New HR Strategy Makes Lloyd’s a “Best Company”

Bohlander discussed in chapter one. One of the biggest things I took from the chapter was evolution of HR managers from macrocosm a person consumed by society personnel matters to contend an active role in meliorate the business model a familiarity has through in no.ation and providing advice to company executives. Ms. Black spoke of the ingest of Lloyds employees to be challenged in their subject.In Human Behavior in Organizations, Sinclair, Cuttell, Vandeveer and Menefee write about how it is essential to provide employees with work that challenges them, because challenging work is viewed as being rewarding work, this in turn provides for an increase in employee motivation and makes them feel as though they are true stakeholders in the organization (pgs 50-51). Additionally, the workers cited community involvement and health motivators as reasons for their continued motivation.Clearly, these workers sanction Snell and Bohlander to be correct when those authors wrote about the wishing for companies to be unwrapn as being socially responsible and offer innovative incentives to keep their employees not all motivated, but wanting to work for a company (pgs 10,11,20,28). This ability to ring outside the normal work paradigm of salary raises and promotions with regards to employee benefits backs up Blacks necessitate that HR managers will need to be able to hold back depart and work within in that change.This is vital with the changing American demographics(Census Bureau) and the determine that younger workers and distinguishable finiss bemuse when it comes to work motivation and success. The idea of attracting these sore workers highlights the concept of strategic thinking that Black spoke of to be flourishing in the new HR. From reading the case study, it appears as though Blacks dodge has been a success. It has been a success not only for Lloyds, but it appears as though it also successful for the employees.Often when one thinks about impro ving the company the image of layoffs, furloughs and other morale crushing decisions come to mind. It go throughms that these changes have positively changed worker lieus, with Lloyds being ranked as one of the approximately desirable companies to work for. Even the website Payscale shows employees at Lloyds giving the company tetrad out of five stars for workplace environment (Payscale). This recognition as a great place to work from respected media outlets like the Sunday propagation can only help to recruit and retain the best natural endowment for Lloyds.The ability for the employees to develop their career, and know that they can be rewarded for their work, has to provide incentive for those workers to make Lloyds a more successful company filled with happy, cultivable workers. Companies are finding that many advantages can be gained by deviation global. As with anything however, there are also pitfalls to entering into global markets to sell, or make items. If I were t he HR manager for a company that is creating offices slightly the globe, I would lobby for each country to have separate culture specific HR policies.What works for American companies will not fifty-fifty work in many parts of France. Snell and Bohlander spoke of the French workers fetching their managers hostage(pg 19). While such an action would be cause for termination without a great deal protest in America, the French have a different attitude towards work relations. If another western nation has such a different outlook towards work issues, imagine the pitfalls inherit with going to Asia, Africa, or Latin America with totally different norms and societal expectations.Not only would it be a necessity to learn and become adroit in that cultures value and ways of work, you would need to ensure to meet compliance for all laws in that nation, which could be very different than our laws. The need for precise translations would be preponderating to ensure that all employees know precisely what the companies expectations are and how the employees are evaluate to act and what they are expected to do. The power of no is immense.Employees, managers and executives alike need to be bound by the rules and regulations that run a company for that company to have success. Since I have not worked in an office environment, I am more limited in the potential conflicts that I could see arising where as an HR manager, I would have to be firm and go after the guidelines established by the company and their protocols. One instance I could see arising, that has happened in a school amazeting, is habitual employee tardiness.Many companies, in put in to retain talent and keep their employees happy and motivated, have adapted worm magazine. The schools systems can not do this, as we have a set bell schedule. If an employee consistently asked to come in late, or leave early, the time would come when you would have to say no to the employee. Hopefully, the prior incidents h ad been documented so that you could prove you tried to accommodate the employee to the extent possible.If other workers notice what they see as another employee receiving preferential treatment, I imagine a cascading subject where the other workers would naturally insist upon being treated the same, or they whitethorn become resentful towards the company and the employee who seems to be treated differently. Any smear that violates company policy, or more importantly the law, must be told no. As an HR manager I am responsible for defend the company, the executives and the employees. Recently at school we had an issue with coworker harassment and bullying.While I do not know the specifics of that incident, I do know that if the administrators or anyone from the Board of Education had received information about the issue, they would have to let off to the parties that such things are not acceptable, damage the school community and blunt the possibility of civil litigation. Whenev er a potential conflict exists that could violate company procedure, or the law, HR must be firm and stand by their convictions and ensure that all workers are treated equitably and fairly.Works CitedBarnes, N.G. (2010, Spring). How do the to the highest degree successful companies use social media? Marketing Research, (10). Retrieved June 1, 2013 from http//www.marketingpower.com/ResourceLibrary/Publications/MarketingResearch/2010/1/Tweeting.pdfPayscale. (2013). Retrieved on June 1, 2013, from Payscale website http//www.payscale.com/reasearch/UK/Employer=Lloyds_of_London/ lucreReinhart, C. (2013). The Relationship between Marketing and Human Resources.Houston Chronicle. Retrieved June 1, 2013, from http//smallbusiness.chron.com/relationship-between-marketing-human-resources-10287.htmlSinclair, G., Cuttell, D., Vandeveer, R., & Menefee, M. (2002). Human Behavior in Organizations (4th ed.) Boston Pearson Custom Publishing.Snell, Scott & Bohlander, George. (2013) Managing Human Resou rces. (16th ed.) Mason, OH South-Western.U.S Census Bureau. (2013, may 15) Population Projections. Retrieved May 30, 2013 From the World Wide Web http//www.census.gov/population/projections/data/national/2012/summarytables.html