Diego Damasceno

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Moi University *

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MISC

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Management

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Nov 24, 2024

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docx

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Uploaded by ProfessorChinchillaPerson802

Diego Damasceno 1. Mention at least four challenges to retain an employee- A. Issues around the job they are performing , When an employee isn't doing their weight, it might be challenging to keep them around. Inadequate training or a lack of abilities necessary to execute the job might lead to employee disengagement and, ultimately, their exit from the organization. When an administrative assistant is assigned work that typically requires someone with accounting knowledge, but who does not have that background, the assistant may feel stressed and upset because of their inability to do a good job. This might lead to a loss of enthusiasm for their work and, ultimately, a search for alternative career opportunities. B. Challenges with their manager, It can be challenging to retain employees when there is a lack of rapport between them and their management. When workers lack motivation and interest in their work, it might be because their manager is overly authoritarian or does not provide enough feedback. As an example, if an employee receives inadequate feedback on their performance, they may grow frustrated and believe their efforts are being disregarded. They may become less effective in their jobs and possibly start exploring elsewhere for work. C. Poor fit with organizational culture, It's more challenging to keep an employee who doesn't mesh well with the company's culture. An organization's culture can only be understood and embraced by its employees if they are able to adopt the same set of values, beliefs, and practices as the rest of the company. If a person doesn't feel like they belong at work, they may grow disengaged and start looking for other opportunities. If a worker who is more comfortable working alone is brought into a

company that places a premium on teamwork, the worker may quickly feel unsatisfied and unmotivated. D. Poor workplace environment. Define with examples. The final barrier to employee retention is an unsafe workplace. This may manifest as an inability to effectively communicate, an absence of gratitude, or a generally negative outlook on the workplace. If a worker feels unappreciated or unvalued at their current job, they may get disengaged and start looking for anything else. A worker may have feelings of frustration and unappreciation, for instance, if they believe their management does not acknowledge or respect their efforts sufficiently. 2. A sense of fairness and strong ethics will make for the best HR manager. Define he statement. The remark implies that having a strong moral compass and commitment to justice is essential for success in the HR management field. Strong ethics mean you have a moral compass and act in accordance with established norms of right and wrong, while a sense of fairness means you treat all workers or persons without favoritism. To be fair as a human resources manager, one must take into account the feelings and priorities of all parties involved. That means no favoritism, no discrimination, and no other unjust treatment of staff members. An HR manager with integrity will guarantee that all of the company's rules and regulations are followed without exception, creating a safe and welcoming workplace for all employees. An HR manager with good ethics also displays professionalism, honesty, and personal integrity. Ethical decision making includes avoiding or resolving conflicts of interest, protecting client confidentiality, and acting in accordance with other established norms of behavior. Employees are more likely to feel comfortable confiding in the HR

manager and asking for help if they know they can trust them to act in accordance with the highest ethical standards. 3. Poor communication results in wasting time and resources. Define How? A lack of effective communication can lead to a number of issues, each of which has the potential to seriously harm an organization's performance and productivity. Ineffective communication can lead to a hazy understanding of job responsibilities and functions, which in turn can cause activities to be repeated or completed needlessly. Additionally, this could result in wasted effort. Ineffective communication may also contribute to a lack of trust among employees, which in turn can cause morale to suffer and the frequency of conflicts to rise. Inefficient communication can result in a serious loss of productivity, which can squander time and money. In the case that instructions are not given clearly, people may take longer than necessary to accomplish jobs or they may even be working on the wrong projects. Lack of communication may also lead to a lack of resources since it frequently prevents activities from being completed on time and prevents resources from being allocated properly. 4. One of the most important aspects of productive HRM is to ensure the department adds value to the rest of the organization. Value of what type? The value that the HRM department should strive to add to the rest of the organization is primarily in terms of human capital. This includes: 1. Talent acquisition and retention: HRM should focus on attracting, recruiting, and retaining talented individuals who possess the skills and competencies needed to drive organizational success.

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2. Employee engagement and motivation: HRM should work towards creating a positive work environment that fosters employee engagement and motivation, leading to increased productivity, job satisfaction, and commitment. 3. Training and development: HRM should invest in training and development programs to enhance the knowledge, skills, and abilities of employees, enabling them to perform their jobs more effectively and contribute to the organization's growth. 4. Performance management: HRM should establish performance management systems and processes that provide regular feedback, recognize and reward high performers, and address underperformance. This helps to align individual performance with organizational goals. 5. Cultural and organizational alignment: HRM should ensure that the organizational culture aligns with the company's vision, values, and goals. By cultivating a culture of innovation, collaboration, and inclusivity, HRM adds value by fostering a positive and supportive work environment. 5. Lack of diversity at the senior rank is one of the disadvantages of Multiculturalism. Why? As an HR manager what initiatives you will take to solve this? The lack of diversity at the senior rank in a multicultural organization can pose several disadvantages. Firstly, it hinders the promotion of inclusivity and representation throughout different levels of the organization. Secondly, it limits the range of perspectives and ideas that are brought to the decision-making process, potentially leading to suboptimal strategies or solutions. As an HR manager, here are some initiatives I would undertake to address this issue:

1. Implement diversity quotas: Set specific targets for increasing diversity at the senior rank, ensuring that individuals from different backgrounds are given equal opportunities to reach leadership positions. 2. Assess and address bias in the promotion process: Review the current promotion processes to identify any biases that might impede the progression of individuals from diverse backgrounds. Implement measures such as blind screening of resumes, ensuring diverse interview panels, and providing unconscious bias training to managers involved in the selection process. 3. Mentorship and sponsorship programs: Establish mentoring programs that pair senior leaders with high-potential employees from underrepresented groups. Additionally, implement sponsorship programs where senior leaders advocate for the advancement of diverse talent by actively providing opportunities for growth and exposure. 6. Write down three ways you will take to manage diversity at your workplace and the reasons behind those? 1. Promote an inclusive and supportive work culture: To manage diversity at the workplace, it is crucial to create a culture that celebrates differences and fosters inclusivity. This can be achieved by organizing diversity training programs, cultural awareness workshops, and sensitivity training sessions for employees. By promoting an inclusive work environment, we encourage employees to embrace diversity, reduce biases, and treat each other with respect and dignity. 2. Implement a diverse and inclusive hiring process: Ensuring diversity in the recruitment and hiring process is essential for managing diversity in the workplace. Adopting strategies such as blind resume screening, diverse interview panels, setting diversity goals, and offering equal opportunities for underrepresented groups can attract a diverse pool of candidates. By

actively seeking out individuals from different backgrounds, we can tap into a wider talent pool and benefit from diverse skill sets, experiences, and perspectives. 3. Establish Employee Resource Groups (ERGs): Establishing employee resource groups is an effective way to manage diversity at the workplace. ERGs are voluntary, employee-led groups that provide a platform for individuals with common backgrounds or interests to come together, share experiences, and create a sense of belonging.

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Diego Damasceno

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