They are responsible for the employee retention, recruiting, and selection. Centralization will also serve to create staffing operations efficiencies. • External or Internal Hiring- Tanglewood should concentrate on internal hiring to create a stable committed workforce. This will allow the seasoned and experienced employees to move up into management positions. The external hiring will be necessary when new employees are hired.
Explain in details of how would you develop strategies to ensure team members have input into planning, decision making and operational aspects of work team. In order to increase the participation of their team members, managers need to focus on developing new strategies of working with people. They need to create structural flexibility which will enable employees to be more productive and participate within the team. In order to solve problems, to respond effectively to change, and, more importantly to pre-empt change, managers, need employee commitment to both short and long-term organizational objectives. Managers must, therefore, be prepared to invest in their personnel, and, to take some risks at both the personal and organizational levels.
Acquire or Develop Talent Tanglewood should do both acquire and develop talent. Since Tanglewood abides by their mission statement, they should acquire employees that are able to provide a high level of customer service as well as be knowledgeable about the products and services that they are selling. Training is an ongoing part of employment. Tanglewood should develop its employees to be complaint to their company goals and missions. 2.
As with any decision there are a number of factors to consider. Organizational Considerations The first thing that Nordstrom needs to focus on for the organization is assigning tasks. Establishing policies about working together and outlining the chain of command, proper delegation, and authority will permit optimal levels of productivity from the parties involved. The next organizational issue to be tackled is the development if a human resources department specifically to suit the employee needs and issues in Kava. A team of individuals will be picked to handle employee training, recruitment, retention, salaries, maintain personnel records, ensure policies are met and performance.
Recruitment is the process of finding and hiring the best-qualified candidate (from within or outside of an organisation) for a job opening, in a timely and cost effective manner. The recruitment process includes analysing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organisation. The organisations that I will be identifying in the recruitment process is Leyton Sixth Form College and Sainsbury’s. Hiring a new employee is an investment. It is important to get the right person for the job.
The method that Tanglewood currently uses to hire managers is similar to the method that is used to hire store associates. I feel that a change is required when it comes to the selection plan if Tanglewood expects to hire the best employees out there. The department manager position requires that the potential employees take on a greater responsibility, and perform their work more intelligently. So in order to accomplish that, and hire employees that will perform those types of duties, Tanglewood must tailor our selection methods to match the specific KSAO’s that are required for the position. The more closely we measure the applicants KSAO’s to match to what is required for the position at hand the better results we would produce.
There are two main activities carried by human resource in Nike. First to employ skilled full labour for the correct job and second to provide them with the correct resources so that they can carry out work in the best standard. In Nike there are constant changes of different demand of products that the customers wish to purchase, for this reason the staff will have to be trained for any of these occasions. This is how they improve their human resources. They also look at how many skills the employee has when they are searching for new employees.
Having an original performance appraisal system in a human service organization is very important. They should be used in any organization or business, but especially in human service organizations for many reasons. Performance appraisal can be viewed as the process of assessing and recording staff performance for the purpose of making judgments about staff that lead to decisions. It is important for managers and leaders of the organization to know what is going on with their employees. The performance appraisal gives the employer the upper hand on what goes on throughout their organization and allows them to make sure that things are done correctly.
The process is ever evolving and designed to identify and prepare for current and upcoming openings in the organization. His goal is to target retention activities on key talent, maintain a capable talent work pool, fill vacancies in key roles, and reduce labor cost all while maintaining overall productivity. This is done using himself, his team, and executives to study and analyze statistical trends and historical data. The information he gathers is reviewed to forecast future needs, talent availability, and potential talent problems based on volume and growth or a lack thereof. He places a focus on “right job” placement planning and realizes adjustments must be made as he goes.
When allocating work plans there are many things that need to be taken into consideration but before this can take place the organisation needs to have a clear understanding of the business direction plan so it can develop a strategic plan which will lead to the visions & goals of the organisation. It needs to clearly identify the needs, wants & expectations of the customer to base a clear communicated mission & value statement for the organisation. This may be done in collaboration with many people but will enable everyone in the organisation to pull in the same direction. Once the mission & value statement has been established it can help to drive the back bone of the organisation, the right mix of inputs/resources must