Based on below discussion, what surprised you the most to learn about HR?
Review the below and create a summary about HR in 200 words.
1. Wages survey
Wage surveys are critical in any organization and undertakes multitude of purposes particularly for strategic decision about determination of the organization's wage level. In my organization I would carry out the wages survey analysis in identifying what other organizations particularly those that have motivated workforce, continuous improvement and learning, and low labor turnover on how they pay similar work in the outside marketplace.my organization's pay structure might differ from the competing organization concerning the basic pay, incentive pay as well as benefits. It is imperative to note that since all organizations recompense employees differently in line with their jobs, wage surveys is paramount in establishing come of the key wage differentials in between jobs. This ought to be the first step of coming up with the organization's wage structure. Some of the potential consequences of employing pay structure different from those of the competitors include high labor turnover rate hence low productivity and poor reputation. It may as well result to having workforce in the organization's that are less motivated and have no interest of the wellbeing of the organizations. Best practices undertake that workforce is the greatest assets for any given organization in absence of workforce nothing can be achieved. It is thus recommended to fairly remunerate the workforce in addition of employing effective people management skills (Reedy, 2014).
References
Reedy, M. K. (2014). At-Will Fiduciaries? The Anomalies of a 'Duty of Loyalty' in the Twenty-First Century. Nebraska Law Review.
2. HUMAN RESOURCE CASE STUDY
Case Study
There are several analysis that the human resource manager can carry out to determine the extent of need for training. These analysis range from organization to individual performance as highlighted below:
Organizational Analysis is an analysis of the organization's strategies, goals, and objectives and the extent to which employees are conversant with them or are diligently working towards their realization. In this case, the human resource manager should determine why a training program is critically important to solve an existing problem in t6he organization. Further, the manager should find out the historyof the company regarding training programs as an intervention on non-functional teamwork.
Performance Analysis would be important in identifying whether the employees are performing up to the standard established. In this case, if performance is below the set standard, the manager will then find out the best training that can be used to fill performance gap. Other factors to be analyzed include the training sustainability and its cost effectiveness among others.
Training is a performance improvement tool that is critically important when employees are not performing up to a given criteria, standard or expected. A major analysis that can be conducted to indicate whether the human resource training is required seeks to establish the difference between the actual level and the expected level of job performance. One area involves the direct relationship between employees. This is evident when individual performance is emphasized by employees more that team work. In this case, workers show more preference to work a lone that sharing responsibilities or complementing each other.
Another factor that could be responsible for poor team work in the case described by Melinda and Toran is low morale and motivation among workers and poor management structures in the organization.
Article:
Essential Not Optional: Why Employee Training & Development Matters
This article, just as suggested by its name, declares that employees' training in critically important in all organization. According to the article, employee training is important in filling skill and knowledge gap, addresses performance issues and prepares employees for leadership and managerial responsibilities. The article, in addition, cites the constantly changing technologies in the world of business. In this case, the company cannot assimilate the new technologies without proper skills impartation among employees. Still, employee training and development enables the team to address a range of issues around growth and change. This helps the organization adapt to structural change in the industry and the economy.
Lastly, the article highlights some of the benefits that the company accrued by the company as a result of employee training and development. They include increased productivity by filling skills and training gap, increased staff morale and hence satisfaction and retention, fostering learning culture in the organization through structured training programs and high return on investment (ROI) through efficient utilization of resources among others.
In conclusion, employee training and development is essentially important in ensuring that workers are kept updated with the current trends in economy, technology, knowledge and skills concerning their roles in the organization, Davis-Blake (2003).
References
Davis-Blake, A. & Uzzi, B. (2003). Determinants of employment externalization: A study of temporary workers and independent contractors. Administrative Science Quarterly, 38 (2), 195.
Link of the article
https://www.biv.com/article/2014/9/essential-not-optional-why-employee-training-devel/
3. HR discussions
Benefits:
would not recommend this strategy to an organization. What kinds of benefits would you link to each and why?