Terminating manager: anything else we may need to think about?
The agency I work for recently went through a buy-out process of a new company acquiring them. All of top management positions were replaced with new one's. All information leading up to this process was not shared with the remaining employee's. We can only assume the reasons why this termination process occurred. We were only given the mission, goals and objectives of the new company strategy to move the company forward in the home healthcare industry.
External resources to consider
Was this termination due to position elimination verses performance issues? Was economic factors play a role or based on job performance of employee? Here in Tennessee, we are an at will state, which means employers can terminate at will, without stating a reason for termination. I do not agree with this termination method, and I think there is a lot of negative aspects that come along with this concept. This is just my opinion Added resources :
Heathfield, S.(March 2018).How to fire an employee Retrieved from: http://www.thebalance
careers.com/how-to-fire-an...
How important is job security for top managers?
I think no-one should never think their job position is secure and that they cannot be replaced..The HR role here is to make sure policy and procedures were followed according to termination measures. Was prior warnings given, paper trail available on disciple methods used, or performance evaluations available? Will HR give a summary in written form for the decision made for termination?
What will be HR next step to replace terminated employee?
Are their in house employees qualified to fill the position? If so, will you promote base on qualifications or seniority? Will this position be absorbed within other departments per-mentally or until a replacement is found? HR should monitor this situation, ask for feedback and review the process until this situation is resolved.
2nd Question and discussion
The paradox between a successful employee performance and employee integrating into the the company culture.
I responded to the discussion. I think all employees not just HR and management needs to make an effort to make the new employee feel welcome within the company culture. I think when you make someone feel welcome, their job performance measures increases. Managers must engage, talk , communicate with employees to listen to their concerns and address them Let employee know your expectations and offer support and resources for employee development into the employee you know they can be.
External resources
Kubica,T(May, 2012). 6 Ways to blend new employees in better. Retrieved from:http://
www.ere.net/6-ways-to-blend-new-employees-in-better; Personal experiences that I can pull from on this issue.
Most valuable information
I am amazed that any one is even discussing integrating new employees into company culture. Most of the time, the new employee is treated as an outcast, and have to pay their dues, before they are welcomed into the work community.
Application in working with HR
I know that HR community is trying to change certain mindset, attitudes, work climate bottlenecks within their organization. Change starts with a conversation and if organizations want to keep their new employees, start with making them fell welcome. Organizations should have programs in place to enhance new employee integration into the work environment. Any type of training and programs such as thses will be for the betterment of the organization as a whole.
The agency I work for recently went through a buy-out process of a new company acquiring them. All of top management positions were replaced with new one's. All information leading up to this process was not shared with the remaining employee's. We can only assume the reasons why this termination process occurred. We were only given the mission, goals and objectives of the new company strategy to move the company forward in the home healthcare industry.
External resources to consider
Was this termination due to position elimination verses performance issues? Was economic factors play a role or based on job performance of employee? Here in Tennessee, we are an at will state, which means employers can terminate at will, without stating a reason for termination. I do not agree with this termination method, and I think there is a lot of negative aspects that come along with this concept. This is just my opinion Added resources :
Heathfield, S.(March 2018).How to fire an employee Retrieved from: http://www.thebalance
careers.com/how-to-fire-an...
How important is job security for top managers?
I think no-one should never think their job position is secure and that they cannot be replaced..The HR role here is to make sure policy and procedures were followed according to termination measures. Was prior warnings given, paper trail available on disciple methods used, or performance evaluations available? Will HR give a summary in written form for the decision made for termination?
What will be HR next step to replace terminated employee?
Are their in house employees qualified to fill the position? If so, will you promote base on qualifications or seniority? Will this position be absorbed within other departments per-mentally or until a replacement is found? HR should monitor this situation, ask for feedback and review the process until this situation is resolved.
2nd Question and discussion
The paradox between a successful employee performance and employee integrating into the the company culture.
I responded to the discussion. I think all employees not just HR and management needs to make an effort to make the new employee feel welcome within the company culture. I think when you make someone feel welcome, their job performance measures increases. Managers must engage, talk , communicate with employees to listen to their concerns and address them Let employee know your expectations and offer support and resources for employee development into the employee you know they can be.
External resources
Kubica,T(May, 2012). 6 Ways to blend new employees in better. Retrieved from:http://
www.ere.net/6-ways-to-blend-new-employees-in-better; Personal experiences that I can pull from on this issue.
Most valuable information
I am amazed that any one is even discussing integrating new employees into company culture. Most of the time, the new employee is treated as an outcast, and have to pay their dues, before they are welcomed into the work community.
Application in working with HR
I know that HR community is trying to change certain mindset, attitudes, work climate bottlenecks within their organization. Change starts with a conversation and if organizations want to keep their new employees, start with making them fell welcome. Organizations should have programs in place to enhance new employee integration into the work environment. Any type of training and programs such as thses will be for the betterment of the organization as a whole.
Posted 3 days ago
Hello everyone,
I think .work cultural environment is everyone's responsibility and all participants should enrage to make the new employee feel wanted and valued in this community of diversity and engage formats. I thinks this process helps with motivation and creativity to increase job performance measures.
What measures should we all take to make new employees feel welcome?
Week 2: Capacity building
Who is responsible for capacity building in the organization? The HR professional who understand theses roles are leading their organization in areas such as organizational development, strategic utilization of employees to serve business goals, and talent management and development.At the organizational level, an effective HR professional creates, audits an effective and strong organization by helping define and build it's organization capabilities. Capabilities represent what the organization is good at and known for. These capabilities outlast the behavior or performance of any individual management or system. Such capabilities might include innovation, speed, customer focus, efficiency and creation of meaning so that the capabilities of the organization reflects the deeper values of the employee. I think the managers play a role also. As leaders, you should provide, support, resources, and encouragement to motivate creativity for your employees.
External Resources
HRM 501 Week 2 class lectures 1 and 2
Ulrich,D.(Nov 2012). What is next for HR? the six competences hr...Retrieved from:http://personneltoday.com/hr/whats-next-for-hr-the...
Most valuable information
HR is the first line defense in aligning the organization to building capacity capabilities. I think HR gives the organization choices and direction avenues for future progress.I think it is a joint effort of all departments to achieve capacity building.
Application in working with HR
HR does the leg work and research for capacity to happen. Without HR professionals the organization would be set up for failure. With HR professional, organizations increase their chances for sustainability, growth and success.
Capability Audit of Generic Capabilities
1). Talent: 2
2). Speed: 4
3). Shared mindset: 2
4). Learning: 3
5). Collaboration: 3
6). Innovation: 3
7). Accountability:4
8). Leadership: 1
9). Strategic unity: 3
10>Efficiency: 3
11). Customer connectivity: 4
12). Social responsibility: 4
13). Risk:4
Most Critical
I think our leadership personnel lack trust, proper communication skills, reliability, dependability and much more. Employees are not offered development incentives, career opportunities , interpersonal engagement and much more. We only communicate with HR or management when transition, technological changes, compliance time frame issues, performance surveys are needed to be addressed.
Week3
Section 1- Use of SHRM
Questions
1). HR innovative process: Do you feel in 20 years HR policies will be regulated more by the federal government? Response: The federal government already mandates most of HR policies. I mentioned was it appropriate for companies to not pay for un-used vacation time? Response was that companies can not do that. My response was yes they can. Here in Tennessee, if you do not use your un-used PTO time or un-used vacation time, the company is not obligated to pay for them I have worked on two jobs that this happen to the employees.
2). HR are enablers for transformation or pencil pushers? No response
Section 2- External Resources
Dalai,Y. How HR is a key enabler of organizational transformation Retrieved from: http://peoplematters.in/articles/lets-talk-talent/now-hr-is-a-key-enabler-of-organizational-transformation-14586
This articles discusses how HR professionals should be able to adapt, be flexible , give updates on vital information, be consistent, move people into new and different roles to position them for success
Hilton,J. (Nov 2016). 4 Ways hr can help execute a culture change. Retrieved from:http://hcamag.com/hr-news/4-ways-hr-can-help-execute-a-culture-change-226130...
This article discuss how HR professionals should get to the root causes or needs for change. Hr should provide support and resources for change to happen efficiently.
Bali,S. Conducting a communication audit Retrieved from: http://peoplematters.in/.../communication/conducting-a-communication-audit-1... This article discusses the importance and function of implementing data to stakeholders to achieve objectives and goals for future success. ''Two major limbs of the audit:
1). Mapping of communication gaps within an organization
2). Remedial measures''(conducting a communication).
Section 3 Most valuable information
Communication formats is key to implementing cultural change within any organization. Leadership must be engaging with employees for feedback on certain process of change to make sure this change process is deliverer with everyone on the same page for objectives and goals to be met for success to happen smoothly.''The communication audit is not a challenge due to the size of the organization-it addresses: it is mainly the kind of culture the organization has created for itself''(conducting a communication).
Section 4 Application in working with HR
I think the communication process of engaging with employees,
providing educational and development training programs, career opportunities are all key to attracting and keeping talented employees. Organization are more employee minded now. The traditional ways are tools of the past if you want to keep the competitive advantage. As mentioned earlier, not all states are on board with new and innovative tools used to attract and keep talented employees. Hr professional must interact with employees and not intimidate them with titles and performance measures. I do agree with if the manager is not doing a effective and efficient job of retaining employees , then they should be replaced. HR professions can achieve communication audits through questionnaires, interviews, internal analysis, feedback, reviews and updated reports and much more.
My SHRM discussion site is showing that it is deciding if response is appropriate. I can not even pull up my one response and question at this point.. I did two questions and I can not even find the other one, which I did not have a response. This technical issue was not my fault. I did my two questions.
Week4
Use of SHRM Connect
Question Conducting HR internal audit effectiveness
When you work in an environment that is not wiling to change, do things the traditional way, close minded mindsets, stunts growth for progress.
------------------------------
Janice Little
Chattanooga
Comments
Post a Comment