Premium Essay

New Hr Strategy Makes Lloyd’s a “Best Company”

In: Other Topics

Submitted By monicawambui
Words 1339
Pages 6
Introduction
Good communication between patients and nurses is very important for the successful outcome of personalized nursing care of every patient. This is because the quality of care provided by nurses is, in numerous ways, dependent on communication quality that is present between the nurse and the patient. However, in order to attain this, nurses must be able to understand and aid their patients while showing courtesy, sincerity, and kindness at the same time. Nurses must also dedicate their time to the patient to communicate with the needed confidentiality, and must not forget that this communication involves individuals who are around the ill person (Webb, 2011). Therefore, the communication language should be well understood by everyone who is involved in it. Moreover, communication that is good is not only based on the physical capabilities of nurses, but also on experience and education.
Describe the circumstances of the interaction and the perceived impact on your interviewee
The interviewee in this case had sought the services of a nurse after she got recurrent urinary tract infections (UTIs). Despite getting treated with antibiotics every time she got the infection, the infection still recurred and she did not understand why. Therefore, she went to see a nurse so that she could have a discussion with her and eventually get to understand the reason behind her recurrent infections. The interviewee met with the nurse for the discussion at the appointed time and she got to communicate with the nurse about her concerns and the nurse addressed them. The interviewee admitted that the discussion she had with the nurse had some impact on her. In short, the discussion shed some light on some pros and cons of nursing communication demonstrated by the nurse.
Firstly, the interviewee perceived that the nurse lacked some skills in patient-centered…...

Similar Documents

Premium Essay

Hr Strategies of Janssen

... . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . 5 4.0 Design training strategy to reinforce business strategy. . . . . . . . . . . . . . . . . . . . . . . 7 5.0 Design and implement a training needs analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 6.0 Devise methods for cross- cultural diversity management . . . . . . . . . . . . . . . . . . . . 9 7.0 Explore the use of new technologies for the development of HRM efficiency and effectiveness . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 8.0 Identify the factors that impact on HRM in global markets . . . . . . . . . . . . . . . . . . . 12 9.0 Differentiate the ways to strategically manage the HRM function . . . . . . . . . . . . . . 14 10.0 Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 With an organisation of your choice, and using HR planning and/or development models, critically evaluate the recruitment, retention, training and learning & development strategies within the organisation; the strategies implemented for positive employee relations, performance management and reward; the H.R performance monitoring......

Words: 5215 - Pages: 21

Premium Essay

Hr Strategy

...HR Strategy Survey Instrument for Key Leaders INTRODUCTION “Human Resources as Strategic Partner” is one of the critical success factors in the Strategic Alignment system. This critical success factor is defined as follows: Human resources (HR) professionals act as consultants with managers to develop, implement, and assess human capital policies and practices to achieve the organization’s shared vision. Senior leaders, managers, HR professionals, and key stakeholders contribute to the human capital vision and the agency’s broader strategic planning process. In order for an agency to be strategically aligned, key leaders must be involved. This requires HR staff to coordinate with stakeholders and managers in achieving the agency’s mission, goals, and organizational objectives. The following are potential results of strategic alignment in the area of HR: HR professionals and key stakeholders are involved in the agency strategic and workforce planning efforts. The HR function is adequately staffed and prepared, in competencies and resources, to proactively partner and consult with line managers. The HR staff reaches out to other organizational functions and components through facilitation, coordination, and counseling to provide integrated mission support. USING SURVEY INSTRUMENTS Conducting surveys is an excellent method of collecting feedback to ensure HR staff is successfully coordinating with the agency’s key leaders. Such surveys can be distributed: In a paper-based...

Words: 1152 - Pages: 5

Premium Essay

Corporate Strategy and Hr Strategy

...“Linking Corporate Strategy and HR Strategy: Implications for HR Professionals,” In R. Padaki, N.M. Agrawal, C. Balaji and G. Mahapatra (eds.) Emerging Asia: An HR Agenda, New Delhi: Tata McGraw-Hill, 2005, pp. 215-223. Linking Corporate Strategy and HR Strategy Rishikesha T. Krishnan Associate Professor of Corporate Strategy Indian Institute of Management Bangalore Recognition of the link between corporate and business strategies and strategies related to the people function is not new. McKinsey’s 7-S framework that emphasised the need for the alignment of seven organisational variables (superordinate goals, strategy, structure, systems, staff, skills, and style) for organisational effectiveness is about twenty years old. But, during this time, the importance of people to organisational success has, if anything, only multiplied as businesses have become more knowledge- and technology-driven. As a result, even strategy gurus, who typically talk about esoteric topics like transnational corporations and integrated networks, today emphasise the importance of the “individualised corporation”. 1 In this paper, we attempt to integrate multiple perspectives on the links between corporate strategy and human resources strategy with the objective of giving HR professionals working within an organisational context some pointers on how they can contribute to better integration of corporate and business strategy with HR strategy. Corporate and Business Strategy Corporate strategy......

Words: 3258 - Pages: 14

Premium Essay

Hr Strategy

...Issue 2, 2009 The effects of human resource practices on firm growth Ilias P. Vlachos Dept. of Agricultural Economics & Rural Development, Agricultural University of Athens Iera Odos 75, Botanikos, 118 55, Athens, Greece Tel: +30 210 5294757 Email: ivlachos@aua.gr Abstract Although the connection between firm growth and labour is well documented in economics literature, only recently the link between human resources (HR) and firm growth has attracted the interest of researchers. This study aims to assess the extent, if any, to which, specific HR practices may contribute to firm growth. We review a rich literature on the links between firm performance and the following HR practices: (1) job security (2) selective hiring, (3) self-managed teams (4) compensation policy, (5) extensive training, and (6) information sharing. We surveyed HR managers and recorded their perceptions about the links between HR practices and firm growth. Results demonstrated that compensation policy was the strongest predictor of sales growth. Results provide overall support for all HR practices except of job security. Eventually, selecting, training, and rewarding employees as well as giving them the power to decide for the benefit of their firm, contribute significantly to firm growth. Keywords: human resource practices, firm growth, selective hiring, compensation policy Int. Journal of Business Science and Applied Management / Business-and-Management.org 1 INTRODUCTION The extent to......

Words: 5061 - Pages: 21

Premium Essay

Hr Strategies

...HUMAN RESOURCES HR STRATEGY THAT SUPPORTS YOUR BUSINESS GOALS MMC provides strategic staffing services through dedicated staffing partnerships and workforce management solutions. Our enterprise approach focuses on uncovering what drives your resource needs so that we can provide the staff, training, support resources and expertise to help you accomplish your business goals. As a tier one staffing partner for large integrators for over 15 years, MMC knows what it takes to build a world-class HR organization. We work closely with your HR team to help make your workforce more flexible and responsive to your company’s needs. AREAS OF EXPERTISE 401(k) Administration Compensation Benefits Employee & Labor Relations HR Administration HRIS HR Management Organizational Development Talent Acquisition & Recruiting Training & Development INDUSTRIES SERVED Financial Services Healthcare Information Technology Insurance Public Sector Retail Telecommunications Transportation Realize the Benefits of a World-Class HR Organization • Leverage 15+ years of experience and best practices with tier one staffing partners • Greater quality resources, trained and ready to work • More flexibility to manage your workforce HUMAN RESOURCES SERVICES Work-Ready HR Professionals Whether your HR team needs help with unanticipated increases or decreases in staffing needs, MMC can quickly provide experienced HR professionals to build project teams or assist with transition planning and......

Words: 483 - Pages: 2

Free Essay

Hr Strategy

...Master of Arts in Human Resource Management (MAHRM) STRATEGIC HR PLAN AT WELLS FARGO Jimmy Rios HRF7411-Human Resource Planning & Administration PROFESSOR: JIMMIE FLORES August 22, 2014 ONLINE SUMMER II, 2014 Summary The effective organization that I chose is Wells Fargo Bank because of my familiarity in having worked there for the last four years in different capacities. I will focus this paper on the functional HR Strategy towards staffing and retention at the consumer lending group and specifically on the division that I work in the automotive finance group and the Tempe, Arizona national call center. I will give a brief description of the history of Wells Fargo and its core products and services, detail the vision, mission and value statements and how they relate to the strategy that HR uses regarding its staffing and retention. I will delineate the system and metrics system used for their recruiting strategies and how the call center comes to a specific number to decide on how many people to hire. Company Background The Brand Finance Banking 500 in the February 2014 edition of Banker Magazine recognized Wells Fargo as the world’s most profitable bank. (Wells Fargo Tops, 2014) But they weren’t always on top. And to understand the high profit trajectory of a Bank like Wells Fargo, you have to understand their history and background. Wells Fargo has been in business since 1852 when it was founded by Henry Wells and William......

Words: 3163 - Pages: 13

Premium Essay

Hr About Apple Strategy

...Hr About Apple Strategy 1. Given the ideas presented about Apple’s strategy, what HR actions would be most suitable for supporting that strategy? 2. What challenges would you expect to be most significant for Apple’s HR staff in meeting these human resource requirements? 3. What sources of job applicants would you recommend that Apple use to meet the needs described here? In a turnaround from a trend in which high-tech (and other) manufacturers have outsourced the making of important components in order to increase efficiency and focus on what they do best, Apple has recently made moves that seem aimed at bringing the design of microchips back in-house. Apple is known for innovative design, and along with that, it tends to keep details of what it makes highly secret. Making chip design a company process, rather than a product to buy, gives Apple more control over the process—and over the secrecy. Of course, the decision to handle its own development has huge implications for human resource management. The company needs all-new labor forecasts, a larger labor force, and an intense push to bring in technical talent. Recently, Apple has been hiring many new engineers. Products they could be assigned to include microchips that require less power to operate iPhones and iTouch devices, as well as circuitry to improve the graphics displayed in games and videos played on its devices. A top-notch team could, at least in theory, come up with unique improvements that will take...

Words: 330 - Pages: 2

Free Essay

The Best Hr Department

...The Best HR Department Project Lauren Secko Human Resource Management SNHU 71 Aiken Street, Unit H6 Norwalk, CT 06851 Telephone: 203.550.8114 Email: lsecko@newcanaanymca.org Instructor: Dr. Bonnie Nelsen Executive Summary The best HR departments are ones that bring out the best in the team that they are working with. This is done through asking for and being open to feedback from those that you are representing. There are many components that go into this process, and one is no more important than the next. It is all of them together that brings forth an innovative and inclusive HR department that is there to service each and every staff member that is hired. From training and development, to retention and top talent recruitment, HR departments need to understand what is important to their staff and how they can make that team feel engaged and valued. When one is able to perfect that, they can then formulate a department and company that is working towards a common mission and goal. I hope to address this process through my paper that follows. The Best HR Department The best HR departments are ones that are able to attract and help to retain top talent. These departments help their employees feel valued as more than just a number or a tool to make their company better. Instead they make sure that employees know that who they are outside of work and what experiences they bring to the table every day, are valued and received. HR should be a......

Words: 5783 - Pages: 24

Premium Essay

Best Hr Practices

...The Best HR Practices That Successful Companies Practice! Why are employees in some companies happy to stick with the company while others look for a change? The reason is that some companies know how to take good care of their employees and provide a working environment that helps them retain their identity, while proving themselves and growing along with the company. Here are some of the best HR practices that help in the creation of a highly satisfied and motivated work force. Work Environment A safe and happy workplace makes the employees feel good about being there. Each one is given importance and provided the security that gives them the motivation and incentive to stay. This is usually achieved through internal surveys to find out whether they are satisfied and if not what they think needs to be changed. Open Management Employees don’t like the feeling of being kept in the dark about what is happening in the company. They feel motivated and develop enthusiasm only when the management opens up to them and discusses the company policies, sales, clients, contracts, goals and objectives. This encourages participative management. Asking them for ideas on how to improve will get their creative juices flowing. Being open about everything related to the company will help in building trust and motivating the employees. This open management policy can be practiced using several tools. Performance Incentives Every good performance is appreciated in the form of a......

Words: 954 - Pages: 4

Premium Essay

Hr Strategy

...Human Resource Strategy: Student Name: Aissatou Diallo Professor’s Name: Michael Laverty Course Name: BUS 508 – Contemporary Business Date: May 18, 2015 In this essay, I will evaluate, compare and contrast two major successful American companies by the name of Marriott International, Inc. & Nordstrom, Inc. They differ in many ways and also have some minor similarities, which I will later illustrate in my paper below. They are two different companies that evolve in two different activities. One is a retail company (Nordstrom) and the other is a hospitality service company (Marriott). They are both major corporation and are well know in the United States market. Marriott International, Inc. is an American global leading lodging company whose headquarters is based in Bethesda, Maryland with over 4,200 properties and is present in 80 countries. Nordstrom Inc. is a well-known and respected American upscale fashion retail company with 271 stores with full operations in 36 states in America. Being a company that was founded on May 15, 1927 by John Willard Marriott, the family legacy still stand strong and Bill Marriott took over from his father and managed the hotel as a CEO for the longest. He recently, in 2012 handed over the CEO tittle to Arne Sorenson while he takes on the tittle of Executive Chairman. John and his wife Alice started by opening a root bear stand in Washington DC. As small as they were, they managed to see beyond and concluded the residents of DC......

Words: 1739 - Pages: 7

Premium Essay

Hr Strategies

...HR Strategy Responding to a Union Organizing Drive Elisha Hogue Prof. Melanie R.B. Morris Labor Relation According to the scenario the UAW organization contacted the ACE workers to join their union organization. Two workers were talking about UAW union organization, and as HR Manager I have overheard them talking. My duties and responsibilities are to inform the managers about our role as a company, and inform them that we are oppose to unions for various reasons. Before responding to a union drive, I need know tactics and steps used by union organizers, and approach management with alternative ways to approach union drives. First step is making the employees aware that the company is opposed to unions, and we are prepared for any lawsuit to remain union free. Also being careful that the company doesn’t engage in any unfair labor practices. Reminding everyone in the company about our policies, benefits, and competitive pay against other companies. Making sure that the primary goal of the company is to treat everyone with respect, fairness, and having an open ear and door for them. I need concentrate and discourse any reason why I believe employees might want to join a union. Address their concerns they might have, and educating the employees about the disadvantages of unions. The unions disadvantages can lead to violence, terminations of employment, dues and initiation fees, union membership requirements, and etc. Meeting with supervisor and mangers to discuss......

Words: 1886 - Pages: 8

Premium Essay

Apple's vs Make Best Make Decision

...Apple’s Make-vs. -Buy Decision Strayer University HRM500011VA016-1122-001: HR Management Foundations Dr. James Ziegler January 25, 2012 Apple’s Make-vs.-Buy Decision Apple has been doing an excellent job recruiting new talent. Apple is very smart and innovative because they acquire talents in a fast manner by buying entire companies in which, subsequently, those companies became part of the organization. Apple ensures that their recruiters cover every level of experience by hiring individuals that worked for companies that make similar products, thereby bringing experience as an asset to the company. In addition, Apple hired new engineers less experienced in the field, but given every opportunity for development and advancement in the company. Apple has been capturing an extensive area of the job market with their different recruiting strategies. Along with its success in recruiting of new hires, innovation and thorough planning plays a large role in the company’s quest for a competitive advantage in today’s job market. One of the recruiting strategies not mentioned in the case study is the recruitment of college undergraduates. The company can benefit by hiring eager students seeking careers in their desired fields as a way to introduce them to the company’s culture and vision, with little to no pay. For developmental purposes, recruiters should establish a good relationship with colleges and universities so they can allow them to search for new talent,......

Words: 1172 - Pages: 5

Premium Essay

Hr Strategy

...HR Strategy & Policies * High performance is about the right organisation structure with the right people doing the right things and doing them right * The right organisation is about levels roles headcount numbers * The right people is about assessment of existing ones aligned selection processes for the future * Doing the right things is about targets measurement & regular performance review * Doing them right is about training and development * Outcome the right people doing the right things right = high performance at best cost * Everything is related with the employees, related with HR * Employees satisfaction = Customer satisfaction = Stockholder satisfaction * Sustainability is about coordinated, supportive HR driving forward in cooperation with Line Managers.HR using structured aligned processes and auditing Line Manager’s effectiveness * Job & team design * Recruitment & selection * Training & development * Motivation & retention * Performance management * Compensation Management * Career planning * Succession planning * HR planning * Employee relations * The structure of HR must be changed to become more like a consulting organisation; traditional functions like compensation, recruiting and employee relations must be completely reorganised to provide advice and metrics rather than direct service. * HR shifts the responsibility for "owning" people......

Words: 289 - Pages: 2

Free Essay

Hr Strategy

...We have been an integrated provider of plastics solutions since 1978, with company roots that go back to the 1950s. Our mission is to be the leading supplier of extruded, fabricated and installed polymer-based products within the markets we choose to serve. Over the last thirty years, our growth, in terms of size, volume, market share and revenue, has been spectacular. We intend to keep growing aggressively, by developing innovative products and systems, and by investing in new processes and technology. Our vision is to continue to build our business in North America and internationally. As a private company that values its integrity, we differentiate ourselves in the marketplace in a variety of important ways: by producing quality products; providing excellent customer service; rewarding outstanding performance; fostering the well-being and ongoing development of our people; and by maintaining a corporate culture that ensures high ethical standards. Ultimately, our success is based on the quality of our people. We employ highly talented individuals who know our business inside out. We treat our employees and suppliers fairly, and we serve our customers as we would like to be served ourselves. Above all, we know that having quality employees that offer quality products is the way our company will continue to prosper. Thomas Rose President & CEO Quality People, Quality Products Our People
Layfield employs over 250 people across Canada and the United......

Words: 994 - Pages: 4

Premium Essay

Company Hr Planning in Aci

...Bangladesh’s largest conglomerates that commits to enrich the quality of life of people through responsible application of knowledge, skills and technology for the last 20 years. Though typically identified as a pharmaceutical company, ACI’s FMCG sector has been gaining popularity among the people of Bangladesh with its well known products like ACI Pure Salt, Savlon etc. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through literature review of the documents of ACI HR and from experience of working in the HR department of ACI and personal observation of the process. This case study maybe useful to ACI to identify its loopholes and may allow it to practice good recruitment and selection process that could help the company to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process. Keywords: ACI Limited, recruitment and selection, FMCG Company CHAPTER I: INTRODUCTION 1.1 Recruitment & Selection in Bangladesh Recruitment and selection process is the function of human resource management which brings the human resource in the......

Words: 10107 - Pages: 41