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Therefore, acquiring and training the personnel is the most important aspect in being able to balance the company’s goals and compete with others. This is so, because when you appoint someone to a given position you require from him to posses particular education and work background, so that he can contribute for the developing for the company. So selecting the appropriate candidates is essential for company’s growth and competitiveness. Cohen (1991) states that by raising the corporate training employees are more predisposed to seek self-initiative and demand from their managers broader possibilities in their work liberties. Consequently, employees who have greater freedom to maneuver in their work can bring brighter ideas within the company and aid to its competitiveness.
The preparation or training will provide the employees with specific internal competences about the position they hold and the work specificities. So combining the initial training with the already proven previous work experiences, the employee will be able to exceed in his work and instigate towards excellence. The training equips workers to carry out their duties and engage in personal development as well as company’s growth. Therefore, when one strives to grow in his positions, he will come up with clear and innovative ideas to guarantee the higher position.
In my opinion, compensating human resources will contribute the least, because when individuals are looking for a career to grow, the amount of salary received is not the moving element. They know that they will be remunerated each month, so unless they are sales representatives and have a target to meet, they will not contribute to the competitive aspirations of the managers. Bonuses and other monetary stimulations are effective to a degree, they can stimulate the employees to come up with new ideas and to engage in the work processes more actively. However, if they do not hold personal
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The study just simply tries to show someone the importance of integrating the concept of managing human resources, most importantly in the event of expansion of the firm which specifically would include alignment and substantial change in the process. Managing human resources is such a complex activity in an organization.
In this paper we will conduct needs assessment and try to evaluate and focus on some important factors which require the attention of the Human resource management at the level of crisis. Organizational analysis involves the study of Organization’s functionality and capabilities in order to increase its performance.
The members forming the departments may vary depending on the size of the organization in question and the tasks they have been charged with performing. This paper identifies the key drivers from the external business environments that help in reshaping the way organizations and employees are managed.
M., (1995), Jackson E. S., Schuler S. R., & Sparrow, P., (1994). Jackson & Shuler (2002) referred to it as an umbrella term that encompasses (a).specific human resources practices such as recruitment, selection and appraisal and (b). formal human resource policies which directs and partially constrain the development of specific practices and in all, it comprise a system that attracts develops, motivates and retains those employees who ensure the effective functioning and survival of the organisation and its members (Jackson & Schuler 2002).
The case of Sears demonstrates a clear migration from the first to the second motivation (Annenberg Foundation, 1994). Sears has understood the needs of its employees, and made a disabilities-friendly environment. As a result, Sears
Therefore, the company only recruits the best candidates in the hospitality industry and offers one of the best working conditions. Recruitment refers to the process of finding and hiring the right candidate for