Human Resource Management Between the Different Levels of Employees - Essay Example

? Week 3 Discussions Scenario According to the d scenario of Premier technologies, it can be identified that the organization is witnessing significant challenges regarding the continuous drop in the performances of each individual. With due consideration to the performance level of the organization for the past few years, it was identified that the people equity scores started declining after an initial rise. With this concern, certain issues might persist regarding the organization’s current position. Therefore, the major reason for declining performances of the employees can be identified by critically analyzing the importance of effective human resource management within the organization (University of Mumbai, n.d.). The major functions of human resource management can be categorized into two divisions: (a) Managerial Functions and (b) Operational Functions. (a) Managerial Functions The managerial functions with regard to an effective human resource management in an organization includes planning, organizing, directing and controlling the overall tasks, objectives as well as employees. The planning function of the human resource department involves identifying appropriate individuals for each task. Therefore, the personnel manager of Premier Technologies needs to take into deliberation certain considerations concerning the tasks after identifying appropriate people(s) in order to prevent future obstacles within the organizational processes. The organizing functions of Human Resource (HR) personnel can be stated to be the operative functions which entail the development of an appropriate task force and proper allocation of tasks according to the ability of each individual. The directing phase involves the activities of the HR personnel towards motivating the employees in order to accomplish individual goals and objectives of the concerned organization. Moreover, the controlling function of the HR manager involves providing essential information including job analysis, standards as well as performance appraisals to each individual in the organization (University of Mumbai, n.d.). (b) Operational Functions The operational functions of the HR manager engages certain crucial efforts related to raising the degree of performance of the employees through procurement, development as well as providing compensation to the personnel which are supposed to be required for achieving the organization’s overall objectives. Moreover, maintaining an effective industrial relation with the employees, keeping the performance record of each worker as well as planning and evaluating various activities in order to boost the existing efforts of the workforce (University of Mumbai, n.d.). Scenario 2 The alignment of the workforce and the communication gap between the managerial hierarchies and operational teams within the organization can be identified as grave factors affecting the performances of the employees. The nine major drivers triggering the communication gap between the different levels of employees are organizational structure, ineffective corporate governance policies, decision making process, lack of leadership and motivational skills, performance appraisal activities, unproductive working environment, ineffective training process, conflict management among the workers as well as controlling individual attitudes and behaviors (McKinnon, 2003). Organizational Structure: The organizational structure and design of the major hierarchies within the organization can be considered as one of the major elements in order to achieve a significant growth. Structuring an effective design of the organizational structure is a vital role that involves ability, skills and experience to handle each individual and performance of their roles within the organization. Therefore, the organizational structure for Premier technologies should involve a tall structure in order to raise the performance as well as command greater control on the employees (McKinnon, 2003). Corporate Governance: This factor is also measured to be an important factor for the marketers in order to create a sustainable position within the global environment. The major principles of corporate governance involve certain elements such as accountability, consistency, responsibility, transparency as well as fairness and effectiveness which are important to be incorporated within the processes of the organization (McKinnon, 2003). Decision Making Process: The decision making process can also be considered as a major factor for the organization to achieve its objectives. The major components of decision making process can be divided into five major categories. They are: Recognition: Recognizing the current opportunities, crises or threats that are triggered in the course of various operations Diagnosis: Examining and identifying appropriate information to address the current issues (Opportunity, Risk, Threat or Crisis) Exploration and Design: Identifying and looking for effective solutions or generating innovative ideas to address such issues Evaluation: Evaluating the appropriate alternatives for finding a solution to the issues Authorization: To acquire the authority for implementing the solutions by the upper management of the organization (McKinnon, 2003). Scenario 3 The major element of job satisfaction and employee engagement can be classified into various categories according to their job roles within the organization. Job Satisfaction: The aspect of job satisfaction for an individual involves feelings of accomplishment, self-enthusiasm as well as encouragement with regard to the allocated job. The process conveys an outstanding consequence with respect to the organizational goals and objectives. Moreover, it is one of the major factors for the organization to continuously maintain the satisfactory level of each individual in order to achieve a sustainable position within the market (Warr & Inceoglu, 2012). Employee Engagement: The facet of employee engagement can be considered as a process that involves individual contribution, satisfaction as well as enthusiasm towards the given tasks or objectives. It relates to the ability and willingness of the employees to achieve organizational goals or objectives (Speechly Bircham, 2009). Therefore, according to the characteristics of both employee engagement and job satisfaction, it can be observed that a significant association exists between these two major elements which are supposed to be a crucial factor for accomplishing the organizational objectives. References McKinnon, A. (2003). Decision-making in organizations. Retrieved from http://homepages.inspire.net.nz/~jamckinnon/business/Decision-Making%20in%20Organisations.pdf Speechly Bircham. (2009). Employee engagement. Retrieved from http://www.speechlys.com/uploaded/documents/Publications/Employment/employee_engagement.pdf University of Mumbai. (n.d.). Introduction to human resource management and environment. Retrieved from http://www.mu.ac.in/myweb_test/M.Com.%20Study%20Material/Human%20Res.%20Management%20-%20M.%20Com%20-%20I.pdf Warr, P. & Inceoglu, I. (2012). Job engagement, job satisfaction, and contrasting associations with person job fit. Journal of Occupational Health Psychology, pp. 1-22. Read More