HRMN300 Assignment 1

HRMN300 Assignment 1

Question 1 Part A

The organizational culture plays a significant role that, to some extent, influences workplace relationships. Due to the current population growth and global economy, the culture of many organizations has changed. They seem to impact corporate policies and practices related to multiculturalism and diversity. Compared to many years back, culture has significant meaning in today’s workplace. Organizations have utilized it to stay aggressive in the market in the current working environment. In addition, the company is now using culture to increase productivity and creativity (Chapter 3, n.d). Therefore, organizational culture is essential in today’s organization because when it aligns with the employees, they always feel valued and supported, thus improving their performance. This means that by using organizational culture, it can be easier to enhance policies that guide the conduct of employees by embedding ethical values. It also impacts practices related to diversity and multiculturalism because it encourages people of the divide to utilize their skills and knowledge in order to increase the organization’s relevance and competency.

Human resources practitioners play a significant role within the organization, including helping the corporation build and maintain a highly productive corporate culture. In most instances, an organizational culture founded on a popular and clear set of convictions and backed by structure and strategy always plays a vital role in an organization’s success. For instance, HR setting up good corporate culture helps in different things, such as employees knowing how their senior wants them to react in every situation within the organization. But to create a strong organizational culture, HR has to ensure that when hiring, they choose candidates that share the organization’s values. In addition, HR should ensure that they develop policies and strategies that promote and reinforce its core objectives and goals.

One of the significant policies that HR can propose to boost organization culture and multiculturalism is pay and promotion. For instance, in multicultural situations, pay and promotion policies are vital because it helps to enhance equality within the workplace. According to different research, it has been indicated that there is inequality between men and women when it comes to salary negation. It was noted that women negotiating pay were eight times compared of men, thus meaning that women were most affected when it came to salary negotiation instead of men. Another important policy HR should propose testing, where the test should be directly linked to the job (Chapter 3, n.d). By guaranteeing that the findings of personality tests are non-discriminatory, a diagnostic policy could ensure there is no business. Finally, HR should also enhance a policy that fosters and empowers each individual to help increase productivity.

In order to make the policies effective for the organization, HR should comply with corporate objectives in the most appropriate way. This means that HR should concentrate on both needs of the company and its staff so that to ensure that the policies are able to make a change in the company (Chapter 1, n.d). For instance, HR should partner with the leaders to ensure they are inclusivity within the organization, as that will help build a competitive workplace. 

Question Part B

Compensations and benefits, labor-management interactions, and worker protection are all part of the diverse norms and procedures of the company where I formerly worked. However, because of the present trend of globalization, the company where I used to work had to embrace cultural change to stay aggressive in the market. For instance, the organization embraced diversity through its culture, which helped boost its innovation, thus making it remain a competitive advantage in today’s market (Chapter 3, n.d). Also, through its diversity policies, it created inclusive leadership by bringing people into the company of different gender and ethnicity, something that has maintained its competitive advantage in the market.

Question 2

The use of a lengthier hiring process has a significant advantage because it helps the company hire the best candidate at the end of the process. This is because the employer, through the process, will be able to know the personality and potential of the candidate in a detailed manner. Another important factor about the lengthier hiring process is that the candidate gets enough time to showcase their potential and talents without time as they always have enough time. But in contrast, having streamlined, shorter hiring might be a more vital hiring process than a lengthier one in some aspects. The employer only gets the candidate to start working without looking at aspects that can be important for organizational goals and objective achievement. For the Job seekers, the lengthier hiring process may not be the best for them as it will make them anxious about whether they will get a job. Thus, for this case, a short hiring process is essential to job seekers because it prevents them from having anxiety about whether they will get a job. It also helps candidates seeking a job from taking other offers without getting the results of other hiring processes.

In the organization where I was ultimately hired, the job was posted on LinkedIn. After three weeks, I sent my application to this online service provider and then called for an interview. When I visited the organization for the interview, it was evident that the corporate conducted its interview three times at least a month. The three interviews were conducted in the following way; on the first interview, I met executive members of the organization, then met the panel of human resources, and finally the line manager (Chapter 5, n.d). After all the three steps, I was to wait for at least two months before being called for an assessment that involved a final interview. After the final interview, I signed the contract with the organization, thus starting to work with the corporate after one week. The hiring process took time because it was much detailed, which in my view, was not good because it created a lot of anxiety for me. To some extent, I preferred a shorter hiring process than this one because it was a bit draining in terms of resources and anxiety because I was to spend a lot of money to attend interviews. But based on the ability of the interview, I think the process was effective because the question that was asked was meant to test individual emotional intelligence and cognitive ability.

Question 3

There were various tasks required to complete as an employee in my previous job. Given that the organization was a tech company, the task required maintaining customer focus and solving technical issues. The depart I was working in was the technical Centre, where the task required was to analyze and perform repairs related to operating issues and their peripherals. From the task required in this job, the individuals required to qualify for the job had innovation capability and a knack for problem-solving. Also, to perform the tasks effectively, you needed to have strong people skills and the ability to adhere to a schedule of customer appointments. Innovation was another vital ability because the organization was a tech company, and technological changes were happening on a daily basis (Shrm, 2021). Due to these unique tasks required to be completed within the company, it embraces diversity and multiculturalism to get the employees that are talented, innovative, and competent at the workplace.

Based on job analysis, it is clear that the company’s main mission is to ensure that its consumers get the best products in the market. Thus, to qualify as a technical Centre employee, you need to have excellent prioritization skills and the ability to make decisions quickly. The job also requires an individual to have a degree in technical courses like engineering to complete some technical tasks highlighted in the job analysis. It is also significant that as an employee, there is a need to embrace teamwork to help achieve the organization’s mission, which is focused on ensuring the employees have great experiences with their products and services.

Having job analysis is crucial to you as HR because it helps you protect the organization from legal issues and boost its performance. For instance, with strong job analysis in HR, you can be able to recruit, develop and even fire employees based on their job performance but nothing else. That will make you, as an HR, avoid factors that can lead to legal issues to organization employee discrimination (Chapter 2, n.d). Also, looking at the views in the job analysis, it is clear that it serves as a foundation that can help HR select the right people for an organization in terms of cultural fit and job fit, thus avoiding legal issues going in the future. Furthermore, the job analysis can be used in recruitment because by using it as HR, you can determine what kind of personnel is required to perform a particular task within the organization. It is usually beneficial to emphasize the skillset and personal talents required to complete the work in the desired manner. On the other hand, it helps determine appropriate compensation levels by identifying the skills needed.

Question 4

The difference between job satisfaction and employee engagement is that job satisfaction is achieved when workers are motivated by external factors such as promotion and salary. On the other hand, employee participation arises when employees are encouraged by deeper sources of incentive, such as becoming the greatest in their area. Motivation and employee engagement always make the employees satisfied and eventually ensure they are retained at the workplace. For instance, motivation always acts as a catalyst to an individual’s success; thus, its involvement within the organization helps boost their retention (Hill, 2019). In addition, engaged employees are more inclined to remain with their company since they continually believe the company cares about them. I think the two personal factors that might contribute to job satisfaction and engagement include culture and advancement opportunities. This is because the factors motivate the employee to embrace diversity so that they can acquire more skills that will give them a chance for promotion.

Various factors contributed to having that long time there in the job where I stayed for many years as an employee. For instance, some of the factors that influenced my job satisfaction included the company’s pays for performance strategies. When the organization delegated a task to me and completed it on time, I was able to pay based on performance, which influenced me to stay at the company due to satisfaction (Chapter 6, n.d). On the engagement level, I was highly engaged with my job, which enabled me to connect with my teammates and stay positive all the time to achieve organizational goals. The factors that influenced my enthusiasm for engagement in the company include compensation and promotion, which motivated me to engage in the aspects that were meant to make an organization successful. More importantly, my long-time retention in the company was influenced by the organization’s culture, working environment, mission, and values, as they aligned with my job passion. The organization also had essential benefits such as compensation and performance appraisal that motivated them to stay in the organization.

In my previous job, I had short tenure before resigning due to various factors such as feeling undervalued and limited growth. The employer was not motivational, thus feeling that the company never cared about my employee’s needs. As a professional, I desired to grow, and the lack of growth opportunities derailed my motivation to stay in the company. But the other side, if the corporation had recognized my hard work and acknowledged it, I would have remained because that is a motivation that the employer values me (Chapter 7, n.d). Also, cultural value and inspiration would have also contributed to my stay in the company, as with that, I would have felt motivated. Although all these factors were not within the organization’s control, it was still focused on traditional leadership. 

References

Chapter 1, C. (n.d). The Role of Human Resources. Human Resource Management Day to Day. Retrieved April 12, 2022, from.

Chapter 2, C. (n.d). Developing and Implementing Strategic HRM Plans. The Value of Planning. Retrieved April 12, 2022, from.

Chapter 3, C. (n.d). Diversity and Multiculturalism. Hiring Multicultural. Retrieved April 12, 2022, from.

Chapter 4 (n.d). Recruitment. Keeping Up with Growth. Retrieved April 12, 2022, from.

Chapter 5, (n.d). Selection. The Interview. Retrieved April 12, 2022, from.

Chapter 6, (n.d). Compensation and Benefits. Matching Compensation with Core Values. Retrieved April 12, 2022, from.

Chapter 7, (n.d). Retention and Motivation. Dissatisfaction Isn’t Always About Pay. Retrieved April 12, 2022, from.

Hill, B. (2019, March 07). What are the factors affecting job satisfaction? Retrieved April 12, 2022, from https://smallbusiness.chron.com/factors-affecting-job-satisfaction-20114.html

Shrm. (2021, July 22). Job analysis. Retrieved April 12, 2022, from https://www.shrm.org/resourcesandtools/tools-and-samples/hr-glossary/pages/job-analysis.aspx