Talent Management on Productivity Increasing Essay

Pages: 10 (3237 words)  ·  Bibliography Sources: 25  ·  File: .docx  ·  Level: College Senior  ·  Topic: Leadership

SAMPLE EXCERPT . . .
Employee reward mechanisms help employers achieve their organizational objectives. This is because they assist can help employers to attain the goals of the organization. However, employers have to identify each goal clearly before creating tangible, as well as intangible reward schemes. Important goals like employee retention, job satisfaction together with performance enhancement and motivation of the employee can be accomplished by identifying the preferred result of employee reward initiatives. Company executives together with managers who align their objectives in the organization with employee reward mechanisms are likely to face recurrent instances of enhanced employee performance. Employee rewards should not be founded on seniority as all workers at all levels need to be encouraged to participate.

Employee Retention

High company business rates can easily be reduced with a decent employee reward mechanism. Tangible as well as intangible systems of rewards comprise of cash bonuses and gifts, which can be tickets shows, gift certificates, and sporting events. These different reward systems assist employees to feel appreciated in their working environment. Employee recognition has high an influence on performance of the employee contrary to merit, related salary increases, which are deemed incremental. The connection between pay, motivation of employees and performance is less substantial.

Organizational Culture

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Companies that offer their employees with rewards that are intangible, like opportunities for their professional development, recognition of individual skills as well as employee's capabilities rather than concentrating on their duties (Wright et al. 2005). Payment of the employee rather than the offers the job enjoys offers many advantages to the workplace culture. Promoting workers from one position to another helps employees to improve their professional knowledge which can transform the culture of the organization. This results to highly talented personnel, which is efficient.

Flexibility

Essay on Talent Management on Productivity Increasing Assignment

Executing employee reward mechanisms such as bonuses together with stocks makes a company to be flexible and effective. Using a bonus mechanism has the benefit of directly profiting employees as well as increasing the performance of the company. Employers can use bonus systems in the strategic stages of the growth of the company to enhance rapid change.

Development of bonus systems helps a company to meet its short- and long-term aims together with market shares. Human Resource Manager role seems to be evolving with the transformation taking place in the competitive market setting. This necessitates a strategic role of the Human Resource organization to ensure the success of the organization.

The objectives of HR manager have to be in line with the changing organization needs. Successful organizations need to be flexible resilient and rapid to change directions in accordance with customer-centered experiences. The business environment requires the HR professional have to learn how to be effective managers through planning, leading, controlling and organizing the human resource. The process involves being knowledgeable of emergent trends in development of employees and training (Zirnstein & Franca, 2009). Organizations, which do not concentrate on retaining talents, can find operating in the business world difficult. This is because their rivals can outplay them in employment of employees. In order to flourish, HR must be in a position to understanding the organization as well as influence crucial decisions and rules.

The significance of HR Manager in the present business world is calculated strategic personnel retention together with talents development. HR professionals are viewed as instrumental in assisting in motivation of employees in an organization to retain their loyalty. The HR manager has to encourage ethical leadership to enable the company to get efficient workers hence helping in the controlling of workplace diversity in the working environment.

Workplace Diversity Challenges

The future of a business organization depends on the capacity to manage a pool of talent that brings about innovative ideas and other perspectives in the working environment. The challenge and difficulties experienced in the workplace need to be transformed into a tactical, organizational asset. The ability of an organization to capitalize a pot of various talents is significant. The blend of talents from diverse cultural circumstances enables the organization to respond to many business opportunities that are creative and rapid. This is critical in the global arena that is an indispensable asset in achieving goals in an organization.

Significantly, business environment do not enhance diversity a company risks losing talent to their rivals because of inefficiency. The foremost reasons for unproductive workplace diversity organization are the susceptibility to pigeonhole staff. Diversity cannot be categorized in those organizations that respond to intricacy by leveling the broad workforce talent, which is effective in developing their businesses, as well as their customer base.

Workplace Diversity management

In order to manage diversity in the workplace, a HR Manager requires changing their ethnocentric notion to a culturally relative perception. This change in philosophy need to be ingrained in the administrative framework associated with the HR Manager planning, leading and organization of resources. The best method of handling diversity in the workplace involves initiating Mentoring Program (Zirnstein & Franca, 2009).This comprises of various departmental managers involved in a mentoring initiative to coach and offer opinion to workers who seem dissimilar from them. In order for the initiative to run effectively, it is essential to offer practical training for employees. In most instances, such an initiative encourages the members of the organization to discuss their opinions freely, hence, resolve conflicts in the workplace. The important aspect of an initiative that incorporate a mentoring program that seeks to encourage employees, work beyond their cultural frame and take advantage of the production potential characteristic in a diverse population.

Organizing of Talents

Many companies appreciate the advantages of diversity in the workplace. Many companies in the world are expanding their customer base worldwide thus, necessitate the need to employ employees with diverse talent to understand the numerous niches found in the market. Such a trend in the workplace requires a HR manager to be in a position to organize a diverse pool of resources integrated with talents deliberately meant for the organization (Wright et al. 2005).One has to consider must consider the way a diverse workforce can assist the company manage new markets and organizational goals. This is necessary in harnessing the full capability of employees in the workplace to counter diversity. An organization that view the presence of a diverse workforce as an organization benefit, in contrast to a liability indirectly assist the organization to take in its pace some of the negative aspects associated with the workforce diversity.

Leading the Talk

A HR Manager has to advocate for a diverse workforce by ensuring diversity is evident in all levels in the organization. Otherwise, other employees can quickly conclude that they do not have a future in the company. HR manager is required to show respect in regard to diversity issues and encourage clear and constructive responses to the challenges (McDonnell et al. 2010).The manager has to demonstrate a high degree of commitment to resolve issues arising in the work place related to diversity in a principled and accountable manner. A HR Manager has to conduct frequent organizational assessments on matters such as benefits, work environment, pay, and promotional opportunities to evaluate the growth in the long run. There is also a prerequisite for an organization to create appropriate tools to gauge the impact of diversity strategies in an organization through feedback surveys and other mechanisms. Without appropriate control and appraisal, some diversity initiatives can disappear without resolving any factual problems that can surface because of workplace diversity.

Motivational Approaches

Workplace motivation is defined as the influence employees to do things in order to attain organizational goals. This is because of individual needs that need to be being satisfied so that employees are motivated to finish organizational tasks efficiently. As the needs differ for different people, an organization has to make use of various motivational mechanisms to encourage employees to put in the vital effort and enhance efficiency for the company. Motivated employees are indispensable in the workplace as they are efficient (Marsden, French & Kubo 2000).The changing workplace coupled with competitive market settings motivated employees to contribute their currency in the survival and success of the organization's survival. Motivational elements in an organizational background comprise of a favorable working environment, job characteristics, and suitable organizational reward mechanisms. The growth of a suitable organizational reward scheme is possibly one of the influential motivational factors. This notion influence job satisfaction together with employee motivation.

Conclusion

The reward system influence job satisfaction by creating a comfortable and contented environment for the employee. All these can be made possible using the reward systems. The mechanisms influence motivation mainly through the apparent worth of the rewards together with their contingency on efficiency. To be efficient, the reward system of an organization need to be founded on a solid organizational reward mechanism that takes into consideration understanding the reason for motivation at the workplace. Gain-sharing initiatives generally mean incentive plans, which are inclusive of employees in an effort to enhance organizational… [END OF PREVIEW] . . . READ MORE

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