Metrics Research Paper Example | Topics and Well Written Essays - 750 words

Metrics - Research Paper Example Hence, the company would implement the HR metrics in order to develop proper total reward program (Carlson & Kavanagh, 2013). This paper would illustrate the various crucial metrics that will enable Amazon Inc to depict the potential employees to be rewarded under the total rewards program of the organisation. Contextually, the organisation will implement human capital value added metrics, turnover cost, prorating merit increases and absence rate among others. Discussion A company cannot be able to operate efficiently in the absence of a dedicated and efficient workforce. Contextually, this aspect influences them to encourage employees with rewards of various kinds under their total rewards programs. In this stand, it will further enable them to have maximum retention and satisfaction of workforce. Amazon Inc employs thousands of employees, for executing its operations worldwide. Correspondingly, a total rewards program will need to be developed with the help of the result obtained f rom the computation of various HR metrics. The first HR metrics that needs to be computed is the rate of absence in Amazon. Measuring the rate of absenteeism among the employees will enable the organisation to depict its current position with regard to employee health and other aspects that led to increased absenteeism. It would also be vital to mention that increased percentage of absence rate will directly impact the productivity, efficiency and quality of work of an organisation in a negative manner. The metrics of absence rate will enable the company to acquire data about the present rate of absence in the organisation along with the reason for same. It has been noted that, augmented rate of employee absence is at times owing to the reason of lack of satisfaction among the employees which, further arise from lack of proper reward. Hence, Amazon Inc would be able to design the total reward program with regard to overcoming the reason that leads to dissatisfaction of the employees (Hauser & Katz, 1998). Subsequently, the company will also require calculating the HR metrics of Human capital value added with regard to developing a proper reward program. Analysis of these matrices will enable the company to acquire data regarding the value added by an employee to the organisation. In this stand, this metrics will further enable the company to frame its total reward strategy in accordance to the value each and every employee ensures for the organisation. Additionally, with the computation of the prorating merit increases metrics of Amazon Inc., it will enable the organization to acquire data that will ensure hike to be given to an employee depending on the tenure of his/her work with the organisation. This analysis would be valuable for the company in order to determine the total reward program for the employees working within the company (Jackson, Schuler & Werner, 2011). Correspondingly, in addition to these aspects, Amazon Inc. might also implement the HR mat rices of turnover cost, which will enable them to know about the loss that the company incurred by losing a particular employee. These matrices will also depict the cost, which the company invested on recruitment, selection and training needs of an employee. Subsequently, the

The impact of cultural diversity on employee performance of Research Proposal

The impact of cultural diversity on employee performance of transnational corporatiosn TCNs in algeria - Research Proposal Example People’s age, culture, and gender make them perceive the world in different ways. These perceptions are a key to creative thinking, which, in turn, is the key to successful performance of the organization. In real sense, diversity should not be taken to be a problem but instead it should be taken as an advantage. To excel, the organizations must comprehend and use the traditions, skills and backgrounds of a diverse staff (Mazur & Bialostocka 2010). In reality, diversity endows businesses a key benefit in the marketplace. Our wider range of standpoints offers a spectrum of talents – painstaking craftsmanship, for instance, which can enhance many aspects of processes and product research. Diversity assists when: you are doing marketing internationally; negotiating with customers from abroad; launching a drive to a new population – whether international or domestic (Cox & Blake 1991). Cultural diversity has a positive impact on the company performance in regards to revenue generation and profitability as well as non financial growth of the company (Hartenian and Gudmundson 2000) and therefore management should focus on managing diversity rather than minimizing diversity. Organization practice diversity for various reasons such as compliance with the law but a good manager should encourage diversity since it’s advantageous to the company since it pools together people with different capabilities. Diversity represent different concept to many people and therefore there is need to identify specific aspects of diversity in regard to specific organization. Once you understand cultural diversity, your company can appeal to a wider base of staff, and that in turn will enhance you staffing. As you make diversity a key part of policy and measures, it is imperative to work at all degrees and in every department (Cooley & Lewkowicz 2004). Plan strategically at top management levels to incorporate multiethnic motivating and managing; recruit distin ct leaders not just employees; train supervisors in multiethnic skills; review selection and interviewing selection procedures (Cox & Beale 1997). The principals enhancing cultural diversity include: reducing inequality, cultural diversity and encouraging participation. Valuing diversity involves fostering a community that appreciates the benefits and values of a culturally diverse and rich society (Cooley & Lewkowicz 2004). This involves in the active promotion of respect, discouraging racism, harmony and negative stereotyping. Reducing disparity entails recognizing the right of people of varying national ethnic and religious backgrounds to exercise share, and enjoy their culture. Encouraging participation involves availing opportunities for all people to fully participate in public and civil life (Tiedt & Tiedt 1995). Employee performance is influenced by many factors including the following: family; knowledge and skills; adaptability; support from superiors; health; social values ; workplace; and ethics. Most past research has focused on the influence of these factors on performance of employees in diverse organizations. However, little effort has been placed on the influence of cultural diversity on the performance of staff. In light of this, the present research seeks to fill this gap by determining the influence of cultural diversity on the performance of the employees of transnational corporations in Algeria (Ho 1996). This