Managing Human Resources: Aes Corporation Case Essay example

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.

When it comes to worker empowerment, Chad believes that “all managers should realize no matter what industry, that when you empower your employees and give them greater responsibility you create an environment that gives employees greater job satisfaction. It has been my experience that greater job satisfaction for employees often translates into better production from the employee which is good for the company” (C. D. Cerkoney, Personal Communication, February

If the company is not paying well for positions compared to other companies with the same job types, they will have a retention problem which will negatively impact knowledge, performance, attitude, and skill set. Accordingly, companies who have a better pay package will have happier employees who will perform at higher standards, and this usually results in satisfied customers and higher company profits. Arguably, when employees feel they add value and are appreciated, they will give the company and management discretionary effort and have a sense of pride working for the company. On the other hand, companies who are on the lower end of the pay spectrum, have low morale, complain more, and usually have employees who are at work just for a paycheck, and do not care as much about the overall results of the company and their performance. In many cases, these employees try to do as little work as possible and end up working harder to get out of work than if they just

People Management systems such as performance appraisals, quality circles, cascade briefings, 360 degree feedback, and internal communications will help you get the best from your employees. (www.nibusinessinfo.co.uk)

Achieving Organizational Strategy through People. A common theme observed in modern organizations today is the poor alignment of business strategy and HRM strategy. Find an article(s) through ProQuest which discusses the benefits of aligning HRM activities with key business initiatives and discuss the challenges and the opportunities of doing so. Present your findings in 200 words or

According to the article, seven practices make the organization successful. Firstly, Employees security is very important. If they feel so stressful about losing their jobs then they can’t focus more on their work. So employees security plays a crucial role in success of organization. Secondly, important practice is selective hiring. Companies need to have large pool of applicant to select the best. They should have clear idea about the required qualities for the position. Moreover, Skills and abilities sought to be carefully considered rather than their academic skills and they should focus on the attitude of the applicant as it cannot be changed by training or any other force. Southwest example in the article proved how important this hiring process was. Self-managed teams and decentralization as basic elements of organizational design should be practiced. An organization to be successful should have efficient teams. Everyone in team should feel the responsibility to develop the firm. Authors Jeffrey and Veiga explained this using VANCOM example. Comparatively High Compensation Contingent on Organizational Performance is also one such good practice. High compensation should be a progenitor, not a consequence of organization performance.

When O’Brien joined EasiYo there was an absence of a formal management system that would sustain elevated performance and construct a proposal for future development and growth (Jones & George 2013). O’Brien adopts a mixture of both hard and soft approaches to human resource management. A soft approach to management means staff are looking for self-fulfillment in their work that is derived from social relations with their manager. O’Brien does this well by emphasizing teamwork and participative collaboration, creating a fulfilling and meaningful workplace that encourages autonomy and

We currently have an experienced team of skilled consultants who are key to our expansion and growing reputation as a professional and knowledgeable contact centre recruiter. You will integrate well with the team and they are delighted to have you on board.

People go to work in order to earn living and others seek a sort of fulfillment in their own jobs. The fact is that empowered employees are able to solve problems, develop skills and execute solutions in order to be more satisfied with the work (Brymer, 1991). Giving employee autonomous improves their attitudes towards their jobs and frees employer from countless tasks.

People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and

Empowerment is the best way to promote a good long-lasting employee-customer relationship (Fragoso, 1999). Empowerment can also bring certain benefits to employees of an organization. It makes the employees give more input to company improvements; it promotes higher productivity, and is a good balance between their personal and professional lives. It exercises employees’ minds to find better solutions to problems on the job and increases the employees’ potential for promotions and job satisfaction. It results in personal growth, feelings of confidence and control in themselves and their companies. It makes workers utilize their potentials and it enables them to stand behind their decisions, assume risks, participate and take actions. It is a win-win-win situation: customers benefit from employees, organization benefit from the employees and the customers, and employees benefit from higher confidence and self-esteem (Fragoso, 1999).

The employees feel that they have greater responsibility and trust put on them, this can generate greater participation, commitment, and a better job performance.

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

When companies do not have a strong organizational structure, opportunities and complaints can both be lost. The best companies have strong communication channels built into their organizational structure. The result is employees who know they have both the opportunity to share ideas as well as the chance to discuss problems. This also creates a culture where management and employees are accountable for success and error. The more accountable your employees are, the more likely they are to work toward success.