Discussion Question 2 Week 5 Chapter 8 - Assignment Example

Discussion Question 2 Week 5 Chapter 8 Discussion Question 2 Week 5 Chapter 8 In most companies, the employees are considered as the drive-force to the success of the company (Mondy, 2011). Therefore, for a company to achieve the required job satisfaction, the human resource manager should be ready to achieve the objectives of the firm. In most cases, the human resource department provides intrinsic motivation to the employees of the organization in order to sustain the performance of the company.

This paper will respond to questions regarding core human resource functions in an organization. According to the human resource context, labor turnover can be defined as the rate at which an employer loses or gains employees. Therefore, employers who have a high turnover rate usually incur severe looses as compared to those who have low turnovers in the same industry. In most cases, high turnover rates are influenced by low compensation rates and pitiable work conditions. This asserts that if a company has a low turnover rate, the employees are fully satisfied with the working conditions in the company.

Turnover can either be voluntarily or involuntarily (Mondy, 2011). Therefore, as a human resource manager, I can reduce involuntary turnover rate by examining the compensation provided to employees. This includes wages and some of the benefits offered to employees. In addition, I can also create a system which recognizes the hard working employees in the firm in order to enhance the performance of the organization. Moreover, I can also suggest that the organization should hold regular meetings regarding the general performance of the company.

This will enable the company to achieve its objectives (Mondy, 2011). Employee motivation is described as the creativity which is applied by employees in their respective job specialization. In most organizations, employee motivation is viewed as one of the most efficient methods, which ensures that the performance of the employees and the company is maintained. Most organizations incorporate employee reward programs. These programs do not involve the wages and benefits of the employee. For example, the human resource manager can award credential points to employees who exceed their goals in their department.

These programs significantly promote productivity in the organization. Furthermore, the company can also provide incentives for employees who complete their tasks without delays and correctly. This will ensure that the rate of absentees and labor turnover in the organization is decreased significantly (Mondy, 2011). ReferenceMondy, W. (2011). Human resource management (12th ed.). New York: Prentice Hall Publishers.