Evaluate The Relative Merits Of Various Human Resources
Evaluate The Relative Merits Of A Variety Of Human Resources Intervent
Evaluate the relative merits of a variety of human resources interventions such as organizational development, succession and workforce planning, strategic staffing, diversity training, cultural change, and rewards and recognition redesign. • Demonstrate how to design, develop, and implement effective HR policies and programs. You are hired as a consultant to help identify potential managers among current employees at a fast-food restaurant. The manager’s job is to help wait on customers and prepare food during busy times, oversee all aspects of restaurant operations, and motivate employees to provide high-quality service. The manager is also responsible for resolving disputes between employees. The position can be stressful and involves multi-tasking. Outline the type of assessment program you believe will do the best job of identifying employees who will be successful managers. Discuss why you feel this program will be effective and how an employee’s current job can be changed to develop management skills. U sing this information and the Discussion Board Rubric below, develop a well thought-out original response to the questions with a minimum of 350 words and referencing a minimum of two academic sources
Paper For Above instruction
The selection and development of effective human resources (HR) interventions are pivotal for fostering organizational success and adapting to dynamic business environments. Among various strategies, organizational development, succession planning, strategic staffing, diversity training, cultural change initiatives, and rewards and recognition redesign each offer unique merits. This paper evaluates these interventions' relative advantages and proposes an assessment program suitable for identifying future managers within a fast-food restaurant context. Additionally, it discusses how current job roles can be modified to enhance management skill development.
Organizational development (OD) is a comprehensive approach aimed at improving organizational effectiveness through planned change efforts. OD initiatives foster a culture of continuous improvement, employee engagement, and adaptability (Cummings & Worley, 2014). Its merit lies in aligning organizational structure and processes with strategic goals, which can be instrumental in developing leadership capacity at all levels. Succession planning is another vital HR intervention focusing on identifying and preparing future leaders, ensuring leadership continuity and organizational stability (Rothwell, 2010). It emphasizes systematic talent identification and development, making it especially relevant in industries with high turnover or apprenticeship models, such as fast-food services.
Strategic staffing involves a proactive approach to recruiting, selecting, and retaining individuals whose skills align with organizational needs (Schuler & Jackson, 2014). This strategy ensures the right talent is in the right place, which is critical for operational efficiency in a fast-paced restaurant environment. Diversity training plays a crucial role in fostering inclusive workplaces where varied perspectives can enhance decision-making and customer engagement (Ng & Burke, 2010). Cultural change initiatives aim to shift organizational norms and values, supporting long-term strategic transformation, whereas rewards and recognition systems motivate performance and reinforce organizational culture (Kuvaas, 2006).
When considering the assessment program to identify potential managers, a multifaceted approach combining behavioral assessments, situational judgment tests, and peer reviews is recommended. Behavioral assessments gauge past performance and traits linked with leadership success, while situational judgment tests simulate real-world challenges, revealing decision-making qualities under pressure. Peer reviews provide insights into interpersonal skills and teamwork, critical for effective managers. This comprehensive assessment ensures selection aligns with both technical and emotional competencies necessary for high-stress, multitasking roles.
To develop management skills among current employees, job rotation and cross-training are effective strategies. These approaches expose employees to different operational functions, fostering a broader understanding of restaurant management and enhancing problem-solving, communication, and leadership skills. For instance, rotating staff through roles such as shift supervisor or inventory coordinator can prepare them for managerial responsibilities by providing practical experience in multi-tasking, conflict resolution, and motivating teams (Bartlett et al., 2008).
In conclusion, the integration of targeted HR interventions and well-designed assessment programs can significantly facilitate identifying and cultivating future managers in fast-food contexts. Combining organizational development, succession planning, and strategic staffing with comprehensive assessment tools and developmental job modifications creates a robust framework for effective leadership succession and organizational resilience.
References
- Cummings, T. G., & Worley, C. G. (2014). Organization Development and Change. Cengage Learning.
- Kuvaas, B. (2006). Work performance, affective commitment, and work motivation: the roles of pay administration and pay level. Journal of Organizational Behavior, 27(3), 365-385.
- Ng, E. S., & Burke, R. J. (2010). A multicultural perspective. In S. Jackson & R. R. Erhardt (Eds.), Diversity at Work: The Practice of Inclusion. San Francisco: Berrett-Koehler Publishers.
Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within. Amacom. Annual Review of Organizational Psychology and Organizational Behavior, 1, 45–66.