Effective Human Resource Management Alyise Johnson HRMN 495

Effective Human Resource Management Alyise Johnson HRMN 495 November 27, 2016

Purpose of the presentation • In today's workplace, improved performance and the role of Human Resource Management is an increasingly popular topic. Business pressures are ever-increasing, and firms are now required to become more effective and efficient as well as executing better business strategy so as to remain competitive (Sims, 2002). • While human resources professionals clearly understand the importance of optimal performance management, they are often faced with significant internal and external obstacles. • The presentation aims at highlighting the SWOT analysis, recommendations on how to add value to an organization as far as the from employee performance, workflow and the flow of information are concerned.

SWOT analysis Strengths • Active wellness program • Strong leadership • Annual performance goals set for each employee for bonuses

SWOT Analysis Weaknesses • Professionalism • High instances of workers’ compensation claim • Financial cutback

SWOT Analysis Opportunities • Last year’s strategic planning process identified knowledge management as an area for organization-wide improvement • Ongoing exploration of Canadian and European markets • Addition of idea blogs to the company’s intranet • Improved exit interview process.

SWOT Analysis • Threats • A layoff of newly hired employees which is likely to harm the company’s reputation in the society and render recruiting difficult when the economy grows. • Because the staffing forecast is based on sales numbers, which is inconsistent, The hiring freeze may not be sufficient. • Heavy reliance on one client is a significant worrying source for the Managerial team. • Poor Union organisers.

Proposed recommendations Creating of emphasis on Employee Development • One of the organizational goals has been to be a strong supporter of employee development. • The employees are encouraged to attend training seminars with tuition reimbursement available for college-level courses that are related to every employee’s particular task.

Proposed recommendations New Pay Structure • The organization should ensure a Broadband pay structures that would encourage the development of broad employee skills since nonmanagerial jobs would be appropriately valued and skill Development rewarded (Sims, 2002). • Additionally, a broadband pay structure can stand a changing market and pricing conditions, hence less costly to administer and manage over time. They also provide significant non-promotional income opportunities for workers.

Proposed recommendation • New Training • A company can improve its employee training by the use of instructional media which can support both near and far training. Self-management strategies like goal-setting can help learners plan about how they will use their knowledge and skills in the work set up (Lawler & Boudreau, 2015). • Involving managers and peers to support training transfer offer learners with opportunities to apply their newly acquired skills in their work practically.

Value added • The recommendations add value to the areas of people, performance, information and workflow. For instance, announcing more opportunities and the training enables sharing of ideas. It improves efficiency (Scarpello, 2008). • Making the idea blog more available to all employees would help in sharing information with each other as well as brainstorming on what's crucial.

Value added • Training would align individual employee's day-to-day actions with strategic business objectives providing visibility and clarifying accountability related to performance expectations (Lawler & Boudreau, 2015) • Employee development helps document an individual's performance which in turn supports compensation as well as career planning decisions • Also, the recommendation adds value in that they help establish the focus for skill development and learning activity choices for employees and the management (Scarpello, 2008). • New pay structure would contribute to creating documentation for legal purposes, to support decisions and reduce disputes in times of resignation or retirement

HR so that statement • What is the effect of a poorly structured performance management process? If individual goals are not in line with the business strategy, then time and resources are wasted. Low employee engagement levels would mean that the people are not performing at their best (Lawler & Boudreau, 2015). • Inconsistent evaluation criteria and rewarding can lead to higher attrition, mistrust and low productivity. If top performers don’t see any differentiation in performance ratings, opportunities and compensation from underperformers, morale will suffer. • Lack of documentation and accountability would negatively affect stakeholders who demand more transparency. Accurate performance information has to be made available and easily accessible so that training and development decisions, as well as project assignment decisions, are made in the company's best interests.

justifications • The realistic setting of goals(including timelines), helps an organisation to track progress as well as identifying drawbacks contributes to success and positive results. • Regularly training and tracking of progress against performance goals and objectives also offers the opportunity to recognize and reward employees for quality performance and exceptional effort, hence a contributor to job satisfaction and productivity (Scarpello, 2008). • Employees always want to feel successful, to perform well at their job and feel that they are adding value to the organization.

justification • Human resources department helps an organizations with a variety of functions, from hiring to the determination of appropriate compensation as well as the coordination of employee benefits (Scarpello, 2008). • HR should set objectives or goals that focus on the efforts of the human resources staff and also remain relevant to all other personnel. An organizations should rally its employees around the HR goals so as to help employees feel motivated and pertinent to the company's business strategy.

justification • Also, the effective HR managerial culture provided to employees also influences their stay with the firm. The HR department remains instrumental in advising on ways of improving employment conditions and the internal work environment. • The human resources department brings employee concerns to management and provides advice on new initiatives so that they can improve the working situation of the employees as well as the company culture.

Summary and conclusion • The effective HR management is concerned with setting the right roles and responsibilities to the single team members as per the requirements of the HR departments (Sims, 2002). • HR processes aim at improving workflow, personal development and company growth. Also, it can build new and improve HR processes and procedures. • The effective HR management is about recognition of employees and motivation to make them feel they can grow inside the organization. The organization has to provide a valuable HR Career Path for the new hires to ensure their personal growth is in line with the company growth and that they eventually fit in the organization's corporate culture. • The right HR Profiles are highly significant and should be open to all HR employees so that they ensure secure broadband payment and compensation.

References • Lawler, E. E. , & Boudreau, J. W. (2015). Global trends in human resource management: A twenty-year analysis. • Lawler, E. E. , Boudreau, J. W. , & the University of Southern California. (2012). Effective human resource management: A global analysis. Stanford, Calif: Stanford Business Books, an imprint of Stanford University Press • Scarpello, V. G. (2008). The handbook of human resource management education: Promoting an effective and efficient curriculum. Los Angeles: Sage Publications. • Sims, R. R. (2002). Organizational success through effective human resources management. Westport, Ct: Quorum Books.