Student: Human Resources

Hitek 1 Title JOB DESCRIPTIONS AT HITEK & suppression ANATHEMA TO CORPORATE LOYALTY Institution Grantham University Instructor Barbara Davis Student Franessa Wilson project March 26, 2013 Hitek 2 Case necessitate bloodline Descriptions at Hitek ground on what you know about high-tech companies, what be some likely strategic objectives for HITEK? Given these what should be the objectives of HITEKs HR department? Do you think these ar the objectives that guide the behaviors of Rains? Explain. A strategic objective is matchless that an fundamental law must achieve to make its dodging succeed.Strategic objectives for Hitek ar proceed industriousness issues and supply chain challenges of prices, short product lifestyles, mass customization, globalization and strategic grocery store planning. Strategic objectives succeed direction for an disposal, and strategic objectives provide a way to measure the systems progress toward realizing the ideas listed in the mission stateme nt. For instance, if an organization has the idea that it allow for provide perfect node service, then a strategic objective for the organization would be to realize at the top level on customer service satisfaction.Strategic gentleman resource objectives are goals aligned with the organizations goals. Its the managerial deal requiring kind-heartedity resource policies and practices to be linked with the strategic objectives of the organization. The human resources objectives at Hitek, supports organisational goals much(prenominal)(prenominal) as profitabilities, business regulations, ethics and principles. Yes, I believe these are the objectives that guide the behaviors of Rains. Isabel Rains is the vice president of human resources and she rules the department with iron clenched fist.Iron fist according to Wikipedia means with strict authority. Hitek 3 Jobs salmagundi frequently at HITEK. What approach to railway line analysis makes the most sense in such a refrain c hanging environs? Customized? Standardized? Task-foc employ? Competency theoretical account? Evaluate the strengths and weaknesses of the substitute(a) approaches and make recommendations to Hill about how to proceed. A theorise analysis sits at the heart of all human resource practices fashioning it a critical comp whiznt of management activity in any organization.Emphasis should be placed on a strategic approach to line analysis, present a strategic job analysis framework and dissertate implications for the organization. A job analysis is necessary for the victoryful functioning of an organization. Job analysis is centreed on the collection of work related selective information for the job as it currently exists or existed in the past. The indispensability for change often is unpredictable, olibanum draws to be reactive. The successful management of change is decisive to an organization in order to survive, and succeed in the present exceedingly matched, and conti nuously evolving business milieu.The surround of an organization consists of the conditions circumstances and influences that affect the organizations ability to achieve its objectives. The external and inbred environment of an organization are both composed of five elements which are physical, technological, social, political, and economical. The external environment influences how human resource functions will be behaveed. The internal environment influences both of human resource policies and procedures, as well as the individuals who make up the workforce of the organization or business.External environment has a signifi standt involve on HR policies and practices. It helps to determine the values, attitudes, and behavior that employees roleplay to the job. Internal environment is also Hitek 4 known as organizational climate. The elements of the internal environment technological, physical, social, political, and economical effect and are affected by the policies, procedur es, and employment conditions that managers oversee. The human resource department plays a more active role in influencing change in an organization or business.Organizational effectiveness is critical to success in any economy. Change management is defined as the process of continually re bran-newing an organizations direction, mental synthesis, and capabilities to serve the ever changing needs of the internal and external customers or consumers. According to Burnes 2005, change is an ever present vaunt of organizational life, both at an operational and a strategic level. In order to achieve increased and sustainable business results, organizations need to penalize strategy and engage employees.To create organizational effectiveness, business drop deaders need to focus on aligning and engaging their people, the people management systems, and the structure and capabilities (including organizational culture) to the strategy it results in higher financial performance, higher custo mer satisfaction, and higher employee retention. An organization that can sustain such alignment will achieve increased business results. Effective implementation of strategy is a key driver of financial performance. Organizations that fail to fully engage their workforce in the business strategy will fail to make reliable, sustainable business results.The link between employee engagement factors and successful strategy execution is vital (Burnes, 2005). Hill could use a SWOT analysis for the strengths and weaknesses of an alternative approach. SWOT stands for strengths, weaknesses, opportunities, and threats. A SWOT analysis can offer stabilizing steads at any stage of an effort. Explore possibilities for new efforts or solutions to problems. grass decisions about the best path for the firms initiative. Identifying the opportunities for success in context of threats to success can clarify directions and Hitek 5 choices.Determine where change is possible. If the organization is at a juncture or turning point, an inventory of their strengths and weaknesses can reveal priorities as well as possibilities. Adjust and refine plans mid-course. A new opportunity might open wider avenues, while a new threat could close a path that once existed. The purpose of performing a SWOT is to reveal commanding forces that work together and potence problems that need to be addressed or at least recognized. onwards conducting a SWOT analysis, Hill should decide what format or layout he will use to communicate the issues.Strengths are resources that an organization possesses and the capabilities that an organization has developed. Weaknesses are resources and capabilities that are lacking or deficient in an organization thus preventing an organization or business from developing a sustainable competitive advantage. Is the new job definition (case exhibit 4) better than the old one (case exhibit 3)? Why or why not? Consider the eyeshot of employees as well as the perspect ive of the person supervising this job, Does your make change depending on the way the job description is being used?The new job description is better than the old job description because it is more detailed. The skills needed are listed, how untold education the applicant should have, and how much relevant experience is required. The surveillance received is listed, therefore the applicant knows that he or she will be working under close supervision of a technical superior or manager, but no supervisory duties or experience is required. No, my answer does not change. Hitek 6 Case Study Downsizing- Anathema to Corporate Loyalty Why is Daniels sensitive to DSIs enlisting efforts?At Defense Systems Incorporated, Daniels feels that DSIs layoffs or terminations are poor alternatives to relations with a turbulent environment. The major problem as Daniels sees it is to preserve as many jobs as possible until business picks up. To terminate the new hires would irreparably harm DSIs future day recruitment efforts. Although terminations would improve the balance pall in the short run, Daniels worried about the impact of such a move on corporate loyalty, a fragile and rare trade high-priced at other major firms that have had to cut their white pass with flying colors workforce ( Jackson et al 2009, p. 226).A great possibility for suppression to be an unsuccessful firms strategy and therefore to decrease the corporate reputation, it is important before making the decision about downsizing to reconsider the necessity of such a decision. Downsizing has become a critical issue almost the world. Downsizing and mass lay-offs are happening not hardly on US companies but also organizations in the entire industrial world. The flake of organizations and jobs affected by downsizing has been staggering. In theory, downsizing is presumed to have positive outcome for an organization. In many situations, downsizing did accomplish what management had in black marketed.Ho wever, there are many critiques on the manager views where unintended and negative consequences of downsizing resulted. It is important to point out that downsizing can be approached from at least three different perspectives a global or industry level, a micro or individual level, and an organization or strategy level (Burnes, 2005). From a global or industrial point of view, discussions of downsizing, including mergers and acquisitions, ventures, and market strategies. From a micro or individual point of view, discussions of downsizing focus on individual stress levels associated.Hitek 7 What are some authorization problems for the current class of engineers recruited at DSI? DSI does not rely on subcontractors to produce parts needed in its assembly operation, and the new employees will only receive ten hours per year of training, and most of the training will be obtained during orientation. Underutilizing these talented recruits for a long era would acceptedly lead to major d issatisfaction (Jackson et al 2009, p. 226). How could the use of temporaries, student interns, or subcontractors potentially help DSI? They could bring a fresh perspective to the company.Interns often come in to jobs unapprehensive to question how things work or why jobs are performed a certain way which can help bosses discover smarter ways to do those tasks. Their perspective as newbies is valuable, especially when it comes to identifying and even solving problems that go unnoticed by full-time employees. They are at ease with the social media. Interns tend to register social media in a way many business owners and bosses cannot, scarce because young people live and breathe networks like Facebook. To them, networking on online take is not another time-consuming task, but rather part of the day.They are productive in nature. While many full-time workers toil in jobs that lack benchmarks, most interns have a start and end date. Because of that, interns tend to be more productiv e. Unless you count the rare promotion or job change, some employees work in what feels like an endless cycle, which can lead to career burnout. They are courteous. New employees can be shy, but since interns are trying to make a good assumeion in a short period of time, theyre often more friendly than their remunerative counterparts. Interns recognize that every hallway passing could be a future opportunity.They are trying to impress. An internship Hitek 8 serves as a trial period for both sides. The intern whitethorn also be looking to stick the groundwork for a recommendation or a full-time congeal down the road. That means theyre likely to put in a significant amount of effort to make sure youre joyous with their work. They provide free advertising via word of mouth. These young workers are excited, and if you impress them, theyll want to tell the world about their experience with your company. Theyll spread the good word to their peers about the job, which can help recrui tment efforts. They are fast learners.Young minds are like sponges, absorbing information quickly. Young workers also tend to be good at multi-tasking. The time it takes to train an intern to perform a task is often a fraction of what it takes to train a full-time employee. Evaluate Danielss alternatives for reducing DSIs labor surplus. What do you recommend? Why? Several older employees have accumulated some(prenominal) weeks of unused vacation time. Daniels wondered if employees could be encouraged to take buckshee leaves of absence. He also thought that early retirement incentives could be offered to make agency for some of the bright young engineers (Jackson et al 2009, p. 27). Unpaid leave is time off from work which is provided without pay. When an employee takes or is given unpaid leave, he or she retains a position in a company, and many retain benefits as well, but the employee receives no salary or wages. There are a number of reasons to take or institute this type of l eave, and it is an option which is accessible from many companies. A company may require employees to take unpaid leave, or a furlough. This is done as a cost bare measure, with the company preferring to force employees to take time off instead of eliminating positions at the company.This tactic is designed to retain Hitek 9 employees during periods of economic hardship, and while it may be onerous to employees, many people prefer unpaid leave to uncertain layoffs. Hitek 10 Works Cited 1. Burnes, R. (2005). Organizational Change Management A Critical Review. Journal of Change Management Vol. 5(4) 369-380. Retrieved on March 24, 2013 from http//www. ncbi. nlm. org 2. Jackson, S. , Schuler, R. Werner, S. (2009). Managing homosexual Resources, 10th edition, pgs. 184-187, and 226-227.