They may want that new experience in order for them to grow, or to find better jobs, or as a preparation for promotions. This fault as a negative is a fault on how some people think. After all of these, Job Rotation programs that are aimed for the improvement of all employees to reduce boredom, increase knowledge and experience could still be difficult to unaware, under-informed, and unprepared employees and will become a problem for them if they aren’t educated for their own good. Job rotation is overall a good thing for employees however, if this is the only problem, then companies should do seminars, orientations and programs that helps their employees get the idea, get informed and stop their conventional thinking about things. Reducing boredom, increasing work experience, cultivating job knowledge and exercising more theories learned from college to work are indeed things that job
Engineers in Company A may feel it is hard to adapt to the new system and a lot of resistance occurs from them. Questions such as “Will it involve a large amount of work?” “Will I have enough time to track new development?” may emerge from engineers’ mind. The new assessment procedure may not align with the original pattern. A group of more skilled employees may needed by the new procedure, and these employees may better positions and higher payment. Once the new procedure established, the organizational need change to be made to computer system, and nee technology and training seminars to help with continuous learning for
It is true; compensation is a major factor when it comes to new and current employees selecting or staying in their current jobs. However, there is a deeper underlying factor involved with compensation and how it can affect companies. Analyzing compensation has brought up 3 major underlying factors in compensation amongst a workplace such as, attracting new employees to make recruiting and hiring possible, retaining good employees and the use of compensation to motivate employees to perform well on their jobs. First, compensation plays a key role in attracting new employees with making hiring easier and or even possible. When looking to recruit new employees it is very important to make the compensation package appealing to those new employees.
The nature and the different responsibilities we face in our daily life make flexibility at workplace today very important. However, flexibility needs not to be only from one side, it should come from two sides, the employer and the employee. It’s not enough for an employer to adopt flexible work arrangements (FWA) at workplace; employees must also be willing to make concessions. It depends on individuals working in the company to whether or not and FWA program is feasible. Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business.
With the changing in demographics of our workforce, monetary difficulties, economic challenges, fuel prices that increasing from time to time, and the common faced challenges that may came up everytime by using any kind of transportation by the employees, flexible work schedules may be a choice that can address the needs of both the employee and the employer. Employees can be flexible as possible, but will have to provide or offer a full service on predominant working hours of the working periods hours schedule that appointed, in allowing for alternative work schedules when it is determined to be in the best interests of the employee. These days, a few organizations have begun to offer their employee to choose and pick their own working time periods. This system is known and called as flexible working hours. This kind of system is most likely for the ease of employee to arrange their work time on how they wish.
So, leaders within the organization itself must play important role in changing the organizational culture by time to time. This is because, every employee who works in the organization will be trained in accordance with the organization's culture .Some employees can easily adapt to the culture of their organization but there are employees who work hard to adapt to the culture of an organization. One of the factors that make it difficult to adapt to the culture of the organization is due to too long work with an organization before. When accustomed to the culture in an organization, we will get carried away in the same culture as we enter the new
Human resource development is plays an important roles, which is offer an opportunity for training and development. Top manager should have a planning to send their employees for some training and skills learning. Most of organization would like to recruit the new blood with high educated, but it does not means that high educated people have the relative skill in particular job. So, training and skill learning is an opportunity may help the employees to hit the requirement of organization as well as being master in skills needed. It develop necessary skills and abilities required to perform organizational activities so that employees can contribute better performances in organization.
In this last group, there are conflicts and internal crises. However, there are two major criticisms, (1) it's an old study and (2) it was realised only in one organisation. There are more recent arguments and studies that explain why organisations care about organisational behaviour. According to Saylor (year? ), organisational behaviour is important for the organisation because (1) when those that value their employees are most profitable than those do not and (2) those with strong organisational behaviour characteristics are considered healthier and more
Despite the obstacles organizations may have to go through to attract quality applicants, the long-term product they can produce as employees will return the work back to the company. Technology has helped organizations by allowing their advertisements to be seen by millions of people per day. Unfortunately, this influx of applicants could hinder the process of separating quality applicants from underqualified ones. Contrarily, Spector (2012) explains that those who are referred by a current employee may be better informed and equipped for the job they are applying for. Regardless of the medium used to reach and advertise for occupational vacancies, the effort used to display and communicate diverse, empathetic, competitive and longitudinal positions is what will attract the highest quality of respondents.
Several methods and approaches would be suggested in the research and which would help the management to solve the problem in the future. The research could also work as guidance for the company, if there are any queries based on the impacts that might affect the company. This research that is conducted is important because the employees’ turnover rate has been increasing in the company and the management has not been able to replace back those employees that have left the company. There are relevant data that is shown by the company itself that it has taken up a lot of time for them to replace the employees that has left their job. Due to this, the research would be useful of the company’s best interest.