netrashetty
Netra Shetty
Conseco (NYSE: CNO), originally Security Life of Indiana, is a financial services organization based in Carmel, Indiana. Conseco's insurance subsidiaries provide life insurance, annuity and supplemental health insurance products to more than 4 million customers in the United States. These products are distributed through independent agents, career agents and direct to customers through television advertising and direct mail.
Conseco is currently ranked 503 on the Fortune 1000 with 2007 revenues of $4.5 billion.
It only follows when we speak of strictness of standards with the rigidity in organizational culture. This approach somehow manifests close-knit structural proceedings. This means that an organization systematically follow and observe proper behavior dictates by a given structure. Within such defined structure everything moves and the attempt to go away with the routine and structural orientation affect the standards set by the organization.
Moreover, greater probability can be determined towards the rigidity in organizational culture due to strict standards implementation. What is common in this is the fact that only what is ask outlined in the set of standards is shown and expressed by employees and what is not ask is not necessary. Hence, the flow organizational culture only locked up in the set of strict standardization.
The impact of rigidity to employees may vary accordingly. Some employees may be susceptible to rigidity and other may not, however, what it can give a negative impact is the predictability, rehearsed and routine behavior, being unnatural rather than relaxed. Rigidity disallowed any radical changes to the standards and it performs a mechanical behavior among the employees. This negative impact can become detrimental in the development not only of employees but of the whole organization.
Job descriptions supply the essential details for internal assessment that include availability of positions, number of jobs and the strategic importance of the jobs. Human resource specialists can redesign jobs to eradicate redundant tasks and integrate responsibilities on the basis of a clear identification of the current functions being performed and the time spent on performing them. The fundamental aim of human resource management is to provide for the presence of a compliant and accommodating team in an establishment. There are four major aspects of the human resource management, namely operational, organizational, personal and societal (Project Management Institute 2006).
• Societal Objectives: The project manager should be morally and communally prepared to meet the wants of, and tackle the issues plaguing society, while simultaneously reducing the negative effects of these charges upon the establishment.
• Organizational Objectives: To acknowledge the function of a project manager, in the field of human resource management, in generating organizational efficiency. In short, this branch essentially exists for the sole purpose of benefitting the establishment and ensuring its progress.
• Functional Objectives: The project manager should supervise and ensure that the department caters to the needs of the establishment in a stable and steady manner.
2.4 Link with `s Goals and Strategies
has predefined certain objectives for its project managers such as portfolio management, business planning, project planning and execution. A perfect alignment of these activities leads to the portfolio element being fed by strategy, the project management element being fed by the portfolio and the team`s execution is fed by the project manager. In certain cases, establishments handle all enterprises and undertakings in a similar manner, irrespective of the entrepreneurial tactic or stratagem that the establishment opts for (Pinto 1989 & Covin 1989). Therefore, if the enterprise’s business tactic is converted into project related objectives, its .Thus, when the organization's business strategy is translated into project-level goals, its specialized rareness and exclusivity is amplified multifold. (Mathis & Jackson 2007).
3. Recruitment
Recruitment is the practice of attracting a collection of eligible candidates for an available post through particular measures like publicity, broadcasts and announcements (Dessler et al 2007, p.168). has its recruitment in accordance to ADA (Americans with Disabilities Act), along with a strong implementation of Equal Pay Act (1963), Civil Rights Act (1991), Congressional Accountability Act (1995) and other legislations laid down by the US government (See Appendix 9). It is rather note-worthy that has shown its capability in demonstrating such a cohesive branding know-how all through their commodities, promotion, vending and distributing, assisting clients, and hiring or appointing candidates.
3.1 Commence Recruitment
The Director of Human Resources at Headquarters in Cupertino completes the following documents before there is an announcement for a position:
• Recruitment request form
• Job description
• Job classification and suggested salary range
• Interview questions
• Test/Skill evaluation tools
• Criteria for evaluating candidates
Conseco is currently ranked 503 on the Fortune 1000 with 2007 revenues of $4.5 billion.
It only follows when we speak of strictness of standards with the rigidity in organizational culture. This approach somehow manifests close-knit structural proceedings. This means that an organization systematically follow and observe proper behavior dictates by a given structure. Within such defined structure everything moves and the attempt to go away with the routine and structural orientation affect the standards set by the organization.
Moreover, greater probability can be determined towards the rigidity in organizational culture due to strict standards implementation. What is common in this is the fact that only what is ask outlined in the set of standards is shown and expressed by employees and what is not ask is not necessary. Hence, the flow organizational culture only locked up in the set of strict standardization.
The impact of rigidity to employees may vary accordingly. Some employees may be susceptible to rigidity and other may not, however, what it can give a negative impact is the predictability, rehearsed and routine behavior, being unnatural rather than relaxed. Rigidity disallowed any radical changes to the standards and it performs a mechanical behavior among the employees. This negative impact can become detrimental in the development not only of employees but of the whole organization.
Job descriptions supply the essential details for internal assessment that include availability of positions, number of jobs and the strategic importance of the jobs. Human resource specialists can redesign jobs to eradicate redundant tasks and integrate responsibilities on the basis of a clear identification of the current functions being performed and the time spent on performing them. The fundamental aim of human resource management is to provide for the presence of a compliant and accommodating team in an establishment. There are four major aspects of the human resource management, namely operational, organizational, personal and societal (Project Management Institute 2006).
• Societal Objectives: The project manager should be morally and communally prepared to meet the wants of, and tackle the issues plaguing society, while simultaneously reducing the negative effects of these charges upon the establishment.
• Organizational Objectives: To acknowledge the function of a project manager, in the field of human resource management, in generating organizational efficiency. In short, this branch essentially exists for the sole purpose of benefitting the establishment and ensuring its progress.
• Functional Objectives: The project manager should supervise and ensure that the department caters to the needs of the establishment in a stable and steady manner.
2.4 Link with `s Goals and Strategies
has predefined certain objectives for its project managers such as portfolio management, business planning, project planning and execution. A perfect alignment of these activities leads to the portfolio element being fed by strategy, the project management element being fed by the portfolio and the team`s execution is fed by the project manager. In certain cases, establishments handle all enterprises and undertakings in a similar manner, irrespective of the entrepreneurial tactic or stratagem that the establishment opts for (Pinto 1989 & Covin 1989). Therefore, if the enterprise’s business tactic is converted into project related objectives, its .Thus, when the organization's business strategy is translated into project-level goals, its specialized rareness and exclusivity is amplified multifold. (Mathis & Jackson 2007).
3. Recruitment
Recruitment is the practice of attracting a collection of eligible candidates for an available post through particular measures like publicity, broadcasts and announcements (Dessler et al 2007, p.168). has its recruitment in accordance to ADA (Americans with Disabilities Act), along with a strong implementation of Equal Pay Act (1963), Civil Rights Act (1991), Congressional Accountability Act (1995) and other legislations laid down by the US government (See Appendix 9). It is rather note-worthy that has shown its capability in demonstrating such a cohesive branding know-how all through their commodities, promotion, vending and distributing, assisting clients, and hiring or appointing candidates.
3.1 Commence Recruitment
The Director of Human Resources at Headquarters in Cupertino completes the following documents before there is an announcement for a position:
• Recruitment request form
• Job description
• Job classification and suggested salary range
• Interview questions
• Test/Skill evaluation tools
• Criteria for evaluating candidates
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