The Primary Research on Three Individuals Belonging from three Different Job Roles Free Essay Example, 2500 words

The people individuals comprised of a sales executive, a human resource executive and an IT professional. The purpose of choosing the individuals from three different job roles was that it would allow easy identification of the determining factors influencing their career choice. The research was conducted using the interview method for which a questionnaire was developed. The questionnaire comprised of both open and close-ended questions relating to the individual s career needs and requirements (Refer Appendix 2). The answers following the questions (Refer Appendix 3) reveal that the determining factors influencing ones career decisions or that has been responsible for shaping their careers are different from one another. It is primarily based on ones individual s skill sets and abilities. Also, some of the external factors are responsible for giving shape to their career. The individual s tastes, preferences and personalities are also seen to play a big role in determining their career choice. According to the sales executive, his personality has been the key factor which prompted him to take up a job in the field of sales. This reveals the enterprising work environment as presented in the hexagonal model presented by Holland. We will write a custom essay sample on The Primary Research on Three Individuals Belonging from three Different Job Roles or any topic specifically for you Only $17.96 $11.86/page This predominantly reveals the close association of one s personality with the nature of the external environment.

Extended Outline or Action Plan for consultancy report - 1

Essays on Extended Outline or Action Plan for consultancy report Outline Benefits of Employee Engagement A direct relationship exists between employee engagement and the success of a business company. This relationship is quantifiable especially regarding international or global business. Scholars of human resources management and other related disciplines define employee engagement as a situation where the management of the business organization enhances commitment of employees on their responsibilities resulting in total commitment. In this case, employees develop a spirit where they put company goals and objectives before personal goals. Engaged employees commit themselves to work and in the process do not have time to gossip even during grapevine (Macey, 2009, p. 21). A business company with engaged employees reduces conflicts among employees making it one of the most appropriate mechanism tom avoid conflict. Most business managers and chief executives define success perfectly but fail in comprehending the drivers of success. Managers consider various aspects of success among them profit levels, market share, as well as brand equity. The real impetus of the business lies with employees. Employees become even more critical when discussing global enterprise. They design, develop, and produce products in addition to attending to company clients. Employees represent the face of the business brand. Scholars concur on the fact that employees constitute determinants of either successful international and local business or those that rarely or fail to attain the full capacity. A successful local or global business enterprise has engaged employees. Research by Azusa Pacific University, 1983, p. 67)) shows that business companies with high rates of employee engagement recorded a nineteen percent increase in their operating income over one year trading period. Similarly, the same companies witnessed a rise in earnings per share averaging twenty-eight percent. On the other hand, (Oyemba) notes that business with low abilities of engaging employees recorded a drop in income averaging more than thirty-two percent over the same financial period. This correspondent with an eleven percent decline in earnings per share. Flippo, (1984, p. 19) identifies that most managers took lessons from Michael Lewis’ Moneyball applying the same to their respective business environment with measurable success. Issues under consideration included among others measurement of the degree of engagement among employees, evaluation of their performance, as well as levels of elevation. Global companies operate in various parts of the world and among people with diverse ethnic backgrounds. This means that adopting the skills and qualities of evaluating intangible factors adds to the quality of performance. The introduction of measurable tools of intangible factors gives managers new, insightful, and actionable solutions to any situation regarding their employees. Relevant and concrete information replaces perceptions, gut feel, and intuition (Lucas, 1999, p. 33). Wells Fargo stands out as the example of an international company that recognized and embraced the value of successful employee engagement. The company ope rating in Europe, Africa, as well as the United States of America applied the happy-to-grumpy ratio to assess the levels of its employee engagement. Apart from evaluating what was important in motivating its employees, they also evaluated the degree of their employee engagement. As a successful international company, Wells Fargo concentrated on assessing commitment of individual member of each team. Understanding the drivers of what element in the team covered the duration between projects and the length. In this case, they sort to comprehend internal links between various business results in projects. Ultimately, Wells Fargo found out that a strong relationship a high degree of employee engagement and increased productivity of employees as well as the satisfaction of customers. Barrio-Urdaneta, 2008, p. 41) on the other hand, relates metrics with analytics. However, he adds that the important idea is aligning the company strategy to both metrics and analytics (Whiteley, 2002, p. 77). If research by a particular company for instance Wells Fargo proves that high employee engagement results in improved customer satisfaction because of increased sales, then the business organization will put measures to invest more in strategic initiatives that enhance employee commitment. Higher employee commitment is a prerequisite for better performance in the store. An initiative by Wells Fargo demonstrates that it is possible for international business companies to carry out measurement of the impact of the commitment of employees to the success of business organization (Jucius, 1975, p. 51). It is important to mention that more companies continue to invest in the assessment of employee engagement but fail in evaluating the effectiveness of the same miserably. This explains why the fair badly in analyzing important drivers of the commitment of employees. It is for this reason that most managers as well as Chief Executives continue to wonder how particular human resource programs influence the performance of both the company and employees. It is necessary for businesses especially international enterprises to understand the impact of qualities that shape the drivers of employee engagement. Furthermore, managers of such businesses must have qualities of evaluating e mployee engagement apart from measuring effectiveness of the same. Understanding the culture of the company traditional established by the founders is also essential. Gellerman, (1968, p. 97) proposes that one of the best ways to carry out such an exercise is using strategic recognition. This scenario will provide an opportunity for employees and those in the management to recognize and appreciate one another irrespective of the prevailing situation. The situations include behaviors, excellent delivery of work, and demonstration of corporate values together with the ability to work in a team. Strategic implementation of recognition creates a different and viable alternative for managers to develop new health within their organizations. Recognition becomes the barometers with which business organizations measure the relationship between the performance of employees and their engagement (Sayeed, 2001, p. 131). Business companies can use the same to assess the rate of occurrences of recognition across various departments, locations, as well as members of different teams. Irregular occurrence of recognition can serve as an alert for the management to understand that all is not well in their business organization. Managers need to comprehend such incidences are common where the management focuses on having their employees meet their targets without other considerations into perspective (Institute Of Personnel Management, 1969, p. 112). Other considerations include managers and supervisors ignoring emotional and psychological need of employees. This group of managers holds that the only way to increase productivity is compensating employees well. It is difficult for managers who are not keen to understand the relationship between low levels of recognition and diminishing health of the overall company. The management needs to concentrate on factors leading to productivity as opposed to productivity. Intangible factors of productivity carry more weight than terms of service to most employees. Bibliography Azusa Pacific University. (1983).  Job satisfaction. Azusa, Calif, Azusa Pacific College. Barrio-Urdaneta, E. C. (2008).  Employee engagement. Thesis (M.A.)--Bethel University, 2008. Flippo, E. B. (1984).  Personnel management. New York, McGraw-Hill. Gellerman, S. W. (1968).  Management by motivation. [New York], American Management Association. Institute Of Personnel Management. (1969).  Personnel management. London, Business Publications]. Jucius, M. J. (1975).  Personnel management. Homewood, Ill, R.D. Irwin. Lucas, J. R. (1999).  The passionate organization igniting the fire of employee commitment. New York, AMACOM. http://search.ebscohost.com/login.aspx?direct=truescope=sitedb=nlebkdb=nlabkAN=516 Macey, W. H. (2009).  Employee engagement. Chichester, U.K., Wiley-Blackwell. Sayeed, O. (2001). Organizational Commitment for healthy organizations. New York, McGraw-Hill. Whiteley, P. (2002).  Motivation. Oxford, U.K., Capstone Pub. http://search.ebscohost.com/login.aspx?direct=truescope=sitedb=nlebkdb=nlabkAN=67260.

Term and Hr Data free essay sample

Describe different systems for recording Appropriate identification of the benefits of and storing HR data and the benefits of Pass store HR data. each. 2. 2 Explain legal requirements relating to Good explanation of the Data Protection the recording, storage, and accessibility action, further enhancement could be Pass of HR data. chieved by providing more details on the Freedom of Information act. LO3: Be able to analyse HR data and present findings to inform decision-making 3. 1 Analyse and interpret HR data. A good quality analysis and interpretation of Pass HR data. 3. 2 Present findings in a clear, concise, and Clear and effective presentation of the data to meaningful manner to inform decisionenable informed decision making. Pass making within an organisation. A good and well written assignment with some very good analysis and interpretation of HR data. Students should please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal EHWLC verification (IV) and external CIPD Verification (EV). Tutor’s signature: Tutor: Michelle Maunder Date: 29/04/2012 10 April 2012 Recording, analysing and using HR information (3RAI) Trinity Mirror PLC is the largest newspaper publisher in Britain, consisting of around 10,000 employees. Trinity Mirror PLC are constantly aiming toward their strategic goal by implementing management across all relevant data collection regarding each employee and team. The organisation of this data is vital to ensure that any flaws within the data are managed correctly to ensure the consistency of success in the business. Recording/Managing Data It is essential for Trinity Mirror to manage it’s data due to two key reasons: Legalisation Compliance – Following the boundaries of the data protections act, all employee personal information must be held to support factors such as, right to work, (if visas are required etc) health records and health and safety inductions carried out when employees attend their first day of work. Supporting personnel administration HR Strategies – Supporting the business objective and managers through efficient record keeping ensuring that all information is at hand to perform effective recruitment, assess levels of performance along with monitoring personnel files in case of any dismissal cases. Managing this administration ensures that employees receive the correct pay and benefits. Comment [N1]: Good introduction. Comment [N2]: Good. Collection of HR Data Absence Monitoring – Our HR strategy is to support the strategy of the business, absence monitoring is one way of doing this. Managing this data is carried out on a monthly basis using the Bradford Factor in which employees with a score of above 100 are highlighted and sent to managers, identifying which employees need to be consulted with in order to determine the reason behind the absence. The reason needs to be pinpointed to ensure that the cost of the absence is minimised. Training Needs from PDRs – We strive to keep our Talent at a high level at Trinity Mirror PLC ensuring that all training needs are fulfilled as stated in the employee’s yearly PDR. This element of the HR strategy is support the organisation’s objective by identifying training needs ensuring sessions are created for each learning requirement. Heightened morale and productivity rates are escalated within the organisation; increasing levels of success for the business. Comment [N3]: Good. Storage methods and the benefits: Methods E-Files, (Electronic, Computer based files) Benefits Fast way to view all information such as contracts, eligible benefits, pay etc Easy to access for managers and HR even when not in the office by using a shared drive, effective way for decision making Original signed copies of documents such as employment documents, copy of passport/visas etc. If any employee has been with the organisation for a long time, the files may not be saved onto e-file, making it easier to read older hard files being more detailed documents. No risk of computer failure All hard files are locked away in a cupboard Comment [N4]: Appropriate identification. Hard Files Legislation As stated by the Information Commissioner’s Office, (ico. gov. uk) there are 8 principles to the Data Protection Act that the organisation has to comply with. Data should be: Processed fairly and lawfully For specified and lawful purposes Adequate, relevant and not excessive Accurate and where necessary, kept up to date Kept no longer than necessary In accordance with the rights of data subjects Secure Personal data must not be transferred outside the European Economic Area unless the country has adequate safeguards for data subjects Comment [N5]: Good utilisation of a key secondary resource. The organisation must ensure employee information is secure and kept confidential. The employee can view their own information, but if third party members request this information, written consent must be provided from the employee. Freedom of information The organisation may liaise with hospitals or doctor’s surgeries regarding occupational matters, if any personal information is exchanged, it needs to be recorded and stored. Comment [N6]: Good. Comment [N7]: Good approach, if a little concise. Activity B Absence management is vital to the organisation as if it is not managed well, it can cause all sorts of implications such as money loss, lower morale and less productivity within teams. By looking at a survey report found on the CIPD website, (CIPD 2010) I found information based on absence in the workplace taken from 2010 pinpointing the absence levels and the data for short, medium and long term absence and whether it is particularly high in certain areas, whether long term absence is higher in larger companies or short term absence is higher in smaller companies. The reason for absence management is so that the organisation can identify those who have had a significant time off work and the company procedures in providing assistance to the individual in dealing with the absence, (for example, if this was absence due to stress at work, the organisation would need to enforce changes to the job role or team structure to reduce the levels of stress). Initially, I looked at the two factors that the survey had focused on when looking at the duration of absence, (Absence based on industry levels and absence based on company size). I then decided to split the piece of information into two charts, analysing them separately to assess the highest and lowest outcomes. By identifying the highest and lowest percentages, I note the findings: Chart 1 shows the highest percentage of employees who experienced up to seven days absence was in the private sector service with the highest percentage of longer absence periods being in the public services. At 36% this is a significant difference of 15% with the second from the top, Non-profit organisations at 21%. As an HR professional, there could be many reasons for this but looking at the findings it would be a concern regarding the level of long term absence in the public services as this could be related to stress, depression and other long-term illnesses, which could have developed from the workplace. Decisions would be made to carry out disciplinaries on those unable to provide substantial evidence for their absence. Comment [N8]: Good. Comment [N9]: Good. Chart 2 shows the highest percentage of absence up to a seven day period tends to occur in a smaller company, with the smallest percentage of long-term absence also occurring in the smaller companies, (7%). In contrast to this, long-term absence is at it’s highest in the larger companies at 38%, which is a drastic difference. A reason for this could be that the employees feel more valued in a smaller company, possibly having more responsibility and working within a ‘family oriented’ environment.

Epic Story free essay sample

Epic Story I’d like to call upon the fiction gods to empower this story to be extravagant. The cold storm carried on with its overwhelming booms from the thunder shaking the house from the outside. Terrified, the blond haired Juliet sat in the corner of her darkened closet attempting to go unnoticed by the intruder stalking around her house. She sat there hugging her legs, praying that he wouldn’t hear her soft whimpers of fear. She listened quietly to the footsteps walking around her once safe home. They began to come closer, she could feel her heartbeat pick up, and he began to slowly approach her inadequate closet hiding spot. Her heart began to beat ferociously. Staring up at the door handle, she knew all of her efforts to escape this ordeal unharmed had been abandoned. The handle twisted, she looked for something, anything to protect herself with, and she came up empty handed. Her parents always found a way to down her because she spends no time with them or her baby sister. The only time mossy and her parents get alone was through them teaching her general skills needed for adult hood. Throughout life mossy had to put with people trying to be her friend because she had a wonderful voice so people would try and use her. She know deep down inside she going to make it big but she has to find somewhere deep down inside to bring her voice out. She never gets calls like normal super heroes. She manly gets quest or challenges. Mossy and her dog frog always sing together they would go out in the shed behind the house and sing their hearts out. Once there done they go back into the house and find something to eat Mossy favorite was butter pecan ice-cream with fresh peaches. Mossy never really watched TV until one day she decided to flip through the channels while eating her ice-cream and peaches. Passing a channel talking about upcoming and rising singers she wanted to take the quest but wasn’t so sure if she should trust it. She wants to have a conversation with her parents but her thoughts were too deep. So instead Mossy decides to run away and take on the challenge. But before she had runaway she pack her bag and says her farewell to frog.