response to peers

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Business Finance

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attached is the response instructions and peer posts. please respond substantively to the posts advancing and debating key points using the reading materials to support claims.

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Discussion 1 Instructions: HR planning should be focused on helping the organization achieve its strategic intent, which derives from its vision. These strategies need to both service the shortterm, operational concerns (business planning) and the slightly longer-term strategic (business/corporate planning) cycle. Select a company you are familiar with and detail one short-term and one longer-term strategy, and then discuss how the role of human resources can provide valuable advice and counsel in the achievement of those strategies. Response Instruction: Respond to two of your peers’ posts using the reading material to support your claims advancing and debating the key points of their posts. Instructor Follow up question: You suggest that social media would result in more employees needed. Why do you see this? Student 1: I am familiar with a local government office that could use more guidance with regards to HR planning in its short and long term strategies. A short-term operational concern that the organization faces is high turnover. The short-term strategies that could be used to combat this issue would be quicker recruitment processing and utilizing temporary agencies. The hiring process within the local government can be long and tedious. So, creating ways to simplify the process and other methods to fill needed positions in a short amount of time is crucial. The longterm strategic option would be to conduct succession planning. “Succession planning involves identifying key management positions that the organization cannot afford to have vacant” (Mello, 2019, p. 158). Succession planning would create opportunities for individuals to develop the skills needed to advance in the workplace. The human resources role can provide advice and counsel by being a direct source of information on how to plan, organize, and execute the strategies. First, Human Resources would need to work on the short-term strategy if the organization is in a critical state. Once the organization is out of a critical state then it could focus on the long-term strategies. Additionally, Human Resources can design policies and procedures to ensure that practices are fair, consistent, and lawful in the workplace. Student 2: A company that I am familiar with is T-Mobile as I have been an employee for the last six years. As you may know, T-Mobile is looking to buy Sprint and merge to form one company, the New T-Mobile as it is being called. While these strategic goals I suggest based on “if” and “when” it happens, they are very realistic talk tracks. As a leader of the business, I have my own opinions as to how my company can focus on both short term and long term strategic strategies. One short term operational concerns involves aggregate planning. According to our text, aggregate planning “anticipates the need for groups of employees in a specific, usually lower level job” (Mello, 2015). It the proposed merger is in fact approved by the government and FCC, the need for more employees at the retail level will be great. Two companies will merge, Sprint will cease to exist but the New T-Mobile will take other their current retail stores. While some will close, others will be rebranded T-Mobile. Sprint employees will become T-Mobile employees. These “new” locations will need to be staffed with tenured T-Mobile employees as well as newly acquired T-Mobile employees. They way I see it, Sprint employees will be trained by T-Mobile which will take time to do. Some employees of Sprint may decide leave, however T-Mobile staffs in a different way from Sprint which will cause the need for more employees at the retail level. The strategic goal is to Merge with Sprint and become one company, the operational concern is proper staffing. This ties in to succession planning. Succession planning “involves identifying key management positions that the organization can not afford to have vacant” (Mello, 2015). If the Sprint Merger is approved, both companies will go through some major organizational changes. Sprint employees will be integrated into TMobile, as will their executive staff. This will create new positions within T-Mobile that will need to be filled immediately as they cannot stay vacant. Succession planning will help facilitate transition of the re-Organization as employee changes are made. One long term strategy will be finding a way to merge both companies at the organizational level to create the New T-Mobile. It will take time for a cohesive unit to build. Human resources will be able to offer support for all employees, old and new in the transition to the New T-Mobile. They will be able to offer reassurance in that the steps being taken are with the employees best interest in mind while achieving strategic success. Discussion 2 Instructions: Recruitment is of little use if an organization cannot retain key employees. Therefore, it is critical that organizations properly motivate and reward their employees. Discuss the factors that affect employee motivation and how a proper reward system can affect an employee’s motivation. Explore the articles for this week for ideas in responding to this discussion. Your original response to this discussion question should be a minimum of 200 words. Response Instruction: Respond to two of your peers’ posts using the reading material to support your claims advancing and debating the key points of their posting. Student 1: Employee motivation: is a relative topic, and by this, I refer to the many variables that appear to go with determining what employee motivation is. Intrinsic benefits, in general, are fairly standard and can be assessed and evaluated to determine the employee’s desires in various methods one of which would be to developing a survey and circulating through the business has proven useful and Allan P. Blostin states that “Producing tabulations linking these different compensation measures has always been a great source of interest to people working in the benefits area” (2004), and information technology is creating the means to accomplish this goal and then developing an engagement strategy that will fit the organization in question. The ability to calculate and measure the tabulations will enable Human resource personnel to create an engagement strategy and benefits packages that fit the needs of the employees while maintaining key employees and monitoring the company’s budget. One element to be aware of is explained in Identifying the Drivers for Developing and Sustaining Engagement Among Employees and it states that “An engagement strategy can be leveraged only if it is carved in the minds, souls and hearts of employees; one significant way to address this issue is to identify the drivers/ enablers that promote engagement” (Krishnaveni & Monica. 2016). Extrinsic benefits will need to be more personally associated with the employee and their background various conditions will cause the desired benefit to differ from employee to employee. Variables like “the multigenerational workforce” (Gurchiek, 2016) of which there are currently five and each, in turn, has deferring views of what benefits should be. Enablers; have been suggested by AbelLanier that suggest that Collaboration, individual employee recognition, work/life balance, mentorship programs, an organizational culture that is understood by all, and have the person in the right position and employee well-being are all factor which should be considered. (Gurchiek, 2016). These elements are important when attracting and maintain key employees after all “An organization can only be successful and reach its strategic objectives by employing individuals who have the capacity and desire to contribute to its mission” (Mello, 2019). The result is that to discover, obtain and retain the right people to project and transport your organization into a successful future will be measured through the treatment of those people as individuals as well as members of the Student 2: It is important for organizations to understand what motivates their employees and for employees to stay motivated while working within the organization. The generations seen in the work place today are Traditionalist, Baby Boomers, Generation X, Generation Y and Generation Z. “Members of each generation bring a distinct set of values, attitudes and behaviors to the workplace” (Gurchiek, 2016). Leaders often have a hard time navigating through each generation as each group is motivated by something different. Traditionalist are motivated by money and respect. While Baby Boomers are motivated by money, peer recognition and retirement benefits. Generation X is motivated by flexible schedules, promotional opportunities, and boss recognition. Generation Y is motivated by stock options and constant feedback. Generation Z is motivated by social rewards and giving back to the community. Creating a proper reward system that reflects the workforce in the organization will help motivate employees. A proper reward system will also raise morale and increase employee engagement within the organization. “High levels of engagement promote retention of talent, foster customer loyalty and improve organizational performance and stakeholder value” (SHRM, n.d.). A rewards system can include monetary rewards, non-monetary rewards, formal and informal recognition. The rewards system that an organization uses can be reflected in the benefits it offers. The benefits program offered by an organization is a way to attract and retain employees.
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Running head: PEER RESPONSES

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Peer Responses
Student’s Name
Institutional Affiliation

PEER RESPONSES

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Discussion 1
Student 1

Great discussion. Many HR functions could be integrated into a local government office
and its day to day activities. For a workplace that is often very busy, it is faced with a problem of
high turn over. Better recruitment strategies will enhance faster employment of individuals and
hence increase utility in temporary agencies. A long term strategy for this office would be the
implementation of succession planning (Mello, 2019). This strategy will ensure that key
management positions are not left vacant at any point and time. The human resource will strategize
the office's plans and execution of goals and activities. HR services would also be used in the
development of policies that ensu...


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