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Companies are attempting to find ways of increasing efficiency in business processes, while staffs are finding new ways to balance life and work. Both parties are attempting to maximise on their respective productivity levels. The company in question has attempted to succeed in both aspects. SAS has continuously been recognised as a leader in human resource development. This is seen through the awards it has received, such as the number one placing on Fortune Magazine’s rankings in 2011. The company has strived to maintain a corporate culture that fosters creativity and innovation. In that respect, it has fostered an environment that acknowledges good performances by employees. The Human Resources department has played a critical role in ensuring that these demands are met, through establishment of relationships. This approach prepares leaders and managers to deal with various extraordinary situations that may arise. There are various laws that prohibit various forms of discrimination in the United States. By adhering to these standards, the company has been able to meet its strategic objectives as well as customer requirements (Nickels, 2013).
Determination of human resource needs takes place through a 5-step process. The first involves preparation of an inventory of its employees. Secondly, the company needs to analyse what different jobs entail. Thirdly, the company needs to examine future demands on the human resource. Subsequently, it should examine supply of the required labour. This is required for prior training of staff, thus acquiring a competitive advantage. Finally, a strategic plan for hiring should be established (Nickels, 2013).
The hiring process involves pre-screening and interviews that assess skills, while emphasising a cultural fit for the candidate, with the company. This fit is important for enhancing the company’s leadership, through organic development. Hiring involves the incorporation of non-HR employees, who will be involved with the potential candidate in future tasks. Training is needed for ensuring that staffs keep their skills are up to date. Various programs that cater for the wellbeing of staffs and their families are helpful in developing a more efficient work and life balance for them. Similarly, mentors are useful for guiding staffs that have lesser experiences at the workplace. Performance appraisals are useful for determining the right levels of compensation needed for retaining staff and boosting their motivation levels. This may be done through salaries, bonuses, stock options and other perquisites such as fringe benefits. The staffs are, therefore, able to focus on creative and innovation needed for success at work (Nickels, 2013).
The key challenge in human resource management in the United States is attracting and retaining skilled talent in the organization. The country has experienced a shift from a manufacturing economy to service-based. As a result, there has been growing a demand for skilled graduates in high-tech jobs such as software engineering. However, the problem lies in capturing and retaining them. To lure such talent, HR managers need to create several benefits. For example, they need to develop good compensation schemes that appeal to the talent. This is also necessary for retaining the talent.
The difficulties in attraction and retaining of skilled employees may be attributed to a variety of reasons. Firstly, there may have been limited effort in determining future trends in the labor market. As a result, HR managers within the organization were unable to develop means of acquiring or developing talent in the organization. As a result, the organizations are left with limited access to skilled workers in the market. Secondly, development of compensation schemes is difficult due to financial needs. It is important to note that modern labor markets are characterised by competitive salaries and other forms of compensation. Companies focused on cost-cutting may not be able to capture the interest of skilled workers, due to better positioning by other competitors. Modern workers seek a stable balance between their work and personal lives. Organizations are under pressure to deliver on these aspects. As a result, potential employees pick companies that offer them this satisfaction. Companies that do not have infrastructure or policies for work/life balance often fail at attracting skilled workers. Similarly, their workers may be lured away by competitors who offer match these needs in a better manner.
From the case study, it is seen that most of the perspectives have been portrayed from the HR manager’s side. This provides a good outlook of how things are on the ground. However, information from staff themselves would be beneficial in understanding the company and its policies. Various things could be understood from their involvement. Firstly, the role of compensation on their attraction and retention at the organization would be understood in a clear manner in respect to SAS. Secondly, the question of good work/life balance would be understood more clearly once staff explain their perspectives. For example, what they need and what they have been granted by the company would be understood. As a result, it would be simpler to understand whether the company has succeeded in developing a relational culture with its staff.
Diversity is necessary for efficiency in contemporary business processes. It presents one of the ways, which, the questions of attraction and retention of talent, can be alleviated. Encouraging diversity allows a larger pool of talented staff to join the organization. This is attributable to a widened scope by recruiters as they look for talent. Enhancements to the organization’s compensation packages may attract new talent as well as retain them in later times. This will allow the company to become competitive in the labour markets. Similarly, additional amenities for staff will ensure that the company features a good work/life balance. Due to the current labour trends, new talent may be attracted to the business. The company may also engage in extensive training of its staff. This will provide them with skills needed for future demands.
Incorporation of diversity in the company grants the staff wider access to varied influences. As a result, the organization is able to boost innovation and creativity levels in its staffs. Diversity in the organization also allows the company to access minority customers in a manner that suits them. Additional training for the staff will result in greater efficiency in business processes thanks to use of the latest practices. Similarly, staff retention will improve due to the opportunities in boosting their professional development.
Diversity presents the best approach for the organization in attracting new talent. It will allow the organization to capture new talents while enjoying many benefits. The organization will be able to foster creativity and innovation in its processes by including perspectives from people of different backgrounds. However, SAS has already embraced new forms of diversity in its operations, as seen in the inclusion of female members of staff. The company may achieve greater diversity by embracing racial minorities and the disabled populations in its staff.
Diversity has been observed to have a sublime influence on organizational activities. It mainly influences positive change through adoption of different aspects from people of different backgrounds and perspectives. This phenomenon can be studied further in relation to organizational performance. It would be beneficial if HR managers were able to understand what aspects of diversity enhance productivity and innovation in the company. This will also enable them to root out unwanted forms of diversity. In the future, it may be beneficial to incorporate different forms of diversity since it encourages innovation and customer relations within organization, in addition to attracting talent.
Nickels, W. (2013). Clip 11.
Available at: http://bevideos.mhhe.com/business/video_library/0077474473/swf/Clip_11.html [Accessed: 10 Dec 2013].
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