Onwards, a report defining the plan of
career management for new employees of InterClean is presented. It presents in detail how the company
provides feedback to employees and the opportunities for their development. Examples
of how this help the employees reach a higher level of performance of their
duties through the use of supporting, coaching and mentoring activities will be
provided. Also, this paper presents
promotional models and professional development opportunities available to them
to create and strengthen both, personal and professional skills. There will be an explanation of the flexible
options for our employees with two careers. In addition, a definition of the
methods for adaptation to differences between personalities, and ways of doing
business staffing is presented. A description of the benefits and costs related
to performance and career management system expected are detailed.
Companies need employees with high
performance to achieve goals. Many managers make the mistake of hiring
employees and wait until the time of evaluation that can be up to one year, to
provide feedback about their performance. Probably, these employees are making
a mistake that can be corrected in time. The continuous feedback or coaching is
an effective method used to achieve this high performance in a rapid manner. To provide feedback a trust relationship
between manager and employee must be created. The employees will feel good and
grateful when feedback of their duties and responsibilities are provided. It
sees that the manager cares about him. When the meeting begins, managers must
use words and gestures with a helpful approach. When providing feedback on the
area to improve, an agreement with the employee must be establish and the
supervisor needs to explain the area to be resolved and the impact on the
operation and how objectives are affected and why. Often, employees do not understand the goals
of the company and how each one contributes to achieve them nor, know their
individual goals. The manager can provide examples and explain the expectations
of the position.
During this process the employee will
have questions that must be answered clearly and managers are likely to present
ideas on how to solve the situation. The employees must be given the
opportunity to express their ideas and if these ideas are aligned with the
expectations of the manager and the tasks, then the manager may give the
employee the opportunity to use them. After this, the manager must ensure that
the employee undertakes to achieve and get better results. In most cases the positive feedback ensures
that the employee agrees with the company so that it can continue to generate
their income and growing. With this, employees are also positively affected, as
would be expected if the company grows so they do. The most important points of
this effective feedback are to detect the failure and talk to the employee
immediately, talking about the situation should be clear and specific, and
using an effective approach in terms of words and tone.
Internal promotion is one of InterClean
management practices and human resource development of the careers of their
employees. The company believes that when there is promoting, the influence on
job satisfaction can be positive, negative or neutral, whereas when there is
not, the effect is negative or zero. The company improves economic efficiency
through the promotion, because it provides qualified candidates for vacant
positions (Núñez-Cacho, 2012). The key parameters that are considered for the
promotion of the employees are:
·
Years of service
·
Skills
·
Abilities
InterClean uses the following types of
development:
·
Economic incentives
·
Increases category
·
Assign special projects bigger budget, more
responsibility or uniqueness
The company offer to the employees’
educational opportunities, vocational and skills development, and attractive
salaries and benefits tailored to the region where we develop our projects. To
do this, they provide training workshops for the employees on a monthly basis
and/or at the initial recruitment stage. The topics of the workshops read as
follows:
·
Emotional and Multiple Intelligences
·
Sympathy and Empathy from Emotional
Intelligence
·
Magnetic Positivism
·
Winning Attitude and Mind
·
Team Development Working and Driving
·
Conflict Resolution, a choice of peace
·
Learning to Motivate
·
Education Values
·
Learning and Development of Emotional
Intelligence
·
Entrepreneurial Thinking "At the gates
of the future"
·
Customer Service and Satisfaction
The workshops last from 1 hour to one
hour and thirty minutes, depending on the arrangement and participation in the
topics. InterClean hire consultants in the areas of management, administration
and psychology to develop and present workshops on the above topics. For employees with dual career, they offer
flexible hours and a maximum of ten (10) hours of remote work, subject to the
established evaluation criteria and policies of the Human Resources
Department. The company is in an
economic and business environment characterized by constant change and
uncertainty. To cope with this situation companies has revealed much more
flexible, variable costs and focus on core competencies (Cascio, 2005). All
this implies a profound remodeling of the business processes of the company and
a redefinition of the use of technology and infrastructure. Policy flexibility makes the company a pole
of attraction and retention of talent improves morale, commitment and loyalty
of the workforce, and increases the effectiveness and productivity. InterClean’s flexibility policies responds to
the individual needs of professionals working in the company. This is mainly to
show sensitivity to the situation of each individual and provide tools to align
those needs with our business requirements.
InterClean prides itself on diversity
within the workplace. Diversity develops relationships built on creativity,
unique skills, and talents. Although organizational diversity can be
challenging, a diverse workforce supplies a greater variety of solutions for
problems in service, sourcing, and allocation of resources. Understanding how differences can affect
diversity, InterClean recognizes that diversity can significantly affect team
performance. In approaching the concept
of team diversity, management will strive to:
·
Actively contribute to the team and recognize
each member’s contributions
·
Judged fairly, recognize, and reward each
member for good performance.
·
Assist in developing each member’s abilities
·
Encourage each member to treat each other
professionally and respectfully by all members of the team.
·
Value each member as a unique individual
Diversity is recognized and manages
the similarities and differences that exist among people in the organization.
The differences in diversity need to be addressed in the workplace. Each
employee had eight hours of diversity training in their orientation seminar.
The performance evaluation process does not discriminate against anyone at
InternClean due to race, religion, color, age, sex, or disabling conditions.
Employees should be able to share their views, values, and beliefs. This report would work because it will focus
on the things that are important to making InterClean as profitable as it can
be. We will concentrate on the company total need and benefits. Wasteful and
inefficient procedures are identified and eliminated when cost cannot be
justified. We could email and make phone calls instead of printing advertising.
The types of cost would be for training and products.
Performance appraisal systems are
generally regarded as a necessary part of the organization’s management system.
According to an article written by Nickols (2012), some of the benefits
include:
1.
The system provides employees with an
opportunity to receive feedback regarding their performance.
2.
The system provides an opportunity for
performance related discussions that include the following aims: setting work
objectives for the employee, aligning individual and organizational goals,
identifying training and development needs, and discussing career progression
opportunities.
3.
The system standardizes performance
appraisals and makes them objective by providing uniform processes and criteria.
4.
The system affords the corporation legal
protection against employee lawsuits for discrimination and wrongful
termination.
The costs involved in this process are
largely linked to the time that managers and supervisors should take for the
following:
·
preparing appraisals
·
setting goals and objectives
·
conducting interim and annual performance
reviews
·
reviewing at higher levels appraisals written
at lower levels
·
designing, printing, copying, filing, and
distributing appraisal forms
·
designing and communicating the appraisal
process
·
training supervisors, managers, and
executives in the appraisal process
In
conclusion, performance management serves as an important tool for achieving
the goals of the organization by implementing competitive human resource
management strategies. Helps align and integrate business goals and therefore
help in conducting all activities from the lower level to a single target.
References
Cascio, W., (2005) Managing Human
Resources – Human Resources in a Globally Competitive Business Environment; Mc
Graw-Hill Companies, New York N.Y.
Grahams-Leviss, K. (2013). Seven Steps
to Coaching Your Employees to Success Read more:
http://www.entrepreneur.com/article/220133#ixzz2nuoChET0. Retrieved
from http://www.entrepreneur.com/article/220133
Nickols, F. (2012). Don't Redesign
Your Company's Performance Appraisal System: Scrap It!. Tools for Improving the
Performance of People, Processes and Organizations. Retrieved from
http://www.nickols.us/scrap_it.htm
Núñez-Cacho,
P., Grande-Torraleja, F., & Pedrosa-Ortega, C. (2012). Nuevos retos en el
desarrollo de carrera profesional: el modelo boundaryless career. Universia Business Review, 14-35
University of Phoenix. (2013).
Scenario: InterClean, Inc.. Retrieved from University of Phoenix,HRM 531 Human
Capital Management website.
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