Organizational Focus and Goals Essay

Custom Student Mr. Teacher ENG 1001-04 7 May 2016

Organizational Focus and Goals

The purpose of the Management Challenges and Concerns Report is to indicate the responsibilities of management and how to meet or exceed company goals. Some of the responsibilities of human resource management consist of providing employees with information on the company’s vision, goal, HIPPA privacy rights, and mission statement. In addition, employees receive information on safety rules, insurance benefits, compensation, employee relations, training, and orientation classes. These responsibilities are significant and require patience along with strong leaders. Human Resource Managers has to acquire a bachelor’s or master’s degree in management, management classes, and pass test.

Also human resource management requires the following characteristics: positive, consistent, prompt, role model, team player, and strong leaders. Performance Management consist of appraisal system, driving appraisal process, evaluating employee performance, and performance counseling (Brewster & Soderstrom, 1994). Internal issues pertaining to employees consist of productivity, abiding by company rules, safety, passing training classes, and positive work ethics. Human Resource Management has rules and regulations in the company handbook to ensure consistency at work. These rules and regulations set the pace for a productive and professional workplace environment for employees and management. Internal issues may arise; however it is human resources job to insure the policies put in place are being effective and followed.

Staying Connected with New Talent

Another example and challenge that we seem to face being able to stay connected with the and young talent, numerous businesses have increased a presence in social media platforms. Many companies have established Facebook and LinkedIn accounts to connect with prospective employees; few of them have even created specific accounts to attract their young employees to share their working experiences and how satisfied they are with their employers. For example they can share information about its internship programs, how the CEO’s mission and vision is viewed and keep informed on daily bulletins. Half of the population in the United States is younger than 30 years old and Human Resources managers need to be very cognizant of what the younger people want and need from a career in the workplace and how to attract these talent.

Enticing Technical Talent and Generating Opportunities Although the country’s unemployed rate is still at 9.1%, the need for Information Technology work force like Electronic Engineers remains a shortage at many businesses. To appeal higher technical talent, various Human Resource recruiters are going back to school to search for these talents. It’s a challenge, but there’s resources out there that can be found and assist in bringing talent to an organization.

References

Bloomberg BNA: Talent Management Among Top Issues Facing HR Professionals in 2013 Brown, W., Yoshioka, C.F., & Munoz, P. (2004). Organizational mission as a core dimensionin employee retention. Journal of Park and Recreation Administration, 22

(2): 28-43.
Brown, W., Yoshioka, C.F., & Munoz, P. (2004). Organizational mission as a core dimensionin employee retention. Journal of Park and Recreation Administration, 22
(2): 28-43.
Brown, W., Yoshioka, C.F., & Munoz, P. (2004). Organizational mission as a core dimensionin employee retention. Journal of Park and Recreation Administration, 22
(2): 28-43.
Ban, C., Drahnak-Faller, A. & Towers, M. (2003). Human resource challenges in humanservice and community development organizations: Recruitment and retention of professional staff. Review of Public Personnel Administration, 23

(2): 133-153
Ban, C., Drahnak-Faller, A. & Towers, M. (2003). Human resource challenges in humanservice and community development organizations: Recruitment and retention of professional staff. Review of Public Personnel Administration, 23

(2): 133-153
Brewer, G. A. & Selden, S. (1998). Whistleblowers in the federal civil service: New evidenceof the public service ethic. Journal of Public Administration Research and Theory,8
(3): 413-39.
Brewer, G.A. & Selden, S. (1999). Job sculpting: The art of retaining your best people. Harvard Business Review, 144-152.Press the Escape key to close

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