Human resource management week 4 assignment

WEEK2ASSIGNMENT.docx

Enhancing Human Resource Management Programs at Amco Insurance

Jeremy Taylor

Strayer University

HRM 560

Dr. Obioma Iwuanyanwu

15 July 2023

Enhancing Human Resource Management Programs at Amaco Insurance

Amaco Insurance is a large multinational firm providing an array of insurance products and services. To ensure its success and effective competition within the insurance market, Amaco's management team must implement an effective Human Resource Management system; Amaco has therefore invested extensively in programs, policies, procedures and initiatives related to this aspect of human resources management.

Amaco's HRM programs are considered an integral component of its business's success, serving to assist the management team in understanding employees, their skills, cultural fit and how their work impacts success or failure of the company (Anwar et al., 2021). Over time they have identified both skills that need development as well as those within current teams who could use support progressing within Amaco and conducting effective training for all.

Though Amaco has many positive aspects to its HRM programs, some areas could use improvement. One such area would be their hiring process; specifically screening and interviews can be improved so as to more accurately evaluate potential employees based on their skills and experiences - this would allow Amaco to find those with the correct skill sets while possibly recruiting new talent that could diversify and advance its company to greater heights (Allal-Chérif et al., 2021).

Amaco understands the Human Resource Information System (HRIS) is key to its HRM efforts and, to maximize effectiveness, must regularly upgrade and update it so as to provide access to new tools and resources that could assist in better managing staff.

Establishing a conducive working environment for employees is also paramount to creating a more successful business (Isac et al., 2021). Collaboration and communication tools such as instant messaging can assist employees in joining forces within digital workplaces more efficiently together.

Finally, employees require better career development opportunities. This could include providing workshops, seminars and training programs where employees can expand their expertise in their field and reach their full potential. Such opportunities help to keep employees motivated and engaged as well as improve output for business operations.

References

Anwar, G., & Abdullah, N. N. (2021). The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.

Allal-Chérif, O., Aranega, A. Y., & Sánchez, R. C. (2021). Intelligent recruitment: How to identify, select, and retain talents from around the world using artificial intelligence. Technological Forecasting and Social Change, 169, 120822.

Isac, N., Dobrin, C., Raphalalani, L. P., & Sonko, M. (2021). Does organizational culture influence job satisfaction? A comparative analysis of two multinational companies. Revista de Management Comparat International, 22(2), 138-157.

WEEK4ASSIGNMENT.docx

Introduction

Using the organization that your professor has approved, synthesize the organization's readiness for change. Evaluate whether or not to implement your new program, policy, practice, or procedure. Use a tablet, smartphone, laptop, desktop, or traditional video recorder to record a maximum of a 5-7-minute dynamic video on the topics detailed below. Alternatively, you may submit a 4-6 page paper instead of the video submission.

Instructions

write a 4 page paper in which you:

1. Describe the company in terms of industry, size, number of employees, and history.

2. Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed.

3. Formulate three valid reasons for the proposed change based on current change management theories.

4. Appraise the diagnostic tools that you can use to determine an organization's readiness for change. Propose two diagnostic tools that you can utilize to determine if the organization is ready for change. Defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.

5. Using one of the diagnostic tools you selected, assess the organization's readiness for change:

· Provide results of the diagnostic analysis.

· Explain the results.

6. Interpret whether or not the organization is ready for change. Substantiate your conclusion by referencing current change management theories.

WEEK2ASSIGNMENT.docx

Enhancing Human Resource Management Programs at Amco Insurance

Jeremy Taylor

Strayer University

HRM 560

Dr. Obioma Iwuanyanwu

15 July 2023

Enhancing Human Resource Management Programs at Amaco Insurance

Amaco Insurance is a large multinational firm providing an array of insurance products and services. To ensure its success and effective competition within the insurance market, Amaco's management team must implement an effective Human Resource Management system; Amaco has therefore invested extensively in programs, policies, procedures and initiatives related to this aspect of human resources management.

Amaco's HRM programs are considered an integral component of its business's success, serving to assist the management team in understanding employees, their skills, cultural fit and how their work impacts success or failure of the company (Anwar et al., 2021). Over time they have identified both skills that need development as well as those within current teams who could use support progressing within Amaco and conducting effective training for all.

Though Amaco has many positive aspects to its HRM programs, some areas could use improvement. One such area would be their hiring process; specifically screening and interviews can be improved so as to more accurately evaluate potential employees based on their skills and experiences - this would allow Amaco to find those with the correct skill sets while possibly recruiting new talent that could diversify and advance its company to greater heights (Allal-Chérif et al., 2021).

Amaco understands the Human Resource Information System (HRIS) is key to its HRM efforts and, to maximize effectiveness, must regularly upgrade and update it so as to provide access to new tools and resources that could assist in better managing staff.

Establishing a conducive working environment for employees is also paramount to creating a more successful business (Isac et al., 2021). Collaboration and communication tools such as instant messaging can assist employees in joining forces within digital workplaces more efficiently together.

Finally, employees require better career development opportunities. This could include providing workshops, seminars and training programs where employees can expand their expertise in their field and reach their full potential. Such opportunities help to keep employees motivated and engaged as well as improve output for business operations.

References

Anwar, G., & Abdullah, N. N. (2021). The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.

Allal-Chérif, O., Aranega, A. Y., & Sánchez, R. C. (2021). Intelligent recruitment: How to identify, select, and retain talents from around the world using artificial intelligence. Technological Forecasting and Social Change, 169, 120822.

Isac, N., Dobrin, C., Raphalalani, L. P., & Sonko, M. (2021). Does organizational culture influence job satisfaction? A comparative analysis of two multinational companies. Revista de Management Comparat International, 22(2), 138-157.

WEEK4ASSIGNMENT.docx

Introduction

Using the organization that your professor has approved, synthesize the organization's readiness for change. Evaluate whether or not to implement your new program, policy, practice, or procedure. Use a tablet, smartphone, laptop, desktop, or traditional video recorder to record a maximum of a 5-7-minute dynamic video on the topics detailed below. Alternatively, you may submit a 4-6 page paper instead of the video submission.

Instructions

write a 4 page paper in which you:

1. Describe the company in terms of industry, size, number of employees, and history.

2. Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed.

3. Formulate three valid reasons for the proposed change based on current change management theories.

4. Appraise the diagnostic tools that you can use to determine an organization's readiness for change. Propose two diagnostic tools that you can utilize to determine if the organization is ready for change. Defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.

5. Using one of the diagnostic tools you selected, assess the organization's readiness for change:

· Provide results of the diagnostic analysis.

· Explain the results.

6. Interpret whether or not the organization is ready for change. Substantiate your conclusion by referencing current change management theories.

WEEK2ASSIGNMENT.docx

Enhancing Human Resource Management Programs at Amco Insurance

Jeremy Taylor

Strayer University

HRM 560

Dr. Obioma Iwuanyanwu

15 July 2023

Enhancing Human Resource Management Programs at Amaco Insurance

Amaco Insurance is a large multinational firm providing an array of insurance products and services. To ensure its success and effective competition within the insurance market, Amaco's management team must implement an effective Human Resource Management system; Amaco has therefore invested extensively in programs, policies, procedures and initiatives related to this aspect of human resources management.

Amaco's HRM programs are considered an integral component of its business's success, serving to assist the management team in understanding employees, their skills, cultural fit and how their work impacts success or failure of the company (Anwar et al., 2021). Over time they have identified both skills that need development as well as those within current teams who could use support progressing within Amaco and conducting effective training for all.

Though Amaco has many positive aspects to its HRM programs, some areas could use improvement. One such area would be their hiring process; specifically screening and interviews can be improved so as to more accurately evaluate potential employees based on their skills and experiences - this would allow Amaco to find those with the correct skill sets while possibly recruiting new talent that could diversify and advance its company to greater heights (Allal-Chérif et al., 2021).

Amaco understands the Human Resource Information System (HRIS) is key to its HRM efforts and, to maximize effectiveness, must regularly upgrade and update it so as to provide access to new tools and resources that could assist in better managing staff.

Establishing a conducive working environment for employees is also paramount to creating a more successful business (Isac et al., 2021). Collaboration and communication tools such as instant messaging can assist employees in joining forces within digital workplaces more efficiently together.

Finally, employees require better career development opportunities. This could include providing workshops, seminars and training programs where employees can expand their expertise in their field and reach their full potential. Such opportunities help to keep employees motivated and engaged as well as improve output for business operations.

References

Anwar, G., & Abdullah, N. N. (2021). The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.

Allal-Chérif, O., Aranega, A. Y., & Sánchez, R. C. (2021). Intelligent recruitment: How to identify, select, and retain talents from around the world using artificial intelligence. Technological Forecasting and Social Change, 169, 120822.

Isac, N., Dobrin, C., Raphalalani, L. P., & Sonko, M. (2021). Does organizational culture influence job satisfaction? A comparative analysis of two multinational companies. Revista de Management Comparat International, 22(2), 138-157.

WEEK4ASSIGNMENT.docx

WEEK2ASSIGNMENT.docx

WEEK4ASSIGNMENT.docx

WEEK2ASSIGNMENT.docx

WEEK4ASSIGNMENT.docx