The document discusses understanding the new workplace and recognizing and rewarding employees. It outlines objectives of understanding new work environments, managing new entrants, cultural orientation, workplace structures, and recognition/rewards. Key findings include changing work practices, downsizing requiring increased productivity, influence of technology, and challenges of attracting and retaining talent. The document also provides a case study of Haison Company, which implemented an HR system of performance-based compensation and bonuses to attract, retain, and foster loyalty among employees while continuing to improve job satisfaction.
New employee orientation can be defined as the process used by seniors to welcome a new employee into the company.
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Sample Report on Developing and managing performance By Expert WritersAmelia Jones
Global Assignment Help provides sample report on developing and managing performance in this describe that every business organization can have improvement in its performance ratio by enhanced focus on various managerial actions. The management of hotel organization is focusing on reward policies in order to enhance their morale that has direct impact on organizational success.
New employee orientation can be defined as the process used by seniors to welcome a new employee into the company.
For more information visit at - https://lsaglobal.com/new-employee-orientation-on-boarding-training/
Sample Report on Developing and managing performance By Expert WritersAmelia Jones
Global Assignment Help provides sample report on developing and managing performance in this describe that every business organization can have improvement in its performance ratio by enhanced focus on various managerial actions. The management of hotel organization is focusing on reward policies in order to enhance their morale that has direct impact on organizational success.
Strategic total rewards management remuneration and rewards summit 11 june 2014Charles Cotter, PhD
Strategic Total Rewards Management (STORM) process, principles and best practice guidelines, Strategic Talent Attraction, Motivation and Employee Engagement and Benchmarking and Evaluating STORM
Reward the numbers of hires
Offer Acceptance Rate
Computation of filled vacancy
Reward for completion of 90 days of new hire
Reward Talent Acquisition Team for overall recruiting
The compensation strategy is the essential strategy for the business, which wants to eliminate the external competition from attacking the top talents. The company has to define its position on the job market, it has to identify bene
Employee onboarding is the process to introduce new employee to the organization’s environment and culture. It helps the new employee to adopt the company culture and policies and increase work efficiency and productivity of the employee.
For more information visit https://www.hrhelpboard.com/hr-process/onboarding-process.htm
We, at Swaraj Wealth Management Pvt Ltd understand, that A productive employee is vital for company’s overall health as his loyalty & productivity not only helps company to achieve higher success more so if he knows all key secrets of company’s functioning which if is fallen in competitor’s hand can cause severe economic loss to the company. Therefore,
1. Retention of employees has been found as one of the major challenges these days in surviving and flourishing of any Industry or institution.
2. Companies have to exercise various activities which may be expensive as well as time taking also.
At Swaraj Wealth Management Pvt Ltd we have expertise we would like to share with you during this seminar. This seminar will take only one hour of your time
Strategic total rewards management remuneration and rewards summit 11 june 2014Charles Cotter, PhD
Strategic Total Rewards Management (STORM) process, principles and best practice guidelines, Strategic Talent Attraction, Motivation and Employee Engagement and Benchmarking and Evaluating STORM
Reward the numbers of hires
Offer Acceptance Rate
Computation of filled vacancy
Reward for completion of 90 days of new hire
Reward Talent Acquisition Team for overall recruiting
The compensation strategy is the essential strategy for the business, which wants to eliminate the external competition from attacking the top talents. The company has to define its position on the job market, it has to identify bene
Employee onboarding is the process to introduce new employee to the organization’s environment and culture. It helps the new employee to adopt the company culture and policies and increase work efficiency and productivity of the employee.
For more information visit https://www.hrhelpboard.com/hr-process/onboarding-process.htm
We, at Swaraj Wealth Management Pvt Ltd understand, that A productive employee is vital for company’s overall health as his loyalty & productivity not only helps company to achieve higher success more so if he knows all key secrets of company’s functioning which if is fallen in competitor’s hand can cause severe economic loss to the company. Therefore,
1. Retention of employees has been found as one of the major challenges these days in surviving and flourishing of any Industry or institution.
2. Companies have to exercise various activities which may be expensive as well as time taking also.
At Swaraj Wealth Management Pvt Ltd we have expertise we would like to share with you during this seminar. This seminar will take only one hour of your time
Pan eSeminar Two For One Using Assessments For Selection & Development 06...sarahklacey
In these tough economic times, it is critical to maximize the utility of all HR processes, as well as other programs throughout the organization.
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An Industrial/Organizational Psychologist, Jocelyn Courtney-Hays, is going to be presenting how using assessment data pre- and post-hire not only gives an organization greater bang for their assessment buck, but it also enhances the selection system while facilitating the on-boarding and employee development processes.
How to Determine if Your Pay Strategy Needs Professional Help. Compensation planning is not your core competency. Leading a business is. So is it time to stop putting your pay investment at risk and getting experts involved? In this presentation, we’ll show you seven ways you can tell.
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For many businesses, attracting, retaining, motivating and rewarding employees are key issues that can be the difference between success and failure. It is also a vital issue for any potential buyer (internal or external) and has a direct impact on business risk, and also value.
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STRATEGIC MANAGEMENT
INSTRUCTIONS: 2-4 PAGES LONG; TYPED – DOUBLE SPACED, 12 PT MAX, 1” MARGINS MAX. PLEASE REMEMBER THAT GOOD GRAMMAR AND SPELLING ARE EXPECTED. ALSO, YOUR ANSWERS SHOULD BE WELL ORGANIZED AND CONTAINS SPECIFICS BASED ON THE CONCEPTS AND ANALYSES WE HAVE STUDIED.
You are the new CEO of a single-entity business that provides financial services to the insurance industry. The previous CEO left the organization “under a cloud” – nothing was ever proved, and he received the “normal” severance package.
Your early perception of the organization indicates there may have been some ethics problems in upper management. It appears no laws were broken, but it may be that some older employees did not receive expected and /or promised raises in pay. It is difficult to know this for sure because the company’s Performance Evaluation system has never been formalized.
The apparent ethics problems at the top have left many employees with an uneasy feeling. It has also resulted in an attitude on the part of many that retribution will be swift if an employee reports an ethics-related problem to management. It has been noticed that absenteeism has increased over the past 9 months. Also, employee turnover appears to be on the rise.
As CEO, what plans will you make and what actions will you take to overcome the apparent problems so a new strategic plan can be successfully implemented? This plan includes the introduction of a major new product. Also include the steps you should take to introduce the new strategic plan to the employees.
1
CHAPTER 12CHAPTER 12
CORPORATE CULTURE
AND LEADERSHIP: KEYS
TO GOOD STRATEGY
EXECUTION
CORPORATE CULTURE
AND LEADERSHIP: KEYS
TO GOOD STRATEGY
EXECUTION
CORE CONCEPT
♦ Corporate culture refers to the shared values,
ingrained attitudes, core beliefs and company
traditions that determine norms of behavior,
accepted work practices, and styles of
operating.
12–2
KEY FEATURES OF A FIRM’S
CORPORATE CULTURE
Strength of peer
pressure to
conform and
observe norms
Actions and
behaviors
encouraged
and rewarded
Traditions and
stories and “how
we do things
around here”
How the firm
treats its
stakeholders
Features of a Corporate Culture
Values, principles,
and ethical
standards
in actual use
Management
practices and
organizational
polices
Atmosphere and
spirit embodied
in the firm’s work
climate
How managers and
employees interact
and relate to one
another
12–3
TRANSFORMING CORE VALUES AND ETHICAL
STANDARDS INTO CULTURAL NORMS
� Recruit and hire applicants with values and
ethics compatible to those of the firm.
� Incorporate the values statement and the code
of ethics into orientation and training programs.
� Have senior executives frequently reiterate and
stress the firm’s values and ethical principles.
� Use values statements and codes of ethics as
benchmarks for the firm’s polices and practices.
12–4
2
TRANSFORMING CORE VALUES AND.
On March 30, the Corporate Learning Network held its long awaited Drucker Master Class Day – led by celebrated Drucker management guru, Dr. Bernard Jaworski, Professor at the Peter F. Drucker and professor at the Peter F. Drucker and Masatoshi Ito Graduate School of management.
Improving profitability for small businessBen Wann
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Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
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• Four (4) workplace discipline methods you should consider
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• Three (3) key tips to maintain a disciplined workplace.
3. ObjectivesObjectives
To understand new work environment
To manage the new entrants into the workf
To manage cultural orientation
To structure workplaces
To recognize work and reward
4. The new work environment
- Work place practice is changing: mergers and
acquisitions.
- Corporate down size the employees - few
people have to perform more – increase
profitability.
- Changing incentive plan – no longer base on
short term schemes.
- Reward and recognition do influence worker’s
attitude to productivity and organizational
competitiveness.
-Introduction of technology and its adaptation by
the organization and employees.
- The challenge for traditional employees from
the new age “free agent”
5. New entrants into workforce
- Changes in male and female labor forces
- Former welfare recipients seek full time
employment with skill to meet entry level
requirement.
- Unsatisfied employees were not happy with their
income comparison with minimum federal income
standards.
- Satisfied employees fell productive and
worthwhile despite of their low income.
- Fresh graduates
6. New entrants into workforce
(cont.)
- Immigrants placed important parts in
workforce as its various cultures,
value, ethnic traditions with fresh
ideas, new desires.
7. Cultural orientation
- Impact of media on future workforce.
- Young people are not happy about their welfare
whereas parents, faculty and society spent little
time to develop meaningful relationship.
- Working pressure leads to negative behaviors
on workforces.
- Challenges for managers to operate the
organization in difficult situation.
8. Structures of workplaces
- Traditional organization were serve structure,
hierarchies.
- Traditional organization transformed into team
based systems (– timely and fast response, …)
- Organizational structure depends on their goals,
purposes and processes.
- The main goal is to set up order and systematic
pathways, to achieve desired outcomes.
- The best structure is to match the needs of
marketplace with company system.
10. Refer onlyRefer only How toHow to
implement Incentive plansimplement Incentive plans
Link the incentive with your strategy
Make sure effort and reward are related
Set effective, measurable standards
View the standard as a contract with your
employee
Gain employees’ support for the plan
Emphasize long-term as well as short-term
success
Build a positive corporate culture
Adopt a commitment-oriented approach
11. Case Study: Haison Company
Background:
Haison was found in 2000 as a private
company in Vietnam by Pham Duc Hai
Proving Industrial Solutions for industrial
plants in Oil and Gas, Power,
Petrochemical and Process Industries
Doing projects and distribute products
12. HR Issues and Solutions
To attract talents in this hi-tech industry is
quite tough job as Haison do not have
“Big Brandname” like MNCs in the
industry, e.g. ABB, Siemens, Honeywell
Solution: We have to train fresh
engineers and also send them to
overseas to learn from our partners
13. HR Issues and Solutions
(continued)
To retain talents is another challenging
job as those fresh engineers advanced,
they will start looking for more
opportunities in big MNCs, who could
give higher compensation package and
also “reputation” whether real or
perceived ones…
Solution: Apply a new HR R&R system
14. What is the HR R&R system?
We implement the compensation system
based on performance as well as efforts.
For sales people, the income is a mix of
basic salary and sales commission
For staff, we give an indirect annual
bonus based on the performance of the
whole company (measured by EBIT)
15. But still more issues unsolved!
Senior employees need more job
enhancement opportunities…
At the same time, they are not very keen
on implementing changes that may bring
the opportunities to them because of their
fear of job insecurity.
Solution: need to find change agents…
16. Results
By applying HR R&R practices, we have
been able to attract talents and retain our
people, foster loyalty with company
Teamwork is now become our culture
and the performance evaluation is not
only based on individual success but also
on the overall achievement of company
17. Results (continued)
We still need to find a better system to
enrich the job satisfactions of our
employees by job rotation, enlargement
We are building a system that establish
and track a career path for our staff and a
succession plan for the company
Facilitate cross functions communication
and team building activities in Haison