Recruitment and Selection Strategies Essay Example for Free

Enlistment and Selection Strategies Essay An Organization can process Recruitment and Selection systems by utilizing a basic method dependent on the information and abilities of a candidate. It is basic that an Organization have the option to select the most experienced, gifted and appropriate up-and-comers. Having an enrollment procedure is basic for new Organizations. The initial step comprises of overseeing candidates and inviting possible members (Cascio, 2013). To tempt and select exceptionally learned and experienced representatives, Landslide Limousine should admirably build up a solid enrollment procedure and plan. Authoritative Goals While taking a gander at all past correspondence, the customer conveyed that Landslide Limousine would require 25 representatives, with an anticipated income of $50,000 in the main year, and a normal yearly income development of 5%. They additionally anticipate a yearly turnover of 10%, while keeping up a normal yearly income development of 5%. This can appear to be overpowering while at the same time monitoring everything. By following the enlistment and determination procedure plan, you should utilize it to utilize the most gifted and appropriate up-and-comers. This will help the association in achieving its Organizational Goals and offering better assistance than its customers is need. This thusly, will increase the value of the Organization. Segment Changes In today’s world, numerous progressions are happening in socioeconomics because of globalization. It’s basic that there be center around a more diverseâ workplace. Having the option to deal with a differing working environment can have its difficulties. By having a different working environment, it benefits the Organization by offering chances to impact and acquire its possible representatives. Utilizing legitimate enlisting and determination techniques, Landslide Limousine Services can contend with different contenders by furnishing clients with unrivaled assistance. It is energetically prescribed that the organization mean to employ theut generally gifted and proficient up-and-comers. Having an appropriate enlistment and determination system alongside a remunerating prize and pay plan. With these set up, Landslide Limousines Services can accomplish the difficulties given within reach and those difficulties associated with overseeing working environment decent variety . Hierarchical Branding As an entrepreneur, it is critical to initially make mindfulness, by encouraging current workers to spread the report about the organization loved ones. Workers can likewise utilize the representative referral framework to help the organization in looking for experienced and qualified candidates. This will help the organization in creating work fulfillment and a culture in which representatives feel esteemed and trusted. The organization can likewise achieve two exceptionally significant destinations via thinking about the current employee’s concerns and want for advancement. These goals comprise of framing an excellent learning condition and picking people for current opening in different divisions inside the association (Cascio, 2013). The most significant phase of building up an effective limousine administration comprises of dealing with the determination of drivers and recruiting escorts. These positions speak to the essence of the organization. Client support is exceptionally key and indispensable in these situations, as they kind of administration the client gets will decide their proceeded with business and life span with the organization. With this, it is significant for the supervisory crews to concentrate on the choosing, employing, and holding the associations esteemed assets. It is likewise significant that the association submit to the associations neighborhood and state laws and guidelines. Not following the company’s appropriate business practices can make hurt the association just as the customer. While choosing an escort, the executives must make work morals and standards. It is significant these gauges are trailed by every candidate going after the driver job. The following stage is to build up a set of working responsibilities. Building up a set of working responsibilities will guarantee that every candidate knows about the occupations duties and desires related with the position. Appropriately creating solid occupation duties will likewise help with restraining drivers who are not performing proficiently. After contribution the driver position it is critical to give every candidate a duplicate or the expected set of responsibilities. The subsequent stage in enrollment is to set up a request for employment structure. This will guarantee that the right data is given to the candidates with respect to the working in the limousine business. The last advance in the enrollment procedure is building up a limousine driver preparing and worker arrangement bundle. The preparation a nd situation bundle will help with helping the board and worker to push ahead after the recruiting procedure is finished. Techniques for Screening When a candidate has presented their application and every application has been painstakingly checked on, a conventional meeting ought to follow for every single qualified competitor. When leading a conventional meeting, they will help the employing chief by giving them a review of the customer. From how they are dressed, to how well they talk and act, to incorporate all other non-verbal communication. As indicated by Cascio (2013), when leading the best possible meeting it is critical to follow the accompanying advances. It is significant for Management to have a far reaching rundown of inquiries to pose to candidates. Get ready for the meeting and select an assigned time in a peaceful area. Give close consideration to the candidate and tune in to their answers with a receptive outlook. It is critical to evade every single superfluous interference and picking up the telephone when leading a conventional meeting. Make sure to abstain from making vows to planned candidates. In the event that a guarantee has been made, it is basic that it be done to abstain from distorting or deluding a candidate. It is important that during this meeting, the board assess appearance, information, relational abilities, instruction and character for assurance. Techniques for Recruiting Candidates It is imperative to consider any laws that might be utilized for enrollment andâ selection. Recognizing and submitting to these laws went to secure the privileges of individuals in the working environment, are significant when attempting to maintain an effective business. Having the option to adjust to a changing society is critical to have proceeded with progress and development in an Organization. A portion of the laws that Management must know about are: The Age Discrimination in Employment Act of 1967-shields representatives from segregation based on age. Both private and open managers need to cling to the arrangements of the law which calls for taking out separation of representatives over the age of forty (EEOC, 2014). The Civil Rights Act of 1964, precludes separation dependent on religion, shading, sex or birthplace. This is law is especially pertinent to working environments utilizing in excess of 15 individuals (EEOC, 2014). The Civil Rights Act of 1964, forbids segregation dependent on religion, shading, sex or inception. This is law is especially appropriate to working environments utilizing in excess of 15 individuals (EEOC, 2014). The Pregnancy Discrimination Act of 1975 †which restricts refusal to utilize pregnant female workers (EEOC, 2014). Choosing Candidates After the meeting procedure, potential up-and-comers proceed onward the following stage of the procedure which comprises of shaping an investigation all things considered or expected up-and-comers, to incorporate all data assembled from the proper meeting. Every potential candidate must be screened for the significant necessities that Landslide Limousine Services will require applicants that have predominant driving abilities, survey a duplicate of their engine vehicle records if pertinent, and a historical verification. These necessities will help in helping Landslide Limousine Services in giving satisfactory data to every expected candidate and help in choosing the correct representative for the position. End Choosing the right up-and-comer is a significant procedure for any business. Albeit a few candidates have amazing work history, it is basic that administration select the most qualified. Applicants who have the experience, yet will keep up extraordinary correspondence, client assistance with customers and can help make the objectives of the Organization a reality. Recruiting the correct representatives in a business can bigly affect the business. It can either be generally excellent or exceptionally awful. In this way, trying to recruit the rightâ employees will direct the kind of administration your Company will be giving. It may appear to be easy to prepare a worker for their position, be that as it may, it is difficult to prepare a representative on spirit, demeanor and inspiration. (Cascio, 2013). References Cascio, W. F. (2013). Overseeing Human Resources: Productivity, Quality of Work Life, Profits (ninth ed.) Boston, MA: McGraw-Hill/Irwin EEOC (2014). Separation by Type, recovered from http://www.eeoc.gov/laws/types/index.cfm

Math Essay Example | Topics and Well Written Essays - 1000 words - 1

Math - Essay Example Along these lines, guess, the charts of the sine capacity and its subordinate cosine work are sinusoids of various stages for example the subsidiary is additionally a sine work with a stage move of (or) is valid. For making chart of above sine capacity and its subsidiary capacities, there will be need of taking estimation of consistent ‘a’. All in all, the ‘a’ is called as adequacy of the capacity. Figure 3 shows the various charts of sine capacity and its subordinate capacity for various estimations of ‘a’ (for example 2, 3, and 5). From above figure 3, clearly the charts of the sine and it subordinate cosine capacities (for various estimations of ‘a’) are sinusoids of various stages. The subsidiary is additionally a sine work with a stage move of (or). Here, the steady ‘a’ (adequacy) various qualities just change the state of the sine and cosine capacities. As the estimation of ‘a’ (either positive or negative) expands the state of the bend will likewise changes and it goes a long way from x-pivot. The above guess for can be checked by charting comparably as confirmed for before, as appeared in figure 2. For same estimations of steady ‘a’, all the diagrams of capacity, and will be comparative and will follows a similar way. Subsequently, it tends to be said that all the capacities speak to a similar capacity, which is subordinate of capacity. From table 2 clearly all qualities for subsidiary capacities are same (third, fourth and fifth section). Along these lines, guess, the diagrams of the sine capacity and its subsidiary cosine work are sinusoids of various stages for example the subordinate is likewise a sine work with a stage move of (or) is valid. From figure 1 and figure 4, it very well may be considered that to be the estimation of b expands, the quantity of cycle for and for, likewise increments. For b = 1 the quantity of cycle is 2, and for b = 2, 3, and 5 the quantity of cycle is 4, 6 and 10 individually. Likewise, for subordinate capacities the adequacy

Its time COLUMBIA UNIVERSITY - SIPA Admissions Blog

Its time COLUMBIA UNIVERSITY - SIPA Admissions Blog Were thrilled to announce that SIPAs 2018 Application Portal has officially opened. But dont click the APPLY NOW button just yet. Before wading through the choppy waters of your admission application, we recommend you get your ducks in a row. To get started 1. Subscribe to the  Admissions Blog   Yes, this blog! 2. Add the  Application Deadlines  to your calendar  Absolutely all materials must be submitted by the deadline to be eligible for the entry term. MIA, MPA, MPA-DP PROGRAMS SPRING 2018  (MIA/MPA only) October 15, 2017 at 11:59 p.m. EST FALL 2018 Early Action Deadline:  November 2, 2017 at 11:59 p.m. EST Fellowship Consideration Deadline:  January 5, 2018 at 11:59 p.m. EST Final Application Deadline:  February 5, 2018 at 11:59 p.m. EST 3. Register for and attend an in-person or virtual  Information Session    Well add more throughout the year, so check back frequently. 4. Practice your  Video Essay  response Yes, its required, but dont stress too much. Just review the link  for detailed help. 5. Relax and enjoy this photo of the Admissions Offices unofficial mascot, Sutton. Yeah, we know shes adorable. The photo up top. No, shes not for sale. Want to learn more? Email us at sipa_admission@sipa.columbia.edu  with any questions you have about the application process.

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Associate Degree Business Administration Salary Does an AA in Business Pay 2019

Business administration is a common associate degree for working professionals who enroll at University of Phoenix. But does the time and effort translate into higher earnings? Associate degree business administration salary levels vary widely, depending on level of education and specific occupation. To make sense of the abundant data, the U.S. Bureau of Labor Statistics tracks associate degree business administration salary levels by 4 specific occupations: Administrative Assistant Associate Degree: Business Administration Salary The average administrative assistant earned $28,500 $43,430 in 2017. The top 10% of administrative assistants, however, earned more than $53,460 per year. Bookkeeper/Accounting Technician Associate Degree: Business Administration Salary Bookkeepers and accounting technicians earned $22,960 $35,450 in 2017, with the top 10% earning over $43,570. Human Resources Assistants Associate Degree: Business Administration Salary In 2017, human resources assistants had salaries of $25,780 $38,770. The top 10% of human resources assistants earned more than $45,780. .uca88156469ed43a8821e3134a95e8006 { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); text-decoration:none; } .uca88156469ed43a8821e3134a95e8006:active, .uca88156469ed43a8821e3134a95e8006:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; text-decoration:none; } .uca88156469ed43a8821e3134a95e8006 { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .uca88156469ed43a8821e3134a95e8006 .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .uca88156469ed43a8821e3134a95e8006 .post Title { color:#000000; text-decoration: underline!important; font-size: 16px; } .uca88156469ed43a8821e3134a95e8006:hover .postTitle { text-decoration: underline!important; } READ Earning a Master's Degree in Health AdministrationManagement and Supervisory Associate Degree: Business Administration Salary Management and supervisory professionals had the largest range of salaries. The middle 50% earned $42,680 $83,510, while the top 10% were paid over $110,270. Overall, a professional with an associate degree business administration salary earns $128 extra every week compared to a high school graduate. Over a lifetime, earnings add up to an extra $600,000! Associate business degree training through University of Phoenix also equips professionals with valuable skills that can be used to start a business or pursue advanced education. With creative business endeavors, income possibilities are unlimited. To request more information about earning an Associate Degree in Business Administration from University of Phoenix, prospective students are encouraged to fill out this information request form. Additional links to associate business degree programs are available through College-Pages.com, the leading education and career resource website. Related ArticlesAssociate Degree in Business Can an AA in Business Promote Success as a Real Estate Sales AgentOnline Management Degree Program Work for Multiple Companies or Become Self-Employed as a Management AnalystConsulting in the Human Resources FieldAssociate in Business 3 Innovative Business Careers that Allow Professionals to Work from HomeBachelor of Science in Business Administration Learn What it Takes to Be a Chief Financial Officer (CFO)Bachelor Business Management Degree Use a Degree from Kaplan University to Boost a Small Business Start-Up .u6b2117a8e11a940a7ce54886e8129363 { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.1 7); text-decoration:none; } .u6b2117a8e11a940a7ce54886e8129363:active, .u6b2117a8e11a940a7ce54886e8129363:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; text-decoration:none; } .u6b2117a8e11a940a7ce54886e8129363 { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .u6b2117a8e11a940a7ce54886e8129363 .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .u6b2117a8e11a940a7ce54886e8129363 .postTitle { color:#000000; text-decoration: underline!important; font-size: 16px; } .u6b2117a8e11a940a7ce54886e8129363:hover .postTitle { text-decoration: underline!important; } READ Online Health Associate Degree in Health Administration Begin a Career as a Medical Records Technician

Innovative Human Resource Practices Global Perspective. Free Essays

string(44) " indicative of what innovation means to us\." Innovative Human Resource Practices : Global Perspective. â€Å"Any company that’s going to make it in the 1990’s and beyond has got to find a way to engage the mind of every single employee. If you are not thinking all the time about making every employee more valuable, you don’t have a chance. We will write a custom essay sample on Innovative Human Resource Practices : Global Perspective. or any similar topic only for you Order Now What’s the alternative? Wasted minds? Uninvolved people? A labour force that’s angry or bored? That doesn’t make sense. † – Jack Welch Positively correlated with the economic transition is the strengthening and diversification of human resource management practices, a break away from the more traditional, though extremely challenging fields of Personal Management and Industrial Relations. The maturity of various industries in India has also seen a maturity in the way the various players approach their human resource management. One excellent example is that of BPO Industry. In the beginning it was only meant to handle non-core activities like payroll management etc. ut as the industry-matured it saw the entry of various players coming-up with strategic core service support like NAD, RRD etc. This led to a stronger focus on HRM. What is happening in India today is similar to the experiences of economically developed nations through several past decades; and will happen in least developed countries too, in times to come. Hence, it would be prudent to talk of modern human resource practices in a more general, i. e. , g lobal framework. Of course, contextual peculiarities will only serve to enrich our knowledge pool. But the first thing we need to clear – both at a conceptual and at a terminological level – what we are looking for. The main task is to find a common definition of ‘innovative practices’, a definition that most of us could agree upon in order to avoid conflicting interpretations or misunderstandings, â€Å"Innovative practices are original, exemplary, successful, adaptable, new solutions gained from experience†. Undoubtedly, the â€Å"Innovative Practices† when considered are large in variety. They range from the introduction of new technologies to the assignment of new duties to the increase in competences, they test new organizational models, and they introduce innovative tools of social and political governance at a local level. Modern workplaces are extremely complex situations in which all the elements: the nature of the job, the characteristics of the employee, the structure of the organization/ organizational sub-unit as well as the methods and aims of supervision are extremely diverse and/or fluid. And, as a response, have emerged, a wide variety of innovative HR practices. The first element common is the need for innovation and experimentation, which are required in order to cope with the change in the sector as workforce around the world, has undergone a serious transformation. Changing demographic patterns, income levels, aspirations expectations have given rise to a more demanding aware work force. Let’s take the example of a BPO where in order to retain employees, industry is adopting new and innovative ways. The following example helps us to understand how the industry is attracting people. â€Å"MSR works for four days every week and gets to put her feet up for the rest of the week. MSR is part of a 20-member team at a leading BPO, WNS Global Services. While the company claimed every employee followed a five-day week, an insider said that the new four-day system has been introduced as a pilot project for an US insurance firm. The insurer apparently offers a similar option to its call centre employees in the US. Workers opting for the four-day system get a normal weekend off and another holiday mid-week. However, they have to work for 11 hours on normal workdays compared to nine hours that their colleagues following a usual week put in. The pay is no different either. MSR says that she finds this comfortable as she is in the office for most of the day or night. It does not make much of a difference if she stays on for another couple of hours making it 11 hours a day. But she is happy to have a full day off that gives her more time to be with her family. † Just like above mentioned example many BPOs are following various innovative practices in the form of new HR incentives. They have tried many incentives such as encouraging people to get their family to work in the same place or creating recreational opportunities. A senior professor of organizational behavior at XLRI, India observed that after a point, money would not matter and personal life becomes very important. Companies are trying to reduce the gap between official life and personal life. They are trying to take care of employees’ personal life as much as possible. That is why the employers are trying to make the organization a fun workplace, offering facilities like gym, sauna and games. Some companies also arrange to take care of errands such as paying electricity and telephone bills to help the employees reducing their personal work loads. Let’s look at some of the issues calling for more innovative human resource practices: 1. Technology, Change and Resistance to Change. Needless to say, one big player is Technology. Hard technology created alienation amongst workers and it continues to do so in softer avatars. The introduction of amazing new technologies have increased the speed at which other organizations will copy your best practices so it is necessary to speed up the rate of innovation in everything in business. In short, innovation is the last remaining competitive advantage in business — and HR and recruiting are not exempt from this fact. Perhaps this quote will illustrate the speed in which companies are required to innovate: â€Å"Innovation is what is at the foundation of the U. S. economy. Just to give you a simple example of my company†¦ about 90 percent of December revenue comes from products which were not there in January. That sort of innovation, which is a total turnover of our revenue every year, is indicative of what innovation means to us. You read "Innovative Human Resource Practices : Global Perspective." in category "Papers" You miss a cycle of innovation, your revenue disappears. † — Craig Barrett, CEO of Intel Witness the sustained employee- resistance, covert or overt, to technology introduction. In earlier decades, workers resisted mechanization for fear of job-loss. These days, computerization efforts are given the boot as it requires new learning. Again witness the very high implementation – failure rates of what were once thought of as panacea for all organizational ills: Enterprise Resource Planning (ERP) systems. What actually failed was the proper integration of the Human layer with the Technological one. And now the flipside- Technology helps organizations co-ordinate the complex task of human resource management. Human Resource Management solutions (HRMS) are available in flexible, web- based modules like: — Employee Performance Management (including eAppraisal, Trainning Development, Goal allocation Tracking, Multi- Rater Feedback, Performance Linked Bonus etc. ). A lot of companies / HR consultants get custom software built for the purpose on Oracle, but the functionality is similar, which filters and web support etc. Some of the software that support various HR Functions are : Instant HR Software 2. 0. 94 (Manage human resources, personnel records, leave and benefits. , ERP Flex – HR 1 (Manage detailed information of your employees, various evaluations, and trainings. ), The Garuda Preference Profile 2. 1 (Analyze, describe, and measure essential competences, statistics and job-requirements. ) etc. — Human Capital Management including Employee Database (HRIS), Employee Self- Services, Payroll Manager, Online Compensation Planning etc. ) — eRecruitment ( includ ing Recruitment portal, Transfer Management etc. ) — Strategic HR Tools (including Organization Alignment, Succession Planning, Manpower Planning, Leadership Effectiveness Surveys, and Employee Satisfaction Surveys etc. 2. The Gen-Y gauntlet: ‘Challenge me; Develop me; Pay me’ All across the world, and especially in demographically young countries like India, the workforce has come to share certain common features: young age, high levels of intelligence as well as education, a comfortable upbringing, very high aspirational levels and high mobility ( not only physical but also emotional). Coupled these with a relative indifference towards hierarchy, bureaucracy, titles and bonuses and the HR manager has a serious retention and motivation problem at hand as these young people are different. Their motivation, their technical sophistication, and their demand for respect and responsibility are leaving many company executives to wonder: â€Å"What should we do with Generation Y? It’s clear that harnessing the power of these young people is an issue many companies have started to address. Generation Y is innovative and creative. They seek to make a difference and want to produce something worthwhile. Companies that don’t find a way to harness that energy very quickly are likely going to lose out. Generation Y is also impatient; they expect speed and change and won’t tolerate situations that don’t make sense to them. Technology advancements are in part responsible for the generation’s sense of urgency. This generation is connected 24/7. Their exuberant, impatient style may be frustrating to older executives who dismiss Generation Y as inexperienced. At work, Generation Y thrives on flexibility, having space to explore, and the opportunity to pursue new challenges. They expect to be respected for their ideas and insights from Day One, and they think face time and corporate politics are a waste of time. They’d also like to stay with one company – if that company offers them ongoing opportunities to grow and learn new things. So HR practitioners should adopt some practical steps to consider toward change. Start by determining the company’s need for Generation Y talent over the next three to five years, and don’t forget to anticipate the retirement of Baby Boomers or the shortage of Generation Xers. Try to assess the workplace relative to what Generation Yers want: long-term career development, multiple experiences within a single company, flexibility, sense of purpose and meaning in work, respect, and open communication. Finally, develop a generational change plan with the support of senior leaders in the company and pay particular attention to communicating the plan’s purpose and details so that people feel comfortable with the changes. 3. The ‘Creating a Great Place to Work’ Contest. Yes. Like Reality Shows on TV, this new contest has also entered HRM- space in India. Every self – respecting organization wants to be on the bandwagon (or at least seen to be on it). HR managers take this issue seriously as the quality of the workplace impacts directly on issues of customer service and productivity. The connection to customer service has been shown in numerous studies. A famous 1998 study published in the Harvard Business Review article â€Å"The Employee-Customer-Profit Chain at Sears† showed that an increase in employee satisfaction at a store resulted in an increase in customer satisfaction, which in turn resulted in higher profitability for the store. There have been similar studies in the hospital industry, showing that improvements in workplace environments result in better patient satisfaction. A Financial Services Insurance / Morgan Stanley company of United States takes care of its work environment in order to increase productivity and retain employees. Employees at this investment bank are cared for with benefits that include two on-site restaurants, two health clubs, a medical clinic, dry cleaner, and back-up child care services – one of many initiatives set-up to promote better work/life balance. But what really keeps employees here is the sense among them that they are all seen as people first, not just employees. Phrases such as â€Å"we hire nice people†, and â€Å"talent is more important than specific skill† indicate that managers at Morgan Stanley are willing to invest in people to help them grow and learn, and thus create a career for themselves. This is not the only company there are various company all over the world which are focusing on this very issue of work life. Witness the following initiatives: Sasken’s ‘People First’ policy: shifting focus from consumer to employees; Marriott Hotels’ ‘Guarantee of Fair Treatment’ (GIFT); SCOPE’s (Standard Chartered Operations Co. ‘Switch Jobs Without Quitting’ (SJWQ); Godrej Consumer Products’ Policy on Sexual Harassment (POSH); Sapient Community Outreach Programme (SAPPORT); Sasken’s ‘Hibernation Leave’ concept etc. Thus organization need to understand that mere talk about creating a â€Å"customer- centric† organization is not enough y ou need to provide a working example of how it’s done. Now that we have seen few issues which are very important in today’s scenario to be taken care of let us see few examples of the companies that are following innovative practices in their organizations. The below mentioned examples give a view that companies are following across the world innovative practices that can help them to retain, develop and motivate their people. 7 creative ways that leading companies use to maximize the power of people. 1. Support and Accountability for New recruits at Trilogy Software Trilogy Software, inc among the world’s largest privately held software companies pushes the responsibility of grooming new hires into the organization on their sponsors. As a result, if the new hires make the grade, the sponsors are paid $ 1,000 bonus. If the new hires fail, the sponsors are required to pay $4,000. As most sponsors hold stock options worth millions of dollars so the penalisation does not mean much to them. However, what happens is those who fail examine why their recruit failed and take steps to avoid those mistakes. 2. Jeff Taylor, Founder and CEO of Monster on the importance of having a good time with employees. â€Å"We have a full breakfast bar at our company. We bring in 500 bagels and fresh cut fruit in the morning. We have a gym with a trainer. We have parties once a quarter, where we invite the employees to come and have a good time. † 3. Practice what CEO of SAS, Dr. James Goodnight calls â€Å"Management by Loitering† â€Å"It’s just to be seen walking around and talking to people, and finding out what they’re working on and basically being approachable. You know a lot of things that don’t really come up through the management ranks and some times you find out some very interesting things that people are working on. . 4. Larry Page on automating Performance Tracking at Google. â€Å"We did a simple thing that in retrospect was brilliant: We wrote a program that asks every engineer what they did every week. It sends them an email on Monday, and concatenates the emails together in a document that everyone can read. And it then sends that out to everyone and shames those who did not answer by putting him or her on the top of the list. It has run reliably every week since we started, so forever week of our company’s history we have a record of what everyone did. It’s good for performance reviews, and if you’re joining a project team, in five minutes you can read what your team members did last week or months. † 5. Andy Taylor, Enterprise Rent a Car on Relentless Customer Focus â€Å"So we decided that we had to add some metrics to our customer satisfaction. We created a measurement called ESQi, which is the Enterprise Service Quality index. It’s a statistically valid sample of customers’ opinions taken monthly, at every one of our branches. The customer gets called seven to ten days following the close of the rental. We have an outside company to collect the data, and there are basically two questions. The first asks about the customer’s satisfaction level, with five answers ranging from â€Å"completely satisfied† to â€Å"completely dissatisfied†, and the second asks how likely he would be to return to Enterprise. Beginning in 1996 we told all employees, if you’re not at corporate average or above on your ESQi, your not getting promoted. And all of a sudden, customer satisfaction went to the top of the list. The ESQi has given us a greater sense of urgency and I would consider that the greatest change that has occurred here. The process enables us to go from being a nearly $2 billion business in 1994 to a $7 billion-plus business today. † 6. Staying in touch at Walmart â€Å"At retail giant Walmart, every Monday, members of the senior executive team head out to Walmart stores around the world, where they talk with managers, employees and customers. To ensure that they get a complete picture, they also pay a few visits to competitor’s stores. On Thursday evening, they return to corporate headquarters in Bentonville, Arkansas, armed with new insights about the market and their people. There, they discuss what they’ve seen and heard, thus allowing the organization to modify its strategies. On Saturday thousands of store managers participate in a videoconference and the senior team shares their observations and provides direction for the coming week. Come Monday, They’re on the road again. 7. Take Employee Feedback like IBM IBM held a three-day discussion via the corporate intranet to debate and discuss about the company’s values, the nature of the organisation and what it stood for. The forum dubbed â€Å"ValuesJam† attracted about 50,000 of IBM’s employees and elicited about 10,000 comments about the proposed values. Thus we can see how little innovation in your practices can enhance not only your employee performance but also your organization performance. Basics are always the same, the only thing we can do is bring or use innovative ways to improve your working and efficiency of your employees. References http://www. deloitte. com/dtt/cda/doc/content/us_consulting_hc_dbrief_150606. pdf http://www. specht. com. au/michael/2007/05/16/gen-y-in-the-workforce/ http://resources. greatplacetowork. com/article/pdf/levering_web. pdf http://www. citehr. com AUTHOR – SHALIKA GRACE PHILLIPS, ASSISTANT POFESSOR, LAL BAHADUR SHASTRI INSTITUTE OF MANAGEMENT AND TECHNOLOGY, BAREILLY. How to cite Innovative Human Resource Practices : Global Perspective., Papers

Cypress Semiconductor free essay sample

A strong, valid point can be made on the part of our company without the need for lengthy descriptions of corporate practice and explanatory examples. Another aspect of the letter I feel may benefit from some revision is the general tone toward Sister Doris Gormley and The Sisters of St. Joseph. While the letter develops in somewhat of a demeaning and negative manner, our company wishes to shed a respectful light on all shareholders. This is not to say that the meaning of the response shall be lost, but that the delivery of it is appropriately presented. I have attached a draft letter of response to Sister Doris with the aforementioned revisions. Doris Gormley, OSF Director, Corporate Social Responsibility The Sisters of St. Francis of Philadelphia Our lady of Angels Convent – Glen Riddle Aston, PA 19014 Dear Sister Gormley: Thank you for your letter regarding the racial and gender diversity of the Cypress Semiconductor board of directors. This is not to say that the meaning of the response shall be lost, but that the delivery of it is appropriately presented. I have attached a draft letter of response to Sister Doris with the aforementioned revisions. Doris Gormley, OSF Director, Corporate Social Responsibility The Sisters of St. Francis of Philadelphia Our lady of Angels Convent – Glen Riddle Aston, PA 19014 Dear Sister Gormley: Thank you for your letter regarding the racial and gender diversity of the Cypress Semiconductor board of directors. As the same letter was received last year, I will attempt to clarify our management decisions and stance on the issue. The board of directors holds a very critical management function within or organization with the following criteria essential for membership: -Experience as a CEO of an influential technology based company -Direct expertise in the semiconductor industry based on education and management experience -Direct experience in management of a company that buys from the semiconductor industry You are correct in proclaiming that women and minorities are continuing to move into upper level management positions in the business world; however this diversification is still in a growth stage. Currently the pool of candidates for our board of directors tends to very heavily represent the demographics currently holding positions on the board. As the previously described diversification of the workforce reaches levels consistent with the required knowledge, experience, which it will in the near future, a broader range of candidates will be available; naturally resulting in many organizations being then able to form a board of directors representative of the diversified potential members. At this time, as it will be in the future, our board of directors is selected with great care and concern with a primary focus on ability to bolster profits. This is a duty for which we are responsible to our shareholders. Cypress Semiconductor in no way aims to discriminate outside of what is legally and technically required to be a member. If you have any further questions regarding Cypress Semiconductor Corp. , my explanation of reasoning, or exercising your shareholder’s right feel free to contact us.