light. They are now knowledge driven institutes that focus on performance and continuous improvement, placing greater significance on human resources, their knowledge and capabilities. Singh (2013). Greater emphasis is now placed on performance management systems as it is seen an important and critical HR activity. However performance management is not a simple and uniform process it is a complex and lengthy process that requires total commitment from all levels of the organisation.
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
When implementing a new performance management system in an organization there are both advantages and disadvantages that need to be taken into consideration by the design team. However, one of the best ways to know if a performance management system is effective is by implementing the system within the organization and then continuously monitor and reevaluate if the system is still relevant to the organizational
The human resource management stands for the management of an entity’s workforce and all that relates to the workforce. The significance of human resource management includes recruitment, orientation, and the ability to retain employees. The human resource management with other managers utilizes these practices in order to produce a solution that relates to challenges. A competitive advantage refers to the business ability to gain the advantages of its economic activities that, it recognizes the organization’s ability to survive and overcome competition in the marketplace. This paper will discuss the concept of competitive advantage in human resource.
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.
In conclusion, each segment of the performance management process holds a vital link to the next. Not unlike knocking over one domino in a series, it has an effect on the next domino. If one portion in the process is dysfunctional, the next may be identical in its dysfunction – and on and on.