Every now and then, it becomes hard for employers to recruit employees with certain specifics that are needed in the organization. As a result, employers offer benefits to these professionals with benefits to leap off their skills. Examples of some of these benefits include:
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.
The reality in today’s work place is that employees are more inclined to always be on the lookout for a new and better employment opportunity if they feel that the company does not value them as an employee. In order for our company to get a better understanding on what will better control the turnover rate and what program will be the most effective. There first must be an understanding at what level of risk we currently are in, and this is accomplished by looking at two determining factors of impact and likelihood. (De Vore, 2013)
Transparent hiring process for both internal and external applicants. Employees would be able to apply and track their application. They would have the ability to know what skills and experience they need to develop a career path. Management can match possible interns to positions even before they graduate from college
Employees would be given successive stock options to promote their care for the company without feeling as though they are being forced to stay with the organization. This set up of granting stock options would also help to encourage performance of employees to lead to both the short and long term success of the firm.
Staffing has always been considered as the foundation for organizations' growth, development, survival, and competitive advantage. A successful staffing process may require effective advance preparation and planning in order to address support services required to advance organizational goals and workforce planning. Having read through the company's (Tanglewood) overview and job descriptions for the various positions, I think this topic offers an opportunity to explore some of the theoretical aspects of staffing organizations model in recommending some effective and efficient ways of employing the best personnel to fulfill the company's goals. The staffing plan or model to be used for this company is intended to monitor and control human capital
Building on the themes discussed in the paper from this week, discuss the following issue from your own personal perspective. Draw on your own experience and knowledge. Put yourself in the shoes of both an employer and employee.
Staffing will be tailored to the specific needs of the client. We provide a sound approach, intelligent selection, management commitment, and good planning leadership to enable firms to achieve their strategic objectives within a logical and reasonable framework to minimize staffing issues. We help provide the human attributes that can enable an organization to flourish and maintain sustainability in an uncertain world.
Appropriate staffing can be the key to success for many organizations therefore, the human resources (HR) department must develop a staffing plan. In this paper I will develop a staffing plan for a new division at T-Mobile called Loyalty. Loyalty will consist of marketing, customer service, distribution, and accounting. Specific strategies to recruit the appropriate applicants including the legal compliance of said strategies will be developed in this paper.
The first solution consists of evolving into a model where the principal concern would be the short-term viability of the business. When the saturation of the market is considered, the need for controlled costs, high level professionals and competitive marketing expenses must be addressed in making decisions guided by a financial logic so that the shareholders can be satisfied in the short term. This solution would abandon the "5 to 1" policy and make it possible to recruit on high level of proficiency and reduce the turnover rate of personnel. This model also
A recent survey by The Society for Human Resource Management ranked tuition reimbursement programs and vacation/holiday time as the top two retention initiatives being offered by employers. In addition, instant recognition programs, such as spot bonuses, are being used to reward excellence in performance as it occurs. Such programs give employees immediate gratification for their efforts rather than delaying it until annual reviews. Also, flexible work hours and telecommuting programs that allow employees to better balance their work commitments with their family duties are becoming more common. According to Ceridian Employer Services (2004), "90 percent of companies with more than 5,000 employees allow telecommuting.... And ... 52 percent of large companies use virtual teams." Organizations must continually search for innovative ways to retain their best employees. Fortunately, the costs of these efforts are low in comparison to the high costs of turnover.
The goals of the new contingent staffing model at were: to recruit high professional candidates that passed the special uniform test; and to maintain the flexibility of the staff; that means that the number and quality of the staff must answer the present needs of the company in the staff; to develop an infrastructure to manage contingent workers and control costs of their employment in the company (Beaulieu, 2000). You have to make sure your employees are providing strategic value. Strategic value refers to employee potential to improve company effectiveness and efficiency (Noe, 2013).
I think this is very effective strategy to hire people with potential and train them on the job. This strategy enforces personal achievement and gratefulness to the company. This is the basis for increased loyalty.
Staffing has been an important aspect in all types of organizations’ development. More and more companies have noticed a good staffing plan could increase productivity and reduce operation costs in terms of lower turnover rate and transition costs. Good staffing could be able to minimize cost in order to maximize profit, because it could assist the company to stay more competitive within the industry. According to the definition by Dr. Green, “staff is the process of identifying work requirements within an organization; determining the number of people and the skills necessary to do the work; and recruiting, selecting and promoting the qualified candidates. It is the selection process of