Human Resources - Essay Example

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How Staffing Factors Contribute To Poor Employee Performance Name Instructor Name How Staffing Factors Contribute To Poor Employee Performance More often than not, Human Resource Managers have to deal with workers who do not perform to their expected standards (Marchington & Wilkinson, 2006). The performance of workers could be affected by several factor with some related to the external environment while some are related to the internal working environment of the employees…
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Download file to see previous pages This paper discusses the major staffing factors that contribute to poor performance by the employees and how one would assess whether the perceived dismal performance resulted from a training problem (DuBrin, 2009).  Perhaps one of the major causes of dismal employee performance is the absence of clear job descriptions that causes disorganizations especially within manufacturing industries. Marchington & Wilkinson (2006) note that when job roles are unclear, communication issues are bound to arise thus setting the stage for a myriad of performance related issues within the organization. Although unclear understanding of the obligations of the staff may lead to confusion at work, it may also cause job overlap where one job role is assigned to more than one person. This staffing problem according to DuBrin (2009) normally manifests when employees cannot fathom what their respective employers and managers expect of them in addition to being clueless about their personal limits at work. This is mainly because chance could be that some of the responsibilities that employees grapple with on a daily basis are not in their job description and thus could be causing them unnecessary burden that could adversely affect their performance at work. The best strategies for mitigating this problem include updating job description, training employees on teambuilding, and redesigning the job roles (Marchington & Wilkinson, 2006).  Moreover, recruitment and selection issues could lead to compromise in the quality of performance by the employees at their respective workstations. In many occasions, staffing problems begin at the time of recruitment and selection where the HR Managers could mismatch the employee and the job, or there could be job oversold for example the suggestions of nonexistent career advancement, over-qualification of the prospective workers, and the under-mention of the perceived uninteresting aspects of the job (DuBrin, 2009). This situation often leads to job alienation on the side of the employees, which often affect their overall performance within a given industry. When employees discover some aspects about the job that they were unaware of at the time of the recruitment, they feel demoralized by the perceived dishonesty on the part of their employers. Therefore, many approach their job roles from an indifferent perspective, or they could simply harbor the intention of sending a strong message to their employers by ensuring poor performance (Marchington & Wilkinson, 2006). However, there are strategies to deal with recruitment issues that tend to derail the performance objectives of the company. These may include the review of the procedures and processes of recruitment, and retraining the staff involved with recruitment on the job descriptions as well as updating the job specifications and descriptions. Promotion problems could lead to below par performance by employees especially in situations where the staffs receive undeserving job offers and promotions. In occasions where the company promotes its staff to a level beyond their capabilities or the staffs get earlier than usual job promotions, such ...Download file to see next pagesRead More
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