Hide the Doritos - Hr
Table of Contents
I. Executive Summary…….…………………………………………………………….…..3
II. Question #1………....…….……..…………………………………………………….….4
III. Question #2………………….......………………………………………………………..5
IV. Question #3……………………………...………………………………………………..6
V. Question #4……….. ……………………………………………………………………..7
VI. References..……………………………………………………………………………….9
Executive Summary
In this case study Ranstad an employment agency discusses its unique recruiting processes. The company prides its success and employee retention rate on its ability to join generation gaps, in a culture where this was considered to be taboo or ineffective. The questions and answers below further analyze the rationale behind the company’s recruiting methods and discuss the effectiveness of its ‘teamwork’ mission. Team building is an ongoing process that helps an organization to evolve into a cohesive unit. The team members not only share expectations for accomplishing group tasks, but trust and support one another and respect one another's individual differences. A team takes on a life of its own and you have to regularly nurture and maintain it, just as you do for individual employees. (Would have liked to see you talk about the generational differences here and explain how this was going to be discussed in the case study.)
1. In what ways does the value of providing some of the non financial perks like those discussed in this article provide a greater boost to employee morale relative to the cash equivalent of the perk that might instead be given as a raise in pay?
Employee perks and incentives can enhance the quality of working life for employees. It can be seen as a reward for staff efforts, and add value to an employment package. Human resource professionals should ensure that employees are properly motivated. This allows them to be more productive and perform better. When it comes to motivation, people often think that the only way to motivate
I. Executive Summary…….…………………………………………………………….…..3
II. Question #1………....…….……..…………………………………………………….….4
III. Question #2………………….......………………………………………………………..5
IV. Question #3……………………………...………………………………………………..6
V. Question #4……….. ……………………………………………………………………..7
VI. References..……………………………………………………………………………….9
Executive Summary
In this case study Ranstad an employment agency discusses its unique recruiting processes. The company prides its success and employee retention rate on its ability to join generation gaps, in a culture where this was considered to be taboo or ineffective. The questions and answers below further analyze the rationale behind the company’s recruiting methods and discuss the effectiveness of its ‘teamwork’ mission. Team building is an ongoing process that helps an organization to evolve into a cohesive unit. The team members not only share expectations for accomplishing group tasks, but trust and support one another and respect one another's individual differences. A team takes on a life of its own and you have to regularly nurture and maintain it, just as you do for individual employees. (Would have liked to see you talk about the generational differences here and explain how this was going to be discussed in the case study.)
1. In what ways does the value of providing some of the non financial perks like those discussed in this article provide a greater boost to employee morale relative to the cash equivalent of the perk that might instead be given as a raise in pay?
Employee perks and incentives can enhance the quality of working life for employees. It can be seen as a reward for staff efforts, and add value to an employment package. Human resource professionals should ensure that employees are properly motivated. This allows them to be more productive and perform better. When it comes to motivation, people often think that the only way to motivate