Corporate HR Policy - Term Paper Example

Corporate HR Policy Section I 1) Bobby had a legitimate complain to demand a promotion from the company. He had worked hard for five years as a junior accountant. During his tenured he demonstrated leadership and people skills. He was well liked by his peers and his overall work performance was satisfactory to the managerial staff. Bobby entered the company well recommended with a great academic record. He should have in on the path towards a promotion from the start. Five years is a lot of time and he deserved an opportunity to achieve professional development. For Bobby to develop further professionally he has to be placed in a position of greater responsibility and more challenging work. Bobby’s boss was wrong because he did not truly consider Bobby for the promotion. The company’s preference was to fill in positions by externally recruiting. 2) Corporate HR policy of promoting from within can very beneficial for an organization. “Often internal or current employees can make the best available candidates because they are already familiar with your company and successful within your culture” (Green, 2007). Another benefit of promoting from within is lower recruiting costs since the candidate is chosen from a limited pool of people that already work for the company. Organizations do not have to spend money advertising job openings when internal recruiting is utilized. The use of internal recruitment positively contributes towards the employee retention rate of the company. Employees that work in a culture in which promotion opportunities are readily available are motivated to perform at a superior level. The risk of an outside candidate not fitting in with the corporation culture of a firm is eliminated by promoting your own employees. When a person is promoted from within into a managerial position the employees are more accepting of their new leader. A good HR strategy is to identify employees with potential and place them in a career advancement track. A few ways that the companies can develop the skills and capabilities of the workers is through job rotation, seminars, training, online training, and educational opportunities. Section II Fast Company made a blunder in their cover story criticizing the human resource profession. The advertisement in the cover of the magazine was violent, bloody, and completely tasteless. The images were similar to those you would see in the advertisement of a horror movie. This mistake was made possibly due to a lack of internal control to verify the quality of the work of the writers. The company did not think of the backlash associated with this negative depiction of an entire profession. The human resource profession is the victim of lots of stereotypes from workers. Employees often visualize the human resource department as a militant group that oppresses their rights. Policies such as drug tests are perceived as an invasion of privacy. Other practices performed by human resource departments that are visualize by workers as invasive include background checks and online monitoring of social websites. The bad reputation of the HR profession is undeserved since in reality the human resource department is the best ally of the employee. HR practices ensure that companies comply with labor laws. Section III 2) Three competencies that are important for me to achieve career success are verbal and written communication skills, analytical abilities, and leadership skills. The use of clear and open communication in the workplace can help an employee become more productive (Trenton, 2011). Managers often delegate greater responsibility to workers with good communication skills because they are effective at transmitting messages to their colleagues. Analytical abilities are need to become effective at dissecting information to find solutions to problems. Leadership abilities enable a person to motivate others. To reach to managerial level it is imperative to have leadership abilities. 4) A strong ethical culture benefits businesses in many ways. Companies that have strong ethical cultures create a workplace environment in which the employees are accountable for their actions. Ethical companies are able to attract young talent into their firms. A factor that investors consider in their investment decisions is the corporate governance and ethical behavior of a corporation. Another benefit of running a company that believes in ethics is that it reduces the risk of theft by the employees. An ethical company can increase its profitability by reducing employee misappropriations, attracting more clients, and improving supplier relationships. 5) A good way to implement a corporate social responsibility program is by involving all the stakeholders of the company. The managerial staff plays a key role in the implementation process. They have the power to make decisions that affect the stakeholders. A recycling program is a good way for a company to save money by lowering its purchase of raw materials. Customers can get involved in recycling if firms use packaging materials that are recyclable. Donation of money and merchandise to non-profit organizations is a good way to positively influence the community. Compliance with EPA regulations ensures companies do not contaminate the environment. 8) Leaders are the people that inspire others within the firm to achieve a higher level of performance. The leaders of a company are also their role models. A good leader must be educated in human resource practices in order to better serve the followers. Knowledge in HR topics such as anti-discrimination, compensation, and fair labor practices are needed to become a better leader. A person that has leadership abilities should seek the help of the human resource department to pursue career development activities and opportunities. The use of online tools can help employees obtain trainings after work from their homes. 10) To become a top human resource professional a person must have several core competencies. Good people skills and interpersonal abilities are needed due to the fact that executive human resource managers have interaction with a lot of employees. The second core competency HR managers must have is superb verbal and written communication skills. Full knowledge of the labor laws and regulations is another requirement for professionals in this field. An understanding of computerized systems and software is required as well. References Green, A. (2007). Promoting from within. Retrieved March 2, 2012 from http://www.boston.com/jobs/on_staffing/111907.shtml Trenton, J. (2011). The Importance of Communication in the Workplace. Retrieved March 2, 2012 from http://tcbdevito.blogspot.com/2011/07/importance-of-communication-in.html Read More