A Summary Of Integrative Paper On Human Resources

Crystal Littrell
June 3, 2012
Integrative Paper on Human Resources

Introduction Finding the right employee is something all organizations struggle with. Human being’s posse different personalities and cultures as well as organizations. Everyone has their own viewpoint about what they desire, what they expect from their employee/employer, and what is expected from them. Each HR department is structured based on the strategic plan and goals of the company. Some are motivated by quality while others are motivated by cost. In either case, each department has their own method of recruiting, selecting, training, and appraising their employees or potential employees. The following paper will analyze how Rick’s Barbecue recruits, selects, trains,
Each one of these tools needs to be validated for reliability and effectiveness. Rick’s also needs to measure motivation levels of the applicants. There are a lot of people who want jobs but they are not all motivated to do quality work. One way of doing this is by discussing goals the potential employee has either personally or professionally. Look at their work history and see where they have been and what they have accomplished. Implementing these and other selection tools can reduce turnover, reduce cost, and increase the quality of employees working at Rick’s
Pay raises are not given at any certain time but left up to the discretion of managers and who they believe deserve a raise. The length of time that an employee has been with Rick’s is usually irrelevant. Managers never have any kind of performance appraisals completed as well as many of the employees. Employees are reprimanded (written up) if they did not complete one of their job duties or had unacceptable behavior. The reprimands are given by either the store manager or shift-leader in charge. Two out of the six facilities give an employee of the month reward. Rick’s puts more emphasis on mistakes and negative behavior than it does those who show good performance