How I Added Value?

As to the introduction and value assurance strategy, we notice that the company’s financial and human resources are limited. Here build up strategies from following aspects.

Employees are the most important, and often, most costly asset within any organisation. Ensuring they are fully engaged and committed to the success of the business is crucial. Listed below are the activities needed to reinforce the connection employees have with their company, job and colleagues, leading to a more satisfied and motivated workforce.

Give employees the level of energy, commitment, and creativity that they can add to jobs.

3.2 Evaluate the business benefits likely to accrue from a culture of employee engagement – benefits for the organization, its executives/managers, its workforce and its customers

poster for Verizon’s Corporate Social Responsibility; this project consisted of creating and formatting my ideas to come to life. This project helped me execute, and reorganized new ideas that I had for the poster. Also, I have gained the skill of independency; this internship was more of being independent, and being productive, despite I always finished the work on time or

- More opportunity for employees to make a difference and provide conducive ideas and input.

By August 30, 2018, my third SMART goal is to learn how to send three invoices I created in the Supply Management department to the Accounting department so information about orders can be transmitted correctly. My internship position will help me achieve this by mandating a few hours each week to be spent shadowing the accounting department to understand how invoices are received at John Deere. Another part of my internship will be actively working with different suppliers to set up their invoices and eventually create a new invoice for

The second project we were assigned that year and that I enjoyed was to research two authors from the 1800s or so, in collaboration with a partner that we got assigned to. For the first author we had the option to either create a power point presentation or create our own website about that particular author. My partner and I choose to build our

Reward and recognition programs must connect the needs and expectations of the workforce with the company’s overall goals and strategies. A program that reinforces important company values and goals will encourage employees to act in line with such goals and emphasize the importance of achieving these goals. Alternatively, rewards which do not connect with organizational goals may convey a misleading message and encourage employees to act in a manner that does not facilitate the

Employees are encouraged to share with each other on the lessons learned from project and events through debriefing sessions.Company also reward employees through several different variable-pay programs. Employees have these stock as part of their benefit. This helps to retain employees and motivate employees to work harder. Moreover, company also provides educational forums so that staff can discuss and learn about different topics that interest them.

• Measure and manage the “soft” skills as well as the hard skills. In addition to rewarding output, profit, and sales etc., provide recognition and reward for ‘how’ the work gets done, the people skills that contribute to a better climate and greater satisfaction.

The case study “Equity of Demand: The NETFLIX Approach to Compensation” includes information regarding the company, named Netflix. The case study provides useful information regarding the organizational culture of Netflix. The case is usually associated with the practices of Human Resource Management. It shows how organizations like Netflix can come up with different strategies in order better keep the employees motivated and directed towards goal achieving behavior. It is extremely important for organizations running around the globe to find ways of keeping employees motivated and satisfied in order to increase employees’ productivity. Employees can be seen as backbone for any type of organization running around the globe. It is because the productivity of employees is directly related with the productivity of an organization. The better the employees perform the better the organization would be in terms of customer satisfaction, brand awareness, customer loyalty, profitability and so on so forth. Normally, organizations have different compensation plans to pay the employees for their efforts they make. For instance; some organizations would use money as a source of motivating employees. Such organizations will pay high amount

A great opportunity lay in employee recognition. Employee recognition will be nonfinancial benefits offered to employee. This non-financial benefit allows management to proper recognize and foster employee loyalty as well reinforce positive work behavior and encourage for repeat performance in all areas of the job (Henderson, 2006). Another non-financial benefit for employee is training. Training will allow employee gain additional knowledge and expertise and to be up to date with new technology open opportunity to advance in their career. These non-financial benefits allow management to make sure employees are value. Including employee in department meetings and allowing employee to have a say so in decision making demonstrates respect for employee and it allow the

An individual’s effectiveness in the workplace often depends on his/her personality, attitudes and values, along with his/her motivation to succeed. Concurrently, the perception, attitudes and values of colleagues in the workplace play a role in determining the individual’s effectiveness. Understanding these characteristics of employees can be very crucial for organizations to operate successfully. At the same time, it is essential that employees understand the values associated with the organization in order to avoid any conflicting feelings toward the work they are employed to do. By recognizing and appreciating each other’s characteristics and constraints, employees and the organizations they are part of, form a highly-beneficial

As cited in Zhou, Zhang & Montoro-Sa ́nchez (2011) reward management is a key function in HRM systems in modern enterprises, playing an important role in attracting, retaining and motivating employees (Milkovich and Newman, 2004). Furthermore, Schuler and Jackson (as cited in Esteves & Caetano, 2010) state that the focal point of success of companies today is centered on the effective use of human resources.