Case Study - Mountain Bank Essay Example | Topics and Well Written Essays - 750 words

Case Study - Mountain Bank - hear ExampleUniversalistic approach Universalistic approach focuses on identifying a set of practices that atomic number 18 beneficial to all transcriptions. It has a number of practices known as the commitment strategy that atomic number 18 beneficial to organizations. Practices in the commitment strategy give an impression that management cares about its employees. The strategy also ensures that employees have the dressing and freedom to pursue important job tasks. Mountain Bank should ensure that the tellers are treated wellhead and know that they are valued as they are the main contact persons with the customers. A good and perpetrate change state force has been proved to increase efficiency in an organization and therefore increasing the boilersuit productivity of the organization. Employees should be well trained on their tasks as they are the main drivers of customer gladness in the organization. Long term commitment will also assist in f acilitating the strategy of leverage the strong retailing clientele to taking up their services in the real estate and incorporated areas. Human Resource Strategies There are four human resource strategies that an organization can pick out up and these take the internal/ represent approach, international/cost approach, internal/differentiation approach and external/differentiation approach. ... This strategy emphasizes hiring and retaining loyal employees who do task as per instructions given. Organizations with this strategy design work so that employees have broad roles and perform a variety of different tasks. Persons recruited and hired fit the organization culture and have a potential to become loyal employees. Efforts are made to satisfy the unavoidably of employees and number a strong bond that reduces the likelihood of employee turnover. Organizations with this human resource strategy hire tidy sum early in their careers and provide them with extensive training in a n umber of different skills. Careers include different positions and promotions are made into positions that are not closely related to previous experiences. Performance appraisals are designed to facilitate cooperation rather than competition, thus encouraging team work. Compensation includes long-term incentives and benefits. Unions which help build feelings of unity are common in organizations with this kind of strategy. The external orientation combined with a cost leadership strategy results in a Bargain Laborer HR strategy. The emphasis of this strategy is on obtaining employees who do not demand high wages. Organizations with this strategy design work so that managers can tightly control employee efforts. Each employee is given clearly defined tasks that can be learned easily. People are recruited and hired to perform simple tasks that do not require clearly developed skills. Minimal anxiety is given in meeting the long-term needs of employees. Organizations with this human re source strategy dont provide careers with clear paths for promotion and advancement. Performance appraisal focuses on a day-to-day feedback and rarely incorporates schematic measures. Training is