Read Reading 1.1: Using Targeted Analytics to Improve Talent Decisions in the text.
Q.1 Select an organization that you have some familiarity with. Look at Figure 2: Work Design Embedded in Human Capital & Business Model Approaches and pay particular attention to Work Design That Maximizes Engagement and Org Performance. (You examples from Q.2)(200 words)
· Compare and contrast the information provided with your selected organization and how it conducts talent decisions.
· What are the advantages?
· What are the disadvantages? What additional factors and information are necessary when making human resources decisions?
· Be sure and develop your responses fully.
Q.2 write reply for these discussions (100 words)
Somewhat familiar with Delta Air Lines’ HR practices, I’ve selected this organization to review. At its Talent Acquisitions level, Delta utilizes a Capability-Opportunity-Motivation (COM) Model to analyze and establish job designs for fixed and evolving roles. One advantage of using this model is that it allows the dynamics of a role to be analyzed and crossreferenced on an industry level for organizational impact and salary definition. However, a primary disadvantage resulting from this ever-advancing process is that clarity is sometimes forfeited by the effort to make a job within the organization seem more attractive to potential employees.
In comparison to companies of a similar size, turnover at Delta is relatively low. The company’s retention of quality employees ranks in the Top 10% of its industry. (Comparably). Although unionization has been an issue for the company, Delta has managed to stave off employee unionizing for decades. They’ve done so by offering generous benefits and privileges. This practice indicates a sustained understanding and appreciation of employee loyalty/productive engagement, which ultimately lends to organizational success and profitability.
Trust and reliability in the ability of leadership will often lend to employee loyalty. Where there is employee loyalty, there will also most often be customer loyalty. Trustworthiness rates high among Delta employees. (Comparably). One problem area within the organization regards the company’s contingent workforce.
Along the outer stratum of Delta’s global operation is a realm of non-permanent personnel who accept limited job-security on a piece work basis. Understandably, filling necessary roles on a freelance basis presents a cost-conscious rationale to an organization’s bottom line. While freelance employees generally understand and consent to this casual or contract level of hire, there remains a level of inequity for the contingent worker that this analysis aims to address and resolve. The efforts to compensate capabilities, offer opportunities, and to motivate its contengent workforce lessens over time. This is a major problem area that, if left untended, can create problems for the organization in the not-so-distant future.
Reference
Comparably. (2016). Delta air lines executive team. Retrieved from: https://www.comparably.com/companies/delta-air-lines/retention.
