Building Positive Employee Relations

 

Instructions

Supporting Lectures

Review the following lectures:

This final project assignment is associated with the NCF (non-completion failure) grade. Failure to complete this assignment will result in the issuance of a grade of NCF if the course average would result in a failing grade in the course. Students should contact their Academic Counselor or Program Director if they have any questions regarding the NCF grade and its implications.

Management Initiatives

Introduction

Communication sometimes fall short when designing and implementing change initiatives, and employees are generally left behind. Organizational change includes individual change. When planning major change initiatives, employers sometimes forget that building a positive employee relationship is critical for motivation since each person must go through this change and implementation for themselves. As leaders involved in plan change, there is plenty of time to get used to the idea because those involved would be part of the whole process and everyone else would follow along.

Tasks

  • Describe the best method that the management should take to roll out a change management initiative.
  • Analyze what are some of the benefits of involving employees in the organization.
  • Summarize from experience why many organizations have fallen short in the mechanisms of designing and deploying the changes.
  • Explain why organizations create changes without communicating and gaining the support of the employees.
  • Describe what initiative an HR manager would take to communicate the management proposal with the employees.

To support your work, use your course and text readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Submission Details

  • Create 5- to 6-page, excluding title and references Microsoft Word document.
  • Name your file as SU_HRM6999_W5_Project_LastName_FirstName.
  •  

    Managing HR in Small Entrepreneurial Firms

    An important function of a manager’s role is employee relations, especially ethics and justice, dealing with managing HR in small and entrepreneurial �rms. Small businesses have special HRM needs and are required to know about HRM in running the business. The main topics we’ll address include the small business challenge; using the Internet and government tools to support the HR effort; leveraging small size with familiarity, �exibility, fairness, and informality; using professional employer organizations; and managing HR systems, procedures, and paperwork.

    Challenges of HR Managers in a Small Firms

    Working in a small �rm requires managers to wear many hats. Delegating is the most logical method to have a peace of mind, remain organized, and hold conversations with employees to do a good job. Some of the challenges include making sure that you understand technology and that there is adequate compliance for recruiting, hiring, structure, quali�cations, job descriptions, training programs, compensation and bene�ts, rules, polices and guidelines, governmental regulations, safety, and discipline.

    Types of Employee Training

    Technical or Technology Training Quality Training

     

     

    Confidence in Managing the HR Functions of the Firm

    Skills Training Soft Skills Training

    Professional and Legal Training Team Training

    Managerial Training Safety Training

     

     

    There’s a common business saying, “You’re only as good as the people you hire” (Ray Kroc).

    If it wasn’t stressed upon in personnel planning, recruiting, and employee testing and selection, the key to an effective HR function is hiring the best people, offering competitive pay and bene�ts, and bringing them to speed quickly. Staff training is very important to reduce turnover.

    A small business can create and capitalize on their strengths by being �exible and informal and by communicating clearly and keeping the staff safe and happy. It can also improve retention through diversity, fairness, strong employment policies, and measuring employee’s performance for optimal productivity results.

    Know the Law

    Regardless of what role or function one has in the workplace, it is critical to know the laws of your state.

    Additional Materials

    From your course textbook, Human Resource Management, review the following chapter:

    Managing Human Resources in Small and Entrepreneurial Firms

    From the South University Online Library, review the following articles:

    Smaller Firms Turn to Outsourcing as Way of Managing HR, Staff’s Needs (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=ofm&AN=510451784&site=eds-live)

    Performance, HR Practices, and the HR Manager in Small Entrepreneurial Firms (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=ent&AN=23327362&site=eds-live)

    Challenges Facing Small-Firm Manages in Growing Manufacturing Firms (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=edo&AN=110727301&site=eds-live)

     


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