Business in Action Study Set 2

Business

Quiz 11 :
Human Resources Management

bookmark
Unbookmark

Quiz 11 :
Human Resources Management

If one is a manager, one would trust his or her own experience in recruiting and retaining the top talent, rather than depending upon the predictive workforce analytic software. This type of software though, seems to be a proven one; it has some inherent limitations and is programmed with keywords. For example, a candidate's resume is kept under the selection process using the software, and the software searches with particular keywords in it. If a candidate suitably fits for a particular job, but however, fails to write his or her resume with keywords as inbuilt in the software, he or she would be rejected by the software. But, such situation would not happen in one's own decision making. Because with one's own experience he or she will be able to analyze the following attributes of a candidate's: • Candidate's capacity to do a work • Attitude • Personal achievements • Innovation • Creativity • Commitment towards work Therefore, a good profile sometimes may get missed through the use of the software and will eventually lead a person to lose his or her potential chance. Hence, one would prefer to believe in his or her own decision making more than using the analytics software, for recruitment process.

" Flight risk " is a term used for people who are likely to leave a job to move to a better one. The key for the success of an organization is the employees, and hence, should be given importance with greater benefits to achieve the target of the company. In order to retain the trained employees in the firm, a manager should analyze them in depth. Also, they should know about any prevailing personal issues of the employees, if any. The whole process is carried out in order to identify certain aspects about the employee, for example, knowing about their family, their ultimate goals, etc. This enables a manager in making a decision, and come to a conclusion about how long an employee would stays in the firm, and to assess whether he or she has a long term commitment or short time commitment etc. However, being involved in depth with their personal issues may prove to be unethical. It robs employee of their privacy and personal moments at the workplace. Some employees may feel infuriated and frustrated as a result of constant monitoring. It may also displace those employees, who were not even looking for a job change, thus, disturbing their work tempo. In order to improve employee's skill, performance, give appraisals and rewards for their work, and to motivate them to achieve their targets, it is necessary for the managers to extract employees' personal and professional information. Hence, flight risk should be considered as an ethical approach, as it helps in keeping the employees engaged and interested, thus, proves to be beneficial for them.

Companies should thrive to build a positive and motivational work environment to keep their employees productive. A positive and upbeat culture refers to the presence of cheerful and optimistic work environment in the organization. The organizations which possess positive and upbeat work environment are more likely to succeed because of the higher productivity of the employees. Employees in such organization are more productive because they are more motivated and optimistic for their work. Sometimes employees are not able to perform well though they are willing to perform. Such employees can do great if properly trained. But, on the other hand, there are situations that cannot be totally avoided. The company gets setback due to certain inevitable disappointments such as low performance of the employees, employee clashes, and death. Company may not be able to return to track because of such inevitable disappointments. But the effect of such things can be lowered. This can be done by following ways: 1. Training the low performing employees of the company. this can be done by giving them on the job training via in-house experts or they can be trained by outside specialists. 2. By conducting regular meetings which try to find the weaknesses of the low performing employees and suggesting them the ways to improve. 3. By conducting more employee engagements sessions. This will help the employees to open up with their colleagues. This will enable them to know the working style of other people. Thus, the low performing employees may improve themselves and work more efficiently. A positive upbeat culture will enable the employees to talk to each other. This will remove the hesitation among employees and they will feel free with each other and the above-mentioned ways can easily be undergone.