HRM In Sustaining Competitiveness

Skills requirements: Evaluating the skills of the current workers is an essential part of human resources planning as it helps a business to build up a profile of the training, experience and qualifications that employees already have. This is very important whether the business is wealth intensive or work intensive. As the environment and type of work changes in the business, so do the skills requirements. If we look at Morrison Talent management skill is really important because the manager need to know what he’s doing to make the company succeed against it competitors. • Costumer Service • Team Work •

In as much as the economy has increasingly advanced, the importance of excellent talent is becoming a top priority for most organizations. There are major anxieties with businesses when they have to acquire actual talent, retain and develop potential talent for their organization. Being aware that enhance talent within an organization will bring better outcomes. Management should then maintain a competitive benefit over its competition by measuring and tracking the skills and abilities of their workers. Different forms of measurements are achieved to measure the talents of human capital.

This focus is important in growing the company and staying competitive in the market. The company’s effort on managing human resources when using subsidiary companies and maintaining their core values and goals. As stated in ICMR case study “HRM is a strategic function concerned with recruitment, training and development, performance appraisal, communication and labor relations. HR policies guide the various functions of HRM. The need for a particular type of HRM is determined by the need for standardization or adaptation” (ICMR center for management research, 2011).

1. Introduction It is crucial for managers to understand what motivates employees because only then will they be able to meet their needs and demands. Employees will be more motivated and committed to the organization when their important needs are met and when these important needs are not met, their morale suffers and this weakens their motivation in the long run. Like all other companies, Microsoft does its bid to keep its staff motivated and the theories I found to be used by Microsoft to motivate its employees are Douglas McGregor’s Theory X and Theory Y, Abraham Maslow’s hierarchy of needs and McClelland’s theory of needs. 2.

This could in effect harm the company by inducing a higher turnover rate which can delay productivity. Another concern is the ability for employees to adapt to the increasing demands. Also can the employee effectively juggle tasks without experiencing a significant decrease in performance? If either of these cases turns out to be the result of multitasking, then management should reconsider the training and selection process for

We have learned that diversity is needed in every organization to make it stronger. Although with this article it explains that diversity is a negative thing and can cause many situations that can lead to a high employee turnover or termination rate. With having a high turnover and termination rate it can cause an organization to lose more money for having to replace these employees. Management needs to find ways to instill the right policies for their company to try to avoid any law suits and cost it would have to make to replace their

The manager then addresses them on the skills required for those particular job positions and the training time period which gives the employee an idea of what their upgrade requires and mentally prepares them. This scheme is what helps Tesco achieve their organization aims and assists the employees to gain character and career objectives. However, just like any other topic of discussion carrying out the human resource practices mentioned also has its drawbacks. If not properly implemented, the human resource department and its practices can be a misuse of time and financial resources. For example, if the training conducted does not help improve employee skills then the time and effort put into the training for both the trainer and employee would be wasted.

Employees are the most valuable assets of a business. Without them the change process will not be effectively carried.Employees expect to be informed about the change as to how it will affect there day to day activities for example: Changes in the destination will result in the accounting department having to generate multiple reports to show the package status. Due to this, employees must reorganized their desk to accommodate additional responsibilities Owners: Owners have high power and high interest in the change process. The owners have an interest in the future benefits of the plan such as profits and risk. They need have a well detailed strategy of the change.

EXECUTIVE SUMMARY EMPLOYEES RETENTION Employee retention means to retain the employees in the organisations and not giving them chance to leave the organisations at any cost. The burly block for any organisations is just not to get the best employees for the organisations, but to also retain them in the organization. There are number of reason because of which an employee leaves or try to quit the job, some of them are: 1. The number of opportunity are increasing, now a days there are vast number of opportunities available and the employees just need to grab them for their goof future. 2.

As the employees are primary part of stake holders, their needs are changing and its company’s scope to meet the needs. Many Employees often complains that they are more involved, engaged and also very good in productivity, but failing in meeting their personal life demands. In the long run, they fear of failure in professional life, unless a change in workplace flexibility and balance in personal and work life. In some of researches conducted by eminent, it is clear that work place flexibility arrangements would reduce the stress, it will facilitate more satisfaction in their jobs and more personal life, and so have better work-family balance. The employees who could do the balancing between the work and personal life, they don’t find necessity to look for another and more engaged with the company.