Human Resource Management
(Noe, 2016) (Holenbeck, 2016) (Gerhart, 2016) (Wright, 2016)
Internal advantages
- It helps in the reduction of the surplus and also reduction of pay as well as taking care of the demotions.
- It helps in delivering quick results although it is at a high price.
- Retraining helps in organizational improvement and also maintain morale among employees.
- To avoid a shortage of labor, the organization needs over time because it makes processes there fast and easy.
- Helps the analyzers and the planners of the organization in identifying which category of jobs can be filled internally and helps them to know where turnovers are needed.
- Enables the planners to plan for the future of the organization.
- Internal recruitment from within enables the organization to make many job vacancies.
- It impresses the candidates to feel comfortable while working whereby the set goals are achieved.
- It modifies the level of the staff and also enables the management to adhere to the changes when and conditions when they occur.
- Helps people who are applying for jobs to perceive job expert where the applicants tend to be favorites to the recruiters and become more informative.
- Helps the recruiters to know the behavior of the employees whereby the recruiters influence the nature of the job.
- It also inexpensive where employment agencies do not charge high fees and also give a lot of services to the customers.
Internal Disadvantages
- High cost to human suffering and may hurt them and also the employees.
- A hiring freeze together with natural attrition is too slows the implementation in the organization.
- The overtime usually exhausts the employees and also the outsourcing is not capable of building the morale of the employees.
- Electronic recruitment and usage of technology slows the implementation of things in the organization and also so costly.
- Hiring new employees is costly and slow and also hiring is difficult to reverse changes if the conditions change.
- Hiring and recruiting employees need a lot of time and also need a lot of money and may sometimes have consequences whenever surplus labor comes along.
- When the organization substitutes manual work with technology, this can slow down processes in the organization, and also technology is expensive.
- Competing for the workers who have already employed leads to the high cost to the employers whereby they have to pay them generously to prevent them from leaving the company.
- Early retirement packages may lead to unfortunately lead the best employees the company which slows down the implementation and processes in the organization.
External Advantages
- Recruiting workers for jobs which need international experiences and brings a lot of advantage to an organization.
- Using newspapers and magazines to advertise the work of the organization reaches many people. This usually leads many applicants to the organization.
- When the organization does retraining things improve as well as the human resources field giving the employees a lot of morale.
- Public employment agencies are not expensive and screen the applicants of the company.
- Schools and colleges are other channels that are not expensive which give employers the chance of accessing many labor markets.
External Disadvantages
The concept of reliability and validity
Reliability-These are measurements that show how a free measurement and whether it comes from a random error. Mainly the reliable measurement usually brings many occurring results and this is when the same person undergoes as many tests as possible. Consequently, an organization in which construct test should be in a position to give information on the reliability of their test.
Validity- Basically, validity is a measure that is usually based on showing a substantial relationship between how jobs are done and the test scores. There are two pieces of research which arrive at the criteria of validity, the predictive validation, and also content/ construct validity.
Measurement of reliability and validation.-reliability is measured through statistics whereby a degree to which two sets of numbers relate. If the correlation coefficient then this termed as a stronger relationship. Validity is measured by showing a substantial relationship between the scores and the applicant’s performance who are employed.
The advantages and disadvantages of using managers peers, subordinates, self and customers as a source of performance information
Advantages
- The most familiar advantage of managers’ performance if that information is safe for the organization to believe that managers are knowledgeable about the requirements of the company as well as having the chance to observe the employees well. Managers also perform well by providing accurate results.
- Peers and co-workers give excellent information about the performance of the organization. The peers again have the opportunity to observe what the employees are doing.
- Nevertheless, managers, peers as well as the subordinates are the best source of giving information whereby they report back to the managers. They are the best to observe the treatment of the manager to the employees.
Disadvantages
- Sometimes the managers are not enough to observe the employees well while performing their work.
- A sales manager who has so many salespeople from outside cannot manage to visit his customers and the salespeople.
- Salespeople can be well behaved while the customer is near so the customer cannot observe the way they are performing their work.
- Peers may make friendship which causes bias rating in the organization on the other hand the subordinates may get relaxed to report the negative things the person who is wrong so they sometimes report which are unidentified.
The doctrine of employment-at-will
It is satisfying the most important aspect of work in a meaningful way. Nonetheless, the strategy allows the employees to use organizational resources because of performing good work. The motivation of the workers can make many activities that are related to doing business. The organization prevents behaviors like withdrawal. Identically, this is where the organization does not want the employees to report to work every day but prefer them to be dedicated to the work.
Three Expectations of Employment at Will Doctrine
Behavior Change- mainly, behavior change is an expectation that makes the employees respond to the dissatisfaction a try to make changes in the conditions.
Tasks and Roles-An organization can improve the satisfaction of the jobs whereby they make more complex jobs. Consequently, the employees can take measures of making their performance more interesting.
Job Satisfaction Monitoring– An organization can retain its employees by satisfying them by making some changes whenever there is dissatisfaction. Mainly this can be made by having a survey in the work. The survey adds in improving job satisfaction and retaining more workers.
References
Gerhart, B. (2016). Human Resource Management. University of Wisconsin-Madson: Mc Graw Hill Education.
Holenbeck, J. R. (2016). Fundamentals of Human Resource Management. Michigan State University: Mc Graw Hill Education.
Noe, R. A. (2016). Human Resource Management. Ohio State University: Mc Graw Hill Education.
Wright, P. M. (2016). Human Resource Management. Carolina: Mc Graw Hill Education.