Job Satisfaction and Competence - Literature review Example

Summary and Analysis Summary and Analysis The term human resource management refers to the governance of employees in an organization. It deals with creating, implementing, and overseeing the behaviour of the employee in an organization and the behaviour of the company towards its employees. In many organizations, human resource is a fully equipped department with its own manager (Bernardin, 1992). However, five articles related to human resource management and collected from local, regional and international media outlets, have been Cleary analysed. These articles are carefully selected to incorporate topics that are of great importance to human resource management. In addition, these articles tries to demonstrate how these issues relate to human resource and how they influence the functions in the department. There is also an attempt to provide solutions and recommendations on how these issues can be implemented. 1. Workforce: Successful Employees Require a Solid Start. Mar. 9, 2013. Business week. http://www.industryweek.com/recruiting-retention/workforce-successful-employees-require-solid-start Summary This is an article about a company called Michelin North America, where the author explains how the company brings employees onboard and how it introduces them to the operations of the workplace. She explains that early interventions such as on boarding are important if an organization want to keep employees for a long time. The author also explains that the employees should be trained on the job from the first day at work until they achieve efficiency (Jusko, 2013). In addition, the author demonstrates the importance of effective communication within the organization, and immediate feedback as core to maintaining good relations with the employees Analysis Job satisfaction and competence is one of the most critical issues in the success of a business. The employees have to acquire enough training in order to carry out their functions effectively. The author asserts that employees should start training from the first day they join the workforce. The first impression gives the employees an insight on whether to sign long term contracts with the employer or not. Therefore, a human resource manager should be able to provide immediate information to the employee on career development right from the onboard. This information motivates the employee to learn and develop interest in the organization (Jusko, 2013). Communication is also an important factor in an organization. Communication is not necessarily about the pay package but also the feeling that as employees, they play a role in the organization. In addition, employees have to understand their role in the company’s success (Jusko, 2013). This therefore, means that the employee would enjoy working in an environment where they are consulted in decision making. The managers need to give immediate feedback on the performance of their workers so that they can make corrections or improvements. The article also highlights the important considerations that a manager should consider before bringing employees onboard. However, the point is that recruitment should be done in a well thought out and conclusive manner (Jusko, 2013). 2. Leadership and Strategy: Brainstorming Growth Strategies. Mar. 12, 2013. Business week. http://www.industryweek.com/leadership/leadership-and-strategy-brainstorming-growth-strategies?page=1 Summary This article describes the leadership skills that Brad Wiandt used to propel his Madison electrical company to emerge as the leading company in electrical industry. The author emphasizes on the art of innovation. Brad Wiandt introduced a progressive culture in the electrical industry, which had remained stagnant for so long. He also introduced new products in the industry, as well as, adopting technology as the modern strategy of succeeding in businesses (Christ, 2013). It also challenges leaders to think beyond average people and take risks in order to succeed. Analysis One thing that emerges from this article is that leaders have to think beyond the obvious strategies and strategize ways of pushing their business forward. Brad Wiandt knew this very well and that is the reason why he was able to introduce six new products. In doing this, the company did not only attract more sales but gained reputation as one of the best companies. This enabled it to earn reputation world wide and establish new trade partners (Christ, 2013). The other thing is that, leaders must be dynamic and ready to change things in right direction. Brad Wiandt introduced internet based development technology, which was not previously used in the industry. Creativity and responsibility emerge as fundamental to leaders. Brad Wiandt used the great depression period to re invent the company while some companies buried their heads to try and survive the economic turmoil. It, hence, set forth a path that it used up to date, in guiding its decisions. The other issue that is emphasized is taking risks. Brad Wiandt took risk to try out new ideas and management styles. This earned the company the status that it enjoys today. The leaders have also to strategize on the progress of the business as Brandt did during the recession (Christ, 2013). 3. Boeing faces turbulence as major strike looms over workers benefits. Feb 20, 2013. The National. http://www.thenational.ae/business/aviation/boeing-faces-turbulence-as-major-strike-looms-over-workers-benefits Summary This article confronts the issues of employee benefits in the aviation company. There are several issues that emerged from the article. It is clear that the engineers are dissatisfied with the management over the refusal to pay their benefits. It also shows that the employees are not motivated to work due to unfair treatment. In addition, it highlights the role of a union in an organization which is, coordinating employees to agitate for their rights (Bloomberg news, 2013). Analysis This article has been selected to demonstrate consequences that can befall a company that gives a low deal on the employee benefits. It makes the workers to develop negative attitude on the company, and this result to industrial action as a way of articulating their grievances. This is contrary to the modern methods of resolving conflicts which focus on negotiations. This negative attitude makes workers to provide low quality services to the customers, since they believe they are not valued by the organization. There are various benefits that can accrue to a company that provides benefits to their employees, such as retaining the most competent workers, as well as, gaining competitive advantage over the competitors (Bloomberg news, 2013). The benefits are wide and varied; therefore, the company has to determine the most suitable benefits that it can provide to the employees. There has also been a long standing difference between the engineers and the managers. The human resource implication is that communication between the engineers and the company is compromised. This forces the management to turn to dictatorial tendencies of making decisions. The workers implement these decisions reluctantly. The recommendation, in this case, is that the managers should find a way of reaching a consensus with the union. It should, however, be noted that employee benefits are part of the companies financial obligations and should not be compromised. The company should streamline the management to ensure that it is responsive to the needs of the employees (Bloomberg news, 2013). 4. Factors affecting the effectiveness and acceptance of electronic selection systems. March 2013.Human Resource Management Review. http://www.sciencedirect.com/science/article/pii/S1053482212000496 Summary This article deals with use of electronic systems in recruitment and selection of employees. The author explains that there are numerous benefits that arise with the adoption of these electronic systems. This is done by comparison of traditional versus the modern system of recruitment and selection, as well as, determining the reasons that contribute to acceptance and quick adoption of this technology. These forms of technology include web based job applications, web based tests, and video conferencing interviews (Stone, 2012). Analysis This article has been selected because it explains how electronic system has been used in selection and recruitment of employees. The concept, however, remains unknown to many human resource managers who are supposed to carry out the selection and recruitment process. This analysis, therefore serves to inform both managers and those searching for jobs, on the existence of electronic selection methods (Stone, 2012). Electronic system provides an organization with a large pool of job applicants who are well qualified for the existing vacancies, hence, the ability to maximize on the quality of individuals who will be hired. The article takes a review of the effectiveness and acceptance of electronic systems at various stages of the selection process. These stages include job selection, application and initial screening, tests and assessments, interviews, decision making evaluation, and validation which all take place online. In addition, the review shows how the E- selection is acceptable among employees and how favourable it is to the potential applicants (Stone, 2012). The author advice people to learn how these electronic systems operate, in order to become relevant in today’s competitive labour market. The authors recommend that human resource managers should design systems that are attractive to employees, and that which appeals to potential applicants. The authors observe that these systems have to be made viable by more people obtaining jobs and promotions through E- selection systems (Stone, 2012). 5. NBAD approves long term incentives plan for staff. July 9, 2008. Gulf News. http://gulfnews.com/business/banking/nbad-approves-long-term-incentives-plan-for-staff-1.117379 Summary Incentives refer to an inducement or reward that serves as inducement to a certain behavior or action. National Bank of Abu Dhabi (NBAD) is a bank in India that implemented a plan in which the top employees are offered convertible notes as part of their long term employee incentive plan. It was implemented as one of the strategy to reward the top talent and key staff by giving them an opportunity to invest in the bank (Staff Report, 2008). Analysis The top talent and key staff the most importance resources in any organization. The organization, therefore, has to devise ways of retaining and motivating this staff. The National Bank of Abu Dhabi decided to use shares as a strategy to motivate the employees to invest in the organization. The staff would be allowed to purchase shares through convertible notes to the equivalent value of the shares. This has been done with a lot of caution where the employees have been given 2.5% of the shares (Staff Report, 2008). This is done in order to protect the shareholders who also have to own a considerable amount of shares. This strategy encourages employees to invest in the company at a future date. This is a clear indication that the bank wants to remain with their top talents and staff for a long time. The staff of The National Bank of India enabled the bank to record a net attributable profit of Dh875 million in the first quarter of 2008. This was followed by other benefits such as increase in assets, increase in loan advanced to customers and rise in deposits. The BOARD could, therefore, not afford to lose such extra ordinary staff. This necessitated the introduction of long term incentives (Staff Report, 2008). The bank also wants to attract new staff from other organizations who feel that they are not appreciated as they should. The bank has set its margin above the others; therefore, the bank is in a better position to expand their profits further. References Bernardin, H. John, and Joyce E. A. Russell. 1992. Human resource management: an experiential approach. New York, NY: McGraw-Hill. Mondy, R. Wayne, Robert Noe, and Mary Gowan. 2005. Human resource management. Upper Saddle River, N.J.: Pearson Prentice Hall Stone, D., Lukaszewski K., Stone, R. E., & Johnson, T.( 2012). Factors affecting the effectiveness and acceptance of electronic selection systems. New York. NY. Elsevier Staff Report (2008, July 9). NBAD approves long term incentives plan for staff: Gulf News. Retrieved from http://gulfnews.com/business/banking/nbad-approves-long-term- `incentives-plan-for-staff-1.117379 Bloomberg news. (2013, feb 20) Boeing faces turbulence as major strike looms over workers benefits. The National. http://www.thenational.ae/business/aviation/boeing-faces-turbulence-as-major-strike-looms-over-workers-benefits Jusko, J. (2013, mar 9). Workforce: successful Employees require a solid start. Industry week. Retrieved from http://www.industryweek.com/recruiting-retention/workforce- successful-employees-require-solid-start Christ, G. (2013, may 6). Leadership and Strategy: Brainstorming Growth Strategies. Industry week. Retrieved from. http://www.industryweek.com/leadership/leadership-and-strategy-brainstorming-growth-strategies?page=1 Read More