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b. Succession Planning: the preparation of the company succession plan will enable
the organization to stand any future challenges.
c. Career Path and development: the preparation of the career path for the
employees will help the stability and minimize the turnover of the employees.
4. Technological challenge: assess how jobs and jobs skills are affected by
technology that might cause more worker alienation,
5. Economic and legal challenges
6. Organizational challenges: (unions, information systems, organizational
culture {adjust objectives to match the culture} and conflicts).
Preparation (general):
Job analysis and design.{needs to be handled through an effective,
continuously updated HRIS especially in flatter organizations to establish a
profile about the requirements and the responsibilities of each job = job
analysis}
How to deal with shortage in international labor?
Set challenging and yet realistic performance standards and of course adequate
to the current
Redesigning jobs if needed:
- Under specialization:
(work simplification, reengineering: identify the desired outcome of a system
and restructure it in a way that increases performance through clustering
responsibilities around one job or one team and eliminating unneeded steps)
- Overspecialization:
(job rotation{employees are moved from one job to the other},
job enlargement {expand the number of related tasks in a job},
job enrichment { adds new sources of satisfaction to the job by increasing
responsibilities, autonomy and control}
- Autonomous work teams: with no leader and performing duties that are
generally reserved to managers
1. Human resources planning:
- Aims at Forecasting through trend analysis or forecasting techniques on
systematic basis the supply and demand of employees.
Placement:
Assignment or reassignment of an employee to a new job. (important even if
the employee is a staff member)
Promotion: moving to a job that is higher in responsibility, pay or organizational
level. {Merit-based promotion # seniority-based promotions]
Transfers: from one job to another equal one or demotions from one job to
another lower
Separation: temporary leaves of absence, attrition, layoffs, termination
7. Performance Appraisal:
“Process of evaluating individual job performance against performance
standards” Accountability
Benefits: performance improvement, compensation adjustment, placement
decisions, training and development needs, career planning and development,
identify staffing process deficiencies, pinpoint information inaccuracies in all
the above functions, highlight job design errors, feedback to the human
resources department.
Design of valid, reliable, practical and standard performance appraisal
systems: evaluation about the direct supervisor and 360 degree appraisal
system, tracking systems via e-mail to identify potential raters.
Performance standards should be job-related, recorded
Performance standards (rating) to evaluate performance, easy to use, reliable,
limit bias (halo-effect, error of central tendency, leniency and strictness bias,
cross-cultural biases, personal prejudice, recency effects
Future-oriented appraisals: self-appraisals, management by objectives,
psychological appraisals, assessment centers