Day: August 21, 2020

Please read the Global Green Books (Part 1) case and post your thoughts and reaction to the following questions on the group forum:
– Who are the stakeholders in these eBook projects?
– What are their communication needs?
– How would you fix the problems at Global Green Books?
Also provide reaction and feedback to your fellow students as they post to the forum to promote the class interaction and virtual dialog.

Professional paper

Reference with citation

200-250 word only

Please reply to the below

Referring to positive employment relationships, HRM must create people management strategies to maximise organisational performance, (Bailey, 2018). For example, (CIPD) engagement strategies focus on employee participation: explicit knowledge; having a voice at staff meetings, tacit knowledge; intellect of expressing ideas. ICT communications assist for social engagement. On increasing sales, Ko (2019) agrees, a commitment -based strategy, [skills and knowledge] improves long-term performance levels by 16.9%, (Bailey, 2018:156).

Figure 13.1 Different Classification of Knowledge Model.

Additionally, on theoretical frameworks, (AMO) ability, motivation and opportunity, increases performance,( Bailey, 2018). For example, in the bank, the sales team were rewarded for monthly individual and group sales targets. Reflecting the Attribution Theory, Line managers were handed intended policies from Senior Management to conform with external bureaucratic policy. The line-manager provided good training and coaching in mortgage sales, insurance sales, current accounts and credit cards sales; successful training and engagement from line-managers, led our team to increased sales figures for SHRMs overall goals, closing the gap in the Black Box, (Bailey, 2018:164).

Figure 12.2 Key Factors Influencing Engagement Levels as demonstrated in (Bailey, 2018:254).

Employees, were motivated by extrinsic rewards: thank you cards, flowers, shares in annual profit schemes and sufficient monthly salaries. Good feedbacks from managers assisted our PDP for future annual appraisal, which fully met the Social Exchange Theory (SET) the value in commitment and contribution of reciprocating relationships, (Alfes et al, 2013, as cited in Bailey, 2018:161). Good relationships build good team spirit, building on culture, where, attitudes and behaviours, create a Higher Performance Work System, (HPWS), (Bailey 2018).

Additionally, choosing LAMP (logistics, analytics and data statistics) can measure employee performance and feed-backs on customer satisfaction rates, and, monitoring of financial profits, are all useful to align employment performance to overall business performance. For example,

Return on Capital Employed (ROCE) = Operating Profit

                            Share Capital + Reserves + Non-Current Liabilities  (Attrill& McLaney,2015:193)                                                       

Sales Revenue per Employee = Sales Revenue

                                            Number of Employees (Attrill & McLaney, 2015:203) 

Which decisions and theories will you embrace, to help close the gap between ineffective employment relationships that hinder, good organisational performance?

Thank you,

Carol             

                                                       

Reference List:

Atrill & McLaney, (2015) Accounting and Finance for Non-Specialists. Available from: Essex: Pearson Education Ltd. [Accessed 25 May 2020].

Bailey, C, Mankin, D, Kelliher, C & Garavan, T (2018) Strategic Human Resource Management. Strategic HRM and Performance. Available from: Essex: Oxford Education Ltd. [Accessed, 25 May 2020].

Ko, Y, (2019) Forming a Firm Innovation Strategy through Commitment-Based Human ResourceManagement.Availablefromhttp://0eds.b.ebscohost.com.serlib0.essex.ac.uk/eds/detail/detail?vid=0&sid=1d150546-d69c-4072-b10e-1d9c5136db92%40pdc-v-sessmgr06&bdata=JnNpdGU9ZWRzLW. [Accessed 25 May 2020].

Bibliography:

Lecturecast (2020) Strategic Human Resource Management/ Performance and Relationships. Available from:https://www.my-course.co.uk/course/view.php?id=5251&section=11. [Accessed 25 May 2020].

Sent from Yahoo Mail on Android

Professional paper
Reference with citation
200-250 word only

Please reply to the below:

Unit 5 and 6 Discussion Forum

Context

The employment relationship, at its core, is a simple exchange of time and skills for reward.  However, in reality it can be incredibly complex and whether organisations have a unitary or pluralistic perspective, they have a number of choices to make in terms of how they approach the employment relationship.

Question

In order to support strategic goals, employers must make a number of decisions about the employment relationship. Discuss what choices they need to consider and how this can affect the employment relationship and organisational performance.

Additional threads

What value can employee involvement and employee engagement add to the employment relationship and the business?

Guidelines for discussion responses

Your initial posting must respond to the question above in full and be at least 200 words long
Please try to limit all of your posts to 200-300 words maximum, so that others may be encouraged to reflect on, and respond to your ideas
Each discussion lasts for two weeks, across 2 consecutive units
You are expected to contribute a maximum of ten postings during that period, so you should respond to the postings of the other students several times
You must complete a summary post at the end of the discussion reflecting on your learning
Any posts added after the deadline or beyond the allowance of ten posts will not be assessed
You will be assessed on your contribution to this 2 week discussion at the end of unit 6
The learning outcomes for this discussion are

Demonstrate the link between business strategy and human resource management