Career employee and advanced learning of the senior management

Career
Management Policies and Practices

·        
Defined as “an ongoing process of
preparing, implementing, and monitoring career plans undertaken by the
individual alone or in concert with the organizations career systems,” (Werner
& DeSimone, 2012)

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o  
Excellent career management strategies and
practices should be based on an organizations goals and objectives

o  
“A career goal is an outcome the
individual decides to try to obtain,” (Werner & DeSimone, 2012)

§  Without
goals (career or personal), it is nearly impossible to achieve a feeling of
greatness in life

§  Setting
goals and objectives can help generate energy and focus effort towards the
dream job

§  Setting
realistic goals is important because employers do not want to create goals for
employees that are not achievable

o  
When carefully examining a good employee,
the team must set objectives, obligations, job requirements, employment
responsibility and business code of ethics in evaluating and selecting a good
employee

§  Management
policies then should be instilled through advanced promulgation of career
guidance and employment benefits

§  Once
an employee is employed, they should be engaged in the organization’s technical
staff to learn the duties and responsibilities to adjust to an existing
relationship that would help influence the team

Developing
Leadership Qualities

·        
Shire State’s Council should work on their
requirements for the organization

o  
Goal setting

o  
Social responsibility

o  
Organization objective

·        
This will help them to review the laws and
practices that are sometimes retroactive by innovation, technology or change in
managements’ setting

·        
On the job training for a newly recruited
employee and advanced learning of the senior management team should be
implemented, (Baetje & Menkhoff, 2016)

·        
Good organization should be based on
technical ability to screen an organizations competitor’s position

o  
This will introduce the requirement of
reforming the organization through formation of innovation centers

Career
Management System – Developing the Organization

·        
Human resources (HR) is a dynamic
department that is fundamental for every company to reach their goal

o  
Team works to monitor not only the employment
structure, but also the global industry to provide feedback

o  
Effectively directing the employees and efficient
market hypothesis (EMH), the management must describe the market hypothesis

o  
Three types of market hypotheses

§  “Weak
form of EMH – “Suggests that all past information is priced into securities.
Fundamental analysis of securities can provide an investor with information to
produce returns above market averages in the short term but there are no
“patterns” that exist. Therefore, fundamental analysis does not
provide long-term advantage and technical analysis will not work

§  Semi-Strong
form of EMH – Implies that neither fundamental analysis nor technical analysis
can provide an advantage for an investor and that new information is instantly
priced in to securities

§  Strong
for EMH – Says that all information, both public and private, is priced into
stocks and that no investor can gain advantage over the market as a whole.
Strong Form EMH does not say some investors or money managers are incapable of
capturing abnormally high returns but that there are always outliers included
in the averages,” (Thune, 2017)

o  
Retention of industrious employees is a
major concern of HR

o  
There are three key reasons to focus on
reducing employee turnover

§  “It
is costly

§  It
affects the performance of an organization

§  It
may become increasingly difficult to manage as the availability of skilled
employees continues to decrease,” (Society for Human Resource Management, “Managing
for Employee Retention”, 2017)

o  
Assessment centers is a tool used in
employee selection and can also be used to assess potential for advancement (Werner
& DeSimone, 2012)

§  Small
groups of employees perform several exercises while being evaluated by trained evaluators

Pay
and Reward

·        
Employees are compensated based on
experience and level of academic ability

·        
Pay must be managed fairly to ensure that
employees are motivated to follow a positive influence on the organization

Reward management
consists of analyzing and controlling employee compensation and other benefits (Society
for Human Resource Management, “Rewards Management: One Size Doesn’t Fit
All “, 2015)

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