Essays on Marshall & Gordon - Human Resource Management Assignment

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The paper "Marshall & Gordon - Human Resource Management " is a good example of a management assignment. Marshall & Gordon is an international and global public relations firm, offering various services across the world. The company is a market leader with a large market segment. Even though the firm has positioned itself well in the market, it requires new strategies so as to survive the stiff competition it faces in the market. Marshall & Gordon just like any other international firm is currently facing high competition in the market. In order to improve its performance, the firm must adopt new ways of marketing its services.

It is vital for the firm to motivate its employees and to develop a strong relationship with its customers. The company has expanded its target customers by expanding its service offering to include executive positioning. In order to succeed in offering these services, it has to adopt various strategies include training of its employees so that they can be able to explain how the new services work. Customers will definitely want to know more about the new services and, therefore, the employees should be in a position to explain it.

Furthermore, the company to have a clear vision and mission so that it can act as the driving force in the company. Having a clear vision is paramount. The entire employees will be knowing what the company is driving to achieve. It will also motivate the employees because everyone in the organization will want to be part of the success (Ambrose et al, 2014). The firm needs to make some strong choices concerning rolling-out, measuring the aspect of consultant’ s performance, the kind of performance management system and process that will be relevant in supporting the compensation system in the firm, and the personnel who should be responsible in deciding the consultants’ variable compensation. The current compensation system of Marshall and Gordon is fairly good, and it is likely to support the company’ s new strategy.

The compensation system for the managers is so high Marshall & Gordon as compared to other firms. This will motivate them to implement the strategy that adds executive positioning to the traditional public relations services.

The CEO and other leaders within the company are paid well and; therefore, they will work extremely hard in pursuing the goals and objectives of the company (Bell, 2014). Marshall & Gordon is an international firm with its subsidiaries all over the world. Though the company faces threats from competitors, there is no doubt that the company will retain its employees, especially the productive ones. Employers are always looking for higher compensation that is proportional to their work. Job description in Marshall & Gordon is current because it is updated whenever the job content changes.

This encouraging because the compensation system will also change. Employees are a vital element in the company. This is because they are a major determinant of the future of the company. Marshall & Gordon is likely to succeed in pursuing a new strategy if there will be a maximum involvement of the employees (Kearney and Mareschal, 2014).  

References

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Bell, B. S. (2014). Rigor and Relevance. Personnel Psychology, 67(1), 1-4.

Breevaart, K., Bakker, A. B., & Demerouti, E. (2014). Daily self-management and employee work engagement. Journal of Vocational Behavior, 84(1), 31-38.

Dale, B. G., Van Der Wiele, T., & Van Iwaarden, J. (2013). Managing quality. John Wiley & Sons.

Hooler, M. (2013). Human resource management: Strategy, people, performance. McGraw-Hill Education.

Kearney, R. C., & Mareschal, P. M. (2014). Labor relations in the public sector. crc Press.

Kirkaldy, H. S. (2014). Industrial Relations in Conditions of Full Employment. Cambridge University Press.

Kramar, R., Bartram, T., De Cieri, H., Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P.

Lim, V. K., & Kim, T. Y. (2014). The Long Arm of the Job: Parents’ Work–Family Conflict and Youths’ Work Centrality. Applied Psychology, 63(1), 151-167.

Moore, C., & Tenbrunsel, A. E. (2014). “Just think about it”? Cognitive complexity and moral choice. Organizational Behavior and Human Decision Processes, 123(2), 138-149.

Nishii, L. H. (2013). The Benefits of Climate for Inclusion for Gender-Diverse Groups. Academy of Management Journal, 56(6), 1754-1774.

Oliver, L., Stuart, M., & Tomlinson, J. (2014). Equal pay bargaining in the UK local government sector. Journal of Industrial Relations, 0022185613517474.

Ou, A. Y., Tsui, A. S., Kinicki, A. J., Waldman, D. A., Xiao, Z., & Song, L. J. (2014). Humble Chief Executive Officers’ Connections to Top Management Team Integration and Middle Managers’ Responses. Administrative Science Quarterly, 0001839213520131.

Torelli, C. J., Leslie, L. M., Stoner, J. L., & Puente, R. (2014). Cultural determinants of status: Implications for workplace evaluations and behaviors.Organizational Behavior and Human Decision Processes, 123(1), 34-48.

Torelli, C. J., Leslie, L. M., Stoner, J. L., & Puente, R. (2014). Cultural determinants of status: Implications for workplace evaluations and behaviors.Organizational Behavior and Human Decision Processes, 123(1), 34-48.

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