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Human Resource Management of Alliant Techsystems

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Netra Shetty
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Human Resource Management of Alliant Techsystems - January 22nd, 2011

Alliant Techsystems Inc., most commonly known by its ticker symbol, NYSE: ATK, is one of the largest aerospace and defense companies in the United States with more than 18,000 employees in 22 states, Puerto Rico and internationally, and 2010 revenues in excess of an estimated US$4.8 billion.[3] The company headquarters is located in suburban Minneapolis, Minnesota.


Human Resource Management can be defined as a function within an organization. This function focuses on management, recruitments and providing direction for employees in a given organization. Line managers can also be involved in human resource management. Under the organizational function, human resource management deals with issues relating to people. Such issues include hiring, performance, organization, developmental issues, safety issues, administration, training and finally communication issues. University, college and even PhD students often do courses related to human resource management. Such courses are classified under the field of management. Hence, it is possible to have management paper writing assignments.

The various types of management assignments that students do include management essays, research papers, term papers and even report paper writing assignments. One of the prerequisite is to have knowledge in management issues. Moreover, a student has to have excellent writing style so that he or she can manage to write quality management papers. There are several steps that have to be followed and the initial step is to choose a management paper topic. Topic ideas can be obtained from several human resource management textbooks or articles. The other source of information or topic ideas is the web whereby information can be obtained from human resource management sites. All these sites are available online.

After choosing the topic, the next step is research on relevant information related to the management paper topic. Information should be obtained from books, scholarly articles and even newspapers. All these sources of information should have data and content related to human resource management. Note-taking is advisable since it helps one to remember all the key points that have to be included in management papers. Moreover, it helps a writer to have a right structural organization of a management paper in terms of arrangement of paragraphs.

Gone are the days when employees only demand for fair salaries. The employees of today also value training and development. Employees look for opportunities to further their careers and they are constantly searching for ways to reach the top of the corporate ladder. Career Development is very important not only for the employees but also for the organization as the quickly changing business environment requires organizations to have a flexible workforce.

The employees are complaining about the lack of development programs that will help them advance their careers. The company needs to focus on Career Development Programs.



Career Development, Planning and Management

Career Development is an organized, planned effort comprised of structured activities or processes that result in a mutual career plotting effort between employees and the organization. Within this system, the employee is responsible for career planning and the organization is responsible for career management (Eggland and Giley 1998 p.48). Career Development is primarily the responsibility of the organization. On the other hand, the employee is responsible for planning his or her career. Career Planning is a process of setting up employee career objectives and developing activities that will achieve them. According to Sims (2002), career planning is the process by which an individual formulates career goals and develops a plan for reaching those goals. Career Management refers to specific human resource activities, such as job placement, performance appraisal, counseling, training, and education. According to Adams and Morrison (1991), career management is a set of programs that represent the organization’s requirements (p.34). Career management emphasizes the recognition and response to the changing interests and needs of employees as they grow and mature within the organization. Career management takes the organization’s point of view in putting together job ladders, career paths, rotation programs, and planned learning activities to improve the supply of talent among current employees (Clardy 1996).



Recommendations for Career Development

1. Effective Performance Appraisal – Performance appraisal plays an important part in career development. The effectivity of a performance appraisal starts with the adequate explanatory material about the performance appraisal system and how it works (Rudman 2003). In addition, the organization should employ the developmental approach in performance appraisal. The organization should use this approach is to motivate and direct individual performance as well as career development efforts. The focus should be on future planning; counseling and interaction between the manager and employees. Emphasis should be placed on goal setting as well as review. This appraisal system allows the manager, supervisor and employee to share responsibility. The basis of this approach is future goals and plans for future development. The organization must use a performance appraisal system that will help in the development of a person’s career as well as enhance communications and understanding (Eggland and Gilley 1998).

Walker 1980, provided different techniques that can be used by managers and human resource managers. These are:

1. Narrative appraisals – open-ended interaction regarding individual performance

2. Goal setting and review – identification of goals mentally, followed by comparison of performances against those goals

3. Rating scales – performance is measured against predetermined factors

4. Checklists – performance is rated against a list of normative factors

5. Critical incidents – examples of good and bad performance are identified by the appraiser as they occur and maintain until review

6. Ranking – relative performance is completed by the appraiser

Any or all of these methods can be utilized by the managers and human resource personnel in the performance appraisal of employees.

2. Career Pathing - Career pathing is a technique that addresses the specifics of progressing from one job to another in the organization (Sims 2002, p. 228). The formalized career paths lead to precise descriptions of chronological work experiences as well as how the different sequences relate to one another. The organization must use career pathing activities that will enhance skills, competencies, and knowledge of employees. Organizations use three existing career paths (Sims 2002). The organization should develop effective career pathing programs that:

* Include lateral and downward possibilities, as well as upward possibilities
* Are provisional and quick to respond to changes in organizational needs
* Are flexible enough to take into account the qualities of each employee
* Specifically define each jobs along the paths in terms of acquired skills, knowledge, and other detailed qualities (Jackson 1999)

3. Career Counseling - Career counseling is the activity that integrates the different steps in the career-planning process. Career counseling may be performed by an employee’s immediate manager, a HRM specialist (or a combination of the two), or outside consultants (Sims 2002). The immediate manager must be the one to conduct the counseling with appropriate input from HRM personnel. The career counseling programs that the organization must employ should address a wide variety of career-related issues and are readily accessible to people in the organization.
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Re: Human Resource Management of Alliant Techsystems
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James Cord
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Re: Human Resource Management of Alliant Techsystems - March 22nd, 2016

Quote:
Originally Posted by netrashetty View Post
Alliant Techsystems Inc., most commonly known by its ticker symbol, NYSE: ATK, is one of the largest aerospace and defense companies in the United States with more than 18,000 employees in 22 states, Puerto Rico and internationally, and 2010 revenues in excess of an estimated US$4.8 billion.[3] The company headquarters is located in suburban Minneapolis, Minnesota.


Human Resource Management can be defined as a function within an organization. This function focuses on management, recruitments and providing direction for employees in a given organization. Line managers can also be involved in human resource management. Under the organizational function, human resource management deals with issues relating to people. Such issues include hiring, performance, organization, developmental issues, safety issues, administration, training and finally communication issues. University, college and even PhD students often do courses related to human resource management. Such courses are classified under the field of management. Hence, it is possible to have management paper writing assignments.

The various types of management assignments that students do include management essays, research papers, term papers and even report paper writing assignments. One of the prerequisite is to have knowledge in management issues. Moreover, a student has to have excellent writing style so that he or she can manage to write quality management papers. There are several steps that have to be followed and the initial step is to choose a management paper topic. Topic ideas can be obtained from several human resource management textbooks or articles. The other source of information or topic ideas is the web whereby information can be obtained from human resource management sites. All these sites are available online.

After choosing the topic, the next step is research on relevant information related to the management paper topic. Information should be obtained from books, scholarly articles and even newspapers. All these sources of information should have data and content related to human resource management. Note-taking is advisable since it helps one to remember all the key points that have to be included in management papers. Moreover, it helps a writer to have a right structural organization of a management paper in terms of arrangement of paragraphs.

Gone are the days when employees only demand for fair salaries. The employees of today also value training and development. Employees look for opportunities to further their careers and they are constantly searching for ways to reach the top of the corporate ladder. Career Development is very important not only for the employees but also for the organization as the quickly changing business environment requires organizations to have a flexible workforce.

The employees are complaining about the lack of development programs that will help them advance their careers. The company needs to focus on Career Development Programs.



Career Development, Planning and Management

Career Development is an organized, planned effort comprised of structured activities or processes that result in a mutual career plotting effort between employees and the organization. Within this system, the employee is responsible for career planning and the organization is responsible for career management (Eggland and Giley 1998 p.48). Career Development is primarily the responsibility of the organization. On the other hand, the employee is responsible for planning his or her career. Career Planning is a process of setting up employee career objectives and developing activities that will achieve them. According to Sims (2002), career planning is the process by which an individual formulates career goals and develops a plan for reaching those goals. Career Management refers to specific human resource activities, such as job placement, performance appraisal, counseling, training, and education. According to Adams and Morrison (1991), career management is a set of programs that represent the organizations requirements (p.34). Career management emphasizes the recognition and response to the changing interests and needs of employees as they grow and mature within the organization. Career management takes the organizations point of view in putting together job ladders, career paths, rotation programs, and planned learning activities to improve the supply of talent among current employees (Clardy 1996).



Recommendations for Career Development

1. Effective Performance Appraisal Performance appraisal plays an important part in career development. The effectivity of a performance appraisal starts with the adequate explanatory material about the performance appraisal system and how it works (Rudman 2003). In addition, the organization should employ the developmental approach in performance appraisal. The organization should use this approach is to motivate and direct individual performance as well as career development efforts. The focus should be on future planning; counseling and interaction between the manager and employees. Emphasis should be placed on goal setting as well as review. This appraisal system allows the manager, supervisor and employee to share responsibility. The basis of this approach is future goals and plans for future development. The organization must use a performance appraisal system that will help in the development of a persons career as well as enhance communications and understanding (Eggland and Gilley 1998).

Walker 1980, provided different techniques that can be used by managers and human resource managers. These are:

1. Narrative appraisals open-ended interaction regarding individual performance

2. Goal setting and review identification of goals mentally, followed by comparison of performances against those goals

3. Rating scales performance is measured against predetermined factors

4. Checklists performance is rated against a list of normative factors

5. Critical incidents examples of good and bad performance are identified by the appraiser as they occur and maintain until review

6. Ranking relative performance is completed by the appraiser

Any or all of these methods can be utilized by the managers and human resource personnel in the performance appraisal of employees.

2. Career Pathing - Career pathing is a technique that addresses the specifics of progressing from one job to another in the organization (Sims 2002, p. 228). The formalized career paths lead to precise descriptions of chronological work experiences as well as how the different sequences relate to one another. The organization must use career pathing activities that will enhance skills, competencies, and knowledge of employees. Organizations use three existing career paths (Sims 2002). The organization should develop effective career pathing programs that:

* Include lateral and downward possibilities, as well as upward possibilities
* Are provisional and quick to respond to changes in organizational needs
* Are flexible enough to take into account the qualities of each employee
* Specifically define each jobs along the paths in terms of acquired skills, knowledge, and other detailed qualities (Jackson 1999)

3. Career Counseling - Career counseling is the activity that integrates the different steps in the career-planning process. Career counseling may be performed by an employees immediate manager, a HRM specialist (or a combination of the two), or outside consultants (Sims 2002). The immediate manager must be the one to conduct the counseling with appropriate input from HRM personnel. The career counseling programs that the organization must employ should address a wide variety of career-related issues and are readily accessible to people in the organization.
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