Human Resource Management Review
Human Resource Management Review
Evaluating Strategic Talent Management Initiatives: Functions and Practices, and Staffing
Human Resource Management: Functions and Practices
It is significant for the human resource division to be aligned with the tactical plan of the company. This is because it makes sure that there is a balance of gender at every level of the company. Whenever such shifts are being created in the company setting, Essential elements are considered. Staffing completed in the human resource sector is carried out based on the current tactical strategy.
Moreover, the alignment is of great significance in the identification of existing gaps in the organization’s background and strategy for replenishing such positions. It is as well presents the chance for testing the employees’ behavior in the company and across the entire levels of the organization. The workers’ performance will be tried as well as evaluated across the whole levels of the business. The essay will explore some of the approaches or instruments employed to evaluate the workers during the progression of their work. Moreover, the piece will underline a few of the motives of why worker evaluation is vital to the supervision of workers, particularly as much as the company’s’ performance and efficiency are involved.
Primarily, it is necessary to mark that alignment is of enormous implication in the evaluation of the vitality of the human resource segment to the entire business. The worldwide place of the Maersk Group has influenced the managing of human resource events. Such a great existence results in the influence of recruitment, business culture, the payment of the workers, efficient regulation for the diverse policy arrangements that are offered at the main center, and an extensive course of making decisions (Goldman Sachs, 2015). The extended period in making decision decreases the universal efficacy of such choices. Moreover, it runs diverse companies, causing it to lessen the overall regulation of the process of deciding by the top leadership.
Human Resource Management: Staffing
Each company requires to recruit workforces to perform its routine events. The two processes that may be employed within this staffing practice are the Internal as well as the external way of staffing. Internal staffing happens when the company fills vacancies through advertisements. It occurs when the business seeks to fill the position from within the current workforce. In contrast, external recruitment happens when the organization seeks to fill the positions from any appropriate applicant outside the organization (Askegren, 2005). Adverts for internal recruitment are usually through ways like email flashes and fliers as contrasted to external employment that conveys its adverts using newspapers as well as websites. As regards internal staffing, it might just involve advertising or horizontal in manner. Conversely, as regards external staffing, firms might make utilize of a non-permanent worker organization to sort out the unoccupied vacancies that may be completed with great simplicity and non-specific firm abilities.
The Maersk Group has seen a pronounced change in contemplations while employing workers. Initially, recruitment was founded on devotion to labor and the performance level of a person. The subsequent shift was hiring persons who were youthful though portraying a certain level of ability who were afterward educated. It eventually dedicated itself to considering the future, hence the essentiality to work highly openly with the leadership. The procedure of recruitment significantly leans towards the prosperity of the company, and thus there is a necessity to place extra stress on issues regarding the persons being hired.
Employee Development Processes
Needs Assessment
A training needs assessment in a company is very vital so as not to waste funds and time preparing the incorrect persons with the erroneous preparation content at the erroneous moment for the incorrect jobs. Without an approach for training requirements and implementation will give the view that preparation is needless. A training requirements appraisal is the finest means for a corporation to discover, and confirm the focus, need magnitude, and target clusters for preparation, and line them up with the business policy. A Section of this appraisal must display active training needs while the other section must show what nature of responsive training is required. The objective is to recognize prevailing performance problems and predict what behavioral problems might emerge along with what strategy the business is chasing. The appraisal will offer the firm the information that may be used to fix some issues through the launch of training, to strengthen skills and knowledge essential for explicit jobs, and the expertise necessary in light of what the future growth objectives are. The proactive assessment will offer tactical information regarding future organization requirements.
Learning Activities
Step 1:Organizational scrutiny.
In this stage, Maersk HR experts teamed with the management of the representative sectors to stipulate the training significances and need a plan that aligns training objectives with the firm goals (Groysberg & Abbott, 2013). Throughout this moment, they contrasted with the wanted results with explicit qualifications and abilities necessary to attain these outcomes. Also, it had to be established if the corporation is set to expedite such training. Prevailing difficulties had to be recognized, curtailed, or eradicated if essential.
Step 2:Task analysis.
Within the second stage, Human resources and the relevant sectors had to do a jobtask examination, a methodical job analysis into its parts and component. This scrutiny aims to create a list of responsibilities needed to do the explicit job and consequently to recognize the competencies and skills necessary to do every job. This will give a firm base for the model of hiring and training wants for the vacancy.
Step 3:Person analysis.
The third stage is the Person analysis. The review will establish the most exceptional applicant for the vacancy. It can recognize who has grasped the competencies and skills decided within the Task Analysis if the company needs to seal the vacancy on the inside or employ a new worker.
Training Needs Assessment
Firms must have clear, distinct targets as a section of their commercial strategy. The goals define what the business plans to achieve, such as market shares and profitability. The similar goals must be set for the inner capacity to define needs such as increasing staff. SMART scrutiny offers the corporation targets that are explicit, quantifiable, achievable, pertinent, and appropriate. Target setting offers a perfect emphasis for the leadership and workers through outlining priorities (Setting SMART Objectives Training, N/A). Organizational goals may aid in boosting confidence and increasing the staff’s inspiration, permitting them to labor on enhancing efficacy and to aspiring for distinction.
Learning activities, together with training packages, holds numerous universal, but as well as firm explicit benefits. The application of learning activities assist in increasing the inspiration of workers, enhances their skill and knowledge set, and consecutively raises their morale and confidence. For Maersk, it is significant that their agents are the client’s supporter, and are entirely accountable for the gratification of consumers whereas working directly with explicit sectors (CARE, 1.). Explicit learning activities are essential to enable their comprehending of the Maersk business associates that they will be managing. For Maersk client care partners, learning activities must be personalized to the particular duties they are anticipated to do and excel in. Their training must be targeted at boosting explicit abilities that permit them to enhance client satisfaction. Consecutively, Maersk will attain a surge in profit and turnover; they will enhance the organization’s standing with the consumer generally; and give the exclusivity and uniqueness of the firm a new reputation (Groysberg & Abbott, 2013).
Importance of SMART Objectives
Since adult learning is autonomous and self-guided, it is imperative to permit their CARE group to come up with distinct choices and decisions regarding their preparation. Representatives must be permitted to have a voice about the areas they sense they require enhancement and the parts they sense they have become proficient at. There may be challenging approaches that permit a person to demonstrate that they hold rich knowledge of a topic, consecutively facilitating them to concentrate on other preparation fields. A mentoring package that permits the apprentice to set particular learning objectives with the support of their counselor would be a choice to deem (Adult Learning Principles, N/A). Moreover, it is vital to permit and hearten adult apprentices to assimilate their previous skills into their learning procedure. Individualized training may enable this requirement, letting Maersk workers train at diverse competency levels, based on current skill and experience.
Performance Management and Appraisals
HRM’s Role in the Performance Management Process
The first role of HRM in the performance management process is determining the philosophy that a company should adopt to ensure that the goals and objectives of the company are met. Also, the HRM provides training to managers and supervisors on the evaluation of employees using the best appraisal methods (Rasool et al., 2019). Moreover, HRM appraises employees to motivate them to meet their set goals. Lastly, the HRM must solve unresolved performance issue such as poor performance among employees that requires termination or suspension of the duty. Generally, HRM makes decisions on how best a company can manage the performance of employees to increase the productivity of a given organization. The philosophy developed must be in alignment with the objectives to ensure that the process aligns with the strategic plans of the organization. Also, the suspension or termination of the work of employees must be done by the company policies and guidelines. Lastly, the training programs for manager supervisors must be in alignment with the organizations’ values and missions.
Differentiation of Performance Appraisal System
The trait performance appraisal systems focus on the characteristics of employees, such as attitude, dressing code, and loyalty of employees. It is most applicable where the characteristic of employees is mostly needed. For example, in customer service representative, traits such as courtesy and well grooming is required. Secondly, the behavioral system focuses on employees’ actions relating to the type of job they are doing (Griffin, 2019). It is applicable where the personal actions of employees are needed. For example, happy and welcoming employees can be made to work at the reception. Lastly, the result-based system is similar to behavioral as they all concern with actions that brings results. Their applicability is the same.
Best Suited Appraisal for the Maersk Customer Service – CARE Business Partner
The behavioral performance appraisal system will work best for Maersk Customer Service – CARE Business Partner. The behaviors will show how the employees work as either being good, average, or weak. Employees in the company that has good behaviors will be rated as good, while those who do not have good behaviors will be rated as poor. The reason why this is the best method for Maersk Customer Service is that it is easy to interpret. All employees will be able to evaluate themselves through their actions and know the category they fall in. Also, it takes less time for managers to do the evaluation hence making the evaluation and decision making in the company to be fast.
Types of Performance Rating Scales
According to Jacobs (2019), the graphic rating scale is a scale where the behaviors and traits are listed on a scale of one to five or ten, and then each employee is rated against the behaviors and traits. Even though it is easy and fast to use, it gives room for a central tendency error that occurs for average employees. On the other hand, letter scales are used in quantifying results of employees using alphabetical letters. The values for the first and the last scales are rated, and a decision is made. The numerical performance rating scale also works in the same way as the letter scale but uses numbers. The values are set, and an average is made to ensure that employees who are performing well will be highly rated. The choice of the first and the last values gives room for interpretation of the values in between.
Compensation
Maersk Company Compensation Philosophy and How it is Affected by the Market
A compensation philosophy is a set of formal statement that describes the way a company chooses to compensate its employees. It explains the structure and consistency behind employee’s pay at different levels of the company, and it might also include procedures for bonuses and pay rise. The compensation of Maersk Company is based on the Danish Company Act of 2010. The act states that prior to making an agreement that directs incentive pay with a member of the company’s management can be made, there must be a set of guidelines that directs the manner the incentive pay to the board or management is done. The guidelines are either voted or decided in a general meeting by the company’s board or with executive officers consensus. However, the compensation philosophy is affected by the current status of the market in different ways whereby pay is now dictated by the market performance during different seasons. Market success and profits are the main factors that dictate the compensation of employees in current days.
Value of Salary Survey to an Organization
The salary surveys refer to the method used in assessing what other companies are compensating their employees for a specific job class. The surveys often involve the collection of data that involves bonuses, compensation, benefits, and real salary. Generally, the salary surveys are conducted by sectors, regions, or specific job classifications that make the analyzed data direct and easy to compare between different companies. The use of salary surveys by companies is significant because it helps a company to define standard salaries for employees at various positions. Another benefit of salary surveys helps a company to use the right compensation guidelines for its employees. Right compensation builds employee loyalty that helps reduce employee turnover rate. At the start of every company’s salary survey is crucial workplace plans for standard pay, indicating the strengths of the company in comparison to other companies. The salary surveys give existing employees, competitors, and potential employees a chance to gauge if whether for competitors, it is worth to compete with the company and for employees if it is worth to be employed by the company.
Advantages of Discretionary Benefits to Maersk Company
There are a couple of advantages that Maersk Company can enjoy by using the discretionary benefits. These benefits range from employee retention, positive work relationships, employee promotion, and productivity. Discretionary benefits help companies to cultivate and develop positive work relationships with their employees. Consequently, the employees will feel that they belong to the company is a positive relationship is established, and their satisfaction will rise. Employee performance at a workplace is important in fostering high performance. Therefore Maersk Company will operate more efficiently when its employees love their work and feel satisfied. It is vital for the company to retain the talent it has then to go looking for new. Discretionary benefits help a company to ensure employee retention in the company, which is a good ingredient for consistency and a high reputation. Through training and educational programs, the company is assured high skilled employees that will work for the benefit of the company. Training and educating existing employees is also essential because it encourages employee’s efforts through internal promotions. Different benefit packages such as bonuses and rewards help improve employee morale because they are sure that the company appreciates their efforts. The main goal for Maersk Company is to grow and ensuring employee satisfaction improves the productivity of the company, which fosters growth. Therefore Maersk Company advantages from discretionary benefits through increased productivity, employee retention, employee promotion, and positive work relationship between the company and the employees.
References
Adult Learning Principles. (n.d.). Https://www.shrm.org/education/hreducation/documents/tanddunit__3_final.ppt#sthash.W6HmgL7w.dpuf
Askegren, P. (2005). Human resource. New York: Ace Books.
Goldman Sachs. (2015). Goldman Sachs | Choose Your Path
Griffin, D. (February 12, 2019). Types of Employee Appraisal Systems | Chron.com. Retrieved https://smallbusiness.chron.com/types-employee-appraisal-systems-1908.htmlGroysberg, B., Abbott, S. (May 5, 2013). A.P. Møller Maersk Group: Evaluating Strategic Talent Management Initiatives. Harvard Business School. Boston, MA. Retrieved March 22, 2020, from https://cb.hbsp.harvard.edu/cbmp/content/50379892
Jacobs, R. L. (2019). Performance Rating Scales. In Work Analysis in the Knowledge Economy (pp. 223-233). Palgrave Macmillan, Cham.
MindTap Cengage external learning tool. Human Resources, Chapter 9
https://ng.cengage.com/static/nb/ui/evo/index.html?deploymentId=48845323535012744196703717175&eISBN=9781285872674&id=721742429&snapshotId=1609678&
OL 211: Customer Service – CARE Business Partner Job Posting. (n.d.). Ol_211_customer_service_care_business_partner_job_posting.pdf.
Rasool, S. F., Samma, M., Wang, M., Zhao, Y., & Zhang, Y. (2019). How Human Resource Management Practices Translate into Sustainable Organizational Performance: The Mediating Role of Product, Process, And Knowledge Innovation. Psychology Research and Behavior Management, 12, 1009.
Setting SMART Objectives Training. (n.d.). Https://www.shrm.org/templatestools/samples/powerpoints/pages/settinggoalsandobjectives.aspx