Q.1 Write a reply for this article (Gord)
My understanding, according to Figure 2: Work Design Embedded in Human Capital & Business Model Approaches, the Work Design That Maximizes Engagement and Organization Performance includes taking into consideration the dynamic labor markets, P&L impacts, and if the work design can stand the test of time.
An organization such as Walmart corporation, one of America’s largest retailers, is known to provide its consumers with low-cost retail merchandising along with other products and services but investing in its employee’s health and well-being is a priority of the company and a new operating model “the next step” according to Smith one of their latest investments in their employees. This is also an approach that Walmart takes to stay competitive and successful.
Comparing and contrasting Walmart’s approach to the model does not fully capture how the company conducts its talent decision. The focus of investing in employees is not presented in Figure 2 Model. However, combining the Capability Opportunity Motivation Model, which includes training, skills, job pay, career, total rewards, and work-life balance, would better compare their talent decision. Based on the model, some advantages could be job growth and overall success for the company (P&L impact) and a disadvantage of staff turnover due to the lack of focus on employees’ opinions. According to Lenaghan, J. A., & Eisner, A. B. (2006). Porter (1985) asserts that effective human resource management policies and practices can supply a significant contribution to the firm’s competitive advantage because they provide the mechanisms to recruit and retain top talent. Therefore, other factors such as training and development, employee’s well-being, job commitment, and job growth are essential.
Reference:
Bariso, J. (2020, September 21). Walmart just made a change that could shape its future for years. it’s a lesson in emotional intelligence. Inc.com. Retrieved March 13, 2022, from https://www.inc.com/justin-bariso/walmart-just-made-a-change-that-could-shape-its-future-for-years-its-a-lesson-in-emotional-intelligence.html
Lenaghan, J. A., & Eisner, A. B. (2006). EMPLOYERS OF CHOICE AND COMPETITIVE ADVANTAGE: THE PROOF OF THE PUDDING IS IN THE EATING. Journal of Organizational Culture, Communications and Conflict, 10(1), 99-109. https://www.proquest.com/scholarly-journals/employers-choice-competitive-advantage-proof/docview/216594155/se-2?accountid=44759
Q.2 Write a reply for this article (Dum)
For this week’s post, I have chosen my current organization NJ Transit to speak about. When looking at figure 2, this is something that looks very familiar to me when speaking about this organization. The figure talks about the business model and work design and build vs. buy. Build vs buy is something that my department is currently implementing when speaking about the positions we have open for a major project for the company. For certain positions we would build meaning we would use an internal candidate for the position vs buy when we would seek outside help from a staffing agency. This method does have advantages for the department. It gives the recruiters a better idea of which type of candidate they should be looking for. I do feel that in some way it is easier to use outside sources like a staffing agency to find candidates because it takes some of the workloads of the recruiters. I do feel the biggest disadvantage with this is that from personal experience I have seen more recruiters choose to use internal candidates instead of external ones. Which causes more empty seats in the organization. In a sense, the organization is start from scratch every time they choose to promote an internal employee because they have to find another candidate to fill their spot. It is almost an endless cycle.
Please write based on this picture as well
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Q.1 Write a response to this article (Gord)
Figure 2 depicts my understanding: Work Design Embedded in Human Capital & Business Model Approaches, the Work Design That Maximizes Engagement and Organization Performance includes considering dynamic labor markets, P&L impacts, and whether the work design can withstand the test of time.
A company like Walmart, one of America’s largest retailers, is known for providing its customers with low-cost retail merchandising as well as other products and services, but investing in its employees’ health and well-being is a priority for the company, and a new operating model “the next step,” according to Smith, is one of their most recent investments in their employees. This is also a strategy employed by Walmart in order to remain competitive.
