The PowerPoint Presentation must clearly analyze the key sections below. Please view the Assignments and Grading page for a complete rubric.
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Key Organizational Considerations in the Development of an Industry Competitive Advantage
For any organization regardless of the size and industry, the primary goal for the human resources include:
Creation of a workforce that is able to meet and surpass the needs of an organization.
Sustaining such workforce without straining resources meant for growth ad development.
Conventional HR wisdom indicates that a company’s employee base is what gives it the first competitive advantage.
HR Planning and development entails recruitment, work-life balancing, measurement of performance, compensation and compliance.
The primary goal of human resources for organizations regardless of the size and industry is to create and sustain a workforce that meets the business needs, an essential goal for any HR department, regardless of the organization's size. An organization’s employee base is by all means its most valuable resource, according to conventional HR wisdom and theory; therefore, HR planning and development are essential to gaining a competitive advantage ahead of industry counterparts through improving an organization's most valuable assets.
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Recruitment
For an organization to have a competitive edge over industry counterparts, employee recruitment plan must reflect such goals and objectives from the onset.
Being aware of changes in the labor market and occupational landscape projections is essential here.
As rightfully observed above, an organization can have competitive edge over industry counterparts if its employee recruitment plan reflects certain goals and objectives from the onset. Being aware of changes in the labor market and occupational landscape projections are essential here. Strategic planning, such as developing recruitment initiatives at nursing schools before graduation, gives employers a competitive edge against industry counterparts in attracting qualified candidates.
Businesses with limited capital and resources for top-flight recruiting methods should look to creative ways of reaching qualified candidates, such as open houses and small-scale social events that give potential applicants a closer look at the organization. Another alternative for small business recruiting is to develop employee referral programs that tend to attract candidates with professional traits and values similar to those of current employees.
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Work-life Balancing
Having a transformative workforce does not end at recruiting the best talents that can possibly be found.
Employee performance is closely linked to employer’s scheduling or work arrangements (Val, & Kemp, 2012).
These includes telecommuting, alternative scheduling and compressed workweeks
HR planning is critical to launching the above programs.
Enabling employees to achieve work balance is one way of ensuring competitive advantage within the organization.
A competitive advantage is gained through providing employees with opportunities to achieve work-life balance so they remain productive and engaged contributors to the organization. HR planning is critical to launching the above programs hence enabling employees to achieve work balance is one way of ensuring competitive advantage within the organization
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Performance Measurement
HR departments have a responsibility of creating performance management systems.
The systems are enforced through periodic ratings, disciplinary warnings, annual evaluations as well as improvement plans
HR departments generally are responsible for creating performance management systems. These systems enable periodic rating of employee job performance through annual evaluations, disciplinary warnings and improvement plans.
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Compensation
Not all employees peg the stay with their employers on salaries and wages. Some do so on the merit of their contribution being commensurate to their earnings.
Employees who view their rewards as true reflection of their talents are likely to deliver better than the ones feeling otherwise.
Various surveys related to HR management occasionally indicate that employees peg the stay with their employers on salaries and wages. Some do so on the merit of their contribution being commensurate to their earnings. Employees who view their rewards as true reflection of their talents are likely to deliver better than the ones feeling otherwise.
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Compliance
Compliance with labor laws and regulations is also another factor of achieving competitive advantage over other industry rivals.
Take a case where the HR department spends large amounts of money in defending the company in courts over unnecessary conflicts with employees.
HR planning must take into account the need to comply with labor laws and regulations as well as amicable conflict resolution mechanisms to avoid negative publicity as well as costly settlements (Harvard Business Publishing Education, 2020).
In numerous organizations, HR is liable for labor laws compliance. This basic part of HR spares organizations the cost of recruiting legal advisers to shield business activities or settlement costs for claims emerging out of uncalled for work rehearses.
HR executes working environment arrangements steady with government, state and nearby laws. Approaches run from insisting the business' responsibility to rise to circumstance work to apparently immaterial issues, for example, short breathers, all of which bolster hierarchical structure and moderate the organization's danger of risk for claims from representatives and candidates. Money saved enables the organization to build its wealth and, consequently, improve its business reputation and competitive advantage.
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Metrics in the HR Environment
HR metrics can be defined as indicators utilized by the HR in tracking and measuring performance on a number of aspects against the goals and objectives set and eventually used forecasting the future.
Employees become motivated when they are involved in goal setting and actualization processes.
Research reliably informs that companies with highly motivated and engaged employees record excellent customer satisfaction while also achieving operational efficiency and high productivity.
These companies also show high profitability in addition to positive side effects such as being safe, healthier, reduced turnover and lowered absenteeism.
HR metrics are simply measurement mechanisms. The HR use them in tracking and measuring performance on a number of aspects against the goals and objectives set and eventually used forecasting the future.
They include things like:
Time to hire (time in days)
Cost per hire (total cost of hiring/the number of new hires)
Early turnover (percentage of recruits leaving in the first year)
Time since last promotion
Revenue per employee amongst others
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Linkage between Organizational Goals and Objectives and Organizational Staffing
The HR participate in fulfillment of the company goals and objectives in so many ways that include:
Recruiting and training the right people
Maintaining adequate staffing throughout so that all human resource needs can well be taken care of.
Designing company HR structures for the identification of the kind of contracts various employee units will work in.
Facilitating change management processes
It is through the above that HR managers endeavor to get the most talented employees and manage them well to enable the organization realize its goals and objectives.
The linkage between Organizational Goals and Objectives and Organizational Staffing is an important component as far as achievement of the very goals is concerned as well as a competetive advantage.
It is the HR that participates in fulfillment of the company goals and objectives in ways such as:
Recruiting and training the right people
Maintaining adequate staffing throughout so that all human resource needs can well be taken care of.
Designing company HR structures for the identification of the kind of contracts various employee units will work in.
Facilitating change management processes
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Functional Structure
Matrix Structure
Comparing and contrasting different types of organization structures
Functional Structure
The organizations that use functional structures are divided up into smaller groups with specific tasks or roles. For example, a company could have a group working in information technology, another in marketing and another in finance.
Each department has a manager or director who answers to an executive a level up in the hierarchy who may oversee multiple departments. One such example is a director of marketing who supervises the marketing department and answers to a vice president who is in charge of the marketing, finance and IT divisions.
A preferred position of this structure is workers are assembled by range of abilities and capacity, permitting them to concentrate their aggregate energies on executing their jobs as a division.
One of the difficulties this structure presents is an absence of between departmental correspondence, with most issues and conversations occurring at the administrative level among singular offices. For instance, one division working with another on a venture may have various desires or subtleties for its particular employment, which could prompt issues not far off.
On the other hand, matrix organizational structure which is hybrid organizational structure is a mix of the functional structure and project-like organizational structure. It presents a big challenge to the employees as a result of tough reporting procedures.
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Job Expectations for Employees of different Demographic Groups
Generation-wise, Baby Boomers place substantial importance on professional accomplishments, Generation X shuns micro-management in the workplace, millennial innovative and good in multitasking but possess high job turnover rate.
Gender-wise, women still conform to women traditional feminine mentality even though they confess otherwise. They believe it is hard for them to access top managerial positions as men do.
Racially, whites believe they should earn higher than black counterparts. On the other hand, blacks expect to work less hours than their white counterparts.
Diversity can be defined as ways in which people present similarities and difference-ness. Places where diversity is witnessed in large scale include workplaces, social gatherings, schools and many others. In this presentation, we analyzed workplace diversity in relation to HR in three ways: generational-wise, gender and race.
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How HR Managers Avoid Litigation
Put policies in place to guard against discrimination. Violations to the policies must be met by disciplinary measures.
The policies must articulate the various steps an employee complaint will take until it is determined.
The policies must also outline the retaliation nature and also emphasize on various forms of discrimination.
HR can also train managers on how to implement the anti-discrimination policies with an aim of emphasizing on prevention and avoiding occurrence instances.
Educate everyone in the organization on ways of reading the signs of discrimination and reporting channel.
Various ways in which HR Managers can save their companies costly litigations as a result of avoidable things like discrimination.
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HR Development
HR Administration
HR development Vs. HR Administration
HR development differs from HR administration in so many ways. The former is a strategic process that lasts for long and is perfected with time to deliver better administration while the latter refers to day to day implementation of HR mandate.
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Leader’s role in the Development of an Organization’s Culture
It is the responsibility of a leader to demonstrate company beliefs and emphasize on behaviors that point to the such values.
It is the leader that drives the thirst for endless learning so that they exhibit in-depth knowledge of the running of the company.
The leader also should focus on creating environment that grants social good for both the clients and employees (Amarakoon, Weerawardena, & Verreynne, 2018).
The most important thing that a leader must always ensure is not threatened is a show of care on the well-being of his employees
There is the old saying that goes, “be the change that you want.” That is all that managers need to know at least in respect to organization
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Comparing Leadership Styles
We compare three leadership styles: autocratic, leadership and laissez-faire
While comparing the three leadership styles which include autocratic, leadership and laissez-faire, we paid attention to influence created in employee workability.
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Socialization Process within an Organization
Has Three Phases:
Anticipatory
Encounter
Change and acquisition
Organizational socialization can be defined as the evolutionary journey a new employee takes when adjusting to a new organization, position, and group of people. It involves three phases which involve:
Anticipatory
Encounter
Change and acquisition
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REFERENCES
References
Amarakoon, U., Weerawardena, J., & Verreynne, M. L. (2018). Learning capabilities, human resource management innovation and competitive advantage. The International Journal of Human Resource Management, 29(10), 1736-1766.
Harvard Business Publishing Education. (2020). Retrieved 24 April 2020, from https:// hbsp.harvard.edu/product/218088-PDF-ENG
Val, C., & Kemp, J. (2012). Leadership Styles. Pathways: the Ontario journal of outdoor education, 24(3), 28-31.