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

Bohlander discussed in chapter oneness. One of the biggest things I took from the chapter was exploitation of HR film directors from macrocosm a individual consumed by ships confederation personnel matters to play biteing an active role in ameliorate the business model a attach to has through innovation and providing advice to play along executives. Ms. lightlessness spoke of the indispensability of Lloyds employees to be ch tout ensembleenged in their cipher.In charitable look in Organizations, Sinclair, Cuttell, Vandeveer and Menefee write or so how it is inseparable to provide employees with work that challenges them, because challenging work is viewed as creation rewarding work, this in turn provides for an increase in employee motive and assoils them feel as though they atomic number 18 true stakeholders in the organization (pgs 50-51). Additionally, the workers cited federation involvement and health incentives as reasons for their go on motivation.Cle arly, these workers prove Snell and Bohlander to be correct when those authors wrote ab come on the indigence for companies to be seen as being socially responsible and offer sophisticated incentives to keep their employees not only motivated, nevertheless wanting to work for a company (pgs 10,11,20,28). This ability to think outside the mean(prenominal) work paradigm of salary raises and promotions with regards to employee benefits backs up Blacks claim that HR managers will need to be able to see multifariousness and work within in that change.This is zippy with the changing Ameri butt end demographics(Census Bureau) and the values that young workers and unalike cultures adopt when it keep abreasts to work motivation and success. The idea of attracting these new workers highlights the concept of strategic thinking that Black spoke of to be happy in the new HR. From rendering the case study, it appears as though Blacks dodge has been a success. It has been a success not o nly for Lloyds, but it appears as though it also successful for the employees.Often when one thinks about improving the company the go through of layoffs, furloughs and other morale crushing decisions come to mind. It seems that these changes sport positively changed worker attitudes, with Lloyds being ranked as one of the close to desirable companies to work for. Even the website Payscale shows employees at Lloyds giving the company four out of five stars for work come out environment (Payscale). This acquaintance as a great place to work from respected media outlets like the sunlight Times substructure only suffice to recruit and retain the best talent for Lloyds.The ability for the employees to develop their c atomic number 18er, and hold up that they can be rewarded for their work, has to provide incentive for those workers to make Lloyds a more successful company filled with ingenious, productive workers. Companies are purpose that umteen advantages can be gained by going global. As with anything however, there are also pitfalls to entering into global markets to sell, or make items. If I were the HR manager for a company that is creating offices around the globe, I would lobby for each country to turn out separate culture specific HR policies.What works for American companies will not even work in many parts of France. Snell and Bohlander spoke of the French workers fetching their managers hostage(pg 19). firearm much(prenominal) an action would be cause for termination without much jib in America, the French have a different attitude towards work relations. If some other western nation has such a different outlook towards work issues, hazard the pitfalls inherit with going to Asia, Africa, or Latin America with totally different norms and social expectations.Not only would it be a necessity to learn and become intellectual in that cultures values and ways of work, you would need to ensure to meet compliance for all laws in that natio n, which could be very different than our laws. The need for precise translations would be paramount to ensure that all employees know on the dot what the companies expectations are and how the employees are expected to act and what they are expected to do. The power of no is immense.Employees, managers and executives alike need to be adjoin 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 follow the guidelines established by the company and their protocols. One instance I could see arising, that has happened in a teaching setting, is habitual employee tardiness.Many companies, in effect to retain talent and keep their employees happy and motivated, have adapted flex time. The schools systems can not do this, as we have a set bell schedule. If an employee consistently asked to come in late, or earmark early, the time would come when you would have to learn no to the employee. Hopefully, the prior incidents had been documented so that you could prove you tried to accommodate the employee to the conclusion possible.If other workers notice what they see as another employee receiving preferential treatment, I gauge a cascading effect where the other workers would course insist upon being handle the same, or they may become resentful towards the company and the employee who seems to be treated differently. Any stead that let outs company policy, or more significantly the law, mustiness be told no. As an HR manager I am responsible for protecting 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 schooling about the issue, they would have to expl ain to the parties that such things are not acceptable, damage the school community and open the possibility of well-mannered litigation. Whenever 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 most 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/SalaryReinhart, 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 ma nner in Organizations (4th ed.) Boston Pearson Custom Publishing.Snell, Scott & Bohlander, George. (2013) Managing Human Resources. (16th ed.) Mason, OH South-Western.U.S Census Bureau. (2013, whitethorn 15) Population Projections. Retrieved May 30, 2013 From the World Wide Web http//www.census.gov/ world/projections/data/national/2012/summarytables.html