1.How relevant are the concepts of competencies to the jobs in a chicken-processing plant? 2.What information sources would be of most significance regarding jobs in a chicken-processing plant? A strategy of growth indicates growing sales, increasing demand, and expanding operations for the organization. When the organization is growing and expanding, it most likely needs to hire new employees in the future. In some cases, the organization may be able to hire employees readily without additional work. If, for example, a firm is currently receiving 100 qualified applicants per month but has only been hiring 5, the firm may be able to meet any targeted growth by simply hiring 10 people per month. In many ways, a stability strategy may be the easiest for the HR manager to implement because the organization presumably must do what it has been doing all along. But, even here, specific and subtle planning nuances must be considered. For example, the organization will naturally experience a certain amount of attrition in its employee ranks each year. As noted earlier, some people will leave for better jobs, some people will retire, some will leave because of poor performance, and others will leave for reasons such as career relocation on the part of a spouse or significant other. Thus, even an organization that is projecting a period of stability is likely to need to augment its labor force to replace those individuals who leave the organization for various reasons. In such cases, the organization can implement programs such as training to upgrade the skills of current employees, making them more valuable to the organization. Alternatively, the organization might implement programs that help reduce turnover among current employees, making stability easier to maintain. Clearly, the actual strategy chosen is an important source of information for decision-making because it determines what kinds of decisions will need to be made. It will determine whether the HR manager needs to be concerned with recruiting new talent or finding ways to reduce the workforce. Strategy will also determine whether the HR manager needs to worry about reducing turnover or encouraging it. Another source of information operates at this macro level: the general state of the economy. We discussed this briefly earlier, but we now need to consider more seriously how the state of the economy is an important source of information for HR decision-making. Are dirty, dangerous, and unpleasant jobs an inevitable part of any economy?
1.How relevant are the concepts of competencies to the jobs in a chicken-processing plant?
2.What information sources would be of most significance regarding jobs in a chicken-processing plant?
A strategy of growth indicates growing sales, increasing demand, and expanding operations for the organization. When the organization is growing and expanding, it most likely needs to hire new employees in the future. In some cases, the organization may be able to hire employees readily without additional work. If, for example, a firm is currently receiving 100 qualified applicants per month but has only been hiring 5, the firm may be able to meet any targeted growth by simply hiring 10 people per month.
In many ways, a stability strategy may be the easiest for the HR manager to implement because the organization presumably must do what it has been doing all along. But, even here, specific and subtle planning nuances must be considered. For example, the organization will naturally experience a certain amount of attrition in its employee ranks each year. As noted earlier, some people will leave for better jobs, some people will retire, some will leave because of poor performance, and others will leave for reasons such as career relocation on the part of a spouse or significant other. Thus, even an organization that is projecting a period of stability is likely to need to augment its labor force to replace those individuals who leave the organization for various reasons. In such cases, the organization can implement programs such as training to upgrade the skills of current employees, making them more valuable to the organization. Alternatively, the organization might implement programs that help reduce turnover among current employees, making stability easier to maintain.
Clearly, the actual strategy chosen is an important source of information for decision-making because it determines what kinds of decisions will need to be made. It will determine whether the HR manager needs to be concerned with recruiting new talent or finding ways to reduce the workforce. Strategy will also determine whether the HR manager needs to worry about reducing turnover or encouraging it. Another source of information operates at this macro level: the general state of the economy. We discussed this briefly earlier, but we now need to consider more seriously how the state of the economy is an important source of information for HR decision-making.
Are dirty, dangerous, and unpleasant jobs an inevitable part of any economy?
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