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Week 4 Classmate Discussion 1 • Collapse SubdiscussionPatriceMcgriffin Patrice Mcgriffin 7:46amJul 27 at 7:46am Manage Discussion Entry The business models are, consistently, evolving to reflect the ever-changing demand on local, national, international, and global industries. World Economic states that “65% of children entering school today will, ultimately, end up working in completely new job types that don’t exist yet (2016). Thus, employee skills and job creation will continuously increase. As an HR manager, it is imperative to recruit externally and internally. By recruiting within these parameters, it will allow more opportunities for seeking and filling vacant positions. Utilizing external factors, allows us the opportunity to find the right person via an immense number of applicants. It, also, permits us to locate highly qualified and skillful people who will help with diversity requirements to stay a step ahead of the competition. While hiring internally, gives us the ability to increase our brand awareness—to stay ahead of our competitors. By recruiting internally, it gives current employees the opportunity to tell how much of a good organization we are which leads to the aid of any external recruiting efforts. Also, hiring internally costs much less than external outlets. Plus, without utilizing various channels to seek applicants, internally, it can be just as simple as pushing the send button and having job notifications sent throughout the organization. Whether finding job seekers, externally or internally, it is a must that we recruit the highest qualified but effective, skillful professionals possible. That means that what we offer must coincide with what we are looking for to entice professionals to apply for available positions. Our benefits package will include: medical, dental, vision benefits, dollar for dollar 401K match, health care flexible spending accounts, paid holidays, paid personal days, bereavement leave, and paid sick days. We will, also, have short and long term disability, and life insurance. Also, there will be bonuses twice a year to encourage excellent productivity and reward our employees for their hard work. Per a study by SafdarRehman, related in The Human Capital Edge: 21 People Management Practices Your Company Must Implement (or Avoid) to Maximize Shareholder Value, companies that emphasize better employee benefits packages and use them to attract and retain high caliber staff add 7.3% in additional profit to their bottom line (2012). However, the Wall Street Journal state that companies “need to drop the idea of finding perfect candidates and look for people who can do the job with a bit of training and practice. This means it will alleviate the grueling tasks of finding candidates and lessen the time to fill the positions. The firm is looking for more skilled candidates with experience in those positions that need to be filled. What we are looking for in a candidate is ambition, great social skills, embodies the company’s vision, must be a team player, able to execute effectively (self-motivated), enthusiastic with a great mindset as well as the intent to stay with the company long term. Although, skill plays a major role in the hiring process, it is imperative that candidates possess these qualities. With an awesome benefit package and attracting qualified, our firm will be able to find the right candidates to fill open vacancies. References Hagel, J. (2012). The Power of Pull: How Small Moves, Smartly Made, Can Set Big Things in Motion. (Links to an external site.)Links to an external site. Basic Books. Kay, A. (2013). This Is How to Get Your Next Job: An Inside Look at What Employers Want. (Links to an external site.)Links to an external site. American Management Association. Rehman, S. (2012).A Study of Public Sector Organizations with Respect to Recruitment, Job Satisfaction and Retention. Global Business and Management Research: An International Journal, Vol. 4, No. 1, January 2012. ReplyReply to Comment • Collapse SubdiscussionAnntoinette Gordon Anntoinette Gordon 1:44pmJul 27 at 1:44pm Manage Discussion Entry Motivating employees in the workplace is a key effort for organizations, because it is vital to any business. A motivated workforce means highly productive staff, all of which will help you achieve your business goals. Understanding what drives them to their peak performance levels will better help your business to develop programs that will both motivate and retain the best people for your business. Recruiting the people that are hard-working, and dedicated to their job will not be an easy task. There will be a designed method to reach the best candidates, but the first step would be to recruit internally that way it gives existing employees a chance to change jobs. The next step would be a referral program, which would pay a bonus for the recruit only if hired. As well, as building a candidate pool using some of the social media channels, such as, LinkedIn, Indeed, Glassdoor, etc. So, what sort of compensation, benefits package would you ensure is in place to recruit the best candidates for the position? That can be determined by asking existing employees what do they find most rewarding about their jobs. What can the organization do to improve health care benefits, retirement plans, etc. For a more accurate analysis the questionnaire should probably be anonymous. People’s daily needs are significant motivating factors; paying bills, clothing, eating, and insurance benefits. Others, need a place to belong, or interact with other people. According to Abraham Maslow, there are five needs that rank from highest to lowest: o Physiological needs include hunger and thirst. o Safety needs include the need for shelter and clothing. o Belongingness needs include the need for love and affiliation. o Esteem needs include the need for status. o Self-actualization needs include the need for (Youssef-Morgan, 2014) “The theory argues that lower-level needs have to be met first in order for higher-level needs to motivate people” (Youssef-Morgan, 2014, Sect. 9.1). Personally, there are several factors I take into consideration when choosing an employer, and Maslow’s physiological, safety, and belongingness rank pretty high. But, esteem and self-actualization also play an important part in retaining that position with that organization. References Youssef-Morgan, C. M., & Stark.E. (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications [Electronic version]. Retrieved from https://content.ashford.edu/

Week 4 Classmate Discussion 1

  • Collapse SubdiscussionPatriceMcgriffin

Patrice Mcgriffin

7:46amJul 27 at 7:46am

Manage Discussion Entry

The business models are, consistently, evolving to reflect the ever-changing demand on local, national, international, and global industries.  World Economic states that “65% of children entering school today will, ultimately, end up working in completely new job types that don’t exist yet (2016).  Thus, employee skills and job creation will continuously increase.

As an HR manager, it is imperative to recruit externally and internally.  By recruiting within these parameters, it will allow more opportunities for seeking and filling vacant positions.   Utilizing external factors, allows us the opportunity to find the right person via an immense number of applicants.  It, also, permits us to locate highly qualified and skillful people who will help with diversity requirements to stay a step ahead of the competition.  While hiring internally, gives us the ability to increase our brand awareness—to stay ahead of our competitors.  By recruiting internally, it gives current employees the opportunity to tell how much of a good organization we are which leads to the aid of any external recruiting efforts.  Also, hiring internally costs much less than external outlets.  Plus, without utilizing various channels to seek applicants, internally, it can be just as simple as pushing the send button and having job notifications sent throughout the organization.

Whether finding job seekers, externally or internally, it is a must that we recruit the highest qualified but effective, skillful professionals possible.  That means that what we offer must coincide with what we are looking for to entice professionals to apply for available positions.  Our benefits package will include:  medical, dental, vision benefits, dollar for dollar 401K match, health care flexible spending accounts, paid holidays, paid personal days, bereavement leave, and paid sick days.  We will, also, have short and long term disability, and life insurance.  Also, there will be bonuses twice a year to encourage excellent productivity and reward our employees for their hard work.  Per a study by SafdarRehman, related in The Human Capital Edge: 21 People Management Practices Your Company Must Implement (or Avoid) to Maximize Shareholder Value, companies that emphasize better employee benefits packages and use them to attract and retain high caliber staff add 7.3% in additional profit to their bottom line (2012).

However, the Wall Street Journal state that companies “need to drop the idea of finding perfect candidates and look for people who can do the job with a bit of training and practice.   This means it will alleviate the grueling tasks of finding candidates and lessen the time to fill the positions.  The firm is looking for more skilled candidates with experience in those positions that need to be filled.  What we are looking for in a candidate is ambition, great social skills, embodies the company’s vision, must be a team player, able to execute effectively (self-motivated), enthusiastic with a great mindset as well as the intent to stay with the company long term.  Although, skill plays a major role in the hiring process, it is imperative that candidates possess these qualities.  With an awesome benefit package and attracting qualified, our firm will be able to find the right candidates to fill open vacancies.

References

Hagel, J. (2012). The Power of Pull: How Small Moves, Smartly Made, Can Set Big Things in Motion. (Links to an external site.)Links to an external site. Basic Books.

Kay, A. (2013). This Is How to Get Your Next Job: An Inside Look at What Employers Want. (Links to an external site.)Links to an external site. American Management Association.

Rehman, S. (2012).A Study of Public Sector Organizations with Respect to Recruitment, Job Satisfaction and Retention. Global Business and Management Research: An International Journal, Vol. 4, No. 1, January 2012.

 ReplyReply to Comment

 

Collapse SubdiscussionAnntoinette Gordon

Anntoinette Gordon

1:44pmJul 27 at 1:44pm

Manage Discussion Entry

Motivating employees in the workplace is a key effort for organizations, because it is vital to any business.  A motivated workforce means highly productive staff, all of which will help you achieve your business goals.  Understanding what drives them to their peak performance levels will better help your business to develop programs that will both motivate and retain the best people for your business.

Recruiting the people that are hard-working, and dedicated to their job will not be an easy task.  There will be a designed method to reach the best candidates, but the first step would be to recruit internally that way it gives existing employees a chance to change jobs.  The next step would be a referral program, which would pay a bonus for the recruit only if hired.  As well, as building a candidate pool using some of the social media channels, such as, LinkedIn, Indeed, Glassdoor, etc.

So, what sort of compensation, benefits package would you ensure is in place to recruit the best candidates for the position?  That can be determined by asking existing employees what do they find most rewarding about their jobs. What can the organization do to improve health care benefits, retirement plans, etc.  For a more accurate analysis the questionnaire should probably be anonymous. People’s daily needs are significant motivating factors; paying bills, clothing, eating, and insurance benefits.  Others, need a place to belong, or interact with other people.  According to Abraham Maslow, there are five needs that rank from highest to lowest:

  • Physiological needs include hunger and thirst.
  • Safety needs include the need for shelter and clothing.
  • Belongingness needs include the need for love and affiliation.
  • Esteem needs include the need for status.
  • Self-actualization needs include the need for  (Youssef-Morgan, 2014)

 

“The theory argues that lower-level needs have to be met first in order for higher-level needs to motivate people” (Youssef-Morgan, 2014, Sect. 9.1).

Personally, there are several factors I take into consideration when choosing an employer, and Maslow’s physiological, safety, and belongingness rank pretty high.  But, esteem and self-actualization also play an important part in retaining that position with that organization.

References

Youssef-Morgan, C. M., & Stark.E. (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications [Electronic version]. Retrieved from https://content.ashford.edu/