Answer the discussion questions, and justify your answers. Response must be 280 words for each question and response must be given back to the other student Orrin Jones.
Choose three (3) internal selection factors that you believe would be most reliable for promoting employees within an organization:
1.) Seniority and Experience, 2.) Job Knowledge, 3.) Performance Appraisal:
Describe (2) reasons why an individual should consider three (3) factors:
The first reason why someone should consider these three factors is because these are some of the most important factors in making sure a candidate will be ready for a promotion or who thinks that they are ready for advancement in the company.
The second reason why someone one would want to choose these three factors, should be because every one needs to evaulate themselves to see if this will be a good move and to see if they are qualified to go further in the company structure. Some people want to move up without being qualified or not knowing what the new promotion may require of them, so if they choose to go by these three factors and do a self evaluation to make sure that they qualify for this promotion.
Case study changing a promotion system determine what you believe are the three (3) primary weaknesses in BioGlass Inc.’s promotion policy.
1.) Delegating Authority 2.) Goal Setting 3.) Morale
describe two (2) solutions to address the identified weaknesses.
The first solution would be to interview the person who will be promoted and see in their qualifications to see if they had any experience working in an authority position as a manager or supervisor so that if had to delegate authority as well as making sure that they know how to set goals for h their subordinates and they should always remember to make sure they know how to keep marale and and making sure that it is always important to give feed back to subordinates so that they would know how far they have come or that they need to pick up the pace.
the second solution wh and would be to have classes on supervision and mangerial strategies, this would help in the future so that those who are choose to go up for promotion as a manager or supervisor they would know these and have learned these skills before all things may crash and burn. when the candidate choose to take this promotion they will be some what equipedto handle some if not all situations that may occur.
Then, provide one (1) method for preventing similar problems in the future. Support your rationale with specific examples of such strategies.
The one method that I would choose would be to set up a promotional panel , I would have at least one person from each department to sit on a promotions panel and this will fit in the budget so that no cost of the budget will go to waste this panelwill meet only once or twice a month along with the H R department to first go over the applicants qualifications and their personnel records to make sure that they are quaslified in all areas. Then they will be ask to come in for a face to face interview where they will be asked multiple questions and they will be role playing in different scenarios this type of interview should ake no more than fifteen to thirty minutes for each candidate and depending on how many interviews are scheduled for that day the time maybe longer or shorter. if applied the right way and in the right manner this process can work and get candidates ready for their promotion.
“Week 10 Discussion” Please respond to the following:
Go to BizFiling’s Website and read the article titled “Identifying and Addressing Employee Turnover Issues,” located at http://www.bizfilings.com/toolkit/sbg/office-hr/managing-the-workplace/employee-turnover-issues-tactics.aspx. Next, examine your current job position or a job position with which you are familiar. Then, choose three (3) significant factors that you believe have contributed to employees leaving the organization. Next, suggest three (3) methods organizations could utilize to retain their employees. Support your rationale with two (2) examples of such factors / methods.
Based on the case study Retention: Deciding to Act (Pg. 718 – Pg. 720), determine whether the major complaints presented in the case study are the true reason for Wally’s Wonder Wash’s high turnover rate. Then, suggest two (2) reasonable retention strategies that Wally’s Wonder Wash could implement. Justify your rationale. Note: Remember, turnover is not always about salary. Therefore, please present strategies that would not involve pay increases.
Orrin Jones
RE: Week 10 Discussion
Next, examine your current job position or a job position with which you are familiar. Then, choose three (3) significant factors that you believe have contributed to employees leaving the organization
1.) Inadequate or Lackluster supervision or training
2.) Not feeling appreciated
3.) A bad match between the employee’s skills and the job
Next, suggest three (3) methods organizations could utilize to retain their employees.
1.) Supervisors should show employee’s appreciation
2.) Make sure that the job matches the employee
3.) Inadequate or Lackluster supervision
Support your rationale with two (2) examples of such factors/methods.
1.) Feeling of not being appreciation: When a person feels as if they are appreciated they will want to stay because they feel as if they are apart of a company or unit that don’t take them for granted and that they are a valuable part of the organization, once they feel appreciated them no matter how much money that they are makking will not matter.
2.) Inadequate or Lackluster supervisor training: If the supervisor has no concept or training of others then the employee’s will bercome more of unattentive to the job or the supervisor there will be no since of respect for the authority of the supervisor. Employees will be seeking other job areas of another company, the solution for this mishap would be to establishing classes on the subject of how to become an effective supervisor, within these classes the workshops will consist of role playing, learning how show appreciation to employees, how to keep up morale, how to look for high turn overs within the company or their department
Based on the case study Retention: Deciding to Act (Pg. 718 – Pg. 720), determine whether the major complaints presented in the case study are the true reason for Wally’s Wonder Wash’s high turnover rate.
Yes, I feel that Mr. Wally did not establish what he expects of the workers, and he never setup any training of any kind that would show the employee’s how and what to do if confronted by any issues when it come to dealing with the customers, Mr.Wally should try to search for someone who has been at the job the longest and delegate authority to them so that if a problem occurs whether he is on the premisses or not the senior mechanic will be able to take control of the situation and free Mr. Wally up for other company responsibilities, Mr. Wally needs to learn how to do a budget analysis for future job openings and for pay raises, employee’swill look for another place of employment not just because of the money but because they need room to grow and a chance of having more responsibilities attached to their job title.
suggest two (2) reasonable retention strategies that Wally’s Wonder Wash could implement. Justify your rationale. Note: Remember, turnover is not always about salary. Therefore, please present strategies that would not involve pay increases.
1.) What I would suggest as far as a retention plan, I would suggest that Mr. Wally implement a program which would teach the employees what are the goals of the company and how important it is to work always in a professional manner, so that the company could grow and gain more customers and clients. Talk to the employees about future job openings so that they could have a chance to see how the company is ran.
2.) I would start giving feed back to the employees each morning to let them know how well or how bad the company’s performance is, I would show appreciation to those employees who are doing an exceptional job and I would announce to employees what to expect in the future. Employees would be able to have their questions addressed and answered so that all employees and management can be on the same page and know what is expected from both sides.
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