HRM policies in support of organizational objectives Essay Example for Free

HRM policies in support of organizational objectives Essay Employee role for achieving organizational objectives is based on several factors. Each factor is either interrelated to other or may have direct impact on employee performance considering strategic HRM policies. Rewards play a very important role in influencing employee behavior towards meeting organizational goals and increasing their motivational level that positively supports organizational commitment. Different jobs have diversifying demands for the offering of benefits to employees depending on the constituencies of each benefit system. However, employees focus on goals achievement behavior and thus adopt a comprehensive policy for providing benefits to employees. These benefits include on-service perks and bonuses off-service compensation packages in the form of different pension plans. Benefits and rewards system affect a set of individual factors that in combine enable the organization to implement their strategic HRM policies as for supporting organizational objectives. It must be ensured that these benefits and compensation system complies the equity principle thus increasing the harmony and address the recognition, employee rights, motivation, behavioral control, and employee performance management issues. These benefits are directly dependant on the type of the job and employee demands. Younger employees are seem to be more oriented towards higher pay earnings whereas old employees show long term return concern in terms of pension and retirement packages. Implementation of strategic HRM policies in organization becomes great challenge due to resistance by employees as such policies also concern change management in uncertain market conditions. Companies offer numerous benefits such as annual bonuses, perks, overtime allowances, plussage, premia, and other incentives either based on individual performance or group performance. Such bonuses are essential if companies aim at getting benefit from the skills and services of employees for longer term, due to unique skills and potential capability to grow in organization in future. Overtime allowances and premia are essential to motivate the employees for working in odd working timings or more than the usual working hours. In order to support short run operations of firm such allowances enable policy makers to achieve objectives through effective utilization of HRM policies. In order to classify the performance of employee in manufacturing concern firms performance based bay deem appropriate facilitating rewarding the employees based on the results and goals achieved. Concerning the goal based approach, performance based pay is productive to regulate and motivate employees towards achieving higher productive outcomes measured in terms of quantifiable objectives. In contrast to that, skill based pay supports the strategic HRM policy implementation when organizations are unable to classify the objectives in real terms; objectives are set based on the viability of employees to achieve through utilizing their skills qualitative in nature. It must be ensured that skills based rewards require assessing the monetary rewards considering the impact of business growth expansion. Positively valuing the competency of employee increases the motivation level and subsequently results in greater organization commitment. However, this pay system is not suitable to achieve organization objectives in rapidly changing working environment as specific skills become obsolete due to inadequacy to conform latest business requirement. Strategic HRM policies aimed at assessing the potential opportunities for firm in long term by involvement of employees in decision making thus setting the common goal set as corporate objective. Pension plans offer more convenience to firms when they need to retain employees for longer duration; thus in order to profound the policies on regulating employees, pension plans convey the focus towards increasing employee performance aligning to organizational objectives. Occupational pension schemes in addition to state pension scheme offers employee recognition based on their service duration; proper conveying the return outcome to employees especially who are more oriented towards organization goals achievement and shows higher level organizational commitment. Group personal schemes in addition to state pension scheme increases the capability of organization for delivery of HRM policies to sustain in market for longer duration; employees involvement in such programs shows the willingness of employees to understand the organization objectives and potential capability associating to aligning behavior and driving the employees in a particular directional objectives of organization. In addition to pension benefits to permanent employees of organization, adjoining compensation packages and rewards giving the allowances such as sick pay, overtime allowances, and fringe benefits in the form of premia, special compensation for higher research studies, and providing utility facilities such as company maintained cars, employee health insurance, medical allowance, providing company maintained house for specific number of employees. These rewards affect the intrinsic motivational factors of employees due to trust of company being shown in employees by offering various forms of rewards and benefits; classifies the ability to deliver strategic HRM policies based on the situation need and ability of employees of conform. Flexible benefits given to employees are more suitable due to its convenience in practical implication in driving employees’ behavior pertaining to the objectives setting and long term goals achievement. HRM policies must deliver the clear information to employees for the related expectation and demands that address the organization goal setting and strategies adopted to achieve such goals.

Delaware Diary Essay -- essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Frank Dale’s view of the Delaware River is of change and challenge. The Delaware Diary is shown through tragedy and prosperity, hope and grief, but above all it is told through the stories of those who were there. As his subtitle suggests, episodes in the life of a river, he symbolically represents the river as having a life of its own through the stories and accounts of the people who had some particular impact by the river or to the river. There are many stories to be told of the river, but here are a few significant turning points in American history in part by that river. These episodes of the river make up a timeline to further give the river life, and in many ways, character.   Ã‚  Ã‚  Ã‚  Ã‚  Historically, the earliest accounts of the river are by the Lenni-Lenape Indians. They may be considered the original human inhabitors of the area. One of the most notorious land scams perpetrated against the Lenni-Lenape was the infamous Walking Purchase of 1737. Two sons of William Penn, John and Thomas, had acquired a deed signed by theur father with the Lenni-Lenape, they said, that gave to William and his heirs a generally triangular piece of land in the Pocono Mountains of eastern Pennsylvania. One boundary was to be the west into the forrest â€Å"as far as a man could walk in a day and a half. The third line would be drawn at a right angle from the end of the walked line back to the river. The sons engaged the three fastest men in the ...

Db Forum

A. Springer Liberty University Organizational Design and Structure BUSBIES Dry. Johnny Maddox August 19, 2013 Q: Why is shared information so important in a learning organization in comparison to an efficient performance organization? A: Whenever you share information it promotes collaboration and communication between specific groups. It helps identify problems and solve particular issues within an organization. Sharing information, keeps the lines of communication open and the natural flow of ideas enhances learning, and keeps people connected.Sharing information ensures that all employees are aware of issues and serves the goal of open communication, equality, change, personal development, awareness and continuous improvement that will benefit the organization. A learning organization follows a horizontal structure and puts emphasis â€Å"self -directed teams,† which may include members from several functional areas. Frederick Taylor pioneered an efficient performance organ ization during the industrial revolution by retooling workers to improve efficiency and labor productivity (Daft, 2013, p. 5). These insights helped establish the role of management for maintaining stability and efficiency. Taylor created new standards for production through correct movements, tools, and proper sequencing, each laborer was able to pull the efficient load for the amount of time he was allowed (Daft, 2013, p. 26). In contrast, a learning organization would be viewed from a symbolic frame of reference. In this style of organization, the manager emphasizes â€Å"symbols, vision, culture and inspiration† (Daft, 2013, p. 26).In a learning organization the product is a trained or educated student, not a physical, manufactured product. Within a learning organization, shared information is as important as iron ore to an efficient performance organization. In the steel industry, iron ore makes steel. In a learning organization, shared information helps to manufacture a trained student. Not only is the organization providing information to the student, it is continuously trying to improve the learning process. Shared information is the key to the improvement process.An the efficient performance organization is based on a hierarchy of command in a more functional design. There is very little collaboration r overlapping responsibilities between people. Q: Discuss how an organization's approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture. A: Structure: Commonly work groups are structured to perform activities that work in the same group, from the bottom to the top of the organization. There is very little collaboration and control by upper level managers.This structure can have high efficiency in productions and in keep up with the problems and opportunities that face many companies in today's market. There has been a decrease in top senior positions to support financ e or human resources, teams are being organized as a work unit (Daft, 2013, p. 30). Tasks: Typically in organizations tasks are broken down into pieces of assigned work that are categorized into specialized and separate parts. With the control of tasks and the knowledge employees are expected to perform the tasks they are given.The efficient performance organization supports Job descriptions and Job functions that break down the task with clear expectations and performances, the learning objective initiates the creative and role concept. This role may constantly change and evolve as specific goals and objectives are being determined (Daft, 2013, p. 30). Strategy: The efficient performance organization defines the plan at the top of an organization that encompasses a vision and a mission statement. No input is usually added from the employees thus making upper management the only ones with influence or a voice in any matter.You have to see the future but create a plan in the present. Goals and strategies define the scope of the operation and the relationship among the employees, competitors and customers (Daft, 2013, p. 0). Culture: An efficient performance organization may use old school techniques and motivation to. The learning organization promotes improvement, change, openness, equality, and is sometimes described as a family environment where the employees are treated with respect and embraced for their leadership qualities (Daft, 2013, p. 20-21).Q: What are some differences that one might anticipate among the expectations of stakeholder for a nonprofit organization versus a for-profit business? A: The biggest difference between these two kinds of stakeholders is the expectation for financial reward. Non-profit organizations are not expected to make any profit through its operations so the stakeholders don't expect this but stakeholders in profit making organizations expect the company to make profits for their benefit. Both models have to generate a prof it in order to survive and grow.In addition, both have to generate money to pay their bills. If a corporation is to acquire new assets it will need profits to grow so they can invest. With a non profit, contributions from corporations and from other people can be used to invest (Daft, 2013, p. 13). Q: Do you believe nonprofit managers have to pay more attention to stakeholders than business managers? A: Managers for nonprofit companies need to pay attention to the business because when they do not get contributions they may not be able to meet operating cost for the business.Also, managers direct their activities towards earning money for the company and while managers direct their efforts toward generating some kind of social impact for stakeholders (Archie ; Shebang, 2009, p. 85). Q: How might a company's goals for employee development be related to its goals for innovation and hangs? How might a company's goals for employee development be related to its goals for productivity? Ex plain the ways that these types of goals may conflict in an organization? A: Employee development helps to maintain a trained, motivated and committed workforce so that they are able to respond to innovation and change.Employees are able to produce goods and services and some goals may initially cause a decrease in profit and because employee development can be costly. Goals goal and implement strategies for productivity that can be approached differently by employees. This can also cause conflict, but the best plan can be determined by trial and error. Symptoms of structural deficiency can appear as a result of too many problems and to many decisions related to those problems, if the hierarchy delegates responsibility to the lower levels it still may be insufficient.Different organizational structures need to use innovation to accompany all aspects of decision making, ranging from what the marketing department may need to what the research department may need. If the structure does not define clear goals, responsibilities ND mechanisms for coordination, a decline in employee performance can occur. If you have too much conflict you must combine all goals to encase the entire organization ( Daft, 2013, p. 108-109). Q: Suppose you have been asked to evaluate the effectiveness of the police department in a medium-sized community.Where would you begin? How would you proceed? What effectiveness approach would you prefer? A: This question can be answered by many different approaches, you can identify the goals, resources, and the internal process of the department since the apartment is a social organization as well as part of the government, and the community, the overall satisfaction of the employees also helps assess the department for its overall satisfaction. Q: What types of organizational activities do you believe are most likely to be outsourced?A: Organizations prefer to outsource their IT functions like website development, software upgrading, data feeding , and data warehousing. The human resources department and business processes function to perform like recruitment, secretarial service, payroll, accounting, keeping, maintaining invoice, management of taxes and auditing to in compliance with corporate governance. They may even outsource recruitment, hiring, and employee training (Daft, 2013, p, 101-102).Q: What types are least likely? A: The least likely portion of an organization to be outsourced would probably be sales and marketing, these things matter more to the core structure of the organization. Company employees have a better understanding of the industry and they invest their interest in the company with the decisions they make for the benefit f the company's overall goals (Daft, 2013, p. 102). Q: How can/should a biblical worldview be applied?A: â€Å"If among you, one of your brothers should become poor, in any of your towns within your land that the Lord your God is giving you, you shall not harden your heart or shut y our hand against your poor brother, but you shall open your hand to him and lend him sufficient for his need, whatever it may be. Take care lest there be an unworthy thought in your heart and you say, ‘The seventh year, the year of release is near,' and your eye look grudgingly on your poor brother, and you give him nothing, ND he cry to the Lord against you, and you be guilty of sin.You shall give to him freely, and your heart shall not be grudging when you give to him, because for this the Lord your God will bless you in all your work and in all that you undertake. For there will never cease to be poor in the land. Therefore I command you, You shall open wide your hand to your brother, to the needy and to the poor, in your above passage, it advocates we give to those that are poor or more needy ourselves. It says we should give to charity freely which in turn helps non-profit organizations roved for those that need help, likewise we can give leadership by providing our time and experience in helping that agency.

U.s. Citizen s Response - 1557 Words

April 20, 1999, a day that brought shame and grief to the country of America. It took the nation twelve student deaths, one teacher fatality, two suicides and twenty-one others whom were left seriously injured to finally provoke a close examination of the increasing levels of violence that were occurring countrywide. At 11:19am, after attending their early morning bowling class, eighteen-year-old Eric Harris and seventeen-year-old Dylan Klebold carried out a mass shooting at their own local high school situated in the small town of Columbine in Jefferson County Colorado. Armed with semi-automatic rifles, hand guns and numerous other explosives, the horror inflicted by the two individuals lasted approximately 12 minutes before they concluded by taking their own lives. What intensified the spread of fear across many was the realisation that if such an episode could strike a quiet suburb community such as Columbine, similar occurrences had the capacity to shatter lives anywhere now mor e so than ever. U.S citizen’s response to the killings was to palpably determine the reasoning behind what could have driven two young teenagers to commit such horrific murders. To no surprise it was for the majority of them and also the government to subsequently conclude from analysed possibilities it was founded from bullying in the classroom and violence portrayed via the media. The scale of such an event and the debate amongst many as to what enabled two such beings to A. be fuelled by suchShow MoreRelatedU.s. Involvement : An Argumentative Essay1130 Words   |  5 PagesU.S. Involvement in Syria: an Argumentative Essay Breaking news! US strikes Syrian military airfield in first direct assault on Assad government (Vanden Brook paragraph 1.) 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