Interpretive Stimulations Analysis

This is beneficial to the business so you don’t spend time and money training new employees, meaning that those who are recruited internally are able to get on without needed any form of training that would be as time consuming in addition to the process being cost effective. Another benefit of internal recruitment is that there are opportunities for promotion, this means that it will motivate the employees to work harder which allows the business to run even more effectively. In addition to that, you know that by promoting that someone, they will be perfectly suited for the role in

Internal advertisement is one method to be used, where companies announce/advertise its job vacancies to its existing employees, which may represent promotions. Sainsbury’s usually places internal advertisement to select supervisor and internal staff transaction; they put advertisement at company’s notice board or make announcements at meetings cross stores within the region. It will be easier for company to select suitable candidates because existing employees has more knowledge and cost less for the company.

A challenge that we faced with our coffee shop was making the staffing decisions. We struggled with trying to figure out a sufficient number of managers and servers to hire and an appropriate pay for them. Around the beginning of the simulation, we had a nice amount of servers which resulted in us receiving an award for best staff. After we extended hours, things seemed to go downhill with our staff. As a result, this had an effect on the overall service of the workers. They were not as happy or productive as we had hoped. Our managers were becoming stressed out and our servers were being overworked and even a couple of our servers quit.

According to Russell, K. (2016) internal recruitment is the process of find a suitable employees from exiting workforce of an organisation to carry out a new vacancy aroused in

After having run through the simulation, what elements of that strategy would you have changed and/or what strategy do you intend to pursue in the group simulation?

I believe that this simulation was a great tool in helping us as MBA candidates to see just how companies succeed and/or fail to achieve their growth targets in revenue and profitability. However, an organization heightens the probability of achieving profitable growth whenever it has a clear expansion strategy and a strong execution infrastructure. One without the other impairs the probability of success. I conclude that there are two main reasons for such: 1) inadequate consideration of opportunities within the core business, adjacent to the core business or within new customer sub-segments; 2) an organizational infrastructure that cannot support successful execution.

Have you ever sat down planning to watch one TV show or play one round of video games or quickly check your Snapchat, only to find yourself doing the same activity hours later? I can extremely relate to this. I may be watching one episode of netflix than i find myself on to the fifth episode when i do not even realize the time. People do this because watching television, playing video games, using your phone or doing many other non active activities are all “cognitively stimulating”. Angus Chen explains how television is cognitively stimulating, in his article “Too Much TV And Chill Could Reduce Brain Power Over Time”. A cognitive stimulation is an activity that is enjoyable that you use thinking, concentration and memory while doing. Furthermore,

In the beginning of the simulation, I focused on acquiring all my workers within the first few turns. I hired five employees who had three-star ratings

Hiring internally gives the current employees more hope and will improve the problem you are facing with keeping your employees loyal to the company. Although focusing primarily on internal promotions decreases the chance of finding a stellar employee, it will solve a lot of the current problems your company is facing. I recommend that you promote current females and minorities internally. This will keep more low entry level employees motivated to stay and also improve your problems with incumbency percentages as well.

I felt the HR Simulation for HRM 425 is designed to help the individual make decisions that would happen in a real business. Mr. Propster made the simulation to be group work and I worked with six other class members. The group has to design a mission and vision statement for a battery company. Then our group had to elect a chief executive officer, who had the task of entering the decisions into the simulation with the help of the group members and I thought it was like having a real manager. I believe this simulation is a very good tool for students to gain experience in corporate decisions; as we made decisions the simulation gives us feedback on how those decisions affect the business. There were situation where we thought a decision would fix a problem but would affect some other part of the simulation; for example, the employee’s morale would decrease and that would also affect productivity.

It all started back in the year of 2000 when I began to teach Sunday school. The children that I taught were the ages from four years to six years old. I really enjoyed teaching that age group at the time. Every week I would read them the Bible lesson for that week. I used the expression in my voice to try to make the lesson interesting. Also, I had an assistant teacher who would do all types of arts and craft projects with them. This begins to get boring to me week after week. I started to thinking about how I can teach in a different way. Children in this age group have a short attention span.

If internal recruitment is not an option / has been unsuccessful, companies will the need to advertise to a wider audience. An employer will need to decide which method of recruitment is most suitable for the role and organisation. Common recruitment methods include advertising on the company’s own corporate website, using internet based jobsites, recruitment agencies, local or national press, job centre plus or employee referral schemes. The CIPD resourcing and talent planning survey (2013) lists the top 5 methods of recruitment as,

The biggest difference would be not being as serious with the simulation as you are with a real business and it does all the financials for you when you load the data that you entered in all the other tabs. I think that it was very confusing at first and as a group we made a lot of mistakes at the beginning because we didn’t understand, but by the middle of the simulation we knew what needed to be changed and how to get back on track. By the end we had the 2nd highest market share with 2 computers when other groups had upwards of 6 different computers in the market. All in all I think this was a great way to see how hard it is to run a business without having anything on the line. It is better to try and fail while doing a simulation than it would be to start up a company and fail in real life with your assets on the

I. Attention Getter: The Society of Human Resource Management quoted John Green, a Vice President of Human Resources in an article they released called The Look and Feel of Strategic Human Resource Management: Conversations with Senior HR Executive saying “In the past, when I started the business, the people would look for security and plan to be there the rest of their life. They had more of an attitude of “What can I bring to the company?” But in today’s world, we have employees with the attitude of “What can the company do for me?” Now we try to tailor our employee benefits programs to meet the needs of our employees in order to keep them, and at the same time, make our employees fit the business model that we are in. Unlike the past, today, when we are planning and developing business plans for the future, we have to take into consideration the skills of our workforce and what it wants from us.”

The following describes four activities the human resource function will undertake in order to support the company’s expansion and success: