Respond to two of your peers. Did any of your peers’ responses provide additional insight that was not included in your original post? Did they change your original perspective on any of the questions? Explain and discuss with your peers in your follow-up posts.
POST 1:
After reading the article “5 Tips for Hiring – and Retaining – Top Talent” in the Module Six Reading and Resources section, in my opinion, the two strategies that I deem most important when it comes to organizational culture improvement is hiring the right managers and secondly hiring the right staff whom are the right culture fit and have right skill sets.
- What will your selection impact the most (e.g., employee satisfaction, perception, behavior, etc.), and how do you envision the influence on the culture?
Selecting the right manager for the job will assist in creating the best environment for each staff member, this can affect communication in a positive way showing that staff can trust and come to management for anything, and could have a large impact on reducing turnover for new hires.
It goes both ways, however, in order to improve a company’s culture for the better attracting the right talent is important to the success of the cooperation. Selecting the right team members, retaining employees that are the right fit for the culture of your organization you are more likely to see the maximum performance, with a successful partnership between upper management and staff that will benefit from higher performance on the job.
- Did you have organizational performance in mind when making your selection? Explain.
Yes, if anything organizational performance is my primary concern when selecting retaining and attracting the best talent to ensure the success of the company. To have a positive working relationship between management and employees not only reduces turnover which ensures that the resources and time and efforts put into a new hire is not all for not but it also makes for a higher level of trust and keeps staff happy which motivates them to perform higher and value their job this appreciation shows in their focus at work, showing up on time for their shift, unnecessary call-outs, this trust benefits the organization for the better.
- How would your selection affect employee retention?
The selection has an effect on employee retention should I not hire the right managers this fit would cause an environment that was created by a manager that is not the right fit that could be toxic to the company, this can alter the way that employees and managers interact and can cause staff who are not likely to stay set up a relationship that cannot last. Counting on people within an organization creates a more responsive organization that is more profitable an organization that people enjoy working and customers enjoy using the organization for their needs above another.
POST 2:
“The two tips I have selected are “2. Put them to work & 4. Assess characteristics and traits” (Young Entrepreneur Council, 2013). These two tips are most important when influencing behavior and productivity. A candidate that will complete tasks and projects within a timely manner will ensure to management and other coworkers that this individual is reliable and responsible. Their characteristics and traits will impact behavior and can create positivity (or negativity if selected/read improperly) throughout the workplace. If you select the right talent with the necessary characteristics such as self motivation to fill a position with a heavy workload, this will benefit organizational performance by having deadlines met and the company moving smoothly. People want to be around other people like them; if you hire hard working, self-motivated, and driven candidates then you will also retain them longer. As a talent manager, you will better understand what to use to motivate these personnel.
