Discussion

Discussion

[Author’s name]

Discussion

First Discussion

The objective of higher productivity can successfully be achieved by the organizations when top managers enhance the authority of setting goals and decision-making for the supervisors. It is one suitable approach because it encourages the prospect of accountability at different functioning level considering the practical approach of providing timely feedback to the employees. The approach of setting performance goals by the supervisors makes it easy for both supervisors and workers to develop better working association according to actual requirements of higher productivity. The significant example of this approach is providing direction by the supervisor to the employees about their work tasks. Performance appraisals recognized as the necessary tool to attain a suitable form of performance management. It is the instrument that helps supervisors to assess the actual performance level of the employees in an efficient manner ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"q1CKmMcM","properties":{"formattedCitation":"(BusinessBalls, 2019)","plainCitation":"(BusinessBalls, 2019)","noteIndex":0},"citationItems":[{"id":2091,"uris":["http://zotero.org/users/local/lMSdZ3dY/items/NBR57LYS"],"uri":["http://zotero.org/users/local/lMSdZ3dY/items/NBR57LYS"],"itemData":{"id":2091,"type":"webpage","title":"Performance Management","container-title":"BusinessBalls.Com","author":[{"family":"BusinessBalls","given":""}],"issued":{"date-parts":[["2019"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (BusinessBalls, 2019). Measurement of the workers’ performance is essential to make inferences about their position in the organization. The process of performance appraisal can never be considered as complete without the provision of feedback for the workers.

Second Discussion

Immediate practical measures are essential to control the prevailing critical business situation in the form of failure of the electricity supply. It is the time when there is a need for making rational decisions to ensure a better form of performance. As the responsible employee, the first step will be to immediately shut down the supply of ice cream to the customers. Business practices need to be rapidly closed to handle the entire situation calmly. The next step is to get the ice cream in a better place where there are better chances of remain freeze for a longer period of time. This specific approach is essential to save the main product as the major resource of the business. Both the perspectives of the advantages and disadvantages associated with the approach of considering more than one source of performance measurement in the company. The major advantage of this approach is that it allows supervisors to utilize multiple forms of assessment to evaluate the performance of the workers ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"BorNCngz","properties":{"formattedCitation":"(Kueng, 2000)","plainCitation":"(Kueng, 2000)","noteIndex":0},"citationItems":[{"id":2092,"uris":["http://zotero.org/users/local/lMSdZ3dY/items/FK5R62YK"],"uri":["http://zotero.org/users/local/lMSdZ3dY/items/FK5R62YK"],"itemData":{"id":2092,"type":"article-journal","title":"Process performance measurement system: a tool to support process-based organizations","container-title":"Total Quality Management","page":"67-85","volume":"11","issue":"1","author":[{"family":"Kueng","given":"Peter"}],"issued":{"date-parts":[["2000"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Kueng, 2000). On the other hand, the main disadvantage in the case of this perspective can appear in the form of lower working confidence for the employees. The practical approach of performance appraisal can use as a suitable method of performance measurement within the context of the organization. It is a suitable approach because it ensures timely feedback to the workers.

Third Discussion

Stress management is one critical approach to provide useful practical direction to the employees in the form of proper training assessment. The concept of stress management comprises the collection of techniques and strategies that can be used to help workers in their everyday functioning. As the organizer of the training on stress management for the company’ employees, it is essential to select the topics that are the actual concerns for the workers. Identification of the actual aspects of stress, work-life balance, the well-being of the employees, and different techniques of relaxation are the significant topics that will be considered for the seminar of stress management ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"AFIuQdI5","properties":{"formattedCitation":"(Munz, Kohler, & Greenberg, 2001)","plainCitation":"(Munz, Kohler, & Greenberg, 2001)","noteIndex":0},"citationItems":[{"id":2093,"uris":["http://zotero.org/users/local/lMSdZ3dY/items/7NNYAKLS"],"uri":["http://zotero.org/users/local/lMSdZ3dY/items/7NNYAKLS"],"itemData":{"id":2093,"type":"article-journal","title":"Effectiveness of a comprehensive worksite stress management program: Combining organizational and individual interventions","container-title":"International Journal of Stress Management","page":"49-62","volume":"8","issue":"1","author":[{"family":"Munz","given":"David C."},{"family":"Kohler","given":"Jennifer M."},{"family":"Greenberg","given":"Carl I."}],"issued":{"date-parts":[["2001"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Munz, Kohler, & Greenberg, 2001). Inclusion of these issue assists workers to understand that what is stress management and why it is essential for them to adopt practical measures to better handle the situation of stress. It is important to develop proper criteria when it comes to select a suitable vendor for training. The most crucial aspect is that the vendor has enough background knowledge about the subject of stress management.

Fourth Discussion

Detailed consideration of the case study of Southwest Airlines reveals that the company is focus to provide useful learning opportunities to its customers through the domain of training. Professional and personal development of the employees is the basic agenda for the organization that is successfully achieved through the training approach of Pathlore Learning Management System ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"XEv1caFd","properties":{"formattedCitation":"(Staff, 2003)","plainCitation":"(Staff, 2003)","noteIndex":0},"citationItems":[{"id":2094,"uris":["http://zotero.org/users/local/lMSdZ3dY/items/ASASKZVW"],"uri":["http://zotero.org/users/local/lMSdZ3dY/items/ASASKZVW"],"itemData":{"id":2094,"type":"webpage","title":"Southwest Airlines: Employee Education Takes Flight","container-title":"Chief Learning Officer","author":[{"family":"Staff","given":"Site"}],"issued":{"date-parts":[["2003"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Staff, 2003). This specific approach of learning is useful for the employees because it ultimately encourages them to build a strong association with their workplace. Cooperation is the key perspective achieved by the management of the company through this approach of learning for the workers. It is recommended for the organization to adopt multiple methods of training to attain more suitable outcomes from the entire perspective of workers’ training. Presentations, case studies, simulations, and discussions are recognized as the different forms of training that can be useful options for the organizations. The method of presentations is used to provide the informative domain of the shareholders whereas the perspective of case studies defines the real-life examples to propose better solutions to the situation. Discussion is one of the most suitable methods of training because it encourages to formulate a debate on the issue and find out suitable solutions by developing consensus.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY BusinessBalls. (2019). Performance Management. Retrieved from:

https://www.businessballs.com/performance-management/

Kueng, P. (2000). Process performance measurement system: A tool to support process-based organizations. Total Quality Management, 11(1), 67–85.

Munz, D. C., Kohler, J. M., & Greenberg, C. I. (2001). Effectiveness of a comprehensive worksite stress management program: Combining organizational and individual interventions. International Journal of Stress Management, 8(1), 49–62.

Staff, S. (2003). Southwest Airlines: Employee Education Takes Flight. Retrieved from

https://www.chieflearningofficer.com/2003/09/04/southwest-airlines-employee-education-takes-flight/

Discussion 11

Jasmine Williams

Instructor Name

Course Number

Date

Discussion 11

To any organization, a good HR department is critical, especially if that organization is actively employee-oriented. HRM is key to any productive workplace, one that needs its employees to stay engaged and energized throughout the day ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"bsUubl3l","properties":{"formattedCitation":"(Kaufman)","plainCitation":"(Kaufman)","noteIndex":0},"citationItems":[{"id":245,"uris":["http://zotero.org/users/local/5VyEEXyp/items/EGVYFRS6"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/EGVYFRS6"],"itemData":{"id":245,"type":"article-journal","title":"Evolution of strategic HRM as seen through two founding books: A 30th anniversary perspective on development of the field","container-title":"Human Resource Management","page":"389-407","volume":"54","issue":"3","author":[{"family":"Kaufman","given":"Bruce E."}],"issued":{"date-parts":[["2015"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Kaufman). Not only does it keep the train running on time, but it also monitors the company culture. It manages the overall talent management processes, which also includes performance management by working with the executive staff as well as the managers to execute strategies. Finally, HRM brings effective new practices and idea into the organization, which keeps the organization at the top of its game ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"hQOcQ9lz","properties":{"formattedCitation":"(Storey et al.)","plainCitation":"(Storey et al.)","noteIndex":0},"citationItems":[{"id":246,"uris":["http://zotero.org/users/local/5VyEEXyp/items/SCBV3AVL"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/SCBV3AVL"],"itemData":{"id":246,"type":"book","title":"Strategic Human Resource Management: A Research Overview","publisher":"Routledge","ISBN":"0-429-95422-0","author":[{"family":"Storey","given":"John"},{"family":"Ulrich","given":"Dave"},{"family":"Wright","given":"Patrick M."}],"issued":{"date-parts":[["2019"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Storey et al.).

Work can be hard at times. People cannot always be at 100% all hours of the day. Thus, personally, I believe that the HR development is that one function that meets with my ideas of working with an organization. Everyone hired by an organization is recruited purely on the basis of their merit. They know how to do their job and they know how to do it well. With HR development, I would get the chance to work with specialists and give them something new to learn. Furthermore, I would also get the chance to alleviate work-related stress and make people feel better about the organization that they for ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"HkqVXJme","properties":{"formattedCitation":"(Uddin et al.)","plainCitation":"(Uddin et al.)","noteIndex":0},"citationItems":[{"id":247,"uris":["http://zotero.org/users/local/5VyEEXyp/items/8LUUWT6Y"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/8LUUWT6Y"],"itemData":{"id":247,"type":"article-journal","title":"The impact of human resource development (HRD) practices on organizational effectiveness: A review","container-title":"Asian Business Review","page":"131-140","volume":"6","issue":"3","author":[{"family":"Uddin","given":"Md Bashir"},{"family":"Naher","given":"Kamrun"},{"family":"Bulbul","given":"Afroza"},{"family":"Ahmad","given":"Neser"},{"family":"Rahman","given":"Mohammad Mizanur"}],"issued":{"date-parts":[["2016"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Uddin et al.). In this regard, the HR certification that can help me in my efforts would be SHRM-SCP. It would allow me to develop HR strategies and even lead to HR functions. Furthermore, it would help me align the strategies implemented by HR to the organizational goals.

Having access to the student membership at the Society for Human Resource Management gives you some very vital perks and privileges. It gives you access to the digital reader issue of the HR Magazine. Furthermore, they can even apply for professional membership at half the price and even stay ahead of HR trends. However, the best of all, it allows you to win one of the fourteen SHRM Foundation Student Scholarship or the Susan R. Meisinger fellowship for Graduate Study in HR Award.

Works Cited

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Kaufman, Bruce E. “Evolution of Strategic HRM as Seen through Two Founding Books: A 30th Anniversary Perspective on Development of the Field.” Human Resource Management, vol. 54, no. 3, 2015, pp. 389–407.

Storey, John, et al. Strategic Human Resource Management: A Research Overview. Routledge, 2019.

Uddin, Md Bashir, et al. “The Impact of Human Resource Development (HRD) Practices on Organizational Effectiveness: A Review.” Asian Business Review, vol. 6, no. 3, 2016, pp. 131–40.

Discussion 2

HSY reported sales revenue of $7.808 billion for the year ending December of 2018, while in 2017, the sales revenue was $7.515 billion. This shows a slight increase in sales revenue. Inspire of the economic crisis since 2008, the sales revenue at HSY has been increasing.

The financial ratio shows that it is higher than the median of its peer group: around 12.00. According to these financial ratios HSY's valuation is above the market valuation of its peer group. While it is significantly higher than the average of its sector (Food Products): 9.42. According to these financial ratios HSY's valuation is way above the market valuation of its sector. Also, it is slightly lower than its historical 5-year average: 12.6. The (current) company valuation of HSY is therefore consistent with its valuation average over the last five years.

In the past three years, HSY’s stock has been increasing in value. 2015 was the best performance year for the company. However, a slight drop is being noticed in 2019. The current stock price fluctuates around $105 per share that is a drop of 2.94%. in 2018, the company paid $2.79 dividend per share. The gross profit margin is slightly higher in 2018 than last year, in which the cost of goods sold. In fact, the 2018 gross profit margin is profitable as well.

Financial Ratios

Size

2018e

2019e

Capitalization

22 777 M$

-

Entreprise Value (EV)

26 688 M$

26 507 M$

Valuation

2018e

2019e

P/E ratio (Price / EPS)

20,6x

19,2x

Capitalization / Revenue

2,92x

2,86x

EV / Revenue

3,42x

3,33x

EV / EBITDA

14,2x

13,6x

Yield (DPS / Price)

2,57%

2,73%

Price to book (Price / BVPS)

21,1x

18,2x

Profitability

2018e

2019e

Operating Margin (EBIT / Sales)

20,4%

21,0%

operating Leverage (Delta EBIT / Delta Sales)

0,73x

2,51x

Net Margin (Net Profit / Revenue)

14,0%

14,8%

ROA (Net Profit / Asset)

18,5%

17,3%

ROE (Net Profit / Equities)

114%

114%

Rate of Dividend

52,9%

52,3%

Balance Sheet Analysis

2018e

2019e

CAPEX / CA  

4,31%

4,00%

Cash Flow / Sales

15,7%

16,7%

Capital Intensity (Assets / Sales)

0,76x

0,86x

Financial Leverage (Net Debt / EBITDA)

2,08x

1,91x

References

http://finance.yahoo.com

www.hoovers.com

http://globaledge.msu.edu/industries/

Discussion 3

Discussion 3[Name of the Writer]

[Name of the Institution]

Discussion 3

Introduction

Gender Discrimination has been a very common issue in recent years. The concept of gender discrimination refers to the idea that both the genders, men and women are not equal and a person’s gender affects a person’s living experience. It is also known as gender inequality. It has been an issue of great interest for the experts in various fields. Scholars and researchers in the areas of sociology, psychology and human resource management have been striving for a long time, to find answers to numerous questions that arise from this notion. The area now also touches the subject of Law as in many countries, gender discrimination has been declared a crime.

Although gender discrimination is an issue, faced by both the genders of the society, male and female, the prominent victims are always females. Females, at every level, face discrimination in significantly higher numbers as compared to the males. Whether it is a workplace or at the domestic level, females have been facing the issue of gender discrimination since ages (Okechukwu et. al., 2014). Talking specifically about the workplace environment, women are undermined in the respect of their skills and capabilities, they are always considered as less-skilled and less-intelligent as compared to men (Basford, Offermann, & Behrend, 2014). This is the reason females are not entitled to good or even equal pay structures and are denied involvement in the decision making the process at various stages in an organization (Mihăilă, 2016).

This attitude is proving to be very toxic for the health of the female employees working in the corporate sector, especially their mental and psychological health. The mental well-being of these female employees is being significantly affected by this negative treatment and they are falling prey to various mental issues like stress, anxiety, and depression. As a result of all this, the most affected area is their job performance. The productivity of an employee falls much below the average if they are discriminated on the basis of their gender and are suffering from depression, anxiety, and stress (Krieger, 2014).

Problem Statement

The prevailing issue of gender discrimination or gender inequality is proving to be harmful to the mental and psychological well-being of the employees, especially female employees, which is in return affecting the job performance and productivity of these female employees.

Research Questions

In light of the above-mentioned problem statement, numerous research questions arise, which can be answered in this study. Although all the questions that arise out of this problem statement are of extreme importance, this study will only revolve around the basic two research questions that are the most prominent one is the most important out of these.

How the various aspects of gender discrimination affect the mental and psychological well-being of the female employee?

How are these after effects, impacting the overall job performance and the productivity of the female employees?

Type of Study

Based on the problem statement and the research questions, both qualitative and quantitative types of study can be conducted on this topic. But the ideal type of study will be of a quantitative type, as it provides more accurate and specific results.

For the purpose of conducting quantitative research on this topic, a questionnaire will be designed in order to ask the female employees working in various organizations about their experiences. This questionnaire will inculcate multiple variables like equal pay, equal power, financial freedom, respect, providence or rewards, and incentives and involvement in various strategy designing and decision-making processes. Moreover, the questions will also revolve around variables like type and nature of relationships at the workplace, chances of growth and development and sense of independence (Travis, 2014).

References

Basford, T. E., Offermann, L. R., & Behrend, T. S. (2014). Do you see what I see? Perceptions of gender microaggressions in the workplace. Psychology of Women Quarterly, 38(3), 340-349.

Krieger, N. (2014). Discrimination and health inequities. International Journal of Health Services, 44(4), 643-710.

Mihăilă, R. (2016). Female labor force participation and gender wage discrimination. Journal of Research in Gender Studies, 6(1), 262-268.

Okechukwu, C. A., Souza, K., Davis, K. D., & de Castro, A. B. (2014). Discrimination, harassment, abuse, and bullying in the workplace: Contribution of workplace injustice to occupational health disparities. American journal of industrial medicine, 57(5), 573-586.

Travis, C. B. (2014). Women and Health Psychology: Volume I: Mental Health Issues. Psychology Press.

Discussion 3

Employment Practices

[Author’s name]

[Institute’s name]

Employment Practices

Discussion on First e-Activity

The central objective of developing labor and employment laws is to ensure equal working rights for every eligible individual without any discrimination. It is noteworthy to mention that despite the existence of employment policies, there is room for prohibited employment practices due to the adoption of specific techniques or methods.

Unfair recruitment by the recruiters is witnessed as the technique that increases the risk of prohibited employment practices. The issue of biased staffing observed when an employer hires new workers in a manner that eventually increases the potential of discrimination. The problem of discrimination as forbidden employment practices appeared in different forms such as due to applicants’ race, color, religion, sex, etc. ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"QKRX84iu","properties":{"formattedCitation":"(U.S. Equal Employment Opportunity Commission, 2020)","plainCitation":"(U.S. Equal Employment Opportunity Commission, 2020)","noteIndex":0},"citationItems":[{"id":1762,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/P69SHI74"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/P69SHI74"],"itemData":{"id":1762,"type":"webpage","container-title":"EEOC.Gov","title":"Prohibited Employment Policies/Practices","author":[{"family":"U.S. Equal Employment Opportunity Commission","given":""}],"issued":{"date-parts":[["2020"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (U.S. Equal Employment Opportunity Commission, 2020) The employment application is recognized as another source of adopting the approach of restricted employment practices. It is examined that sometimes employers adopted the policy of biased job advertisements that clearly indicates recruiters’ preferences and discourage some applicants due to any of discriminatory factors such as due to their race, color, sex, etc.

It is recommended for the organizations to religiously follow all the guidelines established by the authority of the Equal Employment Opportunity Commission (EEOC) to minimize the risk of prohibited employment practices. In an organizational setting, it is suggested for the organizations to implement the strict policy to address the scenario of employment discrimination.

Discussion on Second e-Activity

Internships and part-time jobs are characterized as two important forms of employment opportunities that are closely linked with various domains of background checks. Criminal History Checks and Education and Employer Verification are classified as two major forms of background checks that need to be considered by the employer. It is crucial for the employer to get the necessary background information of the employee mainly in the form of their qualification ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"HS6FOpJd","properties":{"formattedCitation":"(Privacy Rights Clearinghouse, 2019)","plainCitation":"(Privacy Rights Clearinghouse, 2019)","noteIndex":0},"citationItems":[{"id":1763,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/QMYBYLCD"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/QMYBYLCD"],"itemData":{"id":1763,"type":"webpage","container-title":"PRC. Org","title":"Employment Background Checks: A Jobseeker's Guide","author":[{"family":"Privacy Rights Clearinghouse","given":""}],"issued":{"date-parts":[["2019"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Privacy Rights Clearinghouse, 2019). It is mandatory for the recruiter to examine employees’ backgrounds in case of any form of criminal activity previously. Identification of in-depth background of employees helps organizations to ensure consideration of proper compliance with legal requirements.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Privacy Rights Clearinghouse. (2019). Employment Background Checks: A Jobseeker’s Guide. PRC. Org. Retrieved from:

https://privacyrights.org/consumer-guides/employment-background-checks-jobseekers-guide

U.S. Equal Employment Opportunity Commission. (2020). Prohibited Employment Policies/Practices. EEOC.Gov. Retrieved from:

https://www.eeoc.gov/laws/practices/

Discussion 8

Disruptive innovations

Author name

Affiliations

Module Based Content

Starbucks has always been known for its socially responsible practices. , Starbucks is also a proud sponsor of Morning Joe. Recently C.E.O. of Starbucks, Howard Schultz has also decided to share its profits from a local store in Crenshaw with the Los Angeles Urban League and Harlem in New York City. The aim is to develop a model for businesses to become superior corporate agents in socially and economically dejected localities. The Abyssinian Development Corporation and the L.A (Brzezinski & Geist, & Scarborough, 2011). Urban League is not able to raise money due to the federal deficit and budget cuts at the state level. These organizations are striving a lot for education, health services, and the homeless in their areas. Starbucks has also been operating in the same localities for over a decade and has witnessed their heroic efforts. Therefore, Starbucks has decided to partner with these organizations and give them nearly $100,000 a year from its profits of each store. Starbucks does not believe in profitability as a sole objective rather want to emerge as a model of a socially responsible organization. In addition, it is also fulfilling’s its reasonability towards nation on a large scale and has created Jobs for the U.S.A. this requires customers who visit Starbucks store to donate five dollars.

On the other hand, Wal-Mart one of the nation's biggest business empire has been accused of using bribery in expanding its business. Walmart is going for aggressive international expansion and now own twenty-one-hundred stores with more than 200,000 workers. A decade ago, it only had 500 stores ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"YxoGuBRv","properties":{"formattedCitation":"(\\uc0\\u8220{}Wal-Mart Executives May Face Prosecution in Bribery Case,\\uc0\\u8221{} 2012)","plainCitation":"(“Wal-Mart Executives May Face Prosecution in Bribery Case,” 2012)","noteIndex":0},"citationItems":[{"id":2710,"uris":["http://zotero.org/users/local/KZl8ZL3A/items/MW6NSGMU"],"uri":["http://zotero.org/users/local/KZl8ZL3A/items/MW6NSGMU"],"itemData":{"id":2710,"type":"webpage","title":"Wal-Mart Executives May Face Prosecution in Bribery Case","issued":{"date-parts":[["2012"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“Wal-Mart Executives May Face Prosecution in Bribery Case,” 2012). This vast expansion has arisen questions about its expansion. The New York Times has claimed that the company has paid big bribes and violated US law. For example, in Mexico, it has spent millions of dollars on bribes to local government officials to speed up the permitting process. If these allegations prove true then the company will face serious harm. It will affect its reputation and sales in the long run. Wal-Mart should know its responsibility and must not involve in any illegal practice to make a profit.

Landmark Article Research

Technology brings innovations and affects every aspect of the organization. Its strategies also changed with emerging technologies ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"gbYkfZJX","properties":{"formattedCitation":"(Tidd, 2001)","plainCitation":"(Tidd, 2001)","noteIndex":0},"citationItems":[{"id":2703,"uris":["http://zotero.org/users/local/KZl8ZL3A/items/F8DTXB4Y"],"uri":["http://zotero.org/users/local/KZl8ZL3A/items/F8DTXB4Y"],"itemData":{"id":2703,"type":"article-journal","title":"Innovation management in context: environment, organization and performance","container-title":"International journal of management reviews","page":"169-183","volume":"3","issue":"3","author":[{"family":"Tidd","given":"Joe"}],"issued":{"date-parts":[["2001"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Tidd, 2001). It provides different opportunities to organizations to make progress by offering new technological solutions. With this, there are also different challenges that technology gives to organizations. For example, technological changes may result in disruptive innovations that do not offer better products to the current markets rather change this and offer new products and services ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"l1juVZqH","properties":{"formattedCitation":"(Tidd, 2001)","plainCitation":"(Tidd, 2001)","noteIndex":0},"citationItems":[{"id":2703,"uris":["http://zotero.org/users/local/KZl8ZL3A/items/F8DTXB4Y"],"uri":["http://zotero.org/users/local/KZl8ZL3A/items/F8DTXB4Y"],"itemData":{"id":2703,"type":"article-journal","title":"Innovation management in context: environment, organization and performance","container-title":"International journal of management reviews","page":"169-183","volume":"3","issue":"3","author":[{"family":"Tidd","given":"Joe"}],"issued":{"date-parts":[["2001"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Tidd, 2001). Thus, there is a snap between the manager's insights and reality in the context of successful innovation.

Clayton Christenson firstly developed the theory of disruptive innovation to refer to those innovations that result in new markets and new customer segments. These are readily accepted in new markets as they offer more convenience and low price to customers. A classic example of this is the manufacturing of computer disks that resulted in disruptive innovation. When disk drive was developed it created a new market. However, with time they got replaced with drives as customers were no more customers. Thus, disruptive product always requires improvements to remain in the market but with a low price.

In addition, disruptive innovations are the features of small firms and small markets. These small markets cannot enter larger markets and attract large firms. This is due to their limited capacity of investment for growth. They are only successful on a small scale as their new ideas give them a competitive advantage. They also get the opportunity of having an enhanced customer's loyalty as a result of the absence of competitors.

Contemporary Research

Disruptive innovations result in new groups of customers and new markets as they disrupt an existing market. This is the same concept that was discussed by Tidd in the article" innovation management in context: environment, organization and performance”. These markets that result from disruptive innovations have new business models and the use of new technologies ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"wsNtC9h8","properties":{"formattedCitation":"(Christensen, Raynor, & McDonald, 2015)","plainCitation":"(Christensen, Raynor, & McDonald, 2015)","noteIndex":0},"citationItems":[{"id":2481,"uris":["http://zotero.org/users/local/KZl8ZL3A/items/F6FVUA4Y"],"uri":["http://zotero.org/users/local/KZl8ZL3A/items/F6FVUA4Y"],"itemData":{"id":2481,"type":"article-journal","title":"What is disruptive innovation","container-title":"Harvard Business Review","page":"44-53","volume":"93","issue":"12","author":[{"family":"Christensen","given":"Clayton M."},{"family":"Raynor","given":"Michael E."},{"family":"McDonald","given":"Rory"}],"issued":{"date-parts":[["2015"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Christensen, Raynor, & McDonald, 2015). These innovations do not specifically result in better products rather they change the way of presenting the products and services. In today business world, the internet can be considered as a foremost cause of disruptive innovation. With the help of internet, people are going for new markets. These markets operate over the internet by improving communication between customers and sellers and carry out buying and selling. For example, Dell is one such company that has taken advantage of the internet for creating a new market for its products over the internet. Accordingly, the internet becomes a bridge between customers and businesses and result in disruptive innovation.

Another article “How useful is the theory of disruptive innovation? by King & Baatartogtokh is also focusing on the aspects of disruptive innovation that have been presented by Christensen’s theory of disruptive innovation ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"26SMwRE4","properties":{"formattedCitation":"(King & Baatartogtokh, 2015)","plainCitation":"(King & Baatartogtokh, 2015)","noteIndex":0},"citationItems":[{"id":2708,"uris":["http://zotero.org/users/local/KZl8ZL3A/items/INR69PXE"],"uri":["http://zotero.org/users/local/KZl8ZL3A/items/INR69PXE"],"itemData":{"id":2708,"type":"article-journal","title":"How useful is the theory of disruptive innovation?","container-title":"MIT Sloan Management Review","page":"77","volume":"57","issue":"1","author":[{"family":"King","given":"Andrew A."},{"family":"Baatartogtokh","given":"Baljir"}],"issued":{"date-parts":[["2015"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (King & Baatartogtokh, 2015). Christensen’s theory of disruptive innovation was developed by considering the four key elements of the theory of disruption. These are improvements in stakeholders in the market along a trajectory of sustaining innovation. The other element is overshooting customer needs. The third is their capability to retort to disruptive threats. The final element is the ending up of stakeholders as a result of the disruption. However, this article is different from the landmark article as it has also focused on the sustainable innovations which are improvements in existing products. These continuous innovations in products result in high-quality products for higher profits.

References

Brzezinski, M. (Reporter), & Geist, W. (Reporter), & Scarborough, J. (Anchor). (2011).Starbucks Launches Profit Sharing Stores in NYC and LA.

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Christensen, C. M., Raynor, M. E., & McDonald, R. (2015). What is disruptive innovation? Harvard Business Review, 93(12), 44–53.

King, A. A., & Baatartogtokh, B. (2015). How useful is the theory of disruptive innovation? MIT Sloan Management Review, 57(1), 77.

Tidd, J. (2001). Innovation management in context: environment, organization and performance. International Journal of Management Reviews, 3(3), 169–183.

Wal-Mart Executives May Face Prosecution in Bribery Case. (2012).

Discussion 8

HRM: Discussion 8

Name

Institution

HRM: Discussion 8

The above premise serves to argue on the significance of employee development and motivation. From a corporate governance point if view, I would recommend Starbucks to continue with the implementation of the tuition reimbursement plan as it is more effective in prompting motivation among the workforce. In addition, providing education opportunity to the workers is a valuable strategy than monetary rewards since it is a force to reckon when it comes to empowering individuals and their capacity to increase productivity while sustaining innovation and competitive advantage (Kimball, 2016). It is incredibly one of the best business strategies and a functional tactics as the corporate world is largely embracing social responsibility. Since the initiation of the plan will involve the workforce they experience a sense of ownership and feeling as partners in the business establishment.

Starbucks ought to follow that route and allow the management to pursue the plan in empowering the workforce at individual level to prompt motivation (Perozzi, 2019). The end results of the reimbursement plan is attain skill development to tap the potential of talented personnel and exploiting their creativity that will trigger innovation making a huge contribution to growth of the company than it would the consequence of only increasing hourly wages. The programme is of great significance as it will change the personnel attitude and even that of the consumer who regards it as giving back to society (Perozzi, 2019). The corporate acknowledged a social need to society by appreciating the need for higher education in their team.

The initiative will significantly create a vessel to impart knowledge to the workforce and keeping them updated and abreast of the happenings in the industry to remain competitive and inspire dynamic innovations for the success of the company. Social responsibility initiative is such an incredible marketing strategy and it will increase demand for the products from the firm.

References

Kimball, D. C. (2016). Corporate social responsibility at starbucks: 2016–2017 issues for discussion. SAGE Publications: SAGE Business Cases Originals.

Perozzi, B. (2019). Leadership Development Through Transforming the Student Employment Process. New directions for student leadership, 2019(162), 23-36.

Discussion 9



Discussion 9

[Name of the Writer]

[Name of the Institution]

Discussion 9

A labor union is a group of workers or employees, mostly of the same department or the same job role, who come together to achieve a common goal. Most of the time, such unions are formed for getting better working conditions, better wages, improved safety standards or other benefits like medical insurance, health insurance or retirement plans (Flavin, & Shufeldt, 2016). The unions act as a negotiator between the higher management of the company and the end line employee. The major intent of any labor union is to provide benefit to the ultimate employee by without hurting their sentiments and keeping harmony between both the parties (Roy, 2017). In short, a labor union acts as a bridge between the employee and the employer.

I had joined an internship program, in a well-known manufacturing company, some months back. It was a huge manufacturing unit that dealt with food and organic products. The company produced various types of food products and sold them to big markets like super stores and departmental stores. The employees working in the organization had no union and worked in much peace and harmony. There was only one issue that the employees working in the organization did not had any medical or health benefits provided to them. For this purpose, some of the innovative thinkers from the first line employees decided to take and initiative and form a group, who can present their demands in front of the top employees, to provide them with the medical and health insurance facilities. I was also invited to join the union but I refused to do so as I was only an internee there and was not intending to stay there for a long period of time. If I had been a permanent employee in the food-product company, I would have definitely joined the union and got the benefits that were being demanded.

References

Flavin, P., & Shufeldt, G. (2016). Labor union membership and life satisfaction in the United States. Labor Studies Journal, 41(2), 171-184.

Roy, D. (2017). The study of Southern labor union organizing campaigns. In Pathways to data (pp. 216-244). Routledge.

Discussion Question



Discussion Question

[Name of the Writer]

[Name of the Institution]

Discussion Question

Strategy driven talent management has been found effective in finding top talent in various professions. This is a method that is being used by businesses to create a competitive business advantage. Human resource managers team up with talented professionals to create a good environment to attract, nurture, deploy and retain top talents. However, new talents may be a threat to the senior leadership of an organization. This is a challenge to talent management. The senior management of an organization may resist new talent in various ways.

Senior leaders can use intimidation as a way to discourage the now young employees that have talent. This can arise during meetings when the junior workers are doing their presentations. During a wonderful presentation by a junior employee, a senior leader may say or ask something that may get the presenter confused and to lose his concentration. The presenter will get stuck and this is how his presentation is ruined.

Another way in which the senior leaders can resist talent development is through limiting the privileges of the young employees whose talents need to be nurtured. An example of this is where a young employee being trained to be a manager at a certain department is being denied the chance of attending the department's meetings to see what goes on. This automatically makes the employee feel isolated and not needed hence he may leave for another organization.

Senior leaders can also resist new talent by setting up tough conditions of bringing new employees to the company. What does this imply? This will mean that very few employees will be joining the organization, only if need be. These leaders intentionally prefer older workers with experience rather than the young developing ones. This is what kills the developing talent of young employees.

To deal with the above drawbacks, the human resource managers should ensure that they monitor the operations of the young employees closely and ensure they do not encounter barriers. HR managers should also try and train new employees on how to deal with instances of intimidation. This will ensure that the new employees are equipped with techniques for dealing with any form of intimidation, discrimination, etc. HR managers of a company should advocate for more slots to allow new talent into the organization.

The ways some leaders use to identify high potential employees include their own/personal methods. These methods are highly valued because of several reasons. Reasons such as leaders identify employees about whom they know their knowledge, skills, capabilities, efficiencies, the way they work elsewhere, and their productivity at the organization, etc. But, every coin has two sides. Those methods also have some risks associated. The risks may be that the unstructured methods used by leaders may not bring the expected results, they may misjudge the employee or individual and/or the identified skills and knowledge through unstructured method may not suit the particular organization.

Discussion Question

Building Functional Expertise and Operational Objectives and Talent Management

Student’s Name

Institution

Date

Building functioning expertise within an organization

Studies have indicated that there are several ways of building functional expertise in an organization or business (Rotolo, 2013). Operation is regarded as the process of creating and moving services which are considered to reach the clients’ location faster. It is an important factor in business because it builds functional expertise in a company. There is a lot of hastiness in processes and therefore, it is necessary to have a backup strategy in position that can be applied when there is a need (Rotolo, 2013). In case of any kind of breakdown in the distribution of the products to clients or other companies, it can lead to an end of an association established with customers who depend on the operations run easily and effectively. It shows that operation is an important factor which customers or people rely on.

A two-year plan to build functional expertise of a newly hired manager

Supervisors are important people in an organization and they play a complex role in every aspect of the operation of a company. They are mostly involved in employing the right nominees and ensure that the right products are released to the community. Ensure that in every level of a company’ team guarantees all the functions are conducted to the fullest for the goals of a company to be accomplished. First, there is a need to identify the best operative methods for effective implementation, sustainability, and well-designed talent system. Secondly, future research should mostly focus on obtaining separate enablers for success and inhibitors of the achievement such as CEO, and budget (Rotolo, 2013). Thirdly, it is established that the effectiveness of a well defined and functional talent systems have a trend of being around for three years, the future research needs to classify difficulties and speedy method to content growth.

References

Rotolo, C. T. (2013). Strategy‐Driven Talent Management: A Leadership Imperative edited by Rob Silzer and Ben E. Dowell. Personnel Psychology, 66(1), 304-308.

Discussion Question

Discussion Question

[Name of the Writer]

[Name of the Institution]

Discussion Question

Q. 1 Synthesize the key characteristics of an effectively managed talent pool for leaders. Justify how you would initiate and maintain this talent pool of potential leaders.

Being adaptive to change is an important aspect of business that is often neglected by many organizations (Rothwell, 2010). How an organization cope with critical transformation will determine whether it will strive or dive (Rothwell, 2010). Apart from having ample resources at the disposal, a consensus is required at all managerial levels when bringing in new leadership (Rothwell, 2010). Organizations must identify the most promising candidates and groom them accordingly. The first step in creating an immaculate leadership training program is to have well-defined and well-organized functions and skills that would enable an individual to perform brilliantly (Rothwell, 2010). Secondly, in a business environment where employee retention is a fundamental issue, it becomes imperative to have the vision of the future leader aligned with the company’s vision (Rothwell, 2010). Vision alignment helps leaders to promote the company’s vision among their staff with every task and function. Lastly, HR and senior management of an organization should work collectively to build the capacity of the prospective future leaders by identifying areas for improvement (Rothwell, 2010). The HR and senior management of the organization must be involved equally in the process to achieve the goals- selection and development of future leaders.

Q.2 Discuss an approach to engagement research that would encompass the necessary components to your profession or industry. Itemize the areas that must be considered in the future talent pool.

It is incumbent on the organizations to build a distinctive corporate culture where the goals and values of the managers are in line with other departments (Blass, Knights & Orbea, 2008). Distinctive culture not only elevates the confidence of existing employees but also motivates newer employees. Employees that have been made part of the talent pool must not be complacent. Instead, they must continuously work towards polishing and refining current skills and acquiring new skills that would help them to excel in the future (Blass, Knights & Orbea, 2008). The progress of the employee must be reviewed regularly to ensure it is on par with the developed leadership program (Blass, Knights & Orbea, 2008). Moreover, the organization must keep its requirements of talent pool on par with the changing business scenarios (Blass, Knights & Orbea, 2008). For businesses to successfully achieve both long term and short term goals, they require capable employees both today and in the future. Apart from addressing the staffing needs by hiring new employees, companies must vest their trust in the current shining employees (Blass, Knights & Orbea, 2008). Certainly, the talent pool helps to manage talent according to the changes and growth of the business of the corporation.

References

Blass, E., Knights, A., & Orbea, A. (2008). Developing future leaders: The contribution of Talent Management. In Leadership learning (pp. 181-199). Palgrave Macmillan, London.

Rothwell, W. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within. Amacom.

Discussion Question

[Name of the Writer]

[Name of the Institution]

Q.1:

HRM is playing a strategic role in the organizations for the improvement of the performance. Evolution of HRM had marked out five phases that mainly include Stage 1: Pre-world war 2 period which included custodian activity and development of employee’s management. Stage 2: post World War 2 period. Stage 3: Legislative era Stage: 4 cost effectiveness era and emerging HRM Stage: 5 Technical time and emergence of strategic HRM (1990 till present) HRIS was evolved in 1950’s and 60’s when first computerized system was invented with the increasing significance of IT softwares HRIS became competitive and helped the companies in the management of payroll and other accounting activities

Q.2:

I am Assistant at company and according to me I would use basic operational system. I track technology, several payroll process and pieces of interactions. Although it is good if we use the same software for it and make the job easier for the employees but all this is done by different systems. Use of many Systems leads towards the transformational HR activities. By the trend of changing the technology individual use many different opportunities that constantly changing.

Q.3:

Getting feedback from HRIS users is very important. It can help us in improving the business decisions and can help in the customer retention. Information can be saved. By the help of feedback we can bring changes and innovations in our HRIS software if customers have difficulty in using the software then they will not use it for the next time. My experience as an employee is very good it focus on supporting the work cooperation and the labor force planning.by the use of performance appraisal methods it is possible to check the work of the employees and give the benefits according to their performance. I am getting travel pay, compensations and much more. As a customer it depends upon us to how much we trust the organization and its softwares. For getting guidance we have to trust the HRIS. Cloud Computing is used by the internet to maintain the data online. Without using other CD rom ,Hard drive etc. we cannot maintain the data .by the use of this cloud computing organizations do not have to run separate applications and databases for it

Discussion Question Week 10

Discussion Question Week 10

[Name of the Writer]

[Name of the Institution]

Discussion Question Week 10

The leadership of talent management approaches has been impacted by numerous international proceedings ever since 2008. The global stock markets jumped and the financial crunch blew out all across Europe back in 2008. This was a significant event and the exact dates of great fluctuation being 21st and 22nd of the January. The main challenge that was being faced was finding the equilibrium point amid right quality-cost-risk combination which will further tie well with the economics of talent sourcing. There is no doubt in the fact that when there is a global recession it is harder to attract talent. There is a need for tightening operations and controls and the making of tougher organization strategies and more active working environment.

Coming to the Occupy Wall Street movement that started on the 17th of September 2011, it was a protest that took place against economic inequality. This also had a significant impact on talent management strategies. In 2018 the rising digitalization of HR also had quite an impact on the leadership of talent management strategies. Lately, the issue is that HR organizations now have to learn how to be digital instead of just purchasing digital products (Cascio & Boudreau, 2016). When it comes to recruitment a more digitalized system came into existence which had an impact on pooling in the potential candidates.

Talent management strategies need to be worked on and further improvised for the 21st century. The failure in talent management consistently had an impact on the surplus of every organization. For starters, companies need to make and buy to handle the risk. The best way to do that is to measure the need for talent (Cascio & Boudreau, 2016). Secondly, there needs to be adaptability when it comes to the uncertainty in the demand for talent. Thirdly, an improvement in the investment return in enhancing the employees is necessary. Finally, the balance between employer and employee interest is key to making a difference in the talent management system.

References

Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.

Discussion Question Week 11

Discussion Question Week 11

[Name]

[Institute]

Author Note

Talent Management – SWOT Analysis

Talent Management

In the high-tech corporate world, talent management is seen as an important part of business schemes. It can be defined as the dedication of an organization and their commit to attracting talented individuals to work for them. They can then hire these individuals, develop their skillset and ensure that these individuals can remain as a part of a consummate workforce. The prime purpose of talent acquisition and management is to give company rivals a stiff competition especially in a corporate scenario ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"KPLKdJBm","properties":{"formattedCitation":"(Scullion & Collings, 2011)","plainCitation":"(Scullion & Collings, 2011)","noteIndex":0},"citationItems":[{"id":835,"uris":["http://zotero.org/users/local/5VyEEXyp/items/8R44AGIR"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/8R44AGIR"],"itemData":{"id":835,"type":"book","title":"Global talent management","publisher":"Routledge","ISBN":"1-135-23445-0","author":[{"family":"Scullion","given":"Hugh"},{"family":"Collings","given":"David"}],"issued":{"date-parts":[["2011"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Scullion & Collings, 2011).

SWOT Analysis

SWOT analysis is a detailed report that evaluates the performance of organizations or an organizational unit based on its strengths, weaknesses, opportunities, and threats. It can be applied to individuals, groups, or sectors of an organization, where strengths and weaknesses stem from internal factors of the company, while opportunities and threats are independent and mostly related to external factors ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"EPTpI4al","properties":{"formattedCitation":"(Berliandaldo & Hidayat, 2017)","plainCitation":"(Berliandaldo & Hidayat, 2017)","noteIndex":0},"citationItems":[{"id":836,"uris":["http://zotero.org/users/local/5VyEEXyp/items/64ZADWJH"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/64ZADWJH"],"itemData":{"id":836,"type":"article-journal","title":"Implementing Talent Management Approach, to Improve Non-Tax Revenue in Center for Innovation","container-title":"International Journal of Business and General Management (IJBGM)","page":"47-56","volume":"6","issue":"6","author":[{"family":"Berliandaldo","given":"Mahardhika"},{"family":"Hidayat","given":"Anang"}],"issued":{"date-parts":[["2017"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Berliandaldo & Hidayat, 2017). With regard to talent management at any organization, the SWOT analysis is as follows:

Strengths

Have an employee-friendly team at hand.

Recruit exception talent to ensure that the best of the best people can work for you.

Ensure that the right talent holds the right position

Helps to understand among employees and shape a better future.

Improve ranking in a global corporate scenario.

Promote effective communication strategies across a number of different disciplines.

Weaknesses

Talent management programs can sometimes be expensive, especially with regard to time, financial costs, and resources.

Diminish commitment among employees due to lack of support from the managers,

Add onto the rising conflicts between management and HR by lack of proper agreement or consensus.

Opportunities

Recruit talented individuals.

Development of the skillset of the present talent.

Generate and develop leadership qualities.

Create an effective ethical culture.

Threats

High compensation demands

Tightening the talent market.

Lack of appealing company culture.

Increased employee turnover.

Lack of proper leadership.

Why Study the Subject?

This subject is essential if you want to shine in the corporate world. It relays the basics that will help you make decisions in the field.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Berliandaldo, M., & Hidayat, A. (2017). Implementing Talent Management Approach, to Improve Non-Tax Revenue in Center for Innovation. International Journal of Business and General Management (IJBGM), 6(6), 47–56.

Scullion, H., & Collings, D. (2011). Global talent management. Routledge.

Discussion Questions

Discussion Questions

[Name of the Writer]

[Name of the Institution]

Discussion Questions

Talent management strategy and tactics help businesses in actions taken to recruit potential people with having expertise and capabilities in a particular industry. The framework of talent management or talent management frame is designed and aimed to collect numerous perspectives with the potential talent skills set which assists businesses in the acquisition of additional talent from the target labor market and consumer market. The incentive in R&D (Research and Development) provide a clear understanding of defined information and details and a diversified talent pool of quality and potential candidates. The core objective research priority of talent management is to get new and highly capable talent in all business operations areas. The available talent and pool are verified and inducements implemented to develop a better and fully attractive package to get, retain and sustain the new and acquired talent (Collings, & Mellahi, 2009). The organization communicates the incentive (talent management incentive) which offer long term commitment to develop a strategy through the use of core principles like incentives, compensations, selection search to work with organization.

Employees Retention: it is very crucial to retain even every employee because a high employee turnover rate creates extra costs for organizations and affect productivity inversely. The retention of best employees in the organization ensures effective customers satisfaction, better services, enhanced productivity, increased sales, coworkers' satisfaction, and fine reporting (Collings, & Mellahi, 2009). It also leads to better and effective succession planning and embeds organizational learning and knowledge.

Succession Planning: succession planning is the thorough process which organizations use to know where the organization/business makes sure that employees are recruited, improved and developed to fulfill a major role in the organization or company.

Integrated Talent Management: The concept and process of integrated talent management help businesses in the recruitment and retention of top-level talent.

International/Global Leadership: The concept and practices of global leadership are committed to properly and intentionally develop and empower the next/upcoming generation of inspiring and effective leaders.

Collaborative Work Place: In this era of global connectivity, businesses continuously applying and adopting collaborative and highly effective and cooperative work environments to blow it into the expertise and knowledge of their key and even all customers, employees and other business stakeholders (Collings, & Mellahi, 2009).

The reason because of that, these five topics are selected is they fully knot into the strategy of talent management as well as they would provide the edge for quickly and effectively in-lining the workforce, executives and strategies and to outperform competitors in the industry or marketplace.

References

Collings, D. G., & Mellahi, K. (2009). Strategic Talent Management: A review and research agenda. Human resource management review, 19(4), 304-313.

Discussion3

Expatriation

Name of Student

Institutional affiliations

Expatriation

No, in the modern era it is not necessary for the people to be expatriates to work in an organization. In the past, companies did not have enough technological resources to make a digital team CITATION Mic18 \l 1033 (Lewrick & Link, 2018). Physical presence of a person was found absolutely necessary for a team to function properly. With the passage of time, the resources have shrunk and organizations have also diverted their focus on cutting costs. These factors have resulted in the creation of teams which are physically and geographically far apart but they produce significant results for companiesCITATION Car16 \l 1033 (Yahuda Baruch & L.Tung, 2016). Information technology is the department which has been the most affected by this trend. Companies form teams for solving particular problems and as soon as the problem is resolved, the team is deformed as well. A particular trend followed by the companies is to allow employees variable working hours according to their own choice. In addition to controlling the costs, this approach allows the company to get the best talent available from a huge global pool. In the field of finance, organizations can take the services of experts at the time of financial statements preparation. A Head office in the US which is running a subsidiary in South Africa will opt for taking the advice of a local expert and employees will make the financial statements sitting in the US. The company will keep the minimum possible number of employees to save on costs. Another aspect is the difference between labour laws followed by the different countries. A US based company may have to pay a higher amount of money to its employees in the EU, it is better to work with part time employees so that the company does not have to consider various labour laws at the same time CITATION Fur10 \l 1033 (Furnham, 2010). The downside of this approach is that companies cannot use this approach in case of production units.

References

BIBLIOGRAPHY Furnham, A. (2010). Human Mobility in a Global Era. In S.Carr, The Psychology of Global Mobility. International and Cultural Psychology. New York: Springer.

Lewrick, M., & Link, P. (2018). The design thinking Playbook. WILEY.

Yahuda Baruch, Y. A., & L.Tung, R. (2016). Career Mobility in a Global Era: Advances in Managing Expatriation and Repatriation. The Academy of Management Annals, 841-889.

Dismissal Meeting

Laying off Employees

Name of the Student

Name of the institution

Decreasing the negative emotions

Laying off an employee is not an easy job for a manager but there are certain circumstances in which it becomes necessary to layoff one or more employees. This layoff is usually accompanied by some negative emotions both with the employee and manager. Following are the tactics with which a manager can cope with the negative emotions related to layoffs.

Thorough understanding of the case

The manager must have a thorough understanding of the case of employee layoff. This can be gathered from the immediate boss of the employee who has been laid off. The proper information will help the manager to understand the true mindset of that employee. Another benefit of this information gathering is that the manager will be able to assess if the decision of laying off is justified or not. There will be more negative emotions if the decision is not justified by the company. This may happen when the employee is laid off just to reduce the expenses made in terms of salaries and other benefits CITATION San18 \l 1033 (J.Sucher & Gupta, 2018).

Clear Communication

Once the manager has gone through the whole scenario and gathered all the relevant information, he should communicate very clearly to the employee about the decision and if necessary, the reasons of making this decision. This will not be an easy task especially if the employee has served the organization for a longer period of time. It will not be good to say that the organization does not have resources to keep you intact. Clear communication will mean that the decision made by the organization should be justified by the manager. This aspect will be much easier if the layoff is done as a result of some fault of the employee. This will mean that the manager will not have to think much about the way he will deliver the message. Another easier scenario is when a large number of employees have been laid off at a time. The communication will also help the employee by recognizing that the manager knows the whole scenario and he is communicating clearly with him CITATION Tal16 \l 1033 (David, 2016).

Positive Communication

Now that the message has been communicated clearly to the employee about layoff, the manager should close the case with the help of some positive dialogues and gestures. This will help to minimize the negative impact of laying off. Especially important is making the employee feel that he was important to the organization but the circumstances were such that it became necessary to lay him off. If the employee has been found culprit, the communication may include that a lesson has been learnt and the employee will not undertake any similar activity in the future.

Step by step process to conduct Dismissal meeting

Following are the steps that should be considered while conducting a dismissal meeting

First of all, the employee should be treated with respect and kindness. The manager should keep himself prepared for any kind of reaction from the employee. There should be no argument between the employee and manager, rather there should be a sense of compassion between the two parties.

The meeting should be conducted in a separate room so that self-respect of the employee is not affected. The meeting should be brief but should also give all the answers to the queries of the employee.

There must also be a representative of the human resource department in the meeting so that there is no ambiguity in the whole process. The presence of this person will also mean that all the formalities related to the process have been completed.

The benefits that can be generated out of this incident should be discussed in the meeting. The real reason of laying off should be thoroughly discussed. The manager must be very straight forward about the reason of laying off so that the employee does not draw his own conclusions about the incident. The major reasons for the decision should be clearly communicated to the employee. There should be no irrelevant discussion in this meeting. Both the parties should talk to the point in the termination meeting. The separation and release agreement should be reviewed during this meeting. The employee can be compensated by giving him a reference to another organization for job seeking. The employee should be handed the termination letter as per the policy of the company or he should be asked to fulfill the requirements for the same.

The employees should be allowed to take away any personal belongings right after the layoff meeting. During this process, one other employee should remain with the laid off employee. This is seen as a respectful gesture by the employee and prevents any possibility that his personal belongings are lost.

The employee should return all the things that show him as a part of the organization. These may include cards, mobile phones, badges etc.

The employee should be given his last pay check as quickly as possible so that there is no chance of legal action taken by the employee in this regard. The company must fulfill the state laws in this regard. This must also include the payment for any vacations that have not been availed by the employee and any other payment necessary by the state laws.

The employee should immediately leave the office premises after the meeting comes to an end and he has taken hold of his personal belongings.

The whole proceeding of this meeting should be documented and this document should be kept in the personal file of the employee. This must also include any comments made by the employee and any other notable argument CITATION Jen13 \l 1033 (Brown, 2013).

Compensation provided to the separated employee

An employee is frightened by the thought that he will not receive the paycheck even for a short period of time. In order to bring him out of this fearful situation, the organization can provide him with certain forms of compensations.

The first thing that will be given to the laid off employee is the last paycheck that he has already earned. This should be handed over to the employee as soon as possible after the laying off meeting has been adjourned. According to the state laws, the employees should also be given any remaining leaves or any other encashment available. If there are any expenses that have to be reimbursed, these should also be reimbursed.

The laid off employees may be entitled to severance payment by the state law or the company policy may provide this payment. There are many states that require that the employers pay a small amount of money to the laid off employee or continue to provide him the health related benefits for a certain period of time after the laying off. There is a federal WARN act that asks the employers to provide a prior notice to the employees who will be laid off. The exact situation will be when there are a large number of employees laid off at the same time. Some states require that some additional payments are to be made to the laid off employees in the name of severance. The employers who are relocating their businesses at least 100 miles away, are required to pay one week severance to the laid off employees.

The employers may have promised to pay some compensation to the employees in the name of severance. This payment may make up one week’s pay of the employee for each year of service of employee with the organization. If the employer has provided any terms and conditions regarding severance payment in the contract, he may be held legally responsible to pay these. There may be a tradition in a company to pay the severance amount to the laid off employees which will mean that the recently laid off employee will also be paid the similar severance amount.

In case of a layoff, there is no fault of the employees in general and they will be entitled to unemployment benefits until they do not get a new job. Unemployment insurance is a joint program of the federal and state governments and employees are eligible to get paid if:A minimum serving time has been completed by them or they have earned a minimum amount of money or both these conditions have been jointly fulfilled. There is no fault of the employees in the laying off process which means that the employees forcefully laid off to cover the financial expenses will come under this category. These employees should be able and available to work. They should also be looking actively for the sake of work which is seen as an effort to get a job and accept one if offered. Some states allow benefits to those who are earning less than or equal to the amount they will receive as weekly unemployment benefits. These benefits are not available to those who have been unemployed for a longer period of time. These benefits are kept at an amount that will not stop the people from seeking another job actively. The application for these unemployment benefits should be put forward immediately so that the same can be processed soon CITATION emp19 \l 1033 (employmentlawfirms, 2019).

Worker’s compensation is a form of insurance that has to be carried on by the employers. Workers who get injured or ill during the normal course of work will get paid out of this fund. The payments will include the medical expenses, some partial income and rehabilitation processes. If a person is laid off during the leaves related to the worker’s compensation, he will continue to receive the benefits until he is released to work out of the injury or illness. The employer can lay an employee off while he is on worker’s compensation leaves but he cannot lay him off due to these particular leaves. Laying off an employee due to an injury may result in some serious legal ramifications for the employer.

All the layoffs are not legal in nature and employees have the right to go for a lawsuit if they are laid off on some racial basis or any other discrimination. Terminating older workers in huge numbers may be seen as age discrimination. Even if the layoff is legal, there may be some points on which an employee can sue the employer.

Effects of laying off on organization

The layoff may affect the company in financial terms where it has to pay the compensations to its employees. The larger firms may not see it as a considerable payment but smaller businesses will suffer from these. If the employees decide to go to the court, there will be additional expenses in terms of these suits. Some of these financial effects will be short term and some will be long term. In case of some businesses, these payments will put extra pressure on the maintenance of the financial records. Although the laying off is undertaken to save some money for the organization but in fact there are certain sums of money that have to be spent additionally. The company may have to increase the pays of its existing employees who will now have more responsibilities than the past. If the pay raise is not given to these employees, they will try and find ways to leave the place before the company lays them off as well CITATION Joe92 \l 1033 (Brockner, 1992).

The second effect that can be seen happening with the organization is the lowering of the morale of the remaining workforce. This will mean that there will be a constant thought on the minds of these employees that they can be laid off any time. This may also increase the ratio of people switching their jobs from this organization. There will be additional costs borne by the company to hire and select new employees. There will be a certain level of training that has to be offered by the company to these new employees. All these aspects will affect the overall performance of the company. This will be especially true if the company is involved in producing some output because in these companies, there will be a greater need for trained employees.

The third effect of laying off employees will be the lower value of the company in the eyes of probable or future employees. This will affect the ability of the company to hire quality staff members. This will also make it difficult for the company to retain the quality employees. These employees will get the training and will try and switch the jobs to some other firm after some specified period of time. The employees who are working with the firm will feel demotivated because they will have to seek more responsibilities when there are lesser number of employees working than previously. This demotivation will affect the overall goal or objective seeking capabilities of the company.

References

BIBLIOGRAPHY Brockner, J. (1992). Managing the Effects of Layoffs on Survivors. California Management Reviww, 9-28.

Brown, J. (2013, August 30). https://peopletactics.com/9-steps-for-conducting-an-employee-termination-meeting/. Retrieved from https://peopletactics.com: https://peopletactics.com/9-steps-for-conducting-an-employee-termination-meeting/

David, T. (2016, June 27). https://www.careerarc.com/blog/2016/06/how-to-handle-employees-emotional-reactions-layoff/. Retrieved from https://www.careerarc.com: https://www.careerarc.com/blog/2016/06/how-to-handle-employees-emotional-reactions-layoff/

employmentlawfirms. (2019, August 1). https://www.employmentlawfirms.com/termination-layoffs/laid-off-benefits.htm. Retrieved from https://www.employmentlawfirms.com: https://www.employmentlawfirms.com/termination-layoffs/laid-off-benefits.htm

J.Sucher, S., & Gupta, S. (2018, May). https://hbr.org/2018/05/layoffs-that-dont-break-your-company. Retrieved from https://hbr.org: https://hbr.org/2018/05/layoffs-that-dont-break-your-company

Disscussion

EFE and CPM Analysis for Hershey Company

Denise Johnson

[Name of the Institution]

EFE and CPM Analysis for Hershey Company

EFE Analysis

Hershey External Factor Evaluation Matrix suggests that Hershey has key opportunities to avail and specific threats to be aware of. Firstly, Hershey can produce their chocolate products using state-of-the-art automatic technology which can cut-down the manufacturing costs of the firm to a great extent. Secondly, Hershey can introduce further new products while enhancing their R&D in chocolates and relevant consumables. This will not only increase Hershey’s market share in the industry but also can make the chocolate firm emerge as market leaders.

However, there are current threats in the market for Hershey as well. Firstly, sugar and cocoa prices are rising on a global scale (Pradhananga, 2016). Consequently, this will increase Hershey’s cost of production and decrease the company’s profitability. Secondly, obesity cases are growing on a global scale due to Hershey product range (Taylor et al., 2015). Therefore, it may appear as a threat for the firm as pressure groups including social activists and nutritionists may raise concerns about Hershey’s product range.

CPM Analysis

While analyzing Hershey’s Competitive Profile Matrix (CPM), it can be examined that Hershey and Mars are almost the same in reference to product quality, customer loyalty, price competitiveness, and marketing. This is because they are one of the closest competitors in industry (Patalinghug, 2016). Both Hershey and Mars aim to deliver the best quality chocolate to their target market through best possible marketing of their brands. That is why both these companies occupy a similar market share and receive almost the same brand loyalty.

On the other hand, Hershey leads in its competition with Nestle. Although having similarity in product quality ratings, Hershey beats Nestle in customer loyalty and price competitiveness. This is evident as Hershey beats Nestle in the marketing of products. Therefore, better-advertised product range along with competitive market prices receive better attraction from customers.

Hershey and the External Environment

As described in the EFE Matrix Analysis, Hershey has opportunities as well as threats that await for this famous chocolate brand as they proceed with their business operations. However, Hershey’s management is dynamic enough to address these issues quickly; ensuring customer satisfaction and brand reputation. This is why Hershey maintains its market ratings against its competitors as shown in different components of the CPM Analysis.

References

Patalinghug, J. C. (2016). A Case Study of Organizational Form: Hershey versus Mars. e-Journal of Social & Behavioural Research in Business, 7(2).

Pradhananga, M. (2016). Financialization and the rise in co-movement of commodity prices. International Review of Applied Economics, 30(5), 547-566.

Taylor, A. L., Parento, E. W., & Schmidt, L. A. (2015). The increasing weight of regulation: countries combat the global obesity epidemic. Ind. LJ, 90, 257.

DQ# Wk4

DQ# Wk4

Your Name (First M. Last)

School or Institution Name (University at Place or Town, State)

Analyze the effective of the pre-departure training for expatriates:

One of the common trends that have been observed for quite a long time is that pre-departure training for the expatriates would be very helpful as it is going to let an expatriate know how to behave and act in a new environment. People when move to other countries for the sake of work or any other concern like education that should be guided well so that they could survive in an environment that would be new for him/her. Effectiveness of the pre-departure could be seen as the expats is going to have all the necessary information about the foreign country (Hou,et,al,2018). Pre-departure training would teach them about the importance of language that they have to use so that they would be able to minimize the language barrier. Expats are going to know before-hand how to cope with certain situation. To find a solution of the issues about one has already been guided would be easy to cater. Guidance and pre training would help them in understanding the behavior of the native people. One would have an idea about how to talk and what to say and in which manner. Any training tells expatriates about how to mold his personality for adjusting in a new society would give them, self-confidences that they know how to avoid unhealthy communication and interaction.

Pre-departure training would teach the expatriates how to be focused on their careers. During the training the expatriates are taught how to stay focused and professional despite knowing the fact that one is not in his own country (Celaya,et,al,2006). Effectiveness of the training could be seen when the expatriates are being made familiar with the reality that they are not going to have to life that would a kind of bed of roses for them. Instead they have to struggle hard. They are made mentally prepared for all the things that may be an expatriate is going to face in a foreign country (Waxin,et,al,2005). Travelling to some other country and living their looks as an exciting thing but for that one must make up his mind before reaching in the host country that nothing is going to be the same as he was having a life before in his own. No one finds it easy to be thrown into new culture. Gender difference is another thing that would be a positive point that one would learn from the training (Caligiuri,et,al,2001). Not one is going to find a similar culture everywhere so expatriates should learn to opt a flexible personality that would be helpful for them. It has been seen that people who got some pre-departure training feels being familiar with the culture where they are moving to and does not feel much differences in their cultures (Kang,et,al,2017). An expatriate learns a lot of necessary aspects that can help an individual to stay in a foreign place with same calmness and peace. The education regarding facts and figures such as tradition, customs and norms will allow an individual to interact with the environment in a positive way. Training allows an individual to get an insight into the living standards that are mandatory to sustain a living.

References:

Waxin, M. F., & Panaccio, A. (2005). Cross-cultural training to facilitate expatriate adjustment: it works!. Personnel Review, 34(1), 51-67.

https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=94987492&site=eds-live

Caligiuri, P., Phillips, J., Lazarova, M., Tarique, I., & Burgi, P. (2001). The theory of met expectations applied to expatriate adjustment: The role of crosscultural training. International Journal of Human Resource Management, 12(3), 357-372.

Celaya, L., & Swift, J. S. (2006). Pre-departure cultural training: US managers in Mexico. Cross Cultural Management: An International Journal, 13(3), 230-243.

Hou, N., Fan, J., Tan, J. A., Hua, J., & Valdez, G. (2018). Cross-cultural training effectiveness: Does when the training is delivered matter?. International Journal of Intercultural Relations, 65, 17-29.

Kang, H., & Shen, J. (2017). International Training and Development Policies and Practices. In International Human Resource Management in South Korean Multinational Enterprises (pp. 85-112). Springer, Singapore.

DQ5040

DQ5040

Your Name (First M. Last)

School or Institution Name (University at Place or Town, State)

Compare the diversity program of Coca-Cola to Kaiser Permanente:

Coca-Cola is one of the international companies of beverages that were founded by John Stith in 19th century. It is one of the few companies that dominated the market place in the 20th century. While on the other hand, Kaiser Permanente is a healthcare industry. When the diversity programs of both these companies are discussed following facts are found:

Coca cola beliefs that diversity of the company cannot rely on "policies and practices." Diversity program of this company is based on the fact that diversity is concerned with what they are as a company and as a company how they perform and where they see them as a company in future." Diversity is claimed as heart of this company as they tries to create a healthy work environment where they would provide equal access to information, development and opportunity. They are rich in diversity, talent, and ideas where they try to provide an inclusive workplace environment (Veale,et,al,1995). By giving a healthy environment, they are seeking to leverage global team of associates. One of the main focuses, being a global business is to understand and know about their abilities how they should operate in this multicultural world of marketplace as well as the workplace. They have a vision of promoting diversity and equality. Coca-Cola believes that for strengthening the global talent pipeline enhanced diversity is one of their fundamental tools (How Coca-Cola Built Strength on Diversity. (2008)). Female workforce is a critical figure of their work, as according to the statistics of this company there was an increase of 47.2 % females from 2016. They wanted to increase the multicultural talent in both mid and senior-level leadership roles. The overall statistics of the diversity of coca cola is 32.3% in 2017. There are nine bottles that provide information about the strategies and initiatives regarding diversity across the globe that helps them in defining the system, practices that would be supporting the idea of diversity.

In comparison to coca cola, Kaiser Permanente is one of the largest care organizations of the United States, and there is no reflection on the racial majority when it comes to the workforce. 60% of the staff comprises of people of color that shows the diversity of people in this company (Copeland,et,al,2019). Another significant comparison that could be seen in both the given companies is that almost half of the executive team consists of females and nearly one-third of the physicians are females too. Their main agenda about diversity is to provide medical care that would be culturally accepted (Zeitler,et,al,2018). Kaiser Permanente is on number one on the Diversitylnc list for the last six years. One of the primary goals of this company is to provide culturally competent medical care and appropriate services that would be readily acceptable for culture for improving the health conditions and satisfaction of the high increased diverse membership. Diversity is one of the factors for the success of this company throughout the seventy years (Cox Edmondson,et,al,2009). According to Bernard J. Tyson "We continue to ensure that our workforce- at all levels and in every corner of our organization- represents the diverse members, customers, and communities we are privileged to serve." Kaiser Permanente has been recognized as one of the best organization that provides the best place of working by Human Rights. According to the LGBT Healthcare Equality, in 2016 Kaiser Permanente’s 38 hospitals were recognized as Leaders (Baudendistel,et,al,2018). They believe that they value collaboration and the respect that they give to each other which makes them strong while cherishing the differences that help us in becoming rich. They want to provide affordable, high-quality and culturally acceptable health care services to all their members and communicates that need the services.

References:

Veale, D., Oliver, L., & Van Langen, K. (1995). Three Coca-Cola perspectives on international management styles. Academy of Management Perspectives, 9(3), 74-77.

Cox Edmondson, V., Gupte, G., Draman, R. H., & Oliver, N. (2009). Focusing on communication strategy to enhance diversity climates. Journal of Communication Management, 13(1), 6-20.

Zeitler, E. F., Cecala, K. K., & McGrath, D. A. (2018). Evaluation of anuran diversity and success in tertiary wastewater treatment wetlands. Journal of Freshwater Ecology, 33(1), 475-488.

Baudendistel, T., Thompson, N., Wheeler, C., Azevedo, T., & Loaiza, M. (2018). Kaiser Permanente Northern California, Oakland, CA Health Equity and Disparities Track. Ochsner Journal, 18(S1), 26-27.

Copeland, R. L., Wong, W. F., Jones, J., & Edmunds, M. (2019). Using Information Technology at Kaiser Permanente to Support Health Equity. In Consumer Informatics and Digital Health (pp. 43-59). Springer, Cham.

How Coca-Cola Built Strength on Diversity. (2008). Harvard Management Update, 13(4), 3. Retrieved from https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=https://search-ebscohost-com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=b6h&AN=31534753&site=eds-live