Career Development
It is clear that employee turnover within an organization is mainly a big challenge to managers since they cannot find their efficient replacement. It is evident that, employee turnover slows down organizational growth because of the loss experienced workforce. Moreover, new employees need time in order to adjust in a new environment. Therefore, the management of an organization prefers to keep employees in the same position rather than employing new employees since employee turnover slows down the growth of the organization. It is important for an organization to have in place mechanisms that prevent the employees’ desire to seek greener pastures. Such mechanisms that managements of the organizations can employ to prevent employ turnover include; promotions, increase in perks, and rewarding an employee for a job well done.
The approach of rewarding and motivating employees assists them in developing their careers. In addition, this approach binds employees to the organization and makes them be loyal to the organization they serve. The incentive of career development is vital to employees because they acquire skills and knowledge that is applicable in the workplace. Once a worker gains adequate skills to enable him move to a higher level, they ought to be promoted to higher ranks to prevent them from leaving. Generally, the efforts of employees should be appreciated and respected so as to prevent them from searching jobs in other areas. Career development refers to the organizational process that ensures that workers are well equipped to handle prospect issues. This approach is different from training because the end ensures that employees are equipped with enough knowledge and skills to handle current problems in their positions. Employees are only promoted to higher positions if they attain skills and knowledge from training (Armstrong, 2007).
The primary way to influence change within an organization is to ensure that employees are well trained on the tasks that they should handle rather than what they should be doing. Experience is not the only factor that employees need in order to advance their position, but also the knowledge and skills acquired during trainings are seminars are equally significant. Career development increases employee commitment and attachment to their organization, moreover, it influences an increase in productivity and effectiveness. It is also helpsmanagement of an organization to ensure that they do not put employees to higher positions that they cannot manage. It is clear that the experience is not the only factor that warrants promotion within organizations. It would be a decision-making error if an employee is promoted after portraying aptitudes in one level, then fails to deliver at the higher level resulting to a demotion (Mathis, & Jackson, 2009).
In other cases, organizations may fail to appreciate the efforts from workers because of employee current position. This is because some employees leave gaps when the leavethat is difficult to fill. Therefore, it the responsibility of the Human Resource Management (HRM) to ensure promotion of deserving employees because the employees might leave if their hard work goes unnoticed. On the other hand, it is evident that an early promotion can result to poor performance of employees. It is clear that some organizations move their workers vertically while other move their employees horizontally. Most employees admire organizations that move them horizontally because this means that employees continue to acquire more skills and knowledge (Waldrop, 2008).
In order to move vertically, workers within organizations ought to have skills and abilities through career development to the point that they adequately satisfy their managers. However, public administration is more prone to horizontal movement of workers (Waldrop, 2008). Public sectors are more developed, bureaucratic, and make employee occupation more secure than in the private sector. However, the public sector faces HRM challenges because there are loose performance structures. Workers are mainly assured of their job security leading to complacency. In general, this is not the main casein non-governmental organizations where accountability and service delivery needs to be at the best. These organizations face major challenges when the public they serve demand for more even if their sources of capital reduced (Mathis, & Jackson, 2009).
Legal Issues and EEOC ensures that ethics, rules, and regulations are adhered within an organization. Therefore, the HRM ought to ensure that these procedures are adhered to in order to influence success of the entire organization. The EEOC is a law that enforces laws against workplace discrimination. HR ought to ensure that this law applies to every individual within the organization. Employees ought to be given equal measures such as without any form of discrimination. For instance, management should consider promotion as a must to well performing employees. This approach is suitable because it ensures that people have the right strategy whenever they work (Sims, 2007).
Situation
Despite being knowledgeable and capable of being promoted from a lower administrator position, the hospital would not endorse/promote me because I am hard-working and they feel they should not lose me. People within my department are good. However, my presence and current position is important. Based on the situation, it is clear that I cannot develop my career because the HRM fails to give the opportunity to prove my abilities in a more challenging position. This condition is under micro level because human resource growth objective is to improvepecificabilities in individuals ‘anxieties to equip them to encounter the current job challenges and help to meet the requirements in advanced career challenges. I feel underutilized yet there is numerous potential that I can attain if given in-opportunity to progress in my career (Sims, 2007).
Training is one of the essential factors or solutions for organizational development and success during promotions. Proper training ensures that employees acquire abilities and knowledge for the job. Proper training is efficient and productive to an organization because it ensures that people get the right skills for the job. The HR at uses specific basics to train recruited applicants, the four major basics used in nearly all organizations include training of new applicants by teaching them about organizational knowledge, employees are taught to gather their knowledge, the use of technology is an essential factor in training, and trainings are given when workers get promoted to share accountabilities. The HR of the organization ensures that employees are given the correct tools to hire and recruit such as technological systems (Sims, 2007).
Employee promotion is essential for hiring the right people. Effective selection at an organization is evaluated by individual skills and qualifications. The HR should ensure that best employees are selected for promotion. This approach ensures that the organizations have selected and promoted the right people for a higher level. This approach is suitable because it ensures there issues such as job turnover have been reduced. The company saves a lot of money and time by employing the right applicants. During promotion process, proper screening of applicants is carried out. Every applicant has to be screened and tested in order to qualify for the job. The HR ought to ensure that applicants are trained on how to execute their duties (Waldrop, 2008).Each situation that arises in the hospital that requires my service I have ensured that I work effectively to manage the situation. This is by being equal to my task.
In addition, it is essential that I equal the task of any situation that arises in the hospital. I need to progress my career and progress in the management ladder so that I can get sufficient knowledge to become a senior manager in coming years. In order to attain this, I need to safeguard that I am at an amazing level of finding answers to bigger problems beyond my post. This ought to prompt the directors to understand that being in my existing situation impedes my innovation skills. The role of HR managers is to ensure that employees are satisfied with the decisions they make. Human Resource Management (HRM) is one of the major functions within a business that mainly deals with management of, recruitment of, and providing directions for individuals who work in the business (Sims, 2007).
The human resource manager position is concerned with coordination of managerial functions of an organization. The major responsibility of human resource manager is to plan, coordinate and direct HRM activities of a business or organization. HR managers maximize the planned use of human resources and uphold functions such as worker recruitment, compensation, regulatory compliance, and personnel politics. The major method that makes the most sense for accessing the needs of the HR position is observation. HR managers can be accessed through this method through their roles and responsibilities within the organization. Through observation method, HR manager position can easily be analyzed because their job is mainly noticeable (Armstrong, 2007).
HR managers have numerous responsibilities within the organizations. It is the responsibility of managers to maintain the work structure of the organization by updating job requirement for all positions. HR managers also ensure monitoring, planning, and appraisal of employee work results by properly training managers to discipline and coach workers. Despite their responsibilities, HR managers ought to have knowledge, skills, and characteristics in order to carry out their major tasks. HR managers ought to be well educated in order to have the ability to carry out their tasks or responsibilities. HR managers should be active in order to motivate new workers to influence change with an organization (Sims, 2007).
HR manager Job Description
- Work activates
- HR manager should develop HR planning strategies
- Recruiting employees
- Implementing disciplinary procedures within the organization.
Employee specification for promotion
- Experience
- An individual ought to have two years of experience is required.
- An individual should have served as a worker in a well-recognized organization or position.
- Education and qualifications
- Candidates ought to have a bachelor’s degree in the field they handle.
- The candidate ought to have a diploma in the specified field.
- Skills and Knowledge required
- Candidates ought to have strong communication skills
- candidate should be confident
- Candidate ought to have skills to motivate workers.
Action
Each task I have in the hospital I decide on the best action that solves the situation to bring out the best results. In order to persuade the HR manager that I am prepared to get endorsed, I will initiate programs at a high level. This will follow sequences of concentrated research on how to progress the career in my area of knowledge. Since I have the awareness that has not facilitated me much to get a promotion, I will show my talent to transform and manage big programs. I will work hard to guarantee that I persuade them how good I can be in providing answers even on problems that are yet to occur. A key issue I will invest my time in is the creation of a hospital management system to manage the different departments centrally. There are several ways of performance evaluation or appraisals. Conversely, The HR management ought to ensure that employee job within an organization is evaluated (Lengnick-Hall, &Lengnick-Hall, 2003).
This approach will ensure an effectiveness of workers in whatever duties they execute. Performance evaluation is suitable because it assesses employee performance. This is a major approach that determines whether an employee should be rewarded, promoted or demoted. Planning is a management function that accesses the environmental management to set objectives and map to prospect activities to attain those goals. The HR ought to plan and ensure that the organization has the right number of people at the right times and places. This approach is known as employment planning. It ensures that the management of the organization has not strained too much to manage it employees. Employment planning is suitable because it translates the organizational goals into HR plan that permits the company or organization to attain these goals. Other factors include organizing, leading and management. It is apparent that each action should provide the best result for the organization. These approaches are significant in the HR planning, growth, and development (Ford, 2014).
Results
I hope to finally get a promotion and become a middle level administrator due to the results of my actions in relation to the tasks and situations’ demand. From this spot, I will have a greater working dominion and guarantee that hospital records are better kept through my system. Augmented competence will further give me more haggling power to make an alteration in the hospital. I will guarantee better communication between the laboratory, pharmacy, consultation rooms and their roll calls. Operations will be more prompt and smoother.
I believe that a promotion is difficult to attain and it is also difficult to get people qualified for a job at the company. The HR ought to ensure that anyone employed within the organization is educated and experienced. Several organizations have proved that effective promotion procedure is a crucial factor for success and high performance within an organization (Chan, 1990). However, the system ought to rigorous and designed to meet the organizational goals and objectives. There are effective methods of promotion process. I believe that the management should select workers that best match the requirements of the organizations and has high abilities that will contribute to effective growth and development of the entire organization. I believe that I deserve the promotion is effective because it motivates employees
The most effective factor at improving employee performance is promotion. Promotion is the procedure of restricting the elements at work such as duties, tasks, and responsibilities of a particular job so as to make more encouraging and for the workers or employees. Generally, the procedure includes revising, analyzing, varying, reforming and rearranging the job-related content and proportions to enhance the diversity of assignments and occupations that can inspire employees and make them feel as an essential benefit of the organization. In general, the major purpose of conducting a promotion is to put the accurate individual at the right occupation and get the considerable yield while mounting their intensity of satisfaction. Based on research, it is clear that an organization assesses the recently redesigned occupation in terms of education necessary, level of liability of the worker, operational conditions and the skills necessary to execute the new tasks. Therefore, job evaluation effectively results in the hierarchical position or ranking of the occupation in the organization (Beigi, 2014).
There are a number of ways in which the management can ensure individual job satisfaction for this position. For instance, promotion can develop performance during work escalation as fewer employees are accountable for performing jobs that are related. In that case, through effectual promotion, worker contribution, performance and incentive are connected or linked together. In general, employees are offered more responsibilities in performing their duties and they are in a position that would eliminate their job-related issues. In addition, increased accountability motivates workers to carry out their tasks better. However, through promotion, it is evident that work competence is improved. In that case, promotion increases job satisfaction that in the end increases enthusiasm and effective performance employees (Baker, & Doran, 2007).
References
Armstrong, M. (2007).A handbook of human resource management practice. London [u.a.: Kogan Page.
Baker, J. R., & Doran, M. S. (2007). Human resource management: A problem-solving approach linked to ISLLC standards. Lanham, Md: Rowman& Littlefield Education.
Beigi, M. (2014).Using Fictional Stories to Facilitate Training and Development, Human Resource development international, 17(4): 491-496.
Chan, S. (1990).Scientizing Public Administration or Public Administration in Search for Quality Governance, International Journal of Public Administration, 19(2): 261-289.
Ford, J, K. (Ed). (2014). Improving Training Effectiveness in Work Organizations. New York, NY: Psychology Press.
Lengnick-Hall, M. L., &Lengnick-Hall, C. A. (2003).Human resource management in the knowledge economy: New challenges, new roles, new capabilities. San Francisco: Berrett-Koehler.
Mathis, R. L., & Jackson, J. H. (2009).Human resource management essential perspectives. Australia: South-Western Cengage Learning.
Noe, R. A. (2013). Fundamentals of human resource management. New York, NY: McGraw-Hill/Irwin.
Sims, R. R. (2007). Human resource management: Contemporary issues, challenges, and opportunities. Charlotte, N.C: Information Age Pub.
Waldrop, S. A. (2008). The everything human resource management book: Attract and keep the people who will drive your company's success. Avon, Mass: Adams Media.
