Workforce planning can be defined as the set of activities through which right people with right skills are employed in the right place to deliver and then accomplish short and long-term both kinds of objectives. It involves a diverse range of activities such as job design, succession planning, and flexible working and so on. It can also be linked to the strategic business goals and can be viewed as the significant part of the entire planning process. Workforce planning provides a great contribution to the organizational performance. It helps the management by providing them a way to align their entire workforce according to the business plan and address then current and coming future plans and issues.
It is very important to have the right person with the right skills and personalities on the right position. In the past, Nordstrom gave the hiring authority to each store which led the skill gap among the sales people. Training and Career Development Provide the necessary trainings to all employees. For the sales staff, providing the sales skill training, quality service training as well as the ethical training. In addition, direct the career path for the employee by offering any possible opportunities.
1.0 INTRODUCTION Performance appraisal is a formal scheme that is used to analyze and evaluate how an individual or a team performs on their task. The appraisal of an employee is based on his or her job performance, it not prejudiced by the employees’ personality and characteristics. Sensible precision and uniformity is used to measure their skills and accomplishments. This helps the management to discover the areas for employee performance enhancement and to encourage professional growth. Performance management is a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization.
The resources necessary for management are; human, physical and financial factors. Organizing therefore ensures that different roles and responsibilities are clearly outlined within the organization (Daft, 1997). Staffing Staffing is a management that involves the allocation of responsibilities and tasks to different employees within an organization. Tasks are allocated to individuals carefully after consideration of their abilities to complete them successfully (Daft, 1997). Directing Leading employees towards the achievement of set goals and objectives of a company is directing.
Leaders in organizations provide leadership by shaping employee behaviors in a number of ways such as through building team spirit, setting a well-defined vision and motivating coupled with guiding employees. Organizational behavior is defined as the examination and application of understanding on how people and individuals along with groups behave in organizations. In other words, it defines people-organization relationship in relation to the whole individual, whole team, entire organization, and entire social system. Its intent is to shape relationships in a positive way by realizing social goals and human objectives along with organizational goals (Yukl et al. 2013).
In a company Human Resource is a very important part of the strategic plan. The HR department is the go-to when a company decides how to approach a problem or gain Ideas. If there needs to be hiring, the HR department will take care of it. They will provide the proper training and tools to achieve the organizations goals. There must be a strategic plan put in place that way everyone is on the same page internally within the company to be successful outside of the company.
My style of leadership based on the completed self-assessment, describes what leadership. Participative (or participatory) management, otherwise known as employee involvement or participative decision making, encourages the involvement of stakeholders at all levels of an organization in the analysis of problems, development of strategies, and implementation of solutions. Employees are invited to share in the decision-making process of the firm by participating in activities such as setting goals, determining work schedules, and making suggestions. Other forms of participative management include increasing the responsibility of employees (job enrichment); forming self-managed teams, quality circles, or quality-of-work-life committees; and soliciting survey feedback. Participative management, however, involves more than allowing employees to take part in making decisions.
Most closely related to operations, the decisions can determine how staff are needed and what attributes they will need in order to execute their tasks. Adversely, HR management may generate limits to options available to operations. Perhaps the most important part of the transformation process is human labor. HR management ensures workers are correctly suited to their jobs and ensures all tasks are completed within the business. Communication of decisions made by operations on how to produce a product affects decisions made by HR management with regards recruiting, training and termination of employment contracts.
Employee engagement means the commitment and involvement of an individual towards their organisation. Every employee of the organisation should be aware of business context and also work with colleagues to improve their performance within the organisation. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee. According to HR practitioners the engagement mainly deals with how the employee feels about the working environment and how the employee is treated within the organisation. It focuses on the employee emotion to achieve success in a company.