...317.1.6-03-10 Upon review of the current appraisal process I have 3 main concerns. Firstly the form seems to focus on simply behaviors and traits. I do not see any emphasis on the task outcome being evaluated. It appears that the company is more concerned with if the worker is getting along with others that if he is doing the job assigned to him. Actually I see no reference to his job performance at all. Secondly this appraisal seems to be focusing more on the manager’s impression of the worker. All of the statements in the appraisal are how the worker seems to be by the manager. There doesn’t appear to be any input from others than a few coworkers. They stated a 360º approach to the appraisal process but are missing a couple of the groups such as customers and other managers that have interacted Kaplan, R. E. (1993). And I do not see any direct input from the coworkers, just what the manager has inferred. Thirdly, and probably most important, it seems the manager is somewhat prejudiced by a past experience in appraising this employee. It does not appear that the employee has been made part of the appraisal process and instead just gets it sprung on him during an annual review. This worker has lost all trust in this process for he was not involved and his skill set was not evaluated. I believe that the best way to resolve this is to give some empowerment to the employee by making him part of the appraisal process. The most commonly used sets of criteria for...
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...Introduction Tanglewood is a chain of general retail stores featuring items such as clothing, appliances, electronics, and home decor. The company operates in the moderate price niche, targeting middle- and upper-income customers. Tanglewood’s strategic distinction is an “outdoors” theme, with a large camping and outdoor living section in every store. The store also distinguishes itself by its simple, elegant, and uncluttered design concepts for the store and their in-house products. It was founded by two best friends in 1975 by Tanner Emerson and Thurston Wood and later renamed their store chain to Tanglewood in 1984. Initially it operated as a single store and as years went by, as the business developed from 1975 to 1984, the business had grown substantially with a strong base of employee participation, customer satisfaction, and profitability. The company grew to other parts of America and today has a total of 243 stores open in the states of Washington, Oregon, Northern California, Idaho, Montana, Wyoming, Colorado, Utah, Nevada, New Mexico, and Arizona. As an external consultant for Staffing Services I have reviewed your Organizational Structure as it pertains to staffing your new stores and your stores that are already in business. In my report you will find that there are many things that I agree that your organization does, however there are some that I feel that you could change to benefit your strategic staffing levels and quality. The staffing strategy...
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...Responsibilities, and Determine Whether or not the Company has Met These Responsibilities Apple Company is driven by the practice of the highest standard ethics and social responsibility to both its workers and chain of suppliers. The company is mandated to the provision of safe working environment to the workers. Their value is to accord respect to workers and deploy manufacturing processes that are environmentally friendly. It is through this spirit of upholding the company’s ethics that the company is committed to its social responsibility. The company outlines its responsibilities in areas such human labor, health, safety, and environmental management (APPLE Report, 2011). Apple’s social responsibility include complete monitoring on compliance of supply materials, and expansion on training facilities in order to absorb more workers within the company. Through capacity building initiative, workers are supposed to understand their rights and the accorded protections whenever such rights are violated. The company also draws remarkably from various resources to protect the right of workers who undertake jobs in the foreign countries. The situations that clout foreign workers comprise exorbitant charges that plunge workers into debt. Apple move to curb these violations are part of their incredible activities. They engage in search of these violations and respond positively to protect the right of workers....
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...TRAINING .......................................................7 PART THREE: PRODUCTIVITY ............................................................................10 PART FOUR: PERFORMANCE APPRAISALS .....................................................12 PART FIVE: RESOLVING CONFLICTS .................................................................14 PART FOUR: EMPLOYEE RELATIONS ................................................................16 PART FOUR: REFERENCES .................................................................................18 Introduction “Best Practices” is a term that has spawned in the business world in past recent years that explains what the best processes are and why these processes should be adhered too. Best Practice is defined as “a technique or methodology that, through experience and research, has been proven to reliably lead to a desired result.” (Whatis.com, 2008) Within management best practices, there are five important components: Skills, Processes, Solutions, Resources, and Improvement. Dissemination is what allows best practice programs to impact an organization in a positive and productive manner. This ensures that all employees, not just a select few, understand the expectations of the organization. Best practice tools and measurements seem to pinpoint on the individual more so than the overall group, which is what gives these programs and initiatives such strength. When an overall group receives information...
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...Tanglewood Case 1 02/17/2015 Tanglewood is in need of an update to their human resource functions. As the company has grown, they have found that their human resource system may be archaic. Tanglewood is in need of a new plan that will be modern but will still match their mission statement that they set out to follow even in modern times. Tanglewood's mission is: “Tanglewood will be the best department store for customers seeking quality, durability, and value for all aspects of their lives. We are committed as a company to providing maximum value to our customers, shareholders, and employees. We will accomplish this goal by adhering to the core values of responsible financial management, clear and honest communication, and always keeping performance and customer service in the forefront.” By reading the case, Tanglewood strongly values customer service. Tanglewood believes in the customer experience and face-to-face interactions. Tanglewood believes that the online ordering portal is an extension of the brick-and mortar store not a replacement. The physical stores are their competitive advantage. In-store sales build long-term relationships with customers. Tanglewood is likely to benefit from highly customer orientated individuals. Tanglewood does not view their online sales as a competitive advantage. Tanglewood believes that their store experience will continue to bring customers back on a continual basis. In order for Tanglewood to uphold this philosophy, they...
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...Reducing Workers Compensation Claims According to an essay published online by CCH Incorporated, the first step in reducing workers’ compensation costs involves ensuring that your company has effective safety and accident prevention programs in place to reduce the amount and severity of workplace illnesses and injuries. In addition to those programs, there are policies and procedures that should be implemented to help supervisors and Human Resources professionals in handling workers’ compensation claims in the most expedient manner possible. Having an active safety program has a number of benefits. Some are obvious. Others are not. A safety program gives employees a sense that their employer cares about them. Issuing personal protective equipment should be part of the safety program as should periodic inspection and replacement of worn or damaged safety equipment. Rotating work schedules or job duties can reduce repetitive-stress injury problems. An additional benefit is that doing so keeps workers more interested in their work and more focused on the job they are doing which also tends to reduce injuries. A mandatory safety training program also lets your employees know that any work related injury is bad for them and bad for the company. All employees should participate in safety activities including those workers in administrative positions or performing office work. Ideally, the message employers want to deliver is that everyone has a vested interest in minimizing these...
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...Turbulence: Boeing and the State of American Workers and Managers This is a story as much about cutting costs, avoiding failure, and raising stock value as it is about how to treat employees, their role in business decisions, and the changing employment relationship. Over ten years, Boeing employees were surveyed and interviewed, monitoring the effect of major business decisions (new ‘teams’ culture, technology, increasing roles for women, etc…). The shift by top executives to a more single-minded and short-term focus on the financial bottom line created a sense among many blue and white-collar workers alike that they are expendable resources to be used and discarded according to the calculations of distant investors and financial gurus. Overall, the effects were not positive. Thousands of workers laid off, with thousands still employed left to do even more work than before. Major Takeaways Many factors collided to create the conditions that Boeing experienced in the 90’s. However, while some factors were out of Boeing’s control (the emergence of Airbus, increased shareholder pressure, deregulation, and changing culture), how they responded to these factors is the focus of the study. Major takeaways, with each summarized below, include: • Failure of top-down decisions (new systems, technology, ‘teams’) • Irresponsible implementation of layoffs • Changing employee loyalty Failure of Top-Down Decisions In the face of changing cultural, governmental...
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...Treadway Tire Company Job Dissatisfaction and High Turnover at Lima Tire Plant Objective Ashley Wall, Director Human Resources for one of the plants of The Treadway Tire Company situated in Lima has to submit an effective plan to resolve the issues that are faced in the plant and are impacting the productivity and efficiency of the plant. The major issues to focus here are: ➢ Increase in Employee Turnover resulting into High Cost of Production ➢ No Induction pathway/ plan Case Analysis Briefing The tire plant at Lima is passing through a tough situation as margins and profits have abruptly decreased due to skyrocketing raw material cost and intense global competition. Although there is nothing much that can be done of increasing raw material costs, however the overall costs can be definitely reduced by reducing the employee turnover. As per the facts there are major morale issues in the line-foreman and hourly workers segment and this disease spreading in the entire plant. Now, there are several reasons at fundamental level that have resulted into this high employee turnover: ➢ Employee un-satisfaction The tried and tested approach of management by the line foreman focussed on getting the work done by the workers by hook or by crook. This resulted in decreasing morale of the workers because of unfavourable working environment. The line foreman was not having any authority over the workers, as all issues were being resolved by grievance...
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... measurement, and management of human performance in organizations. Organizations usually conduct appraisals for administrative (a decision about an employee's working conditions, including promotions and rewards) and/or developmental (a decision concerning strengthening the employee's job skills, including counseling and training) purposes. Dissatisfaction with appraisals is rampant. HR professionals, line managers, and employees voice dissatisfaction. Many workers have difficulty with appraisal, which may account for the short life span of the average appraisal system. II. Identifying Performance Dimension (PPT 7.4) The first step in the performance appraisal process is identifying what is to be measured. Managers must identify the aspects or dimensions of performance that determine effective job performance. This process seems simple, but it can be quite complicated. If a significant dimension is missing, employee morale may suffer because employees who do well on that dimension will not be recognized or rewarded. If an irrelevant or trivial dimension is included, employees may perceive the whole appraisal process as meaningless. A. Measuring Performance...
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...2015 Introduction. Obesity, once thought to be a little more than an unfortunate failure of will and self restraint, has much deeper and more complex roots. Genes clearly plays a role in driving an individual’s propensity to gain excess weight, as does environment. Early-life influences, beginning with the intrauterine environment and continuing through the first few years of life, also shape the trajectory of weight gain and body fat thoughtout the life course. Describe the effect that obesity in a childhood has had on you personally. We have all heard the stories about the happy fat person, right? Being obese comes with emotional downfalls as a kid as well as an adult. For overweight children as well as their parents, living with excess pounds can be heartbreaking. In its own way, the social stigma attached to being overweight can be as damping to a child as the physical dieases and conditions that often accompany obesity. You can probably see it in the eyes and hear it in the words of you own children. In a society that puts a premium on thinness, studies show that children as young as 6 years may associate negative sterotypes with exess weight and believe that a heavy child is simply less likiable. A contributing factor of obesesi ny years ago protestors took to the streets to ensure that women can have career opportunities equal to men. With countless of hours of protesting and new laws changes in the 90’s gave push women closer...
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...responsibilities have become an important part for companies and owners to consider in order to prosper and have workers that want to strive to become the best for the company. Many years companies were worried about making money but not worried about how society benefits. In recent years, it has become important for companies to demonstrate how the company will help individuals and the economy to flourish. This has become a big concept for companies to adopt guidelines in ethics that puts individuals first before the company operations. There have been some individuals that have presented their views of what social responsibilities are, such as Peter Drucker, William Cohen, Milton Friedman, and Gayle Beebe. They have explained the methods of ethics in business and how social responsibilities become a part of the ethics picture (Jennings, 2012). Social responsibility is a business concern for social welfare and how it prospers with the company growth. Social responsibilities are also obligations of companies to have and develop and implement courses of action that aids in impacting the issues that affects society. Corporations must look at their legal responsibilities, legitimacy, and what charitable contributions that it has made to society in areas where the company operates. This means that companies have to focus on the long-term goals of how society will grow. The company helps society through their business as a main goal. Companies reap success when society prospers and...
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...competitive advantage(BD,09).Outsourcing happens when company’s choose to purchases their needed products and or services from an outside supplier ( mainly other countries), rather than doing the same work within their own facilities. Why companies outsource. The main reason companies outsource is because it saves them money. Many different types of jobs are outsourced, IT, telecommunications, auto manufacturers, physicians and so on. Outsourcing by General Motors to avoid high wages paid to auto workers was a major issue with the United Auto Workers union in the 1990’s. Companies view outsourcing as a way to drastically cut their cost when it comes to paying for supplies, facility’s and employees. Company’s also save money because they do not have to pay for healthcare or worry about keeping up with OSHA regulated standards. Here are the top five reasons companies outsource: 1. Reducing Costs - This is the number one reason why companies outsource. In most situations you can find cheaper labor through outsourcing and if the quality level is the same there is no reason why you should not outsource. 2. Improved Business Focus - By directing a part of the work towards outsourcing you gain flexibility and you are able to focus on your company's core competencies. This increases work flow and allows you to finish projects faster. 3. Unfulfilled Needs - Sometimes you might have to outsource because what you are looking for cannot be found locally. For instance...
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...is to identify the types of leadership that managers use at the manufacturing company where I am employed to determine whether managers effectively motivate their employees to attain the goals of the organization. According to the famous quote by General Dwight Eisenhower “leadership is the art of getting someone else to do something you want done because he wants to do it.” According to Merriam-Webster (2014), motivation is defined as “the act or process of giving someone a reason for doing something: the act or process of motivating someone” while leadership is defined as “the power or ability to lead other people.” According to Whetten and Cameron (2011), an effective leader must promote employee interaction in the work place in order to maintain a productive and successful business environment among the employees and to create employee motivation and incentives that lead to increased productivity. The challenge for any leader is to recognize what skills they must use to positively influence the behaviors of their employees in order to maximize their performance. Over the past two months, I have observed and analyzed the behaviors of three supervisors to observe how they perform their daily jobs and how they interact with their employees at work. This paper will focus on their managerial behaviors to determine whether they positively or negatively influence the performance of the workers and whether their leadership style impacts the outcomes. The objective will be...
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...market. Two strategies that the organization can use are the competitive business and human resource strategies. Competitive Business Strategy A competitive strategy “focuses on different ways to provide goods and services to meet customer needs” (Brown & Stewart, 2009, p. 40). Mountain Bank should incorporate the differentiation strategy in order to attract more real estate and corporate clients. The company should strive to set itself apart from other banks through its utilization of optimal customer service by its bank tellers. “Recent studies have found that bank tellers are critical to the success of Mountain Bank. In fact, one study found that customer’s experiences with tellers is the single most important driver of customer satisfaction” (Brown & Stewart, p. 69). Customers will be more inclined to expand their business with Mountain Bank if they feel their needs are being met by a respectful, informative teller, within a timely manner. Human Resource Strategy It would also be very effective for Mountain Bank to integrate the human resource strategy to gain a stronger presence within the market. Through the use of this strategy, the company will focus on varies ways that employees are managed with the...
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...case study 9 facts: Money4U finance ltd. is a company with a burocratic System and it is not a learning organization. HR is not considered very important in the company Sam Mulgrew Head of Human Resources is not into PM (performance management) and consider it a waste of time. his Assistant Sandy is very much into new tendencies of Human Resources Management. The state manager: Peny Wise give 3 months period to Sam to Tailor a PM plan to all leves of organisation. 1. How do you think Sam should go about revamping perfomance Management at MOney4u the first thing that should be changed is the performance appraisal (the answer hit in the guideline) so using the table 9.1 of page 265 and application 9.1 page 264 how can sam go about changing performance Appraisal. the first thing that has go away is the ''quick chat, tick the boxes'' thing. Sam says that he knows who has poor performance and high performance in the company, but to change the approach then he needs to focus more on HOW the employees Achieve their goals, taking into account the efforts they make rather that checking the results, so in resume a more QUAlitative review rather than Quantitative. in the burocratic system the feedbacks are from the managers towards the staff, so now they need to include the staff in the feedback, from from co-workes, customers and managers as well. it will be a 360 degree Feedback. setting the new goals for the staff that are achiveable, because...
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