Content and Cluster Analysis of Advertisements †MyAssignmenthelp

Question: Discuss about the Content and Cluster Analysis of Advertisements. Answer: Introduction Human resource management is considered a significant role in the management team of a well-known organization named, Gulf Cooperation Council. It is very important for people to understand the significance of HRM and Operations management. In the study, various kinds of selection techniques are all discussed effectively. Reward management and performance tools are all discussed for enhancing the performance of employees. Proper training and development opportunities are provided for enhancing the knowledge and skills. Various kinds of recommendations are provided for improvement in the study. For the study, motivation theory and organizational behavior theory are all discussed. HR selection tools are considered a series of steps, which includes screening, employee applications, telephone interview, recruiting manager interview, background interview, drug testing and skills assessment. Screening of these applications is the technique of selecting and understanding if a person meets jobs qualification (Tao and Shi 2016). The materials of application reveal if the applicants meet the elements to the instructions. Many of the recruiters conduct telephonic interviews like the method of second round selection. All of the interviews can be considered productive if usage of a recruiters time can decide application instructions. Applicants who perform their new activities perfectly, move to next tool of selection, a face to face interview can happen with manager. In the third stage, the recruiting manager determines which candidate is considered good for the qualifications (Ili?, Baucal and Pei? 2015). The recruiting manager determines which candidate is good for the job and how the candidate gets fitted into the culture of workplace. Background checks happen after the recruitment manager selects the employers a decision making. When an organization gives an offer, the recruiter explains that particular recruiter evaluates the offer is conditioned on the good results and the investigation of background that proves history of job. Utilising background checks are considered as the selection tool can give all the employers a satisfaction of decision making. Screening candidates for illegal drugs is kind of selection tool that most of the employers utilise for ensuring that these people do not have issues regarding the workplace safety. Pre-employment test of drug may reduce liability of employees safety and satisfy the requirements of some employees compensation (Eicken et al. 2016). For jobs that need expertise or skills in some specific fields, employers consider the assessment of skills in recruiting tools (Bliss 2015). Tests can range from computer proficiency in a particular area for measuring the administrative skills. Utilising reward management and performance tools for motivating, enhancing employee performance and identifying the effectiveness of those tools Technology and innovation has become significant aspects of business. organization. It provides the employees flexibility, so that the organization can develop successfully. Basecamp is considered one of the most significant aspects of the organization. Each and every employee add the tasks for days and months and check that the tasks are all completed with the help of Basecamp. It helps the management watch that whats on the plate of every employee and whether they can get through enough tasks (?erne, Batisti?, and Kenda 2018.). TinyPulse is considered a significant aspect of a business organization. It provides people an opportunity of how people feel in the office. The most important aspect of Tinypulse is that it takes less than for filling out. With the help of application, one can understand what the organization feel and require. Desktime is powerful and simple tool that gives the organization a real time tracking capability. It provides management for categorizing application as neutral, unproductive and productive. It helps the employees track billable hours all among the employees (Kayl et al. 2017). It is considered a great application for all the of business organizations. 15Five is a web-based technique that helps develop clear connection and communication with the employees. This particular technique provide people an opportunity to work with each other, keep the projects moving and maintain an honest workplace. TrIt is easy to devlop new kind of Trello helps people visualize the work and keep things organized. It is easy to develop new kind of boards for organisations functions and manage the procedures effectively. Todoist: People can use Todoist for keeping each and every person up-to-date with everything from little things that can slip a persons minds to the tasks that a person performs daily (Brewster and Hegewisch 2017). Team tasks, productivity and deadlines can be reviewed effectively and they can be completed on time. The biggest perk is compatible with every performance that are used effectively. SnapEngage: SnapEngage is considered a significant aspect of the organization. In the dashboard, it can be seen how the consumers deal with employees and how those employees can resolve those issues. It helps people understand whether employees properly provide facts and improvements that th website can use. Performance management frameworks: One of the most popular and well-known frameworks refers to the balanced scorecard. It is a strategy tool that gives organizations a clarity of their strategy and communicating the organizational priorities (Khanna and Sharma 2017). Progress can be reviewed by evaluating objectives and prioritities that can be delivered. Action plans need to be defined for making sure of the fact that initiatives deliver organisations strategic priorities and business objectives. Employees feel the fact that good performance can go unrewarded and unrecognized and people disengage from the organisations mission.Recognition programmes and rewards are considered significant aspect of performance management system and methods can be developed for high performers. Personal development plan refers to action plan that remain based on a persons needs and actions can provide support to personal development. Personal development plans are utilized for identifying particular training and development needs (Ho et al. 2017). It helps the individuals feel how these people develop and how they can achieve that development. A person needs to identify the requirements of her position and how the requirements of the organization can change effectively. Two or three goals need to be selected on time and tim fram can be set for accomplishing the goals. When an employee performs the requirements of her position, the requirements of that position can change immediately (Delery and Doty, 2016). In order to identify job requirements, performance expectations can be understood. Identifying activities of development: People have to identify activities of development effectively. Therefore, effective resources and methods need to be identified properly. The employees have co-ordinate with the requirements of other professionals, so that their goals can be met. A person needs to look at the account statements for TFSA, RRSP and some other investment accounts to watch how that person performs the investments. If the income gets changed or financial goals get changed, the plan gets changed as well (Jackson, Schuler and Werner 2017). If people keep in track to meet goals, they have to adjust the goals. Major upset can happen in the organization if the employees can make progress towards reaching the goals. A person needs to some changes to plan to get back on the track. Effective organizations encourage the development among employees development of positive work relationships and coworkers. Workplace communication can be strengthened by setting proper expectations, practicing proper communication, identifying employee issues and offering timely response (Cascio 2018). Team work needs to be encouraged with the help of formal and informal team activities. Respect and trust can be ensured among the co-workers and supervisors, so that efficiency and innovation can happen in the workplace. Group expectations can be communicated immediately, so that each and every employees role provide success to business (Poba-Nzaou, Uwizeyemungu and Clarke 2018). Coach manager maintains good relationships with the staff. These people emphasise the requirements of two way communication, precise and clear expectations and requirements of individuals. Teamwork can be encouraged with the help of informal and formal team-building activities. Good relationships happen in the workplace when each and every individual consider the team and consider them as teammates (Rees and Smith 2017). Great work can be rewarded quickly and problems need to be addressed properly. Good work life opportunities can be offered, so that they can provide support to their jobs. Providing recommendations for improvement, discussing relevant theories and suggesting HRM areas of reward management, development and training HR managers perform proper functions for sustaining organizational operations. These people outline policies, which facilitates the relationships among employees and employers. These peoples main task is enhancing employees meet the financial goals of the company, so that principles can be maintained (Crawshaw, Budhwar and Davis 2017). Abraham Maslows Hierarchy of needs: The theory of Marlow evaluates the fact that a person remains inspired as per the requirements and that persons development will depend on the requirements and they are addressed at the levels. The requirements of the levels include social needs, security, work conditions and psychological needs (Belias et al. 2017). All of needs have to be addressed by making sure of the fact that workers and workplace are all respectful and friendly. Requirements at a high level like self-esteem and self-actualization can be properly tackled by giving problematic rewards, projects, benefits and some promotions. Maslow gets classified into two different categories, which include achievement, independence, mastery, dignity and desire for getting respect and reputation from other people. Maslow has identified the fact that reputation and respect are extremely important for adolescents and children. The needs of self actualization refer to realizing self potential, personal potential, so that personal development and experience can be sought. One can have a desire of becoming something capable, so that organizational goals can be achieved. The theory argues the fact two factors are satisfiers and hygiene. All of these factors do not determine success; however, they get resulted in poor performance. The factors of hygiene include salary, security of jobs, policies of business and conditions of work. The satisfiers include recognition, responsibility, development opportunity and responsibility (Bratton and Gold, 2017). HRM managers have to perform proper research for performing what the workers require and make necessary improvements for enhancing the tasks. There are a few steps that needs to taken for performing the Herbergs two-factor theory. Herzberg has referred to the causes of hygiene factors. For getting rid of those jobs, a person has to fiz obstructive and the policies of poor organisations. These people give supportive, effective and non-intrusive supervision. Therefore, a culture of respect can support can be created for all type of team members. They develop job status work giving meaningful work for all types of positions. These people also provide job security, so that organizational goals can be achieved. In order to develop satisfaction, Herzberg tells that these people have to address the motivating factors that remain associated with performance. He calls this factor job enrichment and every job needs to be examined for determining how the factor can be much better and much more gratifying to a person for performing activities (Gutierrez-Gutierrez, Barrales-Molina and Kaynak, 2018). There are certain things that needs to be considered and they are known as giving opportunities for achievement, recognizing peoples contributions, developing opportunities and offering opportunities of training. HR theories aim to get two types of outcomes, so that employees can get proper job performance and workers motivation can increase significantly. One theorist, Henri Fayol has argued that the workers perform their activities effectively as management remains efficient. From this particular theory, four different functions can happen, which include planning, organizing, controlling and leading (Bhattacharyya 2018). Efficiency expert was known as Frederick Taylor, whose theory gets resulted in a few movements in rate pay systems for the workers. McClellands Acquired Needs Theory: Acquired Needs theory evaluates requirements differently and some of the requirements are not hereditary. David McClelland has proposed the fact that a persons particular needs can be acquired over the time period and it can be shaped by a persons life experiences A high achiever has a requirement for power, so that the environment of workplace and they can differ from other workers (Kasemsap 2018). A good achiever can be driven by authority and feedback can happen because of the performance. Claytons ERG theory occurred from 1969 and human needs can be categorized into three categories and they are known as existence, relatedness and development. Alderfer has developed Maslows hierarch of needs with the help of categorizing the hierarchy. The theory can be divided into existence, development and relatedness. The existence group can remain concerned with giving needs of human beings. These include items that Maslow considers to safety and physiological requirements. As per the theory, these social and status need attention from other people and they must have desire for maintaining significant interepersonal relationships. Alderfer has categorized the lower order requirements into the existncee catgory and Alderfer has proposed a particular theory that can go along with ERG theory. Self-esteem or self-actualisation can never be met when individuals invest more amount of effort in category for getting high requirements. In this case, all of the physiological desires are identified and they are known as food, water, safety, air, clothing and affection. This particular part refers to Marslows first two levels. External and social esteems have to be encompassed and relationships have to be maintained with others such as friends, family members and co-workers. Therefore, these people feel secure as part of a family. This part refers to Marslows fourth and third levels. Internal self-esteem help a person become productive and innovativ and it has an impact on the environment and they are known as Maslows fourth and fifth levels. It involves desires to be productive and innovative for completing proper tasks. Conclusion In the study, an organisations HR management team and operations management team are considered significant aspects of a team. For the study, Culf Coorporation Council has been selected. Certain selection methods are identified in the study, so that HR management can develop successfully. Herzbergs two factor theory, Abrahams Hierarchy of Needs, Herzbergs two factor theory, David McClellands Acquired Needs Theory are all discussed in the study properly. Various aspects of HRM and operations management are all explained elaborately. 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