W1BUS692res2

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Directions: Please read each passage below and respond to each part. I DO NOT need a reference or title page, however please provide the reference(s) underneath the passage. Please label as I have done below, example Part 1 and place your response along with the reference. Please keep each one on the same document! Please cite properly and use correct grammar.  DUE TOMORROW 8/29/22 BY 4PM CST NO LATER

Part 1

The fundamental processes of strategic HR are the 4R’s. The 4R model are right people, right things, right way, and right development. The purpose of the 4 R model is to align the organization employees’ motivation and performance levels to that of the organization goals. Once motivation and performance are aligned it can inspire everyone towards completing their goals. The first phase of the 4R model is the right people. In this phase it is important to recruit the well qualified candidates to a job role. Recruitment can be completed by the use of staffing, promotions, or workforce planning (Hunt, 2014). In order to determine the appropriate employee for each role it is important to conduct a job analysis to determine the best fit for each position. Job analysis allows the organization to see what skills and attributes are necessary for the employee to obtain prior to starting a role with the organization. Attributes are a form of characteristics such as job experience, education, or personality traits that an employee can possess which can make them the right person for the position (Hunt, 2014). After an analysis is completed HR managers are able to build a top performing team by recruiting in the right places. (Matrisian, 2014). Recruiting should be done early therefore there will not be any gaps in production. Lack of recruiting can also cause performance gaps due to not having enough employees working. 

      The fundamental processes of strategic HR are the 4R’s. The 4R model are right people, right things, right way, and right development. The purpose of the 4 R model is to align the organization employees’ motivation and performance levels to that of the organization goals. Once motivation and performance are aligned it can inspire everyone towards completing their goals. The first phase of the 4R model is the right people. In this phase it is important to recruit the well qualified candidates to a job role. Recruitment can be completed by the use of staffing, promotions, or workforce planning (Hunt, 2014). In order to determine the appropriate employee for each role it is important to conduct a job analysis to determine the best fit for each position. Job analysis allows the organization to see what skills and attributes are necessary for the employee to obtain prior to starting a role with the organization. Attributes are a form of characteristics such as job experience, education, or personality traits that an employee can possess which can make them the right person for the position (Hunt, 2014). After an analysis is completed HR managers are able to build a top performing team by recruiting in the right places. (Matrisian, 2014). Recruiting should be done early therefore there will not be any gaps in production due to not having enough employees working (Matrisian, 2014). Recruiting should also be done often to account for individuals that may leave the organization or in the even someone is promoted. Keeping a consistent recruiting plan is beneficial to the organizational performance.

           In the second phase which is right things. Organizations have to identify and communicate the goals of the organization in a clear and consistent way (Matrisian, 2014). Organizations need to communicate this goal in order for employees to understand what is expected from them (Matrisian, 2014). Clearly communicated goals in place provides a standard to employees in which they must adhere to. Employees can receive these goals or organizational standards during the onboarding process or through a training program (Matrisian, 2014). The onboarding process or training program allows employees to assimilate to the organization culture. During the onboarding process the organization mission, values, goal, and vision are explained to ensure that all employees are following the guidelines (Matrisian, 2014).  Employees that fail to focus on the goals will fail to meet the organization objectives.

            The third phase is the right way. In this phase the organization wants to ensure that the employee is meeting their goals. Employees are evaluated using a performance management system. Employees that are not meeting their performance levels are provided with feedback or other resources to help them improve their performance gaps (Matrisian, 2014). Employees that are meeting or excelling at their performance goals are provided with a merit-based compensation (Matrisian, 2014). In Providing a compensation plan rewards employees for their hard work. Individuals that continue to excel in the workplace can receive an opportunity to move up the corporate ladder by advancing their career (Matrisian, 2014).

            In the final phase which is right development. Employees are able to develop themselves based on their job experiences are resources. The more resources that are provided to the employee can contribute to the success of the organizations. According to Hunt (2014) “Put people in jobs, assign them goals, and provide them with training and learning resources. If all the phases of the 4 R model are completed successfully then the organization should have no problems meeting the organization needs.

References

Hunt, S.T. (2014). Common sense talent management: Using strategic human resources to improve company performance (Links to an external site.) (Links to an external site.). Retrieved from eBook Central.

Matrisian , M. (2014). The four R’s of Human Capital Management. https://www.wealthmanagement.com/marketing/four-rs-human-capital-management

Part 2

High potentials losing their enthusiasm has unsettling ramifications for businesses. According to our research, highly disengaged workers’ discretionary effort—that important propensity to go above and beyond—can be as much as 50% lower than that of their coworkers with ordinary engagement. No CEO can afford to lose so much productivity from a company’s key employees, especially in the current economy( Schmidit, Martin, 2010). It is becoming even more difficult to attract, retain, and develop high performing employees due to lack of motivation. I have even learned over the course of taking various classes, employees have to have various motivational factors to encourage high performing employees. Yes, it is true that some employees are goal oriented, and have it in mind to work hard, and climb the ladder of success, but that is not the mind set of all employees, for both new, and senior employees. 

According to the graph on 2.1, , there are 4 Rs that help attract, retain, and develop, employees. These include:

· Hire the right employees. these employees should have the skills, visions, and goals that seems right for the company. Employers should hire employees who can embrace the company culture and ensure success by bringing their talents. 

· Goal based compensation, and rewarding employees based on satisfactory work. This can include a bonus for overachieving and going above and beyond to complete company goals. 

· make sure the job is done the right way. Ensuring this can better help employees complete company goals. For example, if employees were given feedback, this can help them understand small errors or give them confidence is they are doing exceptional!

· put things in place that drives the right development. For example, if an employee is new, having the right resources, and the right training in place can help employees maximize production(Hunt, S.T. (2014)). 

Hunt, S.T. (2014). Common sense talent management: Using strategic human resources to improve company performance (Links to an external site.).  Retrieved from Ebook Central.

How to Keep Your Top Talent (hbr.org)
 

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