After exploring the SHRM Connect community, I found my question had not been asked yet. I found myself curious about the paradox of Organization vs. Individual. While the needs of an organization and a specific position may require certain skill sets, talents, certifications and education, I found myself wondering how much weight a hiring decision would be placed on those qualifications vs. training a different individual who may not have the ideal resume but from a cultural perspective they appear to learn quickly and would mesh very well with the area and position, therefore from a longer-term view may be a better hiring decision. It is not that uncommon to hear something similar to the scenario I found during my research. A person is hired that has the right experience, sound qualifications and has performed excellently during the competency-based interview; however, three months later, the team seems demotivated and their morale is low because their style, approach and their behavior are simply not aligned to the values and expectations of the organization (Doyle, 2008). I wanted to see how much weight is put on existing competences vs. raw potential and more likely a better fit with the environment.
As of this writing, I have not received responses for analysis as required for Section Four, but will continue to review the site for related information and monitor for them for a later log entry in the week.
http://community.shrm.org/communities/viewdiscussions/viewthread/?GroupId=19&MID=30991
Section 5: Manager Tie-in. Provide a description of how you think the information encountered this week could be important to you as a manager tasked with working with HR.
As a manager tasked with working with HR, I have found several concepts this week very valuable. Specifically, developing a workforce which aligns with the business strategy and how important it is to foster those resources to ensure their developmental goals support the corporate vision. I have a new appreciation for the wide-range of responsibilities and tasks HR is responsible for. Instead of the old, traditionally viewed role of HR as 'payroll, time keepers, policy enforcers and benefits,' the most effective role is an active one where HR works closely with the strategic management team. By doing so, it will allow HR to become intimately familiar with the direction of the company, its strategy, and how the decisions made to bring in new talent or shift employees into different positions. I feel getting a good understanding of the business needs as well as the department or company culture needs to happen as well to ensure employee longevity and a mutually beneficial, dynamic relationship.
Employee engagement correlates to individual, group, and organizational performance in the areas of productivity, retention, turnover, customer service, and loyalty (Ferraro, 2005). In addition, employee turnover creates loss of knowledge and the significant expense of hiring new employees. I found during the research and writings required this week how much more beneficial and ultimately more cost-effective it is to ensure an employee and employer are the right fit. Employee satisfaction impacts their work quality and company perception. I would want to have my staff be openly engaged with HR regarding their goals, development opportunities and any dissatisfaction in order to prevent loss of good workers and make the correct staffing decisions with regard to specific projects or new opportunities to create a win-win on both sides.
References:
Doyle, C. (2008, Aug 15). Hiring staff who fit workplace culture is crucial consideration. Belfast Telegraph Retrieved from http://search.proquest.com/docview/337527381?accountid=33575
Ferraro, J. (2005). Employee retention vital to company. Tribune Business Weekly, 15(51), 1. Retrieved from http://search.proquest.com/docview/220912726?accountid=33575
As of this writing, I have not received responses for analysis as required for Section Four, but will continue to review the site for related information and monitor for them for a later log entry in the week.
http://community.shrm.org/communities/viewdiscussions/viewthread/?GroupId=19&MID=30991
Section 5: Manager Tie-in. Provide a description of how you think the information encountered this week could be important to you as a manager tasked with working with HR.
As a manager tasked with working with HR, I have found several concepts this week very valuable. Specifically, developing a workforce which aligns with the business strategy and how important it is to foster those resources to ensure their developmental goals support the corporate vision. I have a new appreciation for the wide-range of responsibilities and tasks HR is responsible for. Instead of the old, traditionally viewed role of HR as 'payroll, time keepers, policy enforcers and benefits,' the most effective role is an active one where HR works closely with the strategic management team. By doing so, it will allow HR to become intimately familiar with the direction of the company, its strategy, and how the decisions made to bring in new talent or shift employees into different positions. I feel getting a good understanding of the business needs as well as the department or company culture needs to happen as well to ensure employee longevity and a mutually beneficial, dynamic relationship.
Employee engagement correlates to individual, group, and organizational performance in the areas of productivity, retention, turnover, customer service, and loyalty (Ferraro, 2005). In addition, employee turnover creates loss of knowledge and the significant expense of hiring new employees. I found during the research and writings required this week how much more beneficial and ultimately more cost-effective it is to ensure an employee and employer are the right fit. Employee satisfaction impacts their work quality and company perception. I would want to have my staff be openly engaged with HR regarding their goals, development opportunities and any dissatisfaction in order to prevent loss of good workers and make the correct staffing decisions with regard to specific projects or new opportunities to create a win-win on both sides.
References:
Doyle, C. (2008, Aug 15). Hiring staff who fit workplace culture is crucial consideration. Belfast Telegraph Retrieved from http://search.proquest.com/docview/337527381?accountid=33575
Ferraro, J. (2005). Employee retention vital to company. Tribune Business Weekly, 15(51), 1. Retrieved from http://search.proquest.com/docview/220912726?accountid=33575
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