MGT407
Module 2 – Case
Two Primary Outcomes of Human Resource
Management
Assignment Overview
The two primary outcomes of HR management
are recruitment and retention. Through HR planning, managers anticipate the
future supply of and demand for employees and the nature of workforce issues,
including the retention of employees. These factors are used when recruiting
applicants for job openings. Being able to recruit and retain the “best”
employees have been difficult tasks for HR managers. The “best” employees are
not necessarily the most qualified individuals (e.g., the most educated or with
the most work experience), rather it is the individuals who provide value to an
organization, who complement the organization, who understand and embrace the
organization’s mission, and who fit the culture of the organization. This
quandary is a result of a number of different variables such as: job
satisfaction, organizational commitment, job performance, and motivation. The
following figure illustrates the two outcomes of HR management.
Two Main Outcomes of HR
Human Resource Management
Furthermore, contemporary HR managers also
are tasked with assisting with peak performance initiatives because of
escalated global demands and competition.
Case Assignment
Drawing on the material in the background
readings and doing additional research, please prepare a 3-5 page paper (not
including the cover and reference pages) in which you:
•Discuss the connection between recruitment
and retention.
•You will discuss whether you believe it is
better to (1) hire hard and manage easy or (2) make up for bad selection with
good training.
•Discuss strategies for retaining
employees.
Assignment Expectations
Your paper will be evaluated on the
following points:
•Precision: Does the paper address the
question(s) or task(s)?
•Clarity: Is the writing clear and are the
concepts articulated properly? Are responses made through paraphrasing and
synthesis of concepts? (Or is there excessive use of quotations?) Are headings
included in all papers longer than 2 pages?
•Breadth: Is the full breadth of the
subject addressed?
•Depth: Does the paper address the topic in
sufficient depth?
•Grammar, spelling, and vocabulary: Is the
paper well-written? Are the grammar, spelling, and vocabulary suitable to
graduate-level work?
•Referencing (citations and references):
Does the paper use citations and quotation marks when appropriate?
•Critical thinking: Is the subject thought
about critically, i.e., accurately, logically, relevantly, and precisely?
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Module 2 – SLP
Two Primary Outcomes of Human Resource
Management
Non-Traditional Performance Strategies
In the 21st century, some HR managers and
leaders believe that non-traditional strategies have the potential to enhance
engagement, increase productivity, and improve performance levels in many
organizations. For example, it is essential to consider the significance of
employees receiving the right amount of sleep each night—which has a direct
result on job performance. At the most basic level, prolonged sleep deprivation
has a negative impact on our health” and that sleep deprivation is the
“equivalent to being legally intoxicated. Many researchers emphasize the value
of employees being well-rested as well as the usefulness of taking afternoon naps.
What if managers allowed employees to take a nap after their lunch breaks?
Sleep is an important contributor to creative problem solving. Could this
strategy potentially help boost creativity and performance levels? Perhaps no
single daytime renewal behavior more reliably influences performance-and is
less common in the workplace-than taking a nap” (Schwartz, et al., 2010, p.
72).
Many researchers understand the correlation
between being well-rested and higher performance levels and they also point out
the significance of taking time off from work to relax. As a matter of fact,
Americans are sleeping less as well as taking less time off from work. “On
average, Americans now fail to use 439 million paid vacations days a year. In
2008, one third of Americans said they intended to take no vacation at all”
(Schwartz, et al., 2010, p. 75). In contrast, Europeans continue to enjoy far
more vacation time than Americans do, which relates to having a higher quality
of work and home life. From an organizational behavior perspective, employees
are usually overwhelmed with work and feel that they cannot take any quality
time off to relax. The dilemma is that most employees will never feel as if
they are all caught up and can truly enjoy a vacation. The long-term implications
of always being overwhelmed at work and never taking time off can result in
disengagement and counterproductive activities. Organizations need healthy
employees who are able to innovate, synergize, and work collectively with their
peers.
It is important also to mention that diet
influences performance levels. Many organizations are notorious for spending
thousands of dollars each month on purchasing unhealthy snacks for employees to
encourage them to come to meetings or work extra hours. The fast pace of
today’s work world has caused changes in people’s eating patterns as well.
Instead of eating meals jointly with family members, friends, and colleagues,
many families and individuals have been conditioned to eat in between work or
other activities. As a result, many American employees are overweight,
lethargic, and have lower performance levels. “Between 1960 and 2000, the
average weight of American men between the ages of twenty-one and twenty-nine
jumped from 163 to 191 pounds. During the same period, the average women went
from 140 to 164” pounds (Schwartz, et al., 2010, p. 91). Most organizations
have several vending machines full of unhealthy snacks available for their
employees. “The staple foods in most vending machines and at most off-sites are
candy, cookies, and chips, filled with sugar, salt, and fat. These foods
provide a quick and short-lived buzz when people’s energy is flagging, but they
take a toll on their health and productivity over time” (Schwartz, et al.,
2010, p. 117). Organizations need to pay close attention to the food they offer
in their vending machines and cafeterias. Managing stress means managing one’s
food intake and having a regular exercise program. Some organizations have
devoted significant resources to food and snacks that are offered at work. This
non-traditional type of strategic human resource management is commendable and
has many benefits for recruiting and retention.
Reference: Schwartz, T., Jones, J., &
McCarty, C. (2010). The Way We’re Working Isn’t Working. New York, NY: Free
Press. (This book is not required).
SLP Assignment Expectations
Conduct research and figure out what
organizations are doing in regards to non-traditional performance strategies.
Next, discuss your ideas for using non-traditional strategies in the workforce
to help enhance productivity, efficiency, and efficacy levels.
Your paper should be short (2-3 pages, not
including the cover sheet, references, and assessment sheet) and to the point.
You are expected to deal with these issues in an integrated fashion, rather
than treating them as a series of individual questions to be answered one by
one and left at that.
You will be particularly assessed on:
•Your completion of all the steps in the
exercise.
•Your ability to synthesize information and
present a concise and meaningful paper.
•The clarity and quality of your writing.
SLP Assignment Expectations (Structure)
1.Make sure that you use your own language
(rather than copying sentences from the article).
2.Your paper will be graded based on the following
criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing,
and Application.
3.Use 12-point type size (Times New Roman),
double-spacing, and one-inch margins. Add a cover page and a references list.
4.Cite your sources: APA Style – Trident
requires all PhD work to be in APA form. We also encourage all other students
to comply with guidelines for proper citation of references. You may use the
tutorial found on the following link (press “view the tutorial”):
http://www.apastyle.org/learn/tutorials/basics-tutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382
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