Wednesday, January 29, 2020

Hrm Interventions Essay Example for Free

Hrm Interventions Essay It is also an important and comprehensive approach to manage employees in the workplace environment. HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every rupee or dollar spent on them. If the HRM continues to practice this way it will lead to the success of the organization and also the organization will start utilizing its employee capabilities completely. Human resources are the most difficult resources to manage in an organization. HRM is responsible for effective designing and implementation of various policies, programs and also about developing and managing knowledge, skills, creativity and talent. HRM focuses on managing physical and emotional capacity of employees. As a result of this the range of HRM is developing day-by-day. Hence, HRM manages harmonious relationships in an organization along with maintaining a balance between organizational goals and individual goals. There are three human resource management interventions: Performance management, Career planning and development and work force diversity. Organization’s human resource specialists perform these change processes. Performance management is an integrated process in which an organizational employees are involved either individually or within a team to achieve its goals and policies. Employee performance management includes: 1)Planning 2)Monitoring 3)Developing 4)Rating 5)Rewarding 1)Planning: It means setting performance expectations and goals for groups and individuals to use their abilities to achieve organization objectives. Employees should be involved in the planning process to understand the goals of the organization. Performance appraisal plans are developed to evaluate the performance of a team or an individual by a manager or a supervisor. Performance appraisal plans should be official working documents that are put into effect. 2) Monitoring:In this stage the performance of employees is monitored and feedback is provided to the employees about their performance. Monitoring continually will help the organization to check the standards of the employees and also help them to make changes to meet the standards of the organization. This can be done by conducting status meeting and submitting reports about their progress. Any unacceptable performance can be identified at any time with the help of continuous monitoring. 3)Developing: In this phase of the process the organization helps the employees to develop their skills by providing training. Training helps the employees to improve their performance, boost their job-related skills and to withstand the changes in the workplace such as the introduction of new technology. Lack of performance of the employees can be developed in this stage and help them to achieve more goals of the organization. )Rating:In this stage the organization evaluates the performance of the employees against the standards of the organization’s performance plan. By rating the organization will come to know about its best employees. This can be done by maintaining rating record which compares the performance of the employees from time to time . The rating of record is assigned according to procedures included in the organizations appraisal program. It is based on work perfo rmed during an entire appraisal period. 5)Rewarding: Rewarding means appreciating employeesfor their performance. It can be done in different ways such as saying simple words like thank you and rewarding employees with awards based on their performance. Rewards can either be formal or informal. Therefore, all the five components in the performance management process work and support each other for effective development of the organization. Second and most important HRM intervention is Career planning and development. Nowadays most of the organizations have adopted career planning and development to increase communication and healthy environment among the employees which will result in the effective growth of their organizations. Career development programs are required to the people irrespective of age and gender for the development of the organizations. Career is the progress and actions of a person related to occupation throughout a lifetime. Different stages are present in a person’s career. There are five stages in a person’s career-Growth, exploration, establishment, maintenance and disengagement/withdrawal. Growth (4-13 years of age) is the initial stage in a person’s career where the person thinks about his/her future. Second stage is exploration (early teens to mid-twenties) where the person becomes definite about occupational choice. They do many trial jobs before deciding on their appropriate field to work. Third stage is establishment (mid-twenties to mid-forties) where the person establishes in a long-term in their chosen field. Maintenance (mid-forties to mid-sixties) is the fourth stage in which the person achieves successes in their career. They also tend to help their subordinates as they are more experienced. They try to maintain stability in their job. Last and final stage in career is disengagement/withdrawal (mid-sixties) in which the person takes retirement and try to explore new jobs. Career development helps people to achieve their career objectives. It can be linked to career planning at different stages. It includes managing a person’s career between different organizations. Career development interventions can be used for many goals. These interventions are mainly designed for young employees rather than managers. Some of the interventions which are related to career stages are as follows: realistic job preview is related to establishment which helps the person to know the work requirements. Developmental training helps the person to gain knowledge to reach their goals. This intervention is related to establishment and maintenance stages in career planning. Performance feedback and coaching comes under establishment stage which helps the person to know about their performance. Work life balance planning helps the person to maintain balance between personal and professional life. It comes under establishment and maintenance stages . Challenging assignments keeps the person engaged with interesting and creates an enthusiasm towards work. This comes under maintenance stage. Dual-career accommodations comes nder maintenance stage and it helps the person to find satisfying work projects. Phased retirement falls under withdrawal stage of a person’s career where the person retires from the job. All these interventions will result in various desired consequences such as increases job satisfaction and commitment, monitors human resources development, strengthens organizational capability, improves quality of life, maintains member motivation, increase s productivity ,decreases stress in later stages of life and also reduce turnover and training costs for the organization. Work force diversity interventions are the third type of HRM interventions. Organizations should develop their human resources in such a way that it should maintain diversity in an efficient manner. People from various regions may work together in an organization. They may differ in various ways like age, gender, marital status, social status, disability, sexual orientation, religion, personality traits, ethnicity and culture. An organization with diverse workforce can better achieve its goals. Employees from diverse workforce can learn more and achieve more experience as they work in a mixed environment. Other than the employees of the organization, clients can also gain profit from it as the organization which encourages diverse workforce will be more open and flexible. As people come from various cultures and backgrounds in diverse work force they can learn more business practices. Employees can develop their knowledge, communication skills, problem-solving capabilities through diverse workforce. All the employees need to be trained to work either individually or as a part of a team.

Monday, January 20, 2020

Grapes Of Wrath Biblical Allusions Essay -- John Steinbeck Bible Relig

John Steinbeck carefully molded his story The Grapes of Wrath to encompass many themes and ideas. He included several Biblical allusions to enforce his message of the migrating families coming together to form a community. Steinbeck alludes to Biblical characters through Jim Casy and Rose of Sharon, events like the family’s journey to California and the flood at the end of the novel, and teachings throughout the novel.   Ã‚  Ã‚  Ã‚  Ã‚  The Biblical allusions represented by the characters in the novel are most obvious in the characters of Jim Casy and Rose of Sharon. However, the Joad family is made up of twelve including Connie, much like the twelve disciples that followed Jesus. Connie represents the traitor, the Judas figure who had betrayed Jesus the night of his arrest when he walks out on his family for selfish reasons.   Ã‚  Ã‚  Ã‚  Ã‚  Jim Casy is an allusion to Jesus Christ. They have the same initials and live their lives as examples of their beliefs; Jesus to the world and Casy to Tom. Casy even compares himself to Christ when he says, â€Å"I got tired like Him, an’ I got mixed up like Him, an’ I went into the wilderness like Him, without no campin’ stuff† (105). In the first half of the book Casy is thinking and forming his ideas. He changes from a thinker to a man of action when he sacrifices himself for Tom. When in prison Casy sees the advantage of organizing people to achieve a common goal. When Casy tried to put his ideas into action he, like Christ, aroused the antago...

Sunday, January 12, 2020

Elements of Art in the Reproduction of the “Blue Bird” Essay

Reproduction of the â€Å"Blue Bird† fresco, ca. 1700-1525 B.C. Watercolor on paper. Metropolitan Museum of Art, New York. Line: For this assignment, I chose the Reproduction of the â€Å"Blue Bird† fresco. This is a very interesting piece. The very light, almost fragile lines, combined with the watercolor medium, give this piece a very delicate appearance. The watercolor medium allows much of the lightness of the paper underneath to reflect through the colors to give the painting an overall lustrous appearance. Most of these lines seem to bend and sway, creating movement toward the blue bird, making the bird itself the focal point of this piece. Color: While the painter did not seem interested in using a lot of different hues in this painting, it was painted with values ranging from pure white to medium values of grey. If you notice, the red hue used is much less saturated, making it a darker tone than the more saturated, more pure blue hue of the bird and the nearby f lowers. Texture: The overall physical texture of the painting, I imagine, is very smooth to the touch because it is a watercolor painting. However, texture can be simulated through the use of line as it was done here. The stylized, curving lines near the bottom of the painting indicate a rocky coastline. They imply texture. Texture doesn’t seem to be something that the painter was overly concerned with making part of their work. Shape: Many of the shapes surrounding the focal point are left implied. The painter seemed to want to keep the attention focused on the blue bird and thus, did not fill these shapes with color or detail. The shapes that were given full form were done so with curved, more organic lines rather than sharp, angular lines associated with more geometric shapes. Form: This painting takes the form of a fresco, as it was originally part of a large series of panels that covered a large wall. Since this is a watercolor painting rather than a sculpture, the forms are illusionistic. They cannot be viewed from all angles and have no actual measurable depth and volume. Space: Much like texture, Space does not appear to have been a major concern to the painter. The overlapping forms do indicate a progression of space; however, there is little else to create the illusion of depth.

Saturday, January 4, 2020

Case Study of C C - 1004 Words

1. In general, how did CC’s first organizational structure contribute to the store managers’ dissatisfaction? C C Grocery’s initial organizational structure operated under a vertical linkage. Vertical linkage is utilized to â€Å"coordinate activities between the top and bottom of an organization and are designed primarily for control of the organization† (Daft,2013) Store managers were responsible for the grocery line, front-end department and general store operations but had little knowledge about merchandising, meat and produce. Instead, their duties included cleanliness of store, employee appearance, and sufficient checkout service and price accuracy. Store managers wanted to be trained in management skills to allow them opportunity†¦show more content†¦The store manager asked the produce and meat managers to display some of the cola but was denied any help by the produce manager as he claimed this did not help his sales and he did not care about the campaign.(Daft,2013) Decisions and strategies were being made without any regard to include the store as a t eam. Another factor that contributed to poor cooperation was failing to provide these managers with opportunities to learn skills for promotions, which lead to resentment and poor morale. Departments were unable to effectively work together and build strategies as team but instead were working towards their own agenda. The â€Å"serve the customer† mentality created by Doug Cummins no longer existed in the stores. 4. How would the proposed reorganization address the problems addressed in each question above? Under the new proposed restructuring, the meat, grocery and produce departments would all be under the store manager. This helps improve the frustration the store managers had with the lack of authority with the meat and produce department managers. Store managers can work more closely with the department managers to learn what their department goals and issues are to work on combined strategies that benefit their store. By continuing to work as team towards common goals, more trust will be formed and the store will operate more efficiently. This allows the district supervisor to now focus on training and development, as the consultants proposed theShow MoreRelatedHepatitis C Case Study1191 Words   |  5 PagesIntroduction and rationale Hepatitis C virus (HCV) is a worldwide problem. Globally, it was estimated that in 2005, more than 185 million people had hepatitis C virus (HCV) antibodies (prevalence of 2.8 percent) 1. 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