Staffing, Performance Management & Compensation Report

Chern’s talent philosophy involves the retention and development of their employees. In a recent analysis of the turnover data, the executives learned that a disproportionate number of good sales associates had left the organization. These sales associates could have been potentially strong candidates for the department manager and assistant department manager positions. Chern’s uses supervisor recommendations and structured interviews to promote about 75 percent of their sales associates to department managers and assistant department managers. In the exit interviews the sales associates indicated that they were leaving because they didn’t feel there was the potential of reaching the managerial positions they wanted. This indicates that Chern’s efforts to communicate promotional opportunities and succession planning intentions to high-potential sales associates is not sufficient. Chern’s needs to improve their internal promotion practices to ensure high-potential sales associates are developed and retained or the managerial positions.

One of the tools Sharp managers use to retain the employees is re-recruitment of current employees rather than new ones. Re-recruiting recognizes employees for their contributions, renews their sense of self-worth and loyalty, and ensures their longevity. The management places employees in three different categories based on their performance. The categories include great, good and low-performing employees. The management meets with employees in each category individually. However, when they meet with their great performers, they let them know they are a valuable asset to

With the stride to grow and expand worldwide, Aflac has expressed the importance to recruit and retain the top talent they receive. With a bold idea such as this, Human Resource Departments have a difficult job to hire top talent employees and ensure turnover is low. Business Week rated Aflac 21st in best places to work in 2009, calling on their promoted educational benefits, unlimited tuition reimbursement and their willingness to provide entry level positions to newly graduated individuals (“Aflac Supplemental Insurance”, 2009). It is benefits such as these that keep talented individuals applying

Thank you for choosing The Weekley Consultation Group for your Human Resources consulting needs. We would like to start by identifying Chern’s short term and long term process and outcome goals. Process goals are goals set by Chern’s for the hiring process. Chern’s short term process goals include satisfying the needs of the staff in an efficient manner. Your long term goal is to improve your ability to attract highly skilled talent despite strong competition. Short term and long term process goals are essential, especially since your business model puts considerable emphasis on customer service and satisfaction. Without process goals to satisfy and attract highly talented employees, Chern’s reputation for customer service would begin

At St. Francis, our employees are our greatest asset and recognize the challenge of recruiting and retaining talented staff members. Considering this challenge, during the past year we explored opportunities to improve the employee journey. For example, our recruitment process highlights our vision, mission and values and that we are a great place to work. We also underwent a major reorganization that will heighten the level of services to our guests and provide staff with opportunities for upward mobility. We also improved our benefits offerings by increasing the employer match to our 403B plan and expanding our Employee Assistance Program.

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.

Therefore, it is essential that the information and action plans remain viable and be maintained. To that end, this introduction is intended to introduce and familiarize its readers with the organization of the plan.

The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,

This report is presented to Senior Management team. The aim of this report is to provide an analysis of Vietnam and Steve Madden brand. In addition, this report also gives solutions to consider the opening of new branch of Steve Madden in Vietnam.

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

Career development planning is for individuals as well as the organization. Human resource manager must foster a career development planning environment to satisfy both the individual and organization needs to maintain a health work force and longevity of one’s organization. It’s the Individuals responsibility to formulate and implementing the career development plan, but they need to receive support from the organization in doing so.

In this report we will be discussing the how company policies and practices influence the employees career management strategy.

Effective internal communication can improve staff performance. With the clear goal and direction are given, employee know where they are now and there will going to. However the successful internal communication is not always easy, the misleading of the wrong or ineffective information will lose time and reduce productivity. To improve the internal communication, company should create a culture of communication and set up system that measures the effectiveness of the communication. However, to conduct the successful communication is not the final goal, and the final target is rising the morale of the staff and improves their performance, which can lead to a higher productivity.

Chapter 1: Introduction ........................................................................................................................... 3 1.1 1.2 1.3 1.4 Introduction ............................................................................................................................. 3 Introduction of the organization................................................................................................ 3 Purpose of the Report ............................................................................................................... 4

This paper discusses the relative impact of recruitment/selection, training, and development for organizational effectiveness. First, recruitment and selection is discussed. Job analysis is very important in the selection process because it provides a realistic job preview and it identifies relevant traits and abilities needed for the job. Furthermore, predictive validity of several selection methods are discussed from which work samples, GMA, tests, and structured interviews are appeared to be the best predictors of future job performance. Second, the impact of training on organizational effectiveness is discussed. Training design issues are discussed, and it is argued that training can increase organizational effectiveness