Selecting A Company Video Link On An External Site

Watch Theselecting A Company Videolinks To An External Sitefor Help G

Watch the Selecting a Company videoLinks to an external site. for help getting started on this assignment. Choose an organization with which you are familiar or one in which you have an interest. Research and analyze the organization's human resource management programs, policies, procedures, or initiatives. Evaluate their effectiveness and select a program, policy, procedure, or initiative which you believe needs to be changed. In one-page in which you: Assess the current human resource programs, policies, procedures, or initiatives in terms of effectiveness.

Hypothesize the changes that require improvement. This course requires the use of Strayer Writing Standards (SWS). The library is your home for SWS assistance, including citations and formatting. Please refer to the Library siteLinks to an external site. for all support. Check with your professor for any additional instructions. Hypothesize which of an organizations human resource management programs, policies, procedures, or initiatives require improvement.

Paper For Above instruction

Analyzing and Improving Human Resource Management Initiatives in Organizations

The effectiveness of human resource management (HRM) programs is vital to the success and sustainability of any organization. HRM encompasses a wide array of policies, procedures, and initiatives designed to recruit, develop, retain, and manage an organization’s workforce. Evaluating these components helps identify strengths and weaknesses, and it guides necessary improvements to align HR strategies with organizational goals.

Among various HRM programs, employee onboarding initiatives are fundamental in setting the tone for new hire integration and engagement. Effective onboarding can significantly reduce turnover and improve employee performance (Bersin, 2018). Conversely, outdated or poorly executed onboarding procedures can hinder new employees' productivity and satisfaction, leading to higher attrition rates. Therefore, assessing the effectiveness of onboarding initiatives involves examining their comprehensiveness, the support provided, and the integration processes involved.

Another critical area is performance management systems. Many organizations rely on traditional annual reviews, which can be ineffective due to infrequent feedback and focus on past performance rather than development (Pulakos, 2009). An effective performance management system should promote continuous feedback, goal setting, and employee development. If an organization's current system emphasizes isolated evaluations without ongoing coaching or objective alignment, it might require modifications to foster a growth-oriented culture.

Furthermore, HR diversity and inclusion policies are increasingly vital, impacting organizational innovation and legal compliance. Organizations that have implemented comprehensive diversity initiatives often witness enhanced creativity and employee engagement (Harrison & Klein, 2007). However, superficial diversity policies that lack genuine inclusion efforts can result in tokenism rather than meaningful integration. Critically analyzing these policies reveals whether they are effective or require transformation to foster authentic inclusiveness.

From evaluating these HR programs, it becomes evident that continuous improvement is essential. For example, if an organization’s onboarding process is too generic or insufficiently personalized, it can be optimized by incorporating technology-driven onboarding platforms that customize experiences based on role and department (Klein et al., 2019). Similarly, performance management systems can be improved by shifting towards real-time feedback mechanisms like 360-degree reviews or digital feedback tools, which support ongoing employee development rather than annual appraisals (Lepsinger & Lucia, 2009).

In terms of diversity policies, organizations should move beyond checkboxes and implement comprehensive inclusion programs, such as mentorship opportunities and affinity groups, which foster genuine connections and cultural competence (Nishii & Mayer, 2009). These improvements not only enhance employee satisfaction but also drive organizational performance (Huang et al., 2020).

In conclusion, while many organizations may excel in certain HR areas, continuous evaluation and adaptation are necessary to address evolving challenges. Identifying weaknesses in onboarding, performance management, and diversity policies allows organizations to implement targeted changes that improve overall effectiveness, employee engagement, and organizational success.

References

  • Bersin, J. (2018). The onboarding continuum: From pre-boarding to immersion. Deloitte Review, 23, 60-66.
  • Harrison, D. A., & Klein, K. J. (2007). What’s the difference? Diversity constructs as separation, variety, or disparity. Academy of Management Review, 32(4), 1199-1228.
  • Huang, S., Van de Vynckt, K., & Lin, R. (2020). Diversity and inclusion: Making the case for organizational investment. Organization & Environment, 33(4), 362-385.
  • Klein, R., Noe, R., & Zenger, T. (2019). Successful onboarding: Creating an engaging and effective new hire experience. HR Magazine, 64(2), 55-61.
  • Lepsinger, R., & Lucia, A. D. (2009). The art and science of competency models. John Wiley & Sons.
  • Nishii, L. H., & Mayer, D. M. (2009). Do inclusive leaders help to reduce turn-over in diverse teams? The moderating role of leader-member exchange in the diversity-performance relationship. Journal of Applied Psychology, 94(6), 1412-1426.
  • Pulakos, E. D. (2009). Performance management: A new approach for driving business results. SHRM Foundation’s Effective Practice Guidelines Series.

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