The Benefits of Promotion of Employees - Assignment Example

Although the controller argued that they considered all qualifications before giving a job to any individual, it is apparent that the position of accounting supervisor was well deserved by another co-worker Ron Greene, who was a senior accountant in the company for a long. Therefore, it seems that the company had a policy of hiring from outside other than promoting its employees.

The benefits of promotion from within policy to any firm are many. Promoting employees from within motivates the employees to do even better since they feel that their efforts and handwork have been recognized by the employer. It serves to increase the productivity of the employees (Clark, 2003). Furthermore, promoting the employees from within serves to attract potential employees willing to advance in their career path through the organization ladder. Promotion from within policy makes the company adopt a leadership training strategy, where it constantly trains and prepares its employees for future leadership roles in that company.

Section II
The company runs such an article as a first-page cover since the failure of the Human Resource function has proved so apparent. Since the Human Resource department in any organization is the backbone of the organization, in that it provides the company with the most significant resource, its failure earns the department a bad reputation. Performance appraisals are so time-consuming, yet they are not utilized for the benefit of the company or the employees. The departments are very bureaucratic and involve a lot of paperwork (Hammonds, 2005). To avoid building such bad reputations, HR should hire the best, nurture their talents and provide a favorable working environment for employees.

Section III
Question 1
The importance of a sound job analysis is to help an organization plan for its labor force requirement, helping the organization hire the best manpower and design an appropriate organizational structure. There are various data analysis tools available. They include the Functional Job Analysis (FJA) tool, applied to discover common elements in different jobs, the competency tool to evaluate the performance of the employees, and the job scan tool that defines the personality of the workforce (Clark, 2003).

Question 2

There are various desired competencies for a successful career. Functional competency is necessary for the acquisition and use of specific skills and experiences desired in any profession. The core non-technical skills such as communication, planning, and organizational skills are desired for a successful career. In addition, leadership and teamwork skills are essential for any successful career (Peter, 2007).
Question 4
An organization benefits from strong ethical cultures, in that it is a core element of fostering unity among the organization’s stakeholders (Peter, 2007).
Question 5

A firm can implement a corporate social responsibility program by identifying the needs of the society from where it is operating and devising ways of meeting them. The identification of environmental conservation measures is yet another way that a firm can identify and implement a corporate social responsibility program (Peter, 2007). Some examples of corporate social responsibility activities undertaken by firms include building infrastructural facilities like roads, constructing social amenity facilities like hospitals,s and environmental conservation initiatives such as tree planting programs (Peter, 2007).
Question 6
While diversity management refers to the recognition and implementation of strategies that promote a variety of perceptions within an organization, affirmative action refers to the inclusion of policies in an organization that seeks to benefit a minority group, for example, based on religious, gender, and racial marginalization (Peter, 2007). Read More