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eeks to maximise the value of workers’ activities for the company while at the same time ensuring that workers themselves are fairly and positively rewarded for their contribution. Employee rewards can give the managers options to encourage some behaviors and discourage others.
Remuneration in the form of salary constitutes one of the key elements of the contract which workers sign with an employer. The importance of additional employee benefits lies in providing opportunities for all workers to experience the higher level areas of self esteem fulfilment. Some jobs are very boring, such as factory work, for example, and so there is not very much opportunity for workers to feel valued in their jobs. An effective benefit system builds loyalty to the company and can also distinguish competing organisations from one another, and mark a company out as an attractive place to work. A well judged reward system contribute to HRM strategic goals such as better punctuality and lower absence levels, which in turn increase company productivity. The happier workers are, the more likely they are to do good work, and so there is also a financial incentive to reward employees.
Genentech is building on its business reputation as a health-focused company by offering very high levels of employee benefits. There is a strong moral message behind the package that they offer their workers, namely the importance of achieving a healthy balance between work and other areas of life such as family and recreation. The watchword for their strategy is “respect for employees” (Case Study), and the logic behind the company’s thinking is that by offering support which respects the whole life of each employee, there will be a corresponding respect for the company coming back from the employees. Workers value their families very highly, and by including family oriented benefits like childcare and even adoption assistance and pet insurance, Genentech is demonstrating an awareness of wider
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The purpose of this is to create a competitive advantage (Storey, 2007). For example, working in a retail firm, I noticed that teams always contained at least one male and one female, and never contained only people of a single ethnicity. In a workplace that was predominantly white, this must have taken considerable planning.
A specific model is developed for promotion process in which the cause and effect is recorded. The organizational structures have gone through drastic changes to deal with the changing global economy. Extensive downsizing have transformed the image of the organization completely.
This function deals with issues of staff management, particularly – over hiring, compensation and performance supervision (Goeldner & Ritchie, 2009 p. 89). Other roles of the function include safety wellness, development of the organization, employee motivation, communication, benefits, training and the administration of the functions of the human resources capital available at the organization.
They also point out that strategy is not the same as strategic plans. Strategic planning is the formal process that takes place, usually in larger organisations, defining how things will be done. However strategy exists in all organisations even though it may not be written down and articulated.
Human resources are one of the vital assets of all organisations in any given day. Apart from recruitment and selection process, human resource managers are involved in various other activities. They are involved in manpower planning and compensation management.
With these revolutions the focus shifted from how "get things done through people" to "getting people do things" for the company's utmost benefit. This signals an alteration of the management perception of the human resource. Nowadays, there is a global recognition of the crucial role played by employees in attaining the goals of an organization as well as responsibility of management to harness the full potential of its workforce.
the customers. For any commercial organization it is then a people versus people equation for its survival. Unlike other resources which an organization deploys people or its staff are live resources that think, have feelings, aspirations, motives and emotions which get nurtured, developed ,frustrated or stunted every now and then.
hotel or restaurant endeavours to free the organisation from conflicts and administers the tasks to optimally run organisation so it may expand and compete in the market. However it is found that there is lack of research in the service sector especially in hospitality
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