Technology, it’s impact has greatly aid in so many aspects of our lives that it has definitely changed the way the business world operates. In this time of age, the advent of computers and the Internet has increased that impact significantly so much so; businesses cannot even function without the use of technology. This impact is seen in nearly all areas of business, including human resources, where technology continues to have a significant impact on HR practices. Recruiting One way in which human resources has been significantly impacted by technology is in the area of recruiting. Before the Internet, HR recruiters had to rely on print publications, such as newspapers, to post jobs and get prospects for open positions.
Like every individual do their best to show their power of talent. If an individual perform more then the task he use to do, he’ll result more benefits to an organization. If an employee takes more responsibilities then the given one. Could help out company as well as employee. If the improvising in job task is being done then the individuals will have more learning skills and will provide more goods to the company as it would be good for both company as well as individual.
The work activities are distributed to various teams with one common goal. The unitarist perspective has a large focus on teams. The use of teams in an organisation will result in increased productivity. This gives the organisation a competitive advantage as they are operating more efficiently. As the teams become more productive, the organisation becomes more successful.
The horizon of intellect will expand and love and passion for work as well as the organization will be closer. Altogether, these will result in better service delivery. Factors Affecting Job Satisfaction This part of the paper will discuss on the factors that are most important for job satisfaction. There are different angels of factors that may affect one’s job satisfaction. These could be social, financial, organizational or even emotional.
Rotation or enrichment of jobs increases the intrinsic factors of work – such as achievement, responsibility, and growth – and hence, has a higher probability of motivating employees. Both methods also enable management to fill vacancies without much difficulty, be more flexible with timetables, and adaptive to changes. Additionally, evidence supporting improved performance in manufacturing settings due to job rotation is especially relevant to Square International Company. Yet, drawbacks such as increase in training costs and disruptions in the workflow related to job rotation, as well as the ineffectiveness of job enrichment caused by infrequent feedback and focus on past problems must also be considered. Altering work arrangements (table 3.1.2) with flextime, job sharing or telecommuting is another approach to motivation.
Moreover, it can bring greater efficiency for which you can efficiently deliver what you want to say when you have better communication skills. In addition, it can help in advancing career prospects. For instance, a leader that have good social skills can lead others effectively can help build teamwork which can lead the company to a success. Furthermore, it can increase overall happiness. For example, a manager who can communicate well with the subordinates can lead the success of a company because everybody can help each other out when
BODY This Case clearly point out the change of in mind set of technology with cost saved with the use of computers in the workplace. With the increasing number of fresher minds that are highly technically skilled, the idea of incorporating Organizational Development should be plan as the different levels of management that are all working together for a common goal, implementation of OD would bring them together to be cost and time effective. What is Organizational Development? It is the study of successful organizational change and performance. More recently, work on OD has expanded to focus on aligning organizations with their rapidly changing and complex environments through organizational learning, knowledge management and transformation of organizational norms and values.
In the beginning of EMS the most dominant style of leadership was based on a transactional approach,rewarding those individuals that follow procedures with positive incentives and reprimanding those that do not with reprimands. However,times are rapidly changing and the servant style of leadership is quickly becoming more acceptable and recognized throughout the industry. The field of EMS is unique, sometimes posing unconventional issues that must be addressed, in addition to those that occur on a daily basis. The servant style of leadership can become an effective and preferred method of leadership when applied in a balanced method. This style of leadership places the emphasis on nurturing the needs of the subordinate employees.
2. Motivating with instant feedback, encouraging peer connection and providing tangible rewards will help to boost employee engagement with ease and efficiency. Improvement in talent engagement and efficiencies Employee efficiency can be improved by putting employees in a more productive mindset. In order to do that the organisation can use the following strategies: 1. Designing economic incentives so employees at all levels of an organisation can benefit from
A well-designed organisation structure provides an appropriate platform for company growth in long term. Productivity will be improved as employees can focus their time and attention on productive tasks. Positive workplace culture encourages more new workers to join the company and helps in retaining talents. 2.3 Operation improvements The inputs, conversion processes and outputs at OB10 are inefficient and need improvement. By having proper human resource planning and organisational structure as the foundation, OB10 can proceed with its operation improvement plan.
Aron Gwinner talked about the influence of technology in our lives and its impact on the workforce. Technology is changing drastically on a daily basis and it has blended in with our everyday lives. The tasks that are performed by human beings will be replaced by robots and automated systems, which will help employees cut down business costs. Machines cannot function alone and need help from humans to work. Since people depend on machines to an extent, there will be constant changes and growth in the IT field.
The system will create a more reliable and efficient support model for benefit administration and claims processing. This initiative will implement a more flexible and configurable BA system for administering benefits and claims. Benefits will be defined using Code Administration components with additional configurable benefit data and payment levels. This will enable faster system changes with less risk. FEPDirect Workflow Automation will improve data availability, increase operational efficiency, and enhance our delivery capability by leveraging automated workflow, dashboards resources and reporting capabilities through a Business Process Management Toolset.