u06a1 Workforce Management and Workforce Development Practices
Workforce Management and Workforce Development Practices
Dawn N. Noguerra
MBA 6247
Human Capital Management
PO Box 1214
Inglewood, CA 90308
Telephone: (323) 243-4366
Email: justsyd2001@yahoo.com
Instructor: Dr. Tidwell Abstract I have chosen one workforce development practice (organizational socialization) and one workforce management practice (retention and turnover). In this paper I will discuss both practices and how they relate to my current organization or how they can be implemented into my current organization to make the business flow efficiently.
Workforce management and development practices are important to any organization. It is essential to an organization’s human capital management strategies to have these two practices in place. My current organization (school district) does have certain systems and processes in place; however, those processes could use some revamping. Namely the retention and turnover and organizational socialization practices.
Workforce Management Practices-Retention and Turnover Employee retention and turnover can be an organizations worse nightmare if there are not processes in place to keep from losing good employees. The first step would be to invest in a good training and development program that will allow employees to train and learn new skills that can be applied to their current role or that will allow them to promote into a bigger role. Many managers fear that investments in training will make employees more mobile and therefore, more attractive to other employers (Allen, pg. 71). Although this statement might have some validity to it the employer must be willing to take that risk if they are trying to retain their good employees. Having a good training and development program does not only make the employees feel that they are appreciated, it also makes them feel as if they really have a chance to grow within their role or within the organization. Some evidence does show
Dawn N. Noguerra
MBA 6247
Human Capital Management
PO Box 1214
Inglewood, CA 90308
Telephone: (323) 243-4366
Email: justsyd2001@yahoo.com
Instructor: Dr. Tidwell Abstract I have chosen one workforce development practice (organizational socialization) and one workforce management practice (retention and turnover). In this paper I will discuss both practices and how they relate to my current organization or how they can be implemented into my current organization to make the business flow efficiently.
Workforce management and development practices are important to any organization. It is essential to an organization’s human capital management strategies to have these two practices in place. My current organization (school district) does have certain systems and processes in place; however, those processes could use some revamping. Namely the retention and turnover and organizational socialization practices.
Workforce Management Practices-Retention and Turnover Employee retention and turnover can be an organizations worse nightmare if there are not processes in place to keep from losing good employees. The first step would be to invest in a good training and development program that will allow employees to train and learn new skills that can be applied to their current role or that will allow them to promote into a bigger role. Many managers fear that investments in training will make employees more mobile and therefore, more attractive to other employers (Allen, pg. 71). Although this statement might have some validity to it the employer must be willing to take that risk if they are trying to retain their good employees. Having a good training and development program does not only make the employees feel that they are appreciated, it also makes them feel as if they really have a chance to grow within their role or within the organization. Some evidence does show
References: Allen, David G. & Bryant, Phillip C. (2012). Managing employee turnover: dispelling the myths and fostering evidence based retention strategies. New York, NY: Business Expert Press Ingham, J. (2007). Strategic human capital management: creating value through people. Oxford, U.K.: Elsevier Ltd.