Assignment 3 For those that either manage a team of employees or are employed in
ID: 393935 • Letter: A
Question
Assignment 3
For those that either manage a team of employees or are employed in an organization in the human resources department, the role of human resources management in planning, recruiting, and managing a workforce is a key component to the success of any business. In this assignment, you are to describe the most pressing issues (with regard to human resource management) facing a business today. Additionally, keeping in line with the theme of Assignment 2 and focusing on a human resources perspective, what could a business do to keep and retain their talent? Lastly, as workers are staying in the workforce longer than the generations before them, the workforce is made up of many generations. Therefore, businesses need to identify how to manage a multi-generational workforce and how to properly engage in succession planning. What could businesses possibly do? This might require some outside research when answering this question.
In this assignment, please write a response to the questions posed in the above paragraph. In providing your answer, you want to be thorough and detailed and implement concepts you were to read in the Human Resources Management module. The readings for this week and the full version of the textbook contain lots of information on this topic. The full version of these chapters can also be found in the textbook which is provided to you in the module folder on the course homepage. Remember to provide examples to illustrate your points and provide a sound introduction and conclusion. If you do incorporate outside resources (i.e., information not in your own words), please remember to abide by APA requirements.
All submissions are expected to follow all APA requirements, be of college-level work, with appropriate spelling, grammar, formatting, etc., and must be uploaded in a Microsoft Word document.
Explanation / Answer
There is a great diversity of workforce at present situation. The above graph is an example to explain the labor force participation level and its change throughout the years considering various groups of people.
There is diversity with age, gender, educational background, religion, nature, personality and background of workers. Therefore, with a more diverse workforce, some usual issues such as harassment or discrimination may arise. To control such instances, a company must formulate and implement strict rules and regulations.
People Management is a continous process of attracting, retaining, developing and review or changing the talents or the employees which is a challenging issue for any organization especially with regards to Human Resource department. It is not an easy to task to attract right kind of people at the right time with the required number at the right place. It is a more difficult task to retain the people with the organization by providing right culture in the dynamic environment. And training and developing the talents in order to match the requirements of the organization. Therefore, Managing People is a key task for organization to survive and succeed.
Innovation is highly required now-a-days as per the changing technology. Businesses must be quick to adapt to the changes and make the employees learn new technology. Communication is critical. With any change, make sure your team understands the why, when, and how. Set clear goals for the adoption of initiatives, and provide employees with the training they need to get comfortable with it.
Keeping up with the changing employment laws is a struggle for organizations and it’s a pressing issue if it is not followed.
Retaining the talent is a key issue for any organizations. It costs more to attract an employee than to retain an employee. Companies spend a lot in attracting, training and developing the employees in accordance with the requirements of the company and as the Competition for talented employees is fierce. Startups and small companies don’t have big budgets for retirement plans, expensive insurance plans, and other costly items that their larger competitors do—at least, not yet. Therefore, Employee turnover is expensive and can negatively impact business growth.
Things to retain the talents are:
Before we know how to engage people in succession planning, we should understand first about what is Succession planning.
Succession Planning is a strategy for identifying and developing future leaders at the company — at all levels. Succession plans are used to fill up the positions going to be vacant in the managerial level and take place also with the inevitable changes that occur when employees resign, retire, are fired, get sick, or die. Companies make sure the business are prepared for all contingencies by identifying and training high-potential workers for advancement into key roles.
Ways to engage the multi generational employees in succession planning:
1. Be proactive with succession planning
Take time to find and prepare a promising candidate for a leadership role. As such, don’t be in a hurry to take decision to fill up the important position in the organization .
2. Think twice before taking any step
Look for people who best display the skills necessary to thrive in higher positions, regardless of their current title.
3. Be clear with the vision
Be clear with the vision of the companies to the potential managers to make them know about the companies requirements.
4. Provide regular feedbacks
Give regular feedbacks in the areas of improvement to make them ready as future leaders.
5. Training the peak performers
Provide training in the areas of their improvement to peak performers
6. Do a trial run of your succession plan
Do a trail run before you actually give them the higher position in order to check for the suitability for the position