Relative Effectiveness And Cost-Effectiveness Of Cooperative: A Discussion

Scenario

Discuss about the Relative effectiveness and cost-effectiveness of cooperative?

Your Company plans to open a new branch. Thus a new planning has started in order to go on board for recruitment process to fill new positions because of the result of expansion.

As internal employees are given the top priority- only to those who wish to be promoted on to the new roles- Thus for submitting applications for the new post, applicants are required to submit a self-evaluation document by following the guidelines below. 

More assumptions in the scenario are as follows:

Company is in: IT sector

My Designation: HR Generalist

Promotion to the role of: Chief Human Resource Officer

Attendance Management- The basic management of the attendance of all the employees. Objective being the careful management of all the attendance as to make sure that the leaves are granted as per the records.	Effectiveness till date has been good. No employee has ever complained about the same. Moreover the top level didn’t face any difficulty as far as the number of employees taking leaves and who have been granted the same.	I would like to recommend that if we can have biometrics installed on the front gate. This will actually make sure that there are no loopholes and will sure that the numbers which are being managed by me are more technically managed. In the end- the analysis is handled by us.
Performance Management, Reward And Recognition And Compensation And Benefits- Compensation and benefits have always been carefully given to the one who deserves. I being carefully involved in the performance appraisal- make me follow an employee’s compensation package and benefits in terms of allowances etc. The objective here is that of organizational justice- fair pay prevails. (Baldwin, S. 2006)	The employees are quite satisfied with the kind of compensation they are having with full amount of benefits which they deserve. Moreover following the industry standards, our company stands high in terms of happy employees as far as their salaries are concerned compared to the others in the industry. (Allison, D. B., Silverstein, J. M., & Galante, V.1992)	More comprehensive performance management techniques can be there- performance appraisal can be done in every quarter.
Organizational Development- The development of the Human resource being the main objective here. Moreover the overall organizational development deals with the policies being in check and the human resource is contributing to the same.	Employees have been made to attend various workshops and other activities which were organized by my team where we made sure that the alignment of their goals with company’s’ is there.	I can also try to make sure there are continuous reviews on employee’s contribution in the development of the whole organization- in any which way.
Employee Relations- This deal with making sure that the employees internally and as well as with the organization are having a comfortable and good relation.	Till date, the employee relations have been great. With no complaint from the management and no practice or union formations in the company, the work has been satisfactory at my end.	None
Recruitment and Succession Planning – This mainly deals with hiring the right people at the right time for the right place. My main objective to fill in the positions where requirements are there makes me deal with the whole process of recruiting. Also succession planning being one part where I have been assisting the top level in order to make sure right people are being promoted internally.	The main effectiveness deals with the best suited people for the jobs. All the new recruits have been giving great results in the organization and few of them have also been offered hikes.	Area for improvement can be- more technical interviews being conducted for new hires as per the position they are applying for.
Training And Development- These two have been the main source of the development of the employees. Having programmes arranged for them in order to make sure that there is an up gradation in their skill sets.	Training and development have been the focus of the company. The company being in IT has to make sure that employees have the right and all the new skills to work for international clients. Thus I have always making sure that all the new technologies are known by them. Thus many training and development programmes have been organized for the employees- for which the response has been excellent.	The areas which can be focused for my improvement can be- to ask employees where to want training and a proper training need analysis has to be done.

Many motivational theories can be used in order to improve and boost team’s morale. This can be as follows:

Erik Erikson’s life stage theory is valuable for understanding team member’s motivational needs according to life stage they are in.

This will make sure that the employees are happy and the team leader knows that how to train the employees and keep them motivated at the work place. Erik’s theory works because employees can of various life stages and every life stage has different need.

Maslow’s Need Hierarchy has always been there to know at which stage of motivational requirement the team is. Moreover in order to boost their motivation- it can be seen if for example somebody is at the stage of esteem in the hierarchy, then the employee has to be provided motivation in that manner only.

Other motivational theories like- Herzberg’s two factor theory and X and Y theory which suggests various motivators like: Challenging tasks, recognition and status and position can be given to the employees.

Training and development of employees in the new analysis techniques of Big Data This work based problem had me scratch my head a lot of times because this was a very important training and development programme that had to be arranged with an outhouse trainer and involving a lot of cost. Moreover- it dealing with a new current trend of- Analysis of Big Data, it was difficult to find a trainer which was so proficient in the subject matter and thus the research began.	The problem at hand was to conduct a nice training programme for the engineers in our company who have worked for almost a decade- the proficient engineers have to be made aware of many new techniques and thus a cost was involved with the same. Levels of Management: Top Level: The top level was sent a proposal stating all the needs and requirements of the engineers and as to why this was needed. Employees were also asked and told about the new trend and employees have to put in a lot of efforts for the same.	A trainer from US- MIT Institute was called- he being a professor of Data Analytics knew all the recent trends in the international perspective. Making sure that the budget doesn’t go high- he was still offered all the facilities and the training programme was conducted in the conference hall only- where laptops are properly installed with all the required programmes needed in attending the training programme. The solution had paid off and the training programme was done nicely leaving all the employees with immense of new skills and knowledge. This all was done in a matter of 5 days- out of which 2 days were in travelling of the Professor.

Commitment

Commitment is the main challenge- if only you can commit to the work, then only have it in your to do list. Else don’t really add it. This makes sure that the schedule is up to date and effectively time is being managed.

Shadow fun with work

Make sure that the time is there for enjoyment even. Thus the work schedule should be around this only.

Make sure that you see the time and tasks to be done simultaneously because if there is shortage of time and task are too much and that too big ones, thus it won’t be possible to manage time. So make sure you manage your task time as well.

No multi- tasking

Make sure that you complete the priority task first rather than multi- tasking and increasing the time cost for other tasks which have been left behind.(Zaheer, S., Albert, S. and Zaheer, A. 1999)

Set of Responsibilities and Primary Performance Objectives

There are many roles in the human resource department.

The senior and the middle level works as team and here from HR Director to HR Administrator- we all work together through internal team meetings on every day in the morning in order to discuss all the important objectives of the day and the updates regarding the same. Moreover in order to make sure there are achieved goals together, following techniques are taken into consideration:

Team Meetings: As discussed above- many advantages of having these meetings are that there is no overlapping of work; everybody is updated about the events going on in other sub- teams etc.

Virtual Communication: With an extensive virtual communication system in the company, we make sure we use it to our best advantage like internal messaging, live chat so that people don’t have to waste time in clearing small doubts or some other things to be informed to others in the team. This saves time a lot.

Nature of the team’s work

The nature of the team working is too diverse and mainly deals with the Human resource management.  As mentioned above- all those tasks are taken in account.

The personalities within the team are of all types as per the MBTI personality indicators, which make sure that we have variety in terms of thinking and work styles that helps understand various problems at hand.

The working relations with other people are quite smooth. For example- the working relation of the senior level HR team with the top level management team is quite smooth. All the proposals are discussed at length and analysis is done together wherever necessary. The informal relations inside the team can be seen through the events which are organized by the company.

The environment is quite friendly and has been making sure that the team doesn’t face any problem with the work environment. (Molnau, D.C. 2013)

The list of ways is as follows:

More Informal meetings

Synergy events

Gamification practices- where teams are divided and they play normal games- for better understanding

Training Need Analysis Tool

The tool should help in gathering data which is needed in order to know what are the training requirements of the company’s employees.

Many straightforward methods can be used- direct surveys from the employees, interactions etc.(Zijlstra, F.R.H., Roe, R.A., Leonora, A.B. and Krediet, I. 1999)

This tool will help in:

In determining what data needs to be sorted out

Effectiveness

Planning for the most suited methods for collection of the data

Learn about different methods of data collection.

Exploring various pros and cons of the same. (Bandura, A.I. 1997)

For the problem stated in the task 2 which deals with organizing a proper training and development programme, an appropriate strategy will be analyzing the same much in advance.

The following strategy can be seen-

Evaluation of training needs of the employees

Methods lie direct interaction should be taken in account

Analysis of the new industry trends in IT sector

Making sure that the trainers are available or not

Keeping the budget in check

Checking of the required resources

Willingness of the employees for the training and development

How many needs to be trained

Arrangements for the outsider trainer

Execution of the programme

The strategy above mentioned will help the business grow in excess because if the training and development programmes as suggested above, if organized in the same manner then that would be very helpful for the employees of the company and thus making sure that if the organization wants to venture out in new domains, they can easily do so.

The positive impact that the company will have will increase company’s employer branding status in the market, attracting new potential employees into the organization.

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