HR and Organizational Structure and Strategy
Monday, April 16, 2012
Sunday, April 15, 2012
Mentoring Makes a Difference
By: Justin Orow
Overview
Everyone learns in a different way. Some people can hop right on to a new job or
a new task at work and understand it and teach them self along the way, but on
the other hand there are those who need proper training for any new task at
hand. The most elementary way in which
people learn, and one of the best is through behavior modeling, or copying
someone else’s behavior (Mathis & Jackson, 2010). When I hear this I automatically think of
having a personal trainee or a mentor to show you the ropes and be there for
all your falls to help you be a successful employee. Mentors can be very beneficial for employees that
are not sure of their career path or future with a company.
Article
Description/Connection to Text
The article highlights situations in which young employees that
needed someone to help mold them in to the kind of employee there job
needs. There are many benefits to having
a mentor such as answering tough questions for a young employee who is not sure
of their career path or the industry they are working in, getting more familiar
with company policies and procedures and some of the other normality’s on the
job that the new employee might not know about, getting to know clients better,
and improving their networking skills. Some
companies have formal mentoring programs that pair a young employee with a
seasoned worker (Ensign, March 2012). Mentoring
helps with all the types of training such as interpersonal and problem-solving,
developmental and career training. Developmental
and career training provides longer-term focus to enhance individual and
organizational capabilities for the future, while interpersonal and problem
solving addresses both operational and interpersonal problems and seeks to
improve organizational working relationships (Mathis & Jackson, 2010). Mentoring can aid employees in any type of
training. The improving networking
skills goes hand in hand with the interpersonal and problem solving training as
it seeks to improve organizational working relationships. It meets the goal of developmental and career
training as it pursues to provide longer-term focus to enhance individual and
organizational capabilities for the future, mentoring can help young employees
with their career path which help provide the long term focus. Mentors will become friends, but employees
must be careful to not become too personal and share particulars about their
personal life, the relationship has to stay professional. The article also suggests that maybe sometimes
its best that the employee finds a mentor within the industry but outside your
employer, as they can help you with a broader perspective on your
profession.
Take
Away Points
Mentors can help a young nervous and anxious employee get
familiar with little things like procedures and rules at work, or much bigger
things like landing a new job or advancement within the company. When searching for a mentor, young employees
should be careful to pick the right mentor.
Companies should start looking in to formal mentoring programs if they
already haven’t. This will help young workers get situated in
new jobs and help young workers who are looking for a mentor but don’t know how
to go about it if the company will already pair them with someone through a
situated program.
Works Cited
Ensign, R. ( 2012, March
31). Benefits of a Mentor. The Wall
Street Journal. Retrieved from http://online.wsj.com/article/SB10001424052702303404704577309750220810364.html?KEYWORDS=human+resource+managment
Mathis, R. L., & Jackson, J.
H. (2010). Human resource management. (13 ed.). Mason, OH: South-Western
Cengage Learning.
Saturday, April 7, 2012
The Power of Human Talent
By: Kelly Barnhard
Overview
Aligning human talent effectively and efficiently to achieve
organizational goals is the core principle behind human resource management. Traditionally,
majority of an organizations attention would be centered around economic
capital, which is the financial and tangible assets. However, today’s environment
requires a larger degree of flexibility, innovation and effectively developing
and managing human capital in order to sustain organizational performance. In terms
of strategic planning, which is defining an organizations strategy, human
capital must be fully integrated in the decision making process if the
organization desires to pursue their strategy. The article I will be referencing not only
emphasizes the importance of human capital, but also takes it a step further. Specifically,
it goes beyond economic, social, and human capital and embraces what the
articles terms as “positive psychological capital”.
Article
Description/Connection to Text
The article, Positive psychological capital: Beyond human
and social capital, reveals how to expand capital for greater
competitive advantage. The article’s content declares that psychological
capital lies beyond human and social capital and basically consists of “who you
are” rather than what or who you know. Specifically, the article guides the
reader through four positive psychological capacities of confidence, hope,
optimism and resilience. The following paragraphs will describe how these four
points pertain to the business world today and how they contribute to positive
psychological capital. Particularly, how these points improve performance, productivity,
customer service, and employee retention.
- Confidence: An individuals conviction of his or hers ability to perform a task is strongly linked to positive work-related performance.
- Hope: Having a positive motivational state can impact how one performs.
- Optimism: By interpreting bad events as being only temporary and making specific attributions can lead to desirable workplace outcomes, and higher performance and retention.
- Resilience: If leaders, associates, and overall organizations can bounce back from hard times then desired outcome are more attainable.
This article explores the possibility of creating a greater competitive
appeal through the use of human talent, which greatly relates to our text. In the
first chapter of our text, we are informed that managing people as human
resources is essential to accomplishing organizational goals. Specifically, how
people in organizations can be a core competency which can differentiate them
from competitors. Our text states that it is not solely the people that add
value, rather it is their capabilities, knowledge, skills, and life
experiences. The four positive psychological capacities discussed in the
article are what the people bring and contribute to organizational success.
Take Away Points
There is no question that an organization’s human capital and
social capital have significant roles in an organizations success. However, this
article goes beyond both of these types of assets and embraces positive psychological
capital. What can be gained from this concept is that people should be viewed
as human assets. The practical guidelines and the four psychological points discussed
in this article can be used to achieve desirable performance, increase
productivity, and improve customer service and retention. After reading this
article, we can better recognize the importance of the human factor and the
role it plays in an effective organization.
Works Cited
Luthans, F., Nielson, T., Grant-Vallone, E. (2004). Positive psychological capital: Beyond human
and social capital. Business Horizons, 45-50. Retrieved from http://scholar.google.com/scholar?start=10&q=Human+capital+improved+performance+of+HR&hl=en&as_sdt=0,23
Mathis, R. L., & Jackson, J. H. (2010). Human
resource management. (13 ed.). Mason, OH: South-Western Cengage Learning.
Gender Diversity in Deutsche Telekom
By: Erin Galloway
Overview
Over generations women have come a long way in the realm of
gaining equality. The Civil Rights Act of 1964, Title VII makes it illegal to
discriminate against any individual in respect to compensation, conditions or
privileges. Also, the government has put into place an affirmative action plan,
that employees are urged to hire groups
of people based on their race, age, gender, or national origin to make up for
historical discrimination (Mathis & Jackson, p. 80). Since, Deutsche Telekom
is worldwide these laws only focus on the subsidiaries in the United States and
the other subsidiaries outside of the United States are struggling, for example
Germany.
Explanation of Article/Connection to the Text
The article that I chose to look into has to do with reaching
a gender goal within Deutsche Telekom and how they are acquiring new techniques
of recruiting. First off, Deutsche Telekom is the largest telecommunications
company in Europe and is headquartered in Germany. In March of 2010 the CEO
Rene Obermann announced that women are going to make up 30 percent of senior
and middle executives by 2015. Obermann felt this was necessary because a study
done by the German Institute for Economic Research uncovered that only 2
percent of all executive committees were women (Clark, 2011). Since Telekom is
headquartered in Germany and a third of the workforce resides in Germany, this
change needed to occur to acquire more diversity. Telekom in Germany only has
13 percent women in senior and middle management, much lower than the other subsidiaries
within the company. Since Germany is a country that is very reluctant on having
women in the top ranks, recruiting became very difficult. Deutsche Telecom
initially recruited internally but now need to follow a whole different path to
recruit these women to meet the quotas set by legislature. Telekom’s recruiting
efforts followed what the text suggested as alternative ways of recruiting. For
example, Telekom started to recruit externally to broaden their range of
recruits to reach more women. Also, Telekom has offered to help women with a
more flexible work schedule to make working for them more desirable. Telekom
has improved their hiring of women college graduates to 53%, which Telekom puts
these women into internal programs to groom them into future leaders. Even
though Telekom has changed their recruiting process drastically they are still
falling short in acquiring women to fill these senior and middle management
positions in Germany. The culture in Germany see women as mothers and once they
have children they should stay home and not come back to work. Once this became
a norm it has been difficult to find women that are willing to come back to
work after having children. The culture in Germany has hindered women in the
workforce for many years, and it is going to be a difficult and long process to
overturn this norm. However, Telekom can learn one additional recruiting
technique that another organizational put into place which was creating a
database of top women in the workforce. This database allowed them to have a
place to look for top executive women, who were looking for jobs.
Take Away Points
There are many take away points that I gained from this
article. First off, change is difficult for any organization, especially when
the culture has been set for decades.
Top executives need to realize changing culture and the structure of a
business will be costly and time consuming. For example, shifting the culture
within an organization can anger many employees and many may quit, but
diversity is a key to success and will be beneficial in the future. Diversity
within the workforce allows the organization to broaden their target market and
possibly increase profits. Also, by changing your recruiting aspects and hiring
criteria it will allow you to target the group of individuals that you would
like to hire more of. Lastly,, gender diversity or any diversity within an
organization allows for the flow of different ideas which can be beneficial to
improving the organization as a whole.
Works Cited
Clark, N. (2011, October 02). Deutsche Telekom struggles
with gender goal. The New York Times. Retrieved from http://www.nytimes.com/2011/10/03/business/global/deutsche-telekom-struggles-with-gender-goal.html?pagewanted=1&_r=2&sq=Human
Resource improvements&st=cse&scp=7
Mathis, R. L., & Jackson, J. H. (2010). Human
resource management. (13 ed.). Mason, OH: South-Western Cengage Learning.
Saturday, March 31, 2012
HR Restructures for Relevance
By: Stacey Muscat
The article mentions how HR is being pressured to provide high quality service at lower costs which means that they must develop human capital while cutting costs. Row Henson of Peoplesoft says that at a certain point, trying to cut cost so much is detrimental to employer goals, but that it goes unnoticed because HR may still not be recognized as contributing to the bottom line, but since good human resources involves having the right people at the right time, we know that HR must be at the heart of enhancing organizational culture (Mathis & Jackson, 2010) and should not be looked at as an area to reduce the cost of doing business.
Redesigning work often involves having fewer employees who work longer hours and perform multiple task jobs. It may also involve replacing workers with capital equipment or making them more efficient by use of technology or new processes (Mathis & Jackson, 2010). RR. Donnelly had to reduce its HR staff by 40 percent by seeking to make work more efficient and determining which functions could be offloaded. Changes RR. Donnelly made included a new service center for employees and managers seeking routine HR questions. This was strategic; it made the human capital happy because they had a place to get direct answers, and it made HR more efficient because there was no longer the question of whose job it was to answer these questions. Technology came into play redesigning the work at R.R. Donnelly when a web-based portal for daily transactions reduced two to three days worth of work to two to three hours; the use of Web-based information systems has allowed the HR unit in organizations to become more administratitvely efficient (Mathis & Jackson, 2010).
Because HR is not always considered as meaningful to a business, focuses may be in the wrong place. HR cannot focus on its own needs, but needs to focus on the needs of the business. HR is about quality, speed, and cost (Nadel, 2002). The article mentions that HR restructuring can be a mess, but that when HR shows success in contributing to a business, its vitality to business is recognized.
Mathis, R. L., & Jackson, J. H. (2010). Human resource management. (13 ed.). Mason, OH: South-Western Cengage Learning.
Overview
Organizational restructuring involves eliminating
layers of management and changing reporting relationships, as well ac cutting
staff through downsizing, layoffs, and early retirement buyout programs (Mathis
& Jackson, 2010). In today’s global economy, companies are in an intense
competition amongst each other to stay on top, and in recent times, to at least
stay afloat. Human Resource Managers have the difficult task of keeping a
company’s human capital in line with the organization’s “tone at the top.”
Alignment of the organizational culture and HR helps organizational performance
(Mathis & Jackson, 2010). When an organization decides to restructure,
human resource managers have to get everybody on board with the goal. It is
difficult to provide top quality at the lowest price, this principle is true
even when it comes to employees. It is also difficult to restructure because of
limited resources, how people view the value of HR, employee fear, and reducing
“personal touch” (Nadel, 2002). The article I found in BNA’s Human Resource
Professional Information Center took tactics from different companies on how to
successfully restructure and what restructuring HR means for businesses.
Article Description/Connection to
Text
The article, To Avoid Irrelevance, HR Must Restructure, Reduce Costs, Be
Strategic, Speakers Say, describes the demands the HR department faces and how
to implement changes. The demand for HR restructuring continues to grow as the
economy becomes more global, but the cuts sometimes undervalue HR.The article mentions how HR is being pressured to provide high quality service at lower costs which means that they must develop human capital while cutting costs. Row Henson of Peoplesoft says that at a certain point, trying to cut cost so much is detrimental to employer goals, but that it goes unnoticed because HR may still not be recognized as contributing to the bottom line, but since good human resources involves having the right people at the right time, we know that HR must be at the heart of enhancing organizational culture (Mathis & Jackson, 2010) and should not be looked at as an area to reduce the cost of doing business.
Redesigning work often involves having fewer employees who work longer hours and perform multiple task jobs. It may also involve replacing workers with capital equipment or making them more efficient by use of technology or new processes (Mathis & Jackson, 2010). RR. Donnelly had to reduce its HR staff by 40 percent by seeking to make work more efficient and determining which functions could be offloaded. Changes RR. Donnelly made included a new service center for employees and managers seeking routine HR questions. This was strategic; it made the human capital happy because they had a place to get direct answers, and it made HR more efficient because there was no longer the question of whose job it was to answer these questions. Technology came into play redesigning the work at R.R. Donnelly when a web-based portal for daily transactions reduced two to three days worth of work to two to three hours; the use of Web-based information systems has allowed the HR unit in organizations to become more administratitvely efficient (Mathis & Jackson, 2010).
Because HR is not always considered as meaningful to a business, focuses may be in the wrong place. HR cannot focus on its own needs, but needs to focus on the needs of the business. HR is about quality, speed, and cost (Nadel, 2002). The article mentions that HR restructuring can be a mess, but that when HR shows success in contributing to a business, its vitality to business is recognized.
Take Away Points
I think the importance of HR is being recognized more and more, especially
after the economic recession. The HR department in many companies was
responsible for the rebuilding of business. I think it is hard for any company
to undergo a restructure in their HR department, because it is like the lifeline
of the company, even when people believe it is not. It is important for young
professionals, no matter which area of study, to realize the value of a
strategic and efficient HR department. HR professionals will want to demonstrate
the importance of the field, and a future CFO needs to understand that it will
be up to his/her HR department to restructure human capital as well as organizational
goals when need be. HR majors currently
in school should really graduate knowing how much potential they have to be
leaders for a company, not just as people who sit behind the scenes.
Works Cited
Nadel, S. (2002). To avoid irrelevance, hr must restructure, reduce costs,
be strategic, speakers say. BNA, 20(43), Retrieved from http://subscript.bna.com/pic2/hr2pic.nsf/id/BNAP-5FKPGP?OpenDocument&PrintVersion=YesMathis, R. L., & Jackson, J. H. (2010). Human resource management. (13 ed.). Mason, OH: South-Western Cengage Learning.
Wednesday, March 28, 2012
HR Becoming
More Difficult for Managers
By: Justin Orow
Overview
Keeping
employee turnover rates low is a top priority for most companies since
replacing those employees can be very costly.
The tangible rewards that people receive for working come in the form of
pay, incentives, and benefits (Mathis & Jackson 2010). There are many
drivers to retention, ranging from compensation, career training and
development, employee supervisor relationships, management factors, and job and
work life. There are substantial steps
that can be taken to retain employees.
People and types of jobs differ so reasons employees leave and steps
needed to retain employees will also vary,
Making it ever more difficult to make general assumptions about one age
group or work force compared to the other.
Article
Description/Connection to Text
The article
“for generation y, succeeding at a young age is key” talks about the young
workforce ages twenty to thirty. The
article mentions that most people of that age group are worried about their
physical appearance and aren’t fit for the structural nine to five job. “However, findings of a
new study by Pricewaterhouse Coopers (PwC) indicate that these do not matter
much to the group that is also referred to as the Generation Y. Instead, they value their jobs and are more
interested in career development” (Butunyi 2010). Only
one out of ten who was surveyed cared for neither a gym membership nor a
flexible dress code. Something that
people wouldn’t think to see in this generation of workers. From the feedback the surveys received “clear
work related goals, challenging and interesting work, coaching and mentoring as
well as right benefits and incentives as key concerns of this group” (Butunyi
2010). A driver for retention for the
group that was surveyed would be Rewards: compensation, benefits, performance,
and career training and development. The
article also states that although generation y in Kenya wants to advance their
careers, they would also like to do it with less pressure in a less stressful
work environment. This survey helps
Human Resources department of firms to have a better understanding of the
different workforces to improve performance.
The mix in generations within the workforce is making it harder for HR
to fare with employees.
Takeaway Points
Since this survey was taken in Nairobi Kenya the workforce
will differ in almost any country. Most
young workforces want to get ahead at a young age and advance in their careers,
and I think I can agree with most of the people who surveyed in the article that
compensation and career advancement would be my top priorities also. The difference in age groups in the work
force is making it harder for Human Resources to satisfy the workforce and be
as effective. HR has to find new ways to
retain employees, since different drivers of retention motivate each employee,
they have to find a way to cultivate all these drivers of retention for all
these different generations of employees to cut cost, and reach maximum
effectiveness. Surveys like the one
given by Pricewaterhouse Coopers (PwC) are very significant and should be used
very often to help Human Resources with feedback from the different
workforces.
Works cited
Mathis, R.
L., & Jackson, J. H. (2010). Human resource management. (13 ed.).
Mason, OH: South-Western Cengage Learning.
Butunyi, C.
(2010, August 02). East Africa: For Generation Y, Succeeding at
an Early Age is Key. The East African
Technology Transforming HR Processes
By: Kelly Barnhard
Overview
Human resource management ensures
that human talent is used effectively and efficiently to accomplish
organizational goals (Mathis & Jackson, 2010). Presently, the role of human
resource management is undergoing a major transformation driven by changes in
technology. As stated in our text,
people and organizations must change and adapt to the advances of
technology if they expect to fully benefit from the improvements it offers. In
terms of strategic HR, which is adding value by improving the performance of
the business, effective businesses in the 21st century are pairing
human capital and technology to enhance their performance levels (Mathis &
Jackson, 2010). Even with the known knowledge that technology is altering the
practices of business and human resources, one can still be uncertain when answering
how technology is changing each HR process specifically. The article I will be
referencing not only brings an end to this uncertainty, but provides some
unique insights as well. Specifically, through the conducting of interviews
with HR executives and archival research, this article was able to develop an
in depth comparison of traditional and e-HR practices.
Article
Description/Connection to Text
The article, Effects of the Internet and Technology on HR Processes, portrays
how HR activities are evolving with technology. It guides the reader through specific
HR process that are transforming and how these changes effect the organization
as a whole. For instance, the article reveals the transformations occurring in recruiting, selection, performance management, compensation and benefits,
training and development, and career management.
The performance management and
career management segments of the article explain how advances in technology
are linked to greater organizational socialization commitment. This relates to
our text in terms of effects technology has on communication. Specifically, how
technology has increased employee expectations regarding the speed and
frequency of communication from managers and how they connect to customers (Mathis
& Jackson, 2010). When looking at the training and development section of
the article, we can see how technology and the internet can provide a lower
cost solution when utilizing online training or e-learning. This relates to Chapter 8 of our text,
training and development. Particularly, how e-learning consists of advantages such
as cost savings and generates a larger access to employees. Additionally, the
text describes how e-learning enables scoring of exercise and assessments and
provides the appropriate feedback (Mathis & Jackson, 2010).
After providing a descriptive study,
the article draws the conclusion of how an organization can effectively
implement e-HR. Particularly, it thoroughly pinpoints five overarching trends of
technology that effect the overall structure and strategy of an organization. These
include:
- Substantial reductions in cost and time
- Transition of administrative activities from HR department to employees themselves
- Increase in readily available information
- Need for integrating HR with information systems
- Increase emphasis on HR as a strategic business partner whose primary challenge is to recruit, develop, and retain talented employees for the organization.
Take Away Points
Due to technology continually changing
and improving, an organization and the people
comprised of it must learn to adapt and improve with it in order to compete successfully.
Technology is impacting the way an organization performs. New methods for
communicating, processing information, and manufacturing are the results of evolving
technologies (Mathis & Jackson, 2010). Each specific HR process is being
effected by technology. As students who are looking to graduate and dive into
the business world, we can use this insightful knowledge to add value to our
future organization, increase our performance levels, and even gain a
competitive edge. Overall, what should be taken away from this research is that
we need to continually expand our knowledge, adapt to changes, and be aware of
the challenges presented with those changes. Specifically, know the significance
of blending human capital with technology and the impact it has on HR and the
overall organization.
Works Cited
Ensher, E., Nielson, T., Grant-Vallone, E. (2002). Tales
from the Hiring Line: Effects of the Internet and Technology on HR Processes.
Organizational Dynamics, Vol. 31, 224-244.
Retrieved from http://ellenensher.com/article-files/Tales%20from%20the.pdf
Mathis, R. L., & Jackson, J. H. (2010). Human
resource management. (13 ed.). Mason, OH: South-Western Cengage Learning.
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