netrashetty
Netra Shetty
Chicago Bridge & Iron Company (Chicago Bridge & Iron Company N.V.), (NYSE: CBI), known commonly as CB&I, is a large multinational conglomerate engineering, procurement and construction (EPC) company. CB&I specializes in projects for oil and gas companies. CB&I operates from more than 80 locations around the world, and as of August 1, 2009, CB&I has a total of approximately 16,000 employees.
According to McClleland’s achievement theory, learning, education and training can stimulate a greater need to achieve. All the three needs must be taken in consideration in the implementation of HR practices. In order to have a highly motivated and satisfied workforce, Herzberg suggested, managers should take steps to ensure that employees’ motivator needs are being met. It means that the tasks must be designed to provide challenges and opportunities for learning and development. Employee growth and development is seen as motivator.
One of the problems of the Hotel is the lack of clear career development opportunities for the employees. The career planning and development programs that are in place in the Hotel are not effective. One possible cause of the decreasing employee motivation is the lack of information regarding the career opportunities that are available to the employees. Many performance problems according to Gilley and Eggland (1998) are career related. Employees often feel trapped, stagnated, or overlooked in their present jobs. Many finds little pleasure in them, which contributes to increased stress and lowered output.
Career Development
Career development is one of the suggested solutions to the problems of the Hotel. According to Kaye (1984), career development allows and encourages employees to examine future career paths, and its programs help them analyze their abilities and interest in order to better match their personal needs for growth and development with the needs of the organization. Effective career development programs have the potential to increase productivity, improve employee attitudes toward work, and develop greater worker satisfaction. In career development, the employee is responsible for career planning and the organization is responsible for career management
Core HR systems and strategies . The notion of a single source of truth
for who works for the company today is still an elusive goal. Based on pioneering work done
with customer data hubs, strategies evolved for master data management are
related to the employee life cycle. This will enable the employee data to be kept in sync across
multiple HR, payroll, benefits, and talent management systems, as well as third-party business
partners and operational applications that use employee data.
• The definition of the workforce continue to evolve. Whereas the workforce has
traditionally meant employees who are actually on the payroll, business needs encompass
tracking and provisioning a variety of “nonemployees” as well. “Nonemployees include
contractors, consultants, temporary workers, volunteers, and others who represent part of the
productive workforce. Nonemployees will be managed within the human resource management
system (HRMS) to allow for headcount and productivity analysis, project staffing, security
provisioning, training programs, and other HR-related processes
• HR outsourcing initiatives will become more focused and selective. The notion of
outsourcing a broad set of HR processes and systems has less and less support. Many of these
attempted initiatives have failed to deliver the expected cost savings and service-level goals,
and vendors aren’t making any money. Outsourcing selective HR processes of a compliance intensive
or repetitive nature, like payroll, will remain viable. Cost savings is becoming less of a
driver of HR outsourcing, with expertise and reliability being higher priorities
The Rise of Technology
No Human Resources trend list would be complete without an explicit mention of the impact of technology on all aspects of the field. As mentioned the power of technology all through these trends, but still cite technology as a major trend. Technology has transformed the way in which Human Resources offices manage and communicate employee information and communicate with employees, in general.
In a world in which identity theft is prevalent and can cost an employee countless working hours over several years to correct, safeguarding employee records is critical. Identity theft is so serious and rising that every employer needs a plan to prevent.
Did words like Intranets, wikis, webinars, and blogs exist in common language ten years ago? Now, employees use them internally to stockpile information, work collaboratively, and share opinions and project progress. They can even work virtually and with distant teams simultaneously. They hold meetings and share visuals with teams from all over the world.
According to McClleland’s achievement theory, learning, education and training can stimulate a greater need to achieve. All the three needs must be taken in consideration in the implementation of HR practices. In order to have a highly motivated and satisfied workforce, Herzberg suggested, managers should take steps to ensure that employees’ motivator needs are being met. It means that the tasks must be designed to provide challenges and opportunities for learning and development. Employee growth and development is seen as motivator.
One of the problems of the Hotel is the lack of clear career development opportunities for the employees. The career planning and development programs that are in place in the Hotel are not effective. One possible cause of the decreasing employee motivation is the lack of information regarding the career opportunities that are available to the employees. Many performance problems according to Gilley and Eggland (1998) are career related. Employees often feel trapped, stagnated, or overlooked in their present jobs. Many finds little pleasure in them, which contributes to increased stress and lowered output.
Career Development
Career development is one of the suggested solutions to the problems of the Hotel. According to Kaye (1984), career development allows and encourages employees to examine future career paths, and its programs help them analyze their abilities and interest in order to better match their personal needs for growth and development with the needs of the organization. Effective career development programs have the potential to increase productivity, improve employee attitudes toward work, and develop greater worker satisfaction. In career development, the employee is responsible for career planning and the organization is responsible for career management
Core HR systems and strategies . The notion of a single source of truth
for who works for the company today is still an elusive goal. Based on pioneering work done
with customer data hubs, strategies evolved for master data management are
related to the employee life cycle. This will enable the employee data to be kept in sync across
multiple HR, payroll, benefits, and talent management systems, as well as third-party business
partners and operational applications that use employee data.
• The definition of the workforce continue to evolve. Whereas the workforce has
traditionally meant employees who are actually on the payroll, business needs encompass
tracking and provisioning a variety of “nonemployees” as well. “Nonemployees include
contractors, consultants, temporary workers, volunteers, and others who represent part of the
productive workforce. Nonemployees will be managed within the human resource management
system (HRMS) to allow for headcount and productivity analysis, project staffing, security
provisioning, training programs, and other HR-related processes
• HR outsourcing initiatives will become more focused and selective. The notion of
outsourcing a broad set of HR processes and systems has less and less support. Many of these
attempted initiatives have failed to deliver the expected cost savings and service-level goals,
and vendors aren’t making any money. Outsourcing selective HR processes of a compliance intensive
or repetitive nature, like payroll, will remain viable. Cost savings is becoming less of a
driver of HR outsourcing, with expertise and reliability being higher priorities
The Rise of Technology
No Human Resources trend list would be complete without an explicit mention of the impact of technology on all aspects of the field. As mentioned the power of technology all through these trends, but still cite technology as a major trend. Technology has transformed the way in which Human Resources offices manage and communicate employee information and communicate with employees, in general.
In a world in which identity theft is prevalent and can cost an employee countless working hours over several years to correct, safeguarding employee records is critical. Identity theft is so serious and rising that every employer needs a plan to prevent.
Did words like Intranets, wikis, webinars, and blogs exist in common language ten years ago? Now, employees use them internally to stockpile information, work collaboratively, and share opinions and project progress. They can even work virtually and with distant teams simultaneously. They hold meetings and share visuals with teams from all over the world.
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