Human Resource Management
Bidwell and Keller (2014) note that promotion serves as a great job incentive and 56% of employees hired in the US were promoted from their previous roles. When an organization bypasses a number of workers who are eligible for promotion and hires from outside, it pays a significant motivational cost Bidwell & Keller, 2014). Although recruitment is pegged on the structure of the business, promotions are mutually beneficial for workers and the company.
Bidwell, M., & Keller, J. R. (2014). Within or Without? How Firms Combine Internal and
External Labor Markets to Fill Jobs. Academy of Management Journal, 57(4), 1035–1055. https://doi.org/10.5465/amj.2012.0119
Deitch and Hegewisch (2013) state that it is prudent to settle single-plaintiff suits than allow them to metamorphose into expensive multi-plaintiff lawsuits. Some hiring claims can be attributed to erroneous action by the interviewing personnel, and they portend a liability to the business. In most instances, it is wise to avoid the detriments of litigation and settle.
Deitch, C., & Hegewisch, A. (2013). Title VII Sex and Race Discrimination Litigation
Settlements as Opportunities for Organizational Change. Journal of Business and Psychology, 28(4), 425–438. https://doi.org/10.1007/s10869-013-9294-9
Organizations can utilize data to drive their recruitment procedures. Data can be used to assess candidates and obtain information that can determine their suitability. Companies can also observe and implement past trends that were successful. If the company received more responses through word of mouth, then the tactic can be reused successfully. Corporations can also consider previous unsuccessful candidates for new positions. The candidates that were rejected for asking for high salaries can be contacted and renegotiated with. Finally, companies can use employer branding to get more job responses (Chhabra & Sharma, 2014). Organizations should strive to have an excellent outlook to attract and retain the best talent.
Chhabra, N. L., & Sharma, S. (2014). Employer branding: strategy for improving employer
attractiveness. International Journal of Organizational Analysis, 22(1), 48–60. https://doi.org/10.1108/IJOA-09-2011-0513
The Nine-Box Matrix has helped managers to identify situations where employees need to change responsibilities. Additionally, it is important for identifying underperforming employees for promotion and underperforming employees who can then be subjected to administrative action. The tool has eased the internal assessment process.
Ross, S. (2013). How definitions of talent suppress talent management. Industrial and
Commercial Training, 45(3), 166–170. https://doi.org/10.1108/00197851311320586
A workforce reduction can have adverse implications for the company. Options such as a halt to salary and benefit increases, temporary leaves, and momentary facility shutdowns. The company should stop offering bonuses and incentives like gym memberships (Martin & Davis, 2013). Moreover, salary increments should be suspended as they add extra costs to the company’s operations. The company can also request employees to take unpaid mandatory or optional leave days or weeks. The saved payroll money can be injected into the company’s operating costs. Such leave times are more humane that firing the employees.
The company can also temporarily shut down facilities that are operating at below optimum. The facilities can be run by lean staff who take care of essential functions like accounting and customer service (Martin & Davis, 2013). The facilities can be reopened and the employees recalled when the company operations improve.
William Marty Martin, P., & Audrey C. Davis, M. A. (2013). Alternatives to Downsizing: An
Organizational Innovation Approach. International Journal of Business and Social Research, 3(7), 19–27. https://doi.org/10.18533/ijbsr.v3i7.243
Employee recognition is an important motivational and retention strategy. Recognizing workers’ efforts and giving them the deserved benefits like promotions can make them overlook offers from other companies that may want to offer them their current positions (Bryant & Allen, 2013). Promotions may be disadvantageous because they come with an expected salary increment which may burden the company. Employee communication can be achieved by having an open door policy. When employers make employees feel valued by regularly communicating with them and addressing their concerns, the employees are bound to remain in the workplace that considers their opinion (Bryant & Allen, 2013). The downside of employee communication is that it may overwhelm the management, moreover, some company secrets may be leaked in the process.
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