EmPlOyEe CoMuNiCaTiOn...

Employee participation is the idea of employees being more hands on in an organisation it involves for them to be more aware of what is going on in the organisation and to take part in the decision making, in order for them to aid in taking the organisation that one step higher, and further into success.

‘Employee participation is the process whereby employees are involved in decision making processes, rather than simply acting on orders. Employee participation is part of a process of empowerment in the workplace.

Empowerment involves decentralising power within the organisation to individual decision makers further down the line. Team working is a key part of the empowerment process. Team members are encouraged to make decisions for themselves in line with guidelines and frameworks established in self managing teams.’

 http://www.thetimes100.co.uk/theory/theory--employee-participation--310.php#ixzz1M0k2ox3v

Employee participation is the process that the theorist Frederick Taylor would strongly disagree to as his proposed work/theory intended that mangers are the only people who have the authority to make decisions and employees should just follow whatever has been decided by managers. He believed in no participation or involvement by employees in regards to deciding anything for the organisation.  He strongly believed that this was the only way to a business’s success, however this cannot be the case in tidays day and age as employees are the assets of an organisation and it is them who make or break the business alongside the fact that people are more educated today than they were when Taylors work was proposed and employees had very little value in organisations.

Employee involvement however is the way individuals are managed in an organisation and how they react upon things, it is highly based upon the impact decisions and certain actions have upon the workforce. The involvement process consists of how the employees get involved and their reactions in regards to the decisions and action implemented upon them.

‘Employee involvement is creating an environment in which people have an impact on decisions and actions that affect their jobs.
Employee involvement is not the goal nor is it a tool, as practiced in many organizations. Rather, it is a management and leadership philosophy about how people are most enabled to contribute to continuous improvement and the ongoing success of their work organization.’
http://humanresources.about.com/od/glossarye/a/employee_inv.htm
There are a number of ways in which organisations can involve their employees in decision making, some of which are very straight forward, such as having a decision poll put up on the staff room every time there is a new decision intending to be implemented within a workforce. Another way would be to encourage employees in making changes by having a suggestion box put into the staff room once again encourage employees to suggest any suggestions. Surveys can be drawn up alongside questionnaires and employees views and opinions can be taken into consideration as to whether they are for or against the intended implementation of the decision. Organising and holding up meetings alongside focus groups and managers infirming employees in changed and asking them on their input and views is another great way of getting employees involved and making them feel valued.
Social networking sites are starting to become more and more popular day by day; they are being used by many different companies such as Vodafone, vogue, ASOS, Nandos etc. It is an excellent way for companies to gain information in a both cost and time effective way, alongside this it also enables for the companies to market to consumers and allow consumers to have discussion on certain aspects of the company on their discussions board enabling for the company to inner view any views or thoughts that consumers have on the company. It is a fantastic technique that business can use to raise awareness of themselves or to allow their consumers for feedback. Some pages are simply created for work colleagues only which allows companies to contact people within an organisation if they need to set reminders or an announcement to a certain department everyone gets notified upon occurrence of any activity.

ReWaRd...

There are quite a few theorists that have touched on the reward system, such as J.Stacey Adams, Charles handy, Maslow and Hertzberg. The reward system consists of employees performing to their level best and achieving their aims and objectives alongside their goals to their best ability and then receiving appreciation via wages, recognition etc.

‘Scheme to support and reinforce desirable behaviour, such as wage rate that increases with the productivity of the worker.’

I personally think that reward is an excellent scheme for managers can use in regards to motivating their employees, as it’s praising them when they have done well which keeps them happy and then initiates ideas for them to keep doing well so they can continue to receive the bonus payments or chances to win a holiday etc .. Whatever the reward may be.

The organisation that I have chosen, whose rewards schemes I will be discussing is the organisation that I am a part of myself, Argos. There are a number of ways in which Argos reward their employees some of which we find appealing and others which are not very affective at all. One of the main reward schemes in Argos is the Argos smiles which get used on a daily basis. This reward involves an individual having a good day at work and achieving his or her targets for the day and in return receiving an Argos smile, which is a unique code that you then have to key in, on you log on in the company tms logon, this then gives you Argos smiles which can be redeemed as money. Entering the unique code also enters you into a prize draw from which you can win large items from Argos such as TV’s, IPOD’s, Play station etc. another reward scheme that Argos does but is not so popular as it is more costly for the organisation to implement. This is the ‘Good2Great’ scheme, which consists of an individual being selected from a store to go and do this management program which enables employees to train up to becoming a manger alongside a Customer service manager role, which they can then be employed as within any Argos store as the CSM or a manager elsewhere. Overall I believe Argos smiles are far more effective than the ‘Good2Great’ scheme, as it’s a direct award and a tangible award which you receive short term and employees find that more rewarding as its directly after good performance that you receive the reward.  Fairness and equity is not ensured in my workforce, as there are only selected people who are actually able to qualify for the ‘Good2great’ scheme, this consists of individuals that have been with the company for over 18 months and a full time employee, there is no equality in this as a part time employee could have the same ability to work well as a full time employee but will never be given the opportunity to progress neither would any of the weekend staff.

Having overviewed all the outcomes of reward, I personally think that in some ways it may still be a advantageous idea to continue giving organisations rewards even if they under achieve in some months as this gives consistency and it also keeps the idea of valuing the employees standing. However this could also be negative as because they are still receiving rewards for not doing anything the chief executives will begin to think that there is no need for them to try and achieve targets etc as either way they are still receiving a reward/bonus. The argument for the executives to still be receiving large bonuses is as valid and as strong as them not receiving the bonus, the argument for is that if they continue to be given the reward even if they underachieve in a certain month, it may actually encourage them to do better the following month as they will have higher levels of motivation as they have been rewarded. However the argument against is that if they continue to receive the bonus for not doing anything they will continue not to do anything because they are still getting rewarded, but this can also increase their levels of motivation and actually encourage them to carry out their job a lot more competently as because being given the bonus will keep them happy and eager to carry on with their job. Overall I think that chief executives of a organisation should still be given their bonuses even when their organisation underperforms as this can be a excellent factor that can encourage motivation.

PeRfOrMaNcE mAnAgEmEnt....

Performance management meetings are in some organisations taken on more frequent basis than others, to analyse their employees performance, if employees have done well there is normally appraisal if the employees has not met all his or her targets there are strategic plans drawn to ensure that the employees exceed or at least meet the targets.

‘An assessment of an employee, process, equipment or other factor to gauge progress toward predetermined goals.’

The image is giving a brief overview of what performance management meetings consist of step by step how the process circulates, starting off from reviewing and appraising performance, going on to recognizing and rewarding performance, then performance planning ending with coaching and feedback.

Performance Management is an excellent way of analysing employee’s performance and setting goals and targets for individuals. As this opportunity allows employers to emphasise the importance of every individual in a workforce, allowing the employees to feel valued and part of the organisation.

The last time I had an appraisal at work was just after New Year’s, early January, as before Christmas all my targets had been raised due to it being a busier period of the year, however even though my targets had been raised I still managed to exceed the targets. This obviously encouraged my manager to hold a meeting and appoint me as employee of the catalogue and I received £50 high street vouchers which were spendable in a number of different stores. This was very encouraging for me to continuously exceed my targets as it keeps my manager happy which leads to her treating me as more of a valued member of staff, and it also allows me to hold a more valuable position in store amongst my other colleagues.  There were a number of outcomes to the meeting that was held, some of the main which were that there is always recognition if you are doing your job well, which like Maslow said that in order for an individual to be content it is essential for them to have self actualization, the individual needs to be aware of his or her value, Herzberg theory also states that recognition and achievement is also a motivator for individuals. Another outcome of the meetings other than recognition is self fulfilment; it allows the individual to be aware of what they have achieved and how valuable they are to the work firm, which allows the individual to be more motivated to work harder to achieve goals and targets. The meeting that was carried out was effective as it made me feel more valued and motivated to work even harder to enable higher recognition within the workforce.

‘Mentoring is about one person helping another to achieve something. More specifically, something that is important to them. It is about giving help and support in a non-threatening way, in a manner that the recipient will appreciate and value and that will empower them to move forward with confidence towards what they want to achieve.’

Mentoring is almost like a role model figure, someone who helps you achieve whatever it is that you need to achieve, without putting you down, and just helping you in every way possible. Working with your mentor aids you in achieving your goals to an achievable level; it can also be a great way in which an individual can build upon their confidence.

The following are the skills that are required from a mentor:

·        Ability to listen

•       Ability to give you a wide range of options to overcome an issue or problem
• Be open
• To be honest
• Be successful and experienced in life
• Maintain confidentiality
• Ability to motivate and support the mentee
• Needs to be able to act like a role model for the mentee

All the above skills are essential for a mentor to hold in order to be of full help to their mentee, the individual needs to be of a trustworthy nature, so the mentee feels and sees enough trust to console in the mentor and turn for help needed. It is essential for the mentor to be approachable and to hold a caring and supportive approach, in order for the mentee to be able to build a comfort zone with his or her mentor.

My mentor is my older cousin, who is an accountant, as my cousin already stands within the field that I am trying to enter, I feel that I am able to talk to her in regards to anything career wise. She is able to advise me in what to do and what steps to take in order for me to be successful. I take advice from her on every step, as to what to do, what steps to take and what jobs to be doing so that I can progress and get closer to my goals.  I am able to turn to my cousin in any situation whether it is university, social life, working life anything she is able to advice and give me a minimum of 3 solutions to each situation with all drawbacks and a reasonable argument as to why I should go ahead with my decision and why I shouldn’t. This then leaves me with broader options as to what I should do, and where I can go and take my next step, I get left with a number of options from which I make my decision as to what to do.

Overall performance management is a fantastic way of analysing and reviewing employees performances and it should be used in working firms as it aids employees to be aware of their value and place within an organisation.

http://www.businessdictionary.com/definition/performance-management.html

http://www.howtobooks.co.uk/business/coaching-mentoring/role.asp

http://business.timesonline.co.uk/tol/business/entrepreneur/article3778514.ece

SeLeCtIoN...

There are a number of different ways in which organisations select individuals they want to work for their organisation, there are numerous selection methods which enable the employers to come to the decision as to which candidate is the most suitable individual for the job role.

‘The ultimate goal of selection is usually expressed as ‘to choose the best person for the job’. Selectors attempt to match candidates to the job requirements, predicting how well they will perform if offered the position.’

Page 116 people and organisations, 2^nd ED, M.Farmer, W.yellowley.

The organisation that I have chosen to look into is the section process that Argos use, the following three methods that are implemented during the process of selection so the organisation is able to ensure that they are selecting suitable candidates for the job role.

Interviews, this is one of the most common and frequently used methods of selection and almost all organisations implement this as it enables for the employer to meet the individual and gives them a hands on judgement of the individual’s abilities and personality.

The pros of an interview are as follows:

·        This method allows direct feedback from the respondents, ensures the employer that all the responses are given by the intended respondent

·        Allows flexibility in regards to the location of where the interview takes place, also allows the interviewer to exploit further interpersonal skills and knowledge to get an inner and in depth approach to intended ideas by the respondent.

·        Allows clarification of questions and gives the opportunity to grasp an idea and explain in further detail, this obviously increases validity of information provided.

·        Allows the interviewer to have personal interaction with the respondent which builds upon comfort ability levels.

The cons of an interview are as follows:

·        It is a highly time consuming process, as the interviewer has to take out a set amount of time and conduct and interview and then generate a full analysis of the respondents answers.

·        Flexibility, this can however in some occasions lead to inconsistencies which are not appropriate or efficient within the selection process.

·        They lead to having high costs, as there is a vast amount of time being takes out for interviews, analysis of data etc.

·        Analysis in some occasions can be difficult, in less there is a data plan and the plan should consist of exactly what data should and shouldn’t be taken.   

Another selection method that Argos use is short listing from CV’s and application forms, this is a effective method to use to collate information, and create a general profile of an individual that you are intending to interview. It also gives you all the education and experience details that are relevant to the individual and may be required for the job role the individual has applied for.

The advantages of this selection method are:

·        It is cost effective for the organisation as all their having to do is take time and read through the application or the CV, the application being more relevant as it gives all the information the organisation actually want to know, as its designed by their recruiting department.

·        It aids the interviewer in being consistent when interviewing the applicant as they have the CV or the application to refer back to.

The disadvantages of this method are as follows:

·        On the basis of a CV or application it is difficult to build an image of the applicant as they both only consist of all hate positive factors of an individual so it makes it difficult to judge whether the applicant would be suitable for the role.

·        Does not consist of all of applicants skills and experiences so does not on all occasions provide

The third selection method that Argos us as part of their recruitment process is role plays. This is an excellent way to observe whether the individual has the capability to tackle day to day obstacles in a working environment and it also assess how an individual would deal with an unreasonable or awkward customer.

The pros of this method are:

·        Allows the opportunity to learn what kind of obstacles the individual may face on their day to day working environment

·        Gives the interviewer a better idea of the individuals abilities

·        Offers an inner view of capability and individuals approach to situations.

The cons of this method are as follows:

·        On occasions like this nerves take the best of individuals

·        It’s just an act not all situations would be the way the role play is set

·        It’s a very narrow observation and gives limited information

An interview that I have been a part of that was not effective for a number of reasons is my very first interview, at Sainsbury’s. The selection methods that the organisation used to interview the applicants were references and online tests. The reason that I thought this interview was not effective is because, the two selection methods that were used are the methods which are the least effective in regards to assessing an individual’s capabilities to the specific rile that the organisation may be recruiting for as neither of them are itemised to any individual. Online tests can be taken by anyone, so they are not 100% reliable as it cannot be assured that the applicant has completed the test, anyone could have completed it and there is no way of actually proving anything either. The interview for the job role was a group interview and each team consisted of 15 applicants from which then that got short listed to 3 applicants which were hired. The reason why I believe the interview was not effective as it is extremely difficult to assess and individuals capability, skills and abilities when there are 15 other applicants, as some individuals will shine through as they are more confident but don’t hold the experience or knowledge whereas a very quiet individual may hold all the relevant capability, skills and experience, which could lead as a downfall to the organisation.  Also it was very difficult to contribute to any conversation during the interview as there were so many other individuals so by the end of it everyone had only answered 1 question each as the interview running time was half an hour. There was not enough time for everyone to express themselves to the full extent that they wished and there weren’t any opportunities where individuals could take and grasp upon.                     

The organisation that I have chosen and I think needs recommendations for improvements within the selection process is Sainsbury’s as they only implement three simple but very straight forward selection methods as part of the process, from which it is extremely difficult to judge whether an individual is capable of carrying out the required job role efficiently. The selection methods that Sainsbury’s use are, references, interviews and online tests, the references don’t always allow a full prescription as to what the organisation may be looking for in regards to job description. Online tests as stated before can and have been done by other people and not the applicants on a number of occasions. The interviews that Sainsbury’s conduct are not effective at all as there are too many people in one go which makes it really difficult to analyse an individual’s ability. I think the recommendations that Sainsbury’s need to undertake as they are a leading, large organisation is that they need to include some type of role play into their selection process as this allows large organisations to find out whether the individual has the ability to offer the deliverance of customer service that their customers require. Another selection method that they should introduce as part of their selection method is tests, as there are a number of positive factors to implementing tests, it enables organisations to analyse the ability that individuals have from which they are able to draw analysis and conclude whether there is capability of the individual coping well within the working environment of Sainsbury’s. Tests can be itemised to the organisation.

Having overviewed selection methods and extensively researching into them it comes to attention that selection methods are an excellent and highly efficient way as part of the short listing process which enables employers to select the suitable employees/applicants for their organisation.

http://www.cipd.co.uk/hr-resources/factsheets/selection-methods.aspx

http://www.uwex.edu/ces/tobaccoeval/pdf/ProConInt.pdf

ReCrUiTmEnT...

Recruitment

The website that has been overviewed is www.totaljobs.com, having used this website before myself; I have a wider awareness of the website and its efficiency.

This is a Screen shot of my chosen recruitment website.
The website which stands out to me, from the brilliant use of colour and the detailed information you can research. The following reason is why I think this is a great website:

• Detailed job sectors
• Easy to search your desired job
• Search jobs in your area
• Use-full advertisements
• Information for recruiters
• User friendly website
• Information on how to improve your CV
• Information training and development

This information from this website indicates to me that you can personalise your job search as well as you can benefit from the development services of you CV.


The most recent recruitment campaign that I have found extremely eye catching, even though it has been happening for a number of years but I only just discovered it, is john Lewis as the company is not only recruiting people but it is also gives its employees a share of the company as they join, so not only do they become and employee, they also become a shareholder of the company. I think this is a fantastic scheme which enables individuals to be more highly motivated in what they are doing as they have a share into the business themselves. John Lewis advertises their vacancy through the town’s local agency, so they put their local community who are the potential consumers to advantage of their fantastic schemes.

Advantages of online recruitment...
• Cost effective
Putting a job vacancy on your own company website costs you nothing while putting one on a job board usually only costs a couple of hundred pounds or Euros. When you consider that a recruitment consultant fee for a candidate could be anything up to 20% of the first year's salary, and that advertising in a national newspaper can cost thousands, you can immediately see the cost savings possible with online recruitment.
• Online recruitment is quick
A job vacancy can be put on a job site in the morning, the first applications arrive by lunchtime, and a candidate interviewed by the end of the day. Of course, it isn't always like this. It isn't even often like this. But the fact that such things do happen so quickly gives an indication of just how quick recruiting online can be.
• Online recruitment gives you a better chance of success
Traditional print advertising — is it national, local or trade press — faces limitations: the success of a vacancy advertisement depends on people happening upon the ad on a particular page in a particular issue. Online recruitment is different. A job vacancy advertisement on a job board or website is there 24 hours a day, 7 days a week, for as long as you desire. Candidates can come back to it again and again. From office administrator to Financial Director: they are all online.
• Online recruitment gives you a bigger audience
many people new to online recruitment think that using job sites is only effective if you are looking for young net-savvy Facebook-type people. This simply isn't the case. Research consistently shows that the average age of candidates using job sites is around 35 years old. And the trend is up. Online recruitment is now a standard part of most people's job hunting no matter what level or age.
• Online recruitment is easy
it really is. Posting a job on your own site is straightforward enough. Most job sites and CV databases are very user-friendly and you don't need to have an in-depth knowledge of IT to post a vacancy advertisement. Usually, all you need is your job description, a bit of time and a credit card. And, if you have any problems the job board sales team to help you.

The disadvantages of online recruitment...
• Too many candidates ...While you may wonder how too many candidates applying for your job could ever count as a disadvantage, it is a fact that dealing with inappropriate, irrelevant and bad candidates is the bugbear of many a HR manager. Candidate spam can waste a lot of time. However, with a bit of thought about what job site you use, how you write your job description and using candidate screening and filtering tools on job boards, it is possible to reduce the number irrelevant applicants.
• It won't always work that’s right. Online recruitment won't always work. Not every job vacancy you post can or will be filled online. There will always be difficult-to-fill jobs that can only be filled by recruitment consultants, head-hunters or in other ways. However, most companies tend to hire for pretty standard job roles so this is seldom an issue. And with more and more job seekers choosing the internet to look for jobs, and more and more job sites and job boards specialising in ever more diverse areas, those difficult-to-fill jobs are becoming fewer and fewer.
• Screening and checking the skill mapping and authenticity of millions of resumes is a problem and time consuming exercise for organisations.
• There is low Internet penetration and no access and lack of awareness of internet in many locations across eastern channel.
• Organisations cannot be dependant solely and totally on the online recruitment methods.
• In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.