Human Resources - Employee Motivation and Morale - Essay Example

Human resources Introduction Every organization wants to attract, motivate and retain the most qualified employees and match them to the jobs which they are best suited. Human resource management encompasses the management of people from the macro perspective. Previously, human resource managers used to perform administrative functions like benefits administration, interviewing and hiring new employees in accordance with the policies set up by the executive management (Patchen 48). However, with the realization of the relationship between overall organizational productivity is linked to the effective and efficient productivity of each individual employee, the human resource functions have expanded to include motivation, training and development, employee counseling, labor relations and effective recruitment and interviewing. Effective human resource policies should at enhancing job morale, reducing job turnover and increasing individual employee productivity (Patchen 67). Task one: human resource plans The strategic plans of human resource management are aimed at achieving increased employee morale, increased skills and compliance with the rules and regulations of the organization. The plans also aim at adhering with labor laws. Compliance with labor laws. The organization should ensure compliance with industrial labor laws on minimum wages, working hours, safety and occupational laws, pensions and other contractual obligations. There will be effective channels of communication where employees can forward their dissatisfaction with supervisors and other grievances. All the grievances will be arbitrated promptly and all employees will be accorded fair hearing in case of disciplinary proceedings (Lauby 61). Recruitment and interviewing. The organization should implement recruitment and selection practices which result to hiring the best talent. Accurate advertisements which contain the job descriptions and person specifications and other related information shall be placed within a reasonable time. Recruitment shall be fair and timely hiring shall be implemented. Well planned induction shall be offered to all new employees (Lauby 78). Compensation. Compensation shall include both monetary and non-monetary rewards. Compensation should be equitable between work groups and levels of management. Compensation shall be benchmarked to the market rates. Employee performance management. Individual goals shall be aligned to overall organizational goals and objectives. Regular performance appraisals shall be conducted and timely feedback disseminated to all employees. Training and development. Mentoring and coaching shall be offered to all employees. Training shall be aligned with individual goals and organizational needs. Skills audit shall be conducted regularly to identify training needs. Succession planning and continuity shall be ensured. Conformity with legal provisions (Lauby 97). The organization shall diversity, privacy, equal opportunity and freedom of information in human resource practices. Discrimination shall be prohibited. Task two: questionnaire The questionnaire will use a rating scale of one to five as follows: (1) strongly agree, (2) agree, (3) neither agree or disagree, (4) disagree and (5) strongly disagree. The list of questions which employees at all levels will be expected to respond to is as follows. 1) Are proud to work for the company? 2) Are you free to express your fear and dissatisfaction in your work? 3) Is your immediate supervisor competent in human relations? 4) Do you feel that you are able to work for the company as long as you do a good job? 5) Does the company offer salary levels which compare with others in the industry? 6) Does your compensation match your skills, roles and responsibilities? 7) Do you receive immediate feedback on your personal accomplishments and achievements? 8) Is your immediate supervisor concerned with the quality of services you offer? 9) Do you feel the company has adequate health and safety standards in your workplace? 10) Do you think the company leadership has the right vision for the company future? 11) Are all employees accorded equal opportunities in employment matters in the company? 12) Are you satisfied with how your personal goals are linked with the overall goals of the company? 13) Are training programs offered by the company relevant to your field of work? 14) Are you more committed to your career with this company than you did the previous year? 15) Do you think your department is well organized for the nature of work it does? 16) Do you agree that workers in this company have maintained a reasonable balance of work life and family life? 17) Do you see any prospects of job promotion and job rotation in the coming years? 18) Has the management implemented legal provisions on privacy and confidentiality of individual employee information? 19) Do you think that you need more training to perform better in your current position? 20) Do you believe that the company should establish counseling facilities within the workplace? 21) Are other employment benefits other than salary and wages important to you? Task three: detailed timeline of interviews The interviews and recommendations shall be conducted and implemented within duration of one month. Activity to be undertaken : Duration in days: Identification of departments 1 day Preparation of questionnaires 4days Establishment of communication channels 2 days Administering questionnaires to all employees 4 days Collection and editing filled questionnaires 4 days Data analysis 3 days Sharing outcome with management 2 days Sharing feedback with employees 3 days Preparation of action plans 4 days Implementation of action plans 2 days Monitoring plans Ongoing basis Evaluation and feedback Ongoing basis Corrective actions Ongoing basis Conclusion Human resource management should be aimed at increasing the productivity of individuals and groups within the organization. The management should ensure equitable compensation. The management should also appreciate individual employee accomplishments through recognitions like awards. The management should ensure the right mix of skills is available in all areas of work hence training and development programs should be conducted regularly. Employee performance appraisals should be conducted regularly and feedback disseminated to the employee. The workplace procedures should conform to legal provisions on industrial relations, privacy and non-discrimination in the workplace. Works cited: Patchen, M. Some questionnaire measures of employee motivation and morale: a report on their reliability and validity. Michigan. University of Michigan. 2009. Lauby, S. Motivating employees. New Jersey. Cengage Learning. 2005. Read More