(Hart) What he envisioned was not playing out like he wanted. With more available floor space, McCollough intended to remodel 140 stores, but was forced to decrease to 20 to 25 stores instead. The time and effort it would have taken to renovate 140 stores would cost the company $1 million dollar per store and this was not a price the company was able to pay. Unlike in the 90s, by 2003, the company was not profiting and the sales reduced so to save money, Circuit City set out to lay off 3,900 commissioned workers, which accounted for 60% of the company’s sales associates. (Hart) These employees would be rehired, but paid on hourly wages.
1.Why do you think you meet all requirements for a human asset executive's/director' position? The part of a human asset director needs the individual to interface with others on a human level and help them meet their goals while taking after the organization's approaches, structure and guidelines. I think with an encounters I have, I know well how to manage people and my last business has given me a decent understanding into the standards and controls a HR chief needs to remember while working. 2.What are your qualities and shortcomings as HR expert? Indeed, I have great comprehension of the others and can read individuals well, as far as both abilities and feelings.
NEEDS FOR STUDY 1) To Know and Understand the working environment of organization 2) To understand the issues of an organization towards working conditions. 3) To understand the employees-management relation in organization 4) The project overcome is that by doing all the HR Practices we can frame the good relationship with employees, that directly an positive scenario for the growth of the organization 5) To study emerging issues of human resource management 6) To study the importance of human resource in organization 7) To develop and enhance practical knowledge by meeting and collecting information from all the employees of the organization 8) To study human resource practices of an
All organisations and groups experience the direct relationship between job satisfaction, and performance. In order to maximize the performance of those within a system, it is significant important to develop interpersonal relationship. One way for an organization to become more innovative is to capitalize on its own employee’s to innovate. Organizational Behaviour also helps individual to create self-awareness all the times. Individuals will be able to draw and execute his own action plan, and well known the current position of him, and be aware of where is the next position he is going to reach.
Importance to SHRM It needs to discuss the importance of Strategic Human Resource Management (SHRM) for every organization. SHRM is focusing to increase the emphasis to be smooth employee communication, actively involves their tasks, highly professional skills and strong ability for an employee, enjoy their working environment in organizations. The strategic use of human resources will help managers and effective controlling for their subordinates. By using SHRM approach, the organization can obtain talents employees who are matched with the organization goals (Mullins, 2007). Today organization is changing different due to influence external environments such as diverse culture, creation ideas, and technology innovations and so on.
The action includes in Human Resource Management (HRM) is important to all managers in the organization. The primary reason is because HRM is a vital piece of every manager’s job as it concerned on every type of how individuals are employed and managed in the organizations. In addition, HRM consists of the process of recruitment and selection of employee, giving proper training and the developing skills, arranging proper orientation and induction, motivating, assessment of employee in terms of appraising performance, providing compensation and benefits, maintaining and retaining relations with the workers, managing wages and salaries, building employee commitment, maintaining employee health and safety and giving them an equal employment opportunity.
As part of team, employee will collaborate with talented and dedicated colleagues while developing and expanding his/her own career. Culture is highly influenced by value and mission of company. It helps employee to guide what expertise he has which can eventually add values to the company. it also helps them to have those position according to their expertise and thus helps every individual in growth of career. FUNCTION OF HR The HR function has an equally critical role in success of all these programs.it also provides expertise in these following areas.
It is intimately connected with all personnel/managerial activities in an organization. It is also an integral part of the whole management programme. Training is a vital necessity; because, apart from the advantages discussed above, it enables them to develop themselves and grow within the organization, improve upon their ‘worth ', earning capacity, and job security. It helps the employees to understand the management correctly, and develop a sense of involvement in the organizational affairs. The management is benefited in the sense that higher standards of quality are achieved, satisfactory organizational structure is built up, authority delegated down the line and the employees are motivated.
What is Human Resouce Management (HRM) Human Resource Management (HRM) taps on individual’s expertise and fit into the organization needs. It is basically to fully maximise an employee’s abilities that works well with the goal of a company. The authors (Mathis and Jackson, 2011, p4) define HRM as a management system to ensure that human talent is well used to accomplish organizational goals. HRM not only recruit and hire employees, but also take into accounts of other aspects. HRM is basically an all rounder by managing performance, administering pay and benefits, ensuring compliance with labour laws and maintaining positive employee relation.
To have the greatest impact in the workplace, recognition activities should also reinforce and encourage work that advances employee, departmental, and institutional goals and values. Through recognition the behavior of the employees is checked from a specific period of time on the basis of their performance to achieve some organizational and individual goals, recognition can be called as a motivational factor through which performance of the employees can be increased. Effective job performance can be achieved through providing proper recognition to the staff. Recognition can be done through many ways like performance appraisal, rewards, appreciation, bonuses etc Employees are motivated by both intrinsic and extrinsic rewards. An effective reward system recognizes both sources of motivation.