Discuss how an organizations selection process can identify candidates that match both the job and the organization. Should be at least 100 words in length For an organization to achieve success, it has to strategize its system of staffing. Staffing, as it is known in Human Resources Management profession, is composed of three elements: recruitment, selection, and employment. In other words, the positioning of workers or staff should be so arranged as to achieve the overall aims of the company.
As one noted American engineer said, “Management has to be scientific.” It means that it has to see the nature of any given situation, finding out what is to be done, and applying the necessary tools and methods to meet the demands and thus accomplishing the task effectively (Sison, 1991).
Because the employment of people who have the right skills and expertise to the different areas of production is crucial to the efficiency of the company’s overall work, it is very important that the organization looks at all of the staffing components (recruitment, selection, employment) from the standpoint of the job applicants. This way, the company will be able to see with the prospective employee eye to eye as to the character of the whole operation. Applicants will know what kind of positions are there to be filled, and why are these posts needed. At the outset, right understanding of things must be secured between parties so that potential future frustrations can be prevented.
Recruitment, selection, and employment presuppose the main objective of excellent staffing. It is to “acquire quality human resources that possess the ability and competence to accomplish successfully the duties and responsibilities required of them within the company.” Good staffing also has within its framework the objective of growing with the company. In the end, it has secured for all the good that everyone is looking for. Human resources will not be as bad as it sounds to some, for the company itself is truly the first to become the means to meet needs for all. It indeed is a “win-win” situation.
Objective 2s Question Describe how training programs affect employee behavior. Provide at least one example. should be at least 100 words in length An agency, organization or institution is required usually the State or by law to provide continuous education and/or training through an established or institutionalized training programs. The objectives for the organization at the outset is to establish, administer and coordinate policies and programs related to training in the context of a specific workplace.
These programs support the agency’s vision, mission, and goals which will then specifically enhance, improve and provide continuing growth and education for its employees or constituents. Whatever established programs there may exist which are open to the community, the agency will review and evaluate as well as approve; persons concerned will also monitor the running programs and also their effectiveness in a long term schedule.
The rationale for training programs is to raise an optimal level of organizational vigor and reduce lethargy and lack of enthusiasm on the job. Progressive training and development brings into mind the “get-up-and-go” mentality which fuels camaraderie, morale and eventually productivity in the workplace. There are several types of characteristics that may describe an employee’s behavior in reaction to existing or the application of training programs. In fact, many believe that success of any training has a lot to do with the perception of the employee towards the idea and implementation of these activities.
Definitely, there are positive and negative affective and cognitive reactions. Although research reveals that employee reactions to training programs are poor predictors of a successful training, those in the leadership and management positions still try to gauge their training programs based on this level. Tan and his team identified that delineating affective from cognitive reactions may increase the probable prediction of positive and negative learning, or success of workers’ training. Employee learning and behavior, as their results indicated, relate to cognitive employee reactions. In addition, as opposed to the usual expectations, negative affective reactions to training actually are best predictors to employee learning (Tan et al., 2003).
Objective 4s Question How does providing work-life initiatives increase workplace diversity? Explain and provide an example. Should be at least 100 words in length Work-life initiatives are strategies implemented by firms to reduce turnover and increase productivity and overall firm performance. Studies were made to examine the influence and effects of work-life initiatives on employees and the organization in general. Workplace diversity which incorporates the concepts of work-life initiatives does indicate that it is inevitable that when a company introduces work-life initiatives, there is a resulting increase in diversity.
Substantial evidence point to the effectiveness of workplace diversity hence, many institutions encourage and promote this in their particular milieu. For instance, an employee like Jay, married and with two small kids, the company where he worked adapted work-life initiatives like the flexible working arrangements. He was able to manage many things at home and even set up working space in his residence which was encouraged by his employer in the first place. As this illustrates the company’s effort towards providing what employees want and need, it simultaneously creates a more diverse type of organizational set-up.
Cases like Jay and several others like him within a certain company, though will promote commitment to their work and firm with which they belong, the workload for personnel manning the increased diverse also becomes complicated. However, this is still pursued by many in highly performing firms because of its increased effectiveness (“How work-life balance builds employee engagement,”2007).
___________ “How work-life balance builds employee engagement,”2007. Accessed November 8, 2007. http://220.127.116.11/search?q=cache:Xm8uaSl5zNgJ:www.eeotrust.org.nz/content/docs/newsletters/EEO%2520Trust%2520Newsletter%2520July%25202007.pdf+effects+of+work-life+initiatives+on+work+diversity&hl=tl&ct=clnk&cd=2&gl=ph
Sison, Perfecto. 1991 Personnel And Human Resources Management, Published by Rex Book Store, C.M. Recto Avenue, Manila Philippines.
Tan , James A., Rosalie J. Hall, Carol Boyce. 2003. “The role of employee reactions in predicting training effectiveness. Human Resource Quuarterly. Vol.14, Issue . Page 397-411.