Selecting A Company Video Links To An External Site For Help

Selecting 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. 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 site for all support. Check with your professor for any additional instructions. Hypothesize which of an organization's human resource management programs, policies, procedures, or initiatives require improvement.

Paper For Above instruction

Introduction

Human resource management (HRM) is a critical function within organizations, responsible for cultivating a productive, compliant, and motivated workforce. To ensure organizational effectiveness, HR policies and practices must be regularly evaluated and refined. This paper analyzes the HR programs of Company X, a well-known organization in the retail sector, to assess their effectiveness and identify areas needing improvement. The focus is on selecting a specific HR policy that requires modification to better align with organizational objectives and employee well-being.

Overview of Company X’s HR Programs

Company X has established several HR initiatives, including recruitment and selection procedures, training and development programs, performance appraisal systems, and employee engagement strategies. The recruitment process emphasizes diversity and skill matching, while training programs focus on enhancing customer service and operational efficiency. Performance evaluations are conducted annually, with an emphasis on goal-setting and feedback, and employee engagement efforts involve regular surveys and team-building exercises. Overall, these programs aim to foster a committed and skilled workforce conducive to organizational success.

Evaluation of HR Program Effectiveness

While Company X’s HR initiatives have contributed positively to workforce development, certain shortcomings are evident. For instance, the performance appraisal system, although comprehensive, tends to focus on individual achievements rather than team collaboration or innovation, which are essential in the retail industry. Employee engagement surveys reveal that employees often feel disconnected from decision-making processes, indicating a gap in communication and participatory management. The recruitment process is effective in attracting diverse talent but lacks inclusiveness in onboarding practices, leading to inconsistencies in new hire integration.

Identified Area for Improvement: Performance Appraisal System

The performance appraisal system stands out as an area requiring enhancement. Currently, it predominantly emphasizes individual performance metrics, which may inadvertently discourage teamwork and innovation—crucial components in a competitive retail environment. Employees report that the focus on individual goals sometimes fosters a competitive atmosphere rather than collaboration, undermining team-based objectives essential for customer satisfaction and operational excellence.

Proposed Changes and Hypotheses for Improvement

To address these issues, a revised performance management approach should be implemented. The hypothesis is that incorporating 360-degree feedback mechanisms, including peer and subordinate evaluations, will create a more comprehensive assessment framework. This change is expected to promote collaborative behaviors and innovation by recognizing team contributions and cross-functional efforts. Furthermore, integrating goal-setting that emphasizes teamwork, problem-solving, and customer focus can align individual performance with organizational objectives more effectively.

The new system should also implement regular check-ins rather than annual reviews, fostering continuous feedback and development. This proactive approach allows managers and employees to address issues promptly, improving overall morale and productivity. Training managers in delivering constructive feedback and facilitating employee development is vital to ensure the successful adoption of the revised appraisal system.

Conclusion

In conclusion, while Company X’s HR programs generally support organizational goals, specific areas like the performance appraisal system require improvement. By shifting towards a more holistic, team-oriented, and continuous feedback-driven approach, the organization can enhance employee engagement, foster collaboration, and ultimately improve performance outcomes. Regular evaluation and adaptation of HR policies are essential in maintaining a competitive and motivated workforce, especially in dynamic sectors like retail.

References

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2. Armstrong, M. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page Publishers.
3. Dessler, G. (2019). Human Resource Management. Pearson Education.
4. 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.
5. Boxall, P., & Purcell, J. (2016). Strategy and Human Resource Management. Routledge.
6. Werner, S., & DeSimone, R. L. (2017). Human Resource Development. Cengage Learning.
7. Snape, E., Redman, T., & Bamber, G. J. (2020). Managing Human Resources. Pearson Education.
8. Cohen, L., & Sampat, B. (2020). HRM and Performance in Retail Organizations. Journal of Retailing & Consumer Services, 55, 102104.
9. Kehoe, R. R., & Wright, P. M. (2013). The Impact of High-Performance Work Practices on Employee Attitudes and Behaviors. Journal of Management, 39(2), 366-391.
10. Pulakos, E. D. (2009). Performance Management: A New Approach for Driving Success. SHRM Foundation’s Effective Practice Guidelines Series.