Professional Documents
Culture Documents
Maintaining A Quality Workforce
Maintaining A Quality Workforce
It is not enough to attract and develop workers with the talents to achieve
high-performance results for the short term only. They must be
successfully retained, nurtured, and managed for long-term effectiveness.
When the Society for Human Resource Management surveyed employers
to identify the most effective tools for maintaining a quality workforce,
they found: good benefits especially health care, competitive salaries,
flexible work schedules and personal time and opporunities for training
and development.
CAREER DEVELOPMENT
A career is a sequence of jobs that constitutes what a person does for
living. A career planning is the process of matching career goals and
individual capabilities with opportunities for their fulfillment. It involves
answering such questions as who am I?,where do I want to go?,How
do I get there?.
A career plateau is a position from which someone in unlikely to move to a
higher level of world responsibility. three common reasons for career
plateaus are personal choice, limited abilities, and lack of opportunity.
progressive employers seeks ways to engage them with new opportunities
in lateral moves, mentoring assignments, and even overseas jobs.
WORK-LIFE BALANCE
work-life balance is how people balance the demand of career with their
personal and family needs. Include among work-life balance concerns are
the unique needs of single parents and dual-career couples.
COMPENSATIONS AND BENEFITS
Good compensation and benefit systems attract qualified people to the
organization and help retain them. Base compensation in the form of
salary hourly wages can help get the right people into jobs to begin with
and keep them there by making outside opportunities less attractive.
They usually include various options on disability protection, health and
life in and retirement plans.
RETENTION AND TURNOVER
Any replacement situation is an opportunity to review human resource
plans. Update job analyses, rewrite job descriptions and jobs and ensure
that the best people are pecifications, selected to perform the required
tasks. Promotion is movement to a higher-level position; transfer is
movement to a different job at a similar level of responsibility.
LABOR-MANAGEMENT RELATIONS
a final aspect of human resource management involves the role of
organized labor. Labor unions are organizations to which workers belong
that deal with employers on the on the workers' behalf. The foundation of
an labor and management relationship is collective bargaining, which is
the process of negotiating, administering, and interpreting labor
contracts. Labor contracts and the collective bargaining process-from
negotiating a new contract to resolving disputes under an-casting one-are
major influences on human resource management in unionized work
settings.