Implementing A Job Rotation Program Within An Organization And The Advantages Gained By The Employees And Employer

The principle of seniority, used by Always Round, is easy to apply at the lower levels because of its being the most objective. This type of promotion system does not present a view of favoritism or nepotism, considering only age and experience. In a blue collar society, it is very much in-line with the established

Their solution was ATLAS, Ann Taylor Labor Allocation System which would compare sales associate’s performances in categories such as average sales per hour, units sold, and dollars per transaction. The idea was to give more hours to its better-selling sales associates and fewer hours to those poorer-performing associates. What happened was ATLAS scheduled the best associates frequently for shorter shifts during its busy periods and its poor-performing associates for short shifts just once or twice a week during the slower periods. This caused resentment between employees and animosity towards ATLAS and because of the scheduling associates began to steal sales and clients from each other. Yet employee turnover did not increase which may have been due to most of its work force being part time. It has yet to be determined how this scheduling will effect customer satisfaction.

Once the recruiting and selection processes of hiring a new employee is complete it is time to begin the next phase of developing a positive organization, employee and customer relationship. Orientation, training and employee education is an ongoing throughout the organization-employee relationship. Lack of adequate orientation process and training can lead an employee to feel unimportant, uncomfortable and unfamiliar within his work environment and raise doubts concerning their abilities, skills and work performance. A good, well-planned orientation and training program can reduce job learning time, improve attendance, and lead to better job performance (Rue, 2004).

Oper-ational experience provides the workforce the opportunity to use, hone, and build on what they learned through the formal training and education process. Experience gain through on-the-job training in a variety of challenging assignments and additional duties prepares employees to lead and further develop others. The leader plays a significant and instrumental role in this area. Leaders are particularly responsible for mentoring that is vital to the development of junior members. They explain both area and individ-ual performance standards, and provide periodic assessments and continual feedback to develop the employee. Beyond accomplishing the mission on a daily basis, develop-ing subordinate leaders is a professional responsibility which must be carried out to guarantee the quality of our future leaders. Similarly, periodic assignments to broaden-ing positions throughout the career timeline provides FPS employees with exposure to a different environments, presents them with opportunities to work complex problems, and ultimately helps the organization grow strategic, adaptive, and innovative execu-tive-e level leaders capable of performing above and beyond the tactical and opera-tional

Research into benefits of introducing a flexible schedule included a survey and reading peer reviewed reports. A survey of all one hundred employees at ABC Inc. was conducted using Survey Monkey.

Work-life balance has been a popular topic for employees across all age and occupations for years, representing a rising concern of contemporary human resource management and labor policies. This topic has attracted the attention from the millennium generation, who is stepping into the market and beginning to grow a career. Therefore considering the increasing demand, well-designed workforce planning with diverse scheduling options offered to employees appears to be extra credits for most companies. This research paper aims to communicate the positive effects of four-day workweek, and providing support for why employers should adopt this schedule for employees and themselves through 1) introducing background and history of four-day workweek as a work schedule option and 2) demonstrating benefits of four-day workweek from both employer and employees’ perspectives.

When I was younger, my mother created an organization to help others who are suffering

Changes in our workforce and economy means that some organizations are trying harder to retain good employees and now offer more career life work balance through flex time, home office time, and job sharing. If the company is small, management may be inclined to re-define a job to keep a talented, valuable, well-trained employee.

The organization also decided to implement job shadowing in the department where there was the highest turnover rate as a case study to

The 4 day work week is not a new idea. It is one that has had its share of controversies over the years. Introduced in the 1970’s the idea of the 4 days work week has been making a comeback as of lately. There are several issues to look at here. One of the main statements in regards to it is that productivity will decrease because of fatigue. A 10 hour work day is too long. On the flipside, another of the main issues pointed out by proponents is that productivity will increase because you will have a workforce with higher morale. In this paper, we will discuss

Cleaning your kitchen cabinets can be quite a tedious and frustrating task. All the grease that must have accumulated over the period of time and those stains make and sound cleaning greasy kitchen cabinets a tough and tricky task. For your rescue, here we have a simple guide that would help saying goodbye to greasy kitchen cabinets. Read down to know more.

If the workplace of today could be characterized by a single theme, it would most likely focus on the continual presence of change. Dramatic changes in technology, the marketplace and the workforce have compelled organizations to re-evaluate not only the competitiveness of their products, but also the core ways in which work is performed. It is out of this pursuit for continued survival that organizations have been faced with the notion of varying work-schedules beyond the traditional hours of nine to five. This paper will explore the societal and business changes that have led to a proliferation in flexible work patterns. This paper will also address the benefits and disadvantages of flexible work patterns for

To some extent, some elements of personal growth environment were implemented (job rotations) with limited results on loyalty.

The purpose of this chapter is to review, analyze, and synthesize various scholarly literature pertaining to the thesis topic. In order to better understand the impact of intersectionality as a whole, it is helpful to review certain factors both individually and collectively. This paper reports how and why disadvantaged women of color may be influenced by their interconnected racial, socioeconomic status, and gender identities. The focus group includes African American, Latina, and Native American women with a low socioeconomic status. The scholarly literature includes, but is not limited to, research on gender inequality, the effects of poverty in education, college readiness, racial disparities, and the power of inclusion.

To include rotating these employees’s in varying positions to minimize employee burnout and stagnation. The responsibility increases would also add to the employee’s feelings of empowerment and job satisfaction. Another important factor I would add would be increased and regular communications throughout the organization. These implemented factors would substantially increase employee loyalty and commitment directly supporting the organizations competitive goals.