As I was reading the material, I found myself really wondering exactly what impact those who have conducted such an audit found and how they used the information. I posted the question to the boards. I have not received feedback but have noticed as last week there are a couple classes working on the same topic, so the feedback appears a bit sparse to many students' posts.
Feedback from previous weeks' assignment. I have not as of yet received feedback from Week 1's question but will continue to monitor for some.
Section Four: Resource analysis. Identify and describe what resources you have accessed outside of the materials this week in order to complete assignments or expand your knowledge of the topics addressed this week.
Some of the resources I used for my discussion questions and analysis this week are as follows:
Buhler, P. M. (2007, November). Managing in the new millennium: Ten keys to better hiring. Supervision, 68(11), 17+. Retrieved from http://go.galegroup.com/ps/i.do?id=GALE%7CA170782838&v=2.1&u=mlin_b_necbusin&it=r&p=ITOF&sw=w&asid=c20601bb11bb9ac69aa4843f740dd3b2
This article highlights ten specific activities a company should consider when making hiring decisions. These activities ranged from the importance of adequate training to targeted interview questions. Specifically, I found the item relating to putting "hiring effectiveness" as a line item on a manager's performance appraisal particularly interesting. It encourages accountability for the decision and prompts them to act more targeted questions in order to analyze the candidate's fit more effectively. This in turn will reduce turnover for the company and save the costs in the need to rehire.
Grensing-Pophal, L. (2003). HR and the communicators. HRMagazine, 48(6), 108. Retrieved from http://search.proquest.com/docview/205069581?accountid=33575
Grensign-Pophal argues that the communication from HR is pivotal, and that the cost of poor communication can be very high. Misinformation and poor distribution of the message can frustrate an employee and result in a lack of loyalty and trust issues. It is a preventable issues that can have grave consequences, including possible legal ones. An organized strategy of how to relay various messages can help avoid some of the potential problems.
Jacobs, B. (2011). The definitive guide to HR communication: Engaging employees in benefits, pay, and performance. The Booklist, 107(12), 36. Retrieved from http://search.proquest.com/docview/852918506?accountid=33575
This interesting reading takes the stance that HR should treat its employees as if they are its 'customers.' By being on the receiving end of benefits, and having learning and advancement goals, they have the responsibility to try to get the best fit for the employee and the company. They need to be able to communicate with the employees as a company selling products would with potential customers: with clarity, confidence and set solutions.
Huifen, C. (2006, May). Trust, objectivity key to effective HR management. The Business Times Singapore. http://www.lexisnexis.com.necbproxy.egloballibrary.com/hottopics/lnacademic/?shr=t&csi=11432&sr=HLEAD(Trust,+objectivity+key+to+effective+HR+management)+AND+DATE+IS+2006
Huifen outlines in this writing how HR and ethics go hand-in-hand to create an effective resources for a company. The nature of the responsibilities of HR requires signficiant trust and is, in essence, an extension of management and its vision for the corporation. It also discusses the potential legal consequences of violation of that trust.
This article discusses how firms need to think outside the box to add variety to their departments by recruiting talent with a variety of skills and backgrounds. By doing so, they can add a new perspective and more ideas than having a department made up with primarily employees of the same exact qualifications. The author argues that the more diverse the experiences, the more insights the team will have on projects and solutions.
Menon, D. (2011, Jul 19). Work engagement, job satisfaction, and productivity--they're a virtuous cycle. Targeted News Service. Retrieved from http://search.proquest.com/docview/878006499?accountid=33575
Enthusiasm, interest and engagement lead to productivity and a happier, more dedicated worker. Key things an employee needs for this are social support, feedback and opportunities for advancement. In addition, there is discussion on how the more challenging the position coupled with the greatest fit lead to more initiative from the employee and greater job satisfaction.
Palmer, J. D. (2000, Mar 30). Human resource work can be frustrating. The Charleston Gazette. Retrieved from http://search.proquest.com/docview/331012480?accountid=33575
Palmer discusses that often the work done by HR, as it is a cost taker instead of a more outwardly profitable part of a company, can be challenging. It states that when a corporation decides not to invest adequately in this department, that it can put them at a competitive disadvantage.
Parsons, A. (2007). Six HR communication trends you need to know about. Workspan, 50(4), 46-50. Retrieved from http://search.proquest.com/docview/194721351?accountid=33575
Parsons discusses the six ways of communication to employees that force them to pay attention, thereby increasing awareness of the communication and prompting action. The trends include year-long communication, tailoring the message to its audience as employees span many age groups and backgrounds, incorporation of new technology and better tracking of success. By using more effective communication, it will help HR's policies and changes be heard and understood by the workforce.
Scott, S. (2012, Jul 05). The huge cost of bad hiring decisions. Telegraph – Herald. Retrieved from http://search.proquest.com/docview/1023465245?accountid=33575
Scott reflects in this very interesting article the unfortunate consequences and costs of making poor hiring decisions. Costs are both quantifiable and non-quantifiable, including costs of recruitment, lost wages in training an employee who will not use the skills, to how the experience affects the staff and possible legal issues such as theft. One interesting part discusses the importance of taking the time to ask the right questions, and ensuring the people making the hiring decisions fully understand the duties of the position they are hiring for.
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