Using two biomedical device companies as a case study, you will learn how to achieve breakthrough performance in your own organization by driving greater HR and business alignment.
The workforce has shaped itself in different ways than many would have predicted. The last few years of economic downturn, corporate scandals resulting in lost benefits and lower stock prices have resulted in less movement across organizations and employees delaying retirement.
Throw in a dynamic mix of immigrant talent and tech-savvy youth, and you have an interesting makeup in your work force.
Generational differences are unique in that all of us tend to forget that our perspectives change over time and that each of us has a unique set of life experiences and expectations.
One of the first things that any organization must do to address these perception conflicts is structural. In other words, are company policies applied and enforced consistently across the organization?
Being too generous with this benefit can impact productivity and information flow, regardless of what age groups are involved.
Are all employees aware and communicated with regarding this benefit so that everyone can participate? Are abusers counseled and disciplined? The reality is that recent studies have supported the fact that employees across almost all demographic lines have similar levels of commitment and work ethic.
As a result, employees across all generations will not tolerate poor performance or sloppy work ethic. But if this particular benefit is managed poorly, then the perceptions will remain that a certain generation is not carrying the same work ethic.
Mentors need to be trained and evaluated for their ability to effectively communicate, listen and be emotionally intelligent in a diverse workforce.
Mentors with these characteristics can be from different age groups but should have enough organizational experience and knowledge to be seen as helpful. This may mean fewer mentors, but you might find those who have a passion for this activity, do it well and gain respect from other generations.
In addition, mentors can be counted on to diffuse mistaken perceptions and comments from other workers. Most importantly, mentors can help set positive but realistic expectations and provide a reality check to entitlement behavior.
Finally, it is important for employees to connect. While many employees have had diversity awareness education, the bottom line is that coworkers simply need to spend time with each other and realize the characteristics that they hold in common.
One suggestion might be during the next team meeting to have individuals pair up by different age groups and share their experiences around various topics such as education, technology interests and fears, musical interests, most memorable historical events and needs for a successful work day.
Past experience has proven this exercise to be very successful as groups immediately find plenty of information that can keep the dialogue going and reinforce relationships. Often, there are many connections based on similar interests.
Through building relationships and trust, there tends to be much more accountability to a team or a workplace. You, as manager, have the best opportunity to address conflicts by reminding yourself of the talent on your team so that you can respond to perceptions.
You have a unique challenge to ensure that work teams become and remain culturally and generationally diverse because of the wealth of information and experience that individual team members can offer.
But your real opportunity is the ability to facilitate learning through some of the above activities and to engage the different generations in this process.Case Study: How Samsung’s HR Strategy Led to Innovation and Worldwide Growth Annual Conference Workplace Application: Learn how HR plays a key role in Samsung’s business by strategically aligning their processes and systems to the company’s short- and long-term goals.
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Case study - the case of the floundering expatriate Attached a case study " the case of the floundering expatriate " A few questions need to be answered on the case.
Analysis of the case should be done talking about the players, The Issues, Recommendations, and the Possible Solutions.
SHRM Competency Model; The following case studies are available for HR faculty and instructors to use in HR classrooms at universities, Case Study Student Workbooks.
SHRM White Paper Harvard Case Solution & Analysis SHRM Mission and Role in Strategic HRM The SHRM is the largest HR professional society in the world and it represents, , members around countries of the world. MOTORS AND MORE, INC.
– A PROGRESSIVE HR CASE STUDY By Don McCain, Ed.D. Learning Objective(s) Upper-level undergraduate students will work through issues associated with developing and sustaining an HR department to support an organization facing labor shortages and high product demand.
At the end of the study, students learn how to: 1.