New Hr Strategy Makes Lloyd's a "Best Company"
Case Study 1
Suzy Black is the epitome of the “new breed” of HR managers that Snell and
Bohlander discussed in chapter one. One of the biggest things I took from the chapter was evolution of HR managers from being a person consumed by company personnel matters to playing an active role in improving the business model a company has through innovation and providing advice to company executives. Ms. Black spoke of the need of Lloyd’s employees to be challenged in their work. 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 incentives as reasons for their continued motivation. Clearly, these workers prove Snell and Bohlander to be correct when those authors wrote about the need for companies to be seen as being socially responsible and offer innovative incentives to keep their employees not only motivated, but wanting to work for a company (pgs 10,11,20,28). This ability to think outside the normal 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 change and work within in that change. This is vital with the changing American demographics(Census Bureau) and the values that younger workers and different cultures have when it comes to work motivation and success. The idea of attracting these new workers highlights the concept of strategic thinking that Black spoke of to be successful in the new HR. From reading the case study, it appears as though Blacks strategy has been a success. It has been a success not only for Lloyds, but it appears as though it also successful for the
Suzy Black is the epitome of the “new breed” of HR managers that Snell and
Bohlander discussed in chapter one. One of the biggest things I took from the chapter was evolution of HR managers from being a person consumed by company personnel matters to playing an active role in improving the business model a company has through innovation and providing advice to company executives. Ms. Black spoke of the need of Lloyd’s employees to be challenged in their work. 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 incentives as reasons for their continued motivation. Clearly, these workers prove Snell and Bohlander to be correct when those authors wrote about the need for companies to be seen as being socially responsible and offer innovative incentives to keep their employees not only motivated, but wanting to work for a company (pgs 10,11,20,28). This ability to think outside the normal 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 change and work within in that change. This is vital with the changing American demographics(Census Bureau) and the values that younger workers and different cultures have when it comes to work motivation and success. The idea of attracting these new workers highlights the concept of strategic thinking that Black spoke of to be successful in the new HR. From reading the case study, it appears as though Blacks strategy has been a success. It has been a success not only for Lloyds, but it appears as though it also successful for the
Cited: Barnes, 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.pdf Payscale. (2013). Retrieved on June 1, 2013, from Payscale website: http://www.payscale.com/reasearch/UK/Employer=Lloyds_of_London/Salary Reinhart, 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.html Sinclair, 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 Resources. (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