Sustaining Employee Performance

The human resources department plays a crucial role in the hiring process. The human resources department is responsible for ensuring that a company’s hiring practices are consistent with the company’s current and future needs (Marques, 2006). Line managers typically have an adequate understanding of a company’s current needs, but line managers may be so busy

Riordan Manufacturing is a leader in the plastics manufacturing industry. As a fortune 1000 company, this employer of over 500 employees has not only made an investment into the products that roll off the production lines but most importantly the employees who help produce these products (University of Phoenix, 2013). In addition to the annual salary or hourly compensation these employees receive, Riordan makes additional investments in employees to better their wellbeing inside and outside of work. The complete benefit package offered by Riordan is known as the total

Baderman Island has been dedicated to providing guests and visitors with unique and great experiences since opening to the public in 2004. “The Board of Directors and operational leaders in the organization, empowers its staff to offer unsurpassed quality of customer service, through individual acts of random kindness and specialty services” (University of Phoenix, 2012). Exceptional customer service is a top priority of the management and staff at Baderman Island. The resort offers numerous accommodations at prices that are affordable for every budget. Each individual position within this company adds

The Department of Human Resources (HR) is viewed by some organizations as an administrative function and they tend to overlook the need and opportunity to align them within the organizations strategic plans and goals (Kokemuller, 2015). The design and implementation of a set of consistent procedures will ensure a centralized human resources department that will meet University Hospital’s needs.

The purpose of this paper is to identify the criteria needed for making team selections along with the factors to manage a team effectively. Once I have defined the criteria for team making and management, I will elaborate on how an individual 's personality affects the workplace.

This research project titled The Effects of Training and Development on employees Performance by Ndih Azuka martins meets regulation governing the award of B.Sc. degree in Business Administration (Business Administration) of the University of Lagos, Akoka – yaba. Lagos

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

A strong and effective performance management system “enables a business to sustain profitability and performance by linking the employees' pay to competency and contribution. It provides opportunities for concerted personal development and career growth. It brings all the employees under a single strategic umbrella. Most importantly, it gives supervisors and subordinates an equal opportunity to express themselves under structured conditions”. (Slideshare, 2012)

Many organizations fail to understand the significant role that the work environment plays in ensuring employee job satisfaction and such employees face numerous challenges in performing their duties (Raziq and Maulabaksh 719). To meet the goals of an organization, employees need a working environment that is free from restraining challenges and allows them to perform to their full potential. Job satisfaction plays a critical role in the work environment and researchers have associated it with improved productivity as well as commitment to an organization (Bushra and Yasir 27). While high productivity is critical not only in the private sector but also in the public sector, past studies have shown disparities between the

Managing employees is an important part of running a small business. The reputation of the organisation may also rely partly on the performance of its employees. Boice & Kleiner (cited in Goff & Longenecker 1990, p.198) noted that owners of organisation frequently enlarge an employee performance management system to assist them evaluate employees by training development. A formal employee performance management system in Network Solutions is usually used for annual employee assessments. These systems usually include information detailed to the organisation's operations and how well

New York • Atlanta • Brussels • Chicago • Mexico City • San Francisco Shanghai • Tokyo • Toronto • Washington, D.C.

Employee behaviours could often have an impact on organisational performance and achievement of organisational goals. In any organisation, its members could display varied behaviour where minimalists would contribute just enough to maintain affiliation while others may exhibit overt and discretionary behaviour which is beyond their stipulated job description and likely to benefit the organisation (Turnipseed and Rassuli: 2005). This latter behaviour where the employee goes the extra mile proactively engaging in such activities has been described by various nomenclatures such as Organisational Citizenship Behaviour (OCB) by Organ (1988) as cited in Organ (1997), pro-social organisational behaviour (Brief and Motowidlo: 1986), contextual performance (Borman and Motowidlo: 1993) and extra-role behaviour (Van Dyne et al: 1995).

Employee productivity, also known as workforce productivity, is the backbone of any enterprise. According to Amabile and Kramer (2012), the source of productivity at any company “…is the individual knowledge workers who get things done every day” (para. 1). And according to Axilrod (2015), the typical employee is at his or her desk for an average of approximately five hours a day, paid for by the company. Thus, in the current climate of globalization, outsourcing, downsizing, and pension reduction, it is vital for administration and management to stay on top of what sustains employee loyalty and employee productivity. Several elements contribute to effective employee productivity, including employee job satisfaction and morale (Axilrod, 2015; Manson, 2014; Jarrow, 2013; Kaupelyte, 2013; Turner, 2013; Amabile & Kramer, 2012; Walters, 2010; Bowles & Cooper, 2009). Neely (2013) asserts that “Regardless of the profession or type of work, the central element that has had a stake in productivity, longevity and overall success of any organization [is] employee morale” (p. 13).

After conducting a study of the satisfaction found among employees of Choongam Sports Center, I have discerned some key elements of employee satisfaction that will be useful to the company in optimizing its work space.

Motivation can be defined as a process that enhances an employee’s intensity, direction, passion and level of effort toward attaining a goal as the part of the company. HSBC is an international bank and always tries to give its employees the best motivation through the facilities comparatively better than other banks. It has two factors to motivate their employees- Extrinsic or Hygiene Factors and Intrinsic or Motivational Factors. Extrinsic or Hygiene Factors are those external factors on which employees have less control and these factors have strong influence on motivating employees. These factors satisfy the basic needs of the employees like physiological need and security need. Intrinsic or Motivational Factors are those are internal factors which make an employee internally motivated so that employee gives full effort from their heart. These factors satisfy the higher order human needs such as social need, self-esteem need and self-actualization need.