Supporting Lectures:
Review the following lectures:
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Week 3 Discussion
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- Training and Developing Employees
- Managing Careers and Retention
Introduction
Before beginning work on this discussion forum, please review the link “
Doing Discussion Questions Right
” and any specific instructions for this topic.
Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.
Tasks
Respond to one of the discussion questions below:
Question One:
- Turnover can cost a significant amount for an organization, both financially and emotionally. Suppose you are hired into the position of an HR manager for an airline reporting a 20% turnover rate for pilots. What would you conclude about this? What would you do to determine the cause, and what steps would you take to increase the retention of employees?
Question Two:
- There are many theories and models of talent and performance management that you have read in the text and will read about in your research. Consider multiple aspects of managing and motivating performances and getting the most out of people, their abilities, and their intrinsic and extrinsic motivation. How do you go about developing and motivating employees for effective talent and performance management?
Submission Details
To support your work, use your course and textbook readings and also use the
South University Online Library
. As in all assignments, cite your sources in your work and provide references for the citations in APA format.
Your initial posting should be addressed at 500–1000 words as noted in the attached PDF.
Human Resources
Training and Developing Employees
A lot of work has gone into interviewing and carefully selecting employees for a new start, career, or
as human resource management (HRM) call it, “onboarding”. Those who you think are wonderful and
ideal selections to join your team do not guarantee that they will perform effectively. The key to
success is having a proper orientation/onboarding training and development.
Employee Orientation
A psychological contract in the onset, human resource (HR) managers need to display caring and
compassion, along with providing the (honest) information (employee handbook) to springboard the
candidates to the culture and philosophy of the organization. If a company has had issues in the past,
such as downsizing, cultural/diversity issues, lack of vision/focus, etc., it should be explained. A good
orientation process is the best medicine.
Various Orientation Training Options
There are several excellent processes for orientation training. Research some of these to gain a
better understanding and opinion. The key to the success of training is to select the appropriate
training mechanisms related to the job being trained, in order to assess and validate the training
analysis and employee’s job performance success. This leads to succession planning.
Know the Law
HR managers should understand the legal implications of their training-related decisions. With
respect to discrimination, Title VII of the Civil Rights Act of 1964 and related legislation require that
the employer avoids discriminatory actions in all aspects of its HRM process, and that applies to
selecting which employees to train.
In my experience, when an employer fails to train adequately and an employee subsequently does
harm to third parties, the court will �nd the employer liable. Among other things, the employer
should con�rm the applicant/employee’s claims of skill and experience, provide adequate training
(particularly where employees work with dangerous equipment), and evaluate the training to ensure
that it is actually reducing risks.
Links to Resources
From the South University Online Library, review the following links.
An Evaluation of a Fault-�nding Training Course for Re�nery Process Operators
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=pbh&AN=6293830&site=eds-live)
Who Is at Fault When Employees Don’t Care, Asks Harrison Monarth
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=bth&AN=44522914&site=eds-live)
Employer Liability for Non-employee Discrimination
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=a9h&AN=125491509&site=eds-live)
Wisconsin Supreme Court Finds Attorney Is Liable to Third Parties for Tort
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=bwh&AN=L54505502WLJO&site=eds-live)
Additional Materials
From your course textbook, Human Resource Management, review the following chapter:
Training and Developing Employees
From the South University Online Library, review the following articles:
Developing Employees: Why Talented People Don’t Use Their Strengths
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com/login.aspx?
direct=true&db=bth&AN=129857249&site=eds-live)
Developing Employee Skills in Challenging Times
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com/login.aspx?
direct=true&db=bth&AN=123389545&site=eds-live)
Why Is Organizing Human Resource Development so Problematic?
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com/login.aspx?
direct=true&db=edb&AN=124739436&site=eds-live)
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=pbh&AN=6293830&site=eds-live
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=bth&AN=44522914&site=eds-live
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=a9h&AN=125491509&site=eds-live
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=bwh&AN=L54505502WLJO&site=eds-live
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=129857249&site=eds-live
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=123389545&site=eds-live
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=124739436&site=eds-live
Managing Careers and
Retention
Having invested time and resources in selecting, training, and appraising employees, the employer, of
course, wants its employees to stay with the �rm. The main purpose of this lecture is to explain how
to support your employees’ career development needs and improve employee retention. The main
topics we’ll address are career management, improving employee engagement through career
management, managing employee turnover and retention, employee life-cycle management, and
managing dismissals.
Career Management
An employee’s tenure with a �rm tends to follow a life cycle, from employment interview to the �rst
job, to promotion, transfer, and then perhaps retirement. As the term has been noted, “Employees are
our greatest asset,” it is the responsibility of the manager not only to outline and gauge that the job �t
is correct but also to ensure the building of a wider picture for the employee’s growth and long-term
success. This is the action plan put in place for the mentor/mentee relationships and the development
tasks assembled for employees to advance.
Retention
We know the costs of hiring the most quali�ed candidate to on board our organization and training
them to meet the needs of the �rm. Now is the time to realize how we retain them. Remember, an
effective proper training process is one of the best tools for retention.
What to Do?
Make your employees feel like business partners.
Expose them to new responsibilities.
Treat them with respect and dignity.
Get their feedback.
Turnover
Industry changes are inevitable, and it affects employees’ career plans (internally—termination,
downsizing, loss of market business, relocation of business, bored not challenged, etc.) and
(externally—booming economy, other options such as going back to school, spouse relocation, etc.).
Managers manage dismissal in many different ways as there is no one concept that �ts all the
industry changes.
Know the Law
The majority of the employment concept (not protected by a union or an employment-speci�c
contract) is the “at-will.” The employer or employee can terminate the employment relationship.
Dismissed employees can take their cases to court, and employers now �nd that they no longer have
a blanket right to �re.
Employers vs. Employees
From the South University Online Library, review the following links.
Dismissed Researcher Wins Court Battle
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=fsr&AN=37267806&site=ehost-live&scope=site)
Arbitrator Rules Of�cer Should Be Re-instated
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=apg&AN=cd2bf5bcd8f84d9aa33e38b4b1902ccc&site=ehost-live&scope=site)
Additional Materials
From your course textbook, Human Resource Management, review the following chapter:
Managing Careers and Retention
From the South University Online Library, review the following articles:
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=fsr&AN=37267806&site=ehost-live&scope=site
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=apg&AN=cd2bf5bcd8f84d9aa33e38b4b1902ccc&site=ehost-live&scope=site
Managing People in Organizations: Integrating the Study of HRM and Leadership
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com/login.aspx?
direct=true&db=bth&AN=129789439&site=eds-live)
Looking Beyond HRM Practices in Enhancing Employee Retention in BPOs: Focus on
Employee-Organization Value Fit
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com/login.aspx?
direct=true&db=bth&AN=112131077&site=eds-live)
Who Bene�ts from Independent Careers? Employees, Organizations, or Both?
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?
direct=true&db=edselp&AN=S0001879115001037&site=eds-live)
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=129789439&site=eds-live
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=112131077&site=eds-live
https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?direct=true&db=edselp&AN=S0001879115001037&site=eds-live
