Human Resource Strategy - Employer of Choice - Coursework Example

Human Resource Strategy – Employer of Choice Student’s Name Name of Institution Introduction As firms continue to face radical changes in technology, changing cultures that govern employees and dynamic expectations in their work environment, the human resource department has the challenge to deliver competitively and satisfactorily so as to be the target of able working force. The human resource department is one of the most crucial departments of any establishment. It is entrusted with the duty of hiring employees, training the already working team in order to sharpen their skills, evaluating their performance, recognizing top performing personnel and ensuring that the workforce observes the rules and regulations that govern the establishment (Management Study Guide, 2008-2013). Proper compensation schemes build employee loyalty as well as a sense of belonging. Moreover, security keeps the employees committed to the welfare of the company. Companies willing to keep their employees for long should consider making the employees feel that they are and will always be part of the organization no matter the changes that arise. An employer of choice should respect the employee’s free time as well as recognize the endless efforts by individuals to see the organization grow. Moreover, they should continually update the employees’ knowledge and skills to meet the changing demands of the customers and also be at par with the modern society. Employees should have authority at their own capacities in order to improve their interpersonal, as well as leadership qualities. This prepares them for promotions that await in the future as well as helps them avoid shocks when they have to be the ones in those big positions. A culture of unity, openness and trust, is what an employer should inculcate in order to reap the benefits of motivated employees. In order to meet the changing needs of employees, and also, ensure success of a company, the human resource personnel are continually devising ways to effectively and satisfactorily manage their employees who are the vehicles of growth and development. This ranges from the employees already working to potential ones that are projected to join the organization in the future. Having the right working force means that more customers will become part of the organization. Satisfied employees lead to satisfied customers. The following are some of the strategies that could make an establishment a target for employees; Compensation Scheme Every employee wants to enjoy the benefit of compensation. This makes them feel protected and could count on the organization during their weakest moments as well as when they need to time off to relax from the daily routine of work. Some employees leave a company that pays large sums of money but ignores the compensation and join those that regard compensation in their programs. Working all round the clock is not an attraction for many employees. There is a need to rest and enjoy life all of which should be catered for by the company. The benefits include paid vacations, holidays, time off in case of emergencies, a right to health insurance coverage and maternity leave just to mention a few (Heathfield, 2013). These benefits make employees feel appreciated and cared for. They will in turn be loyal to the establishment in question and potential employees will be fighting to join the lucky fraternity so as to reap the same benefits. There are some organizations that offer full compensation when a chance comes for retrenching some of the workers. Such employees do not feel used at these unfortunate moments in their lives. However, establishments that carry out the same practice and leave their employees in the cold are avoided under any cost. Such moves are beyond the employees’ control and any concerned organization should be there to hold them when shock strikes. However, some of the employees could take advantage of these benefits and lie to organizations in order to exempt themselves from work. Some could pretend to be attending certain important meetings while, in the real sense, they are going about their business. Therefore, the company should closely monitor all the activities that require compensation and punish those who misuse the privilege Job Security Any employee would want to feel that they have their job today and the day after tomorrow. Job security is very important as far as employees are concerned. Job insecurity creates unnecessary worries, and this prevents the employee from concentrating on their jobs as they feel that they could be laid off the next minute. A good employer provides job security to the employees in order to make them feel relaxed. They will assure them of their jobs and avoid insinuations that suggest that they could be out the next minute. Statistics of low turnover in a company make the workforce know that the company is a good employer would do anything to keep them unless the person involved is unwilling to put effort to work as required. On the other hand, high turnover is a threat to employees, and they could work under pressure thinking that they are next on the list to be fired. Rumor is likely to spread fast, and potential employees are likely to either accept jobs if there is security or even decline if the same is compromised. Moreover, an insecure job environment is likely to scare off able and experienced employees as they can get another job easily. Poor and inexperienced staff is what a security threatening job will get, and this will in turn influence the quality of delivery. Customers will keep off, and the future of the company will be at stake. In contradiction, too much security could make employees sleep on the job. They will be relaxed and believe that the company cannot fire them. The human resource department should heavily punish those people who take their understanding as a weakness and those who continually act in a manner that they are the pillar of the organization and cannot be fired should be taken by surprise, and this would be a lesson to others. Empowerment and Authority Freedom to exercise authority is vital for employees to feel part of the organization. They are the people who interact directly with customers, and most of them have the techniques of going about this venture. Whether the human resource personnel impose the rules and guidelines on handling customers, the employee determines the satisfaction that customers get. Too much imposition makes the employees feel belittled and not trusted with running the affairs of the company. They are not able to exploit their full potential. Any knowledgeable and experienced employee would love to be given the mandate to exercise their skills and capabilities in the workplace. However, they are likely to keep off organizations that undermine their contribution. Unfortunately, some employees misuse the powers bestowed upon them and look down upon the human resource personnel. They fail to listen to them when given instructions, and the result is conflict and ultimate elimination of the job that they hold. As much as the employees feel that they have been given the mandate to carry out an organization’s activities without direct supervision, they should be responsible. Opportunity for Growth According to human capital theory, the skills and knowledge that employees achieve from organizations are very useful in the future job market. Getting fat salaries is not enough for competitive employees. They need further training in order to sharpen what they already have and consequently be able to deliver competitively. This requires regular training from time to time. The skills gained also help organizations as their employees are able to deliver quality service to customers. Keeping up with the dynamic changes is essential and improves both the competitiveness of the employees as well as that of the organization. Frequent seminars also bring people together in a network whereby they share ideas and opinions. Well trained employees are secure as they feel that they can get jobs as soon as they leave another one. For those who do not get a chance to nurture their skills and talents, they stay stagnant in the current jobs and find it hard to progress to higher positions. An employee aiming to go up the social ladder would prefer an organization where there are measures and opportunities that will nurture their talents thereby increase chances of climbing up to top positions. However, some employees join organizations where they know they will gain skills and knowledge and then leave as soon as they feel baked enough to join establishments of their choice. This is a big blow to the company that has been supportive to the people in question as they lose resources trying to nurture talent only for these employees to leave. Healthy Relationship with Coworkers A good leader is one who mingles with other members of staff and establishes healthy relationships that favor the sharing of experiences and work problems. The power of working in unity is extremely crucial in the success of any establishment. A worker who is free with the senior team as well as the human resource personnel will be able to communicate the issues that they encounter in the course of the day. This is a big step since the employees feel that they can confide in the human resource personnel, and they can therefore, get relieve from the things weighing on them. Having someone to listen to is healthy and this gives birth to a good rapport whereby both parties help one another when faced with issues. The product of this is a healthy working environment, and ultimately, success of the organization. Some employees abuse the relationship that binds them to the human resource personnel. Instead of keeping the professional boundary that should exist, they forget that these people are senior to them and end disrespecting them. Some of them go the extent of refusing orders given to them as they think that nothing will be done to them. Some of the human resource personnel may be attached to their staff so much that they may not be able to take legal action against these employees. There should be boundaries and extent of contact. Recognition Hardworking employees, as well as top performing ones, feel good when they are noted for their excellent services and also their dedication. This motivates them to continue putting effort and double their contribution to the establishment. This should be in the form of promotions, salary increases and other benefits that are attached to recognition of a hard worker. Such establishments that promote such practices are likely to be a target for many employees as they know that their contribution will not go to waste. This is in contrast to the ones that remain adamant in regard to the endless efforts that employees put. Growth opportunities are rare in such set ups, and the result is slackened growth. Unfortunately, too much ambition can take a company down. In an attempt to achieve recognition, some employees could end up doing a shoddy job that will compromise the standards of the organization. Fairness In order to provide a professional working atmosphere, the human resource should be very keen on how they handle employees. Favoritism is a serious crime that could make other employees leave or even fail to deliver to their desired levels. Unfair promotions and selective favoritism can make an establishment less popular and scare off competent employees as they know that their chances of giving the output will not be recognized following. Favoritism could be in the form of promoting family friends and friends or awarding the same people more money while disregarding their contribution. There is a group of people who see fault in every action that is taken by the management team and always criticize it. An employee, though a friend of a senior person, could be promoted following their performance. This group of persons could spread hate speech and condemn such a practice. As long as the promotion is professional, the human resource department should not hesitate to carry on. Hiring for Attitude and Training for skills When getting new employees, the willingness and dedication should be placed first. A person with the zeal to work in a certain place is open and willing to go the extra mile in order to achieve their dreams (Bowling, 2012). They are willing to sacrifice their time and are most likely to stick with the organization in the future as they chose it out of passion and not for money as the main aim. As much as these employees are faithful to the company in question, they are likely to consume so much of the organization's resources as the undergo training. As much as they are willing to learn, some could be incompetent enough to assimilate what is being inculcated in them as the organization focuses on their willingness rather than their ability. As a result, some may not make it to the standards that the firm intends to be, and the entire process ends up as a waste of resources. Work/Life Balance An employer of choice ensures that employees get enough time with their family and friends as well as go about their businesses (Smith, 2013). This is necessary as it gives the employees a chance to catch up on lost times. This is an invaluable asset employees value such incentives very much. However, companies should not award too free time as it compromises the performance of the overall establishment. Conclusion In conclusion, the practices of the human resource personnel as well as the management team have a direct impact on the employees and their productivity. A good employer should keep their staff updated from time to time in order keep with the trends that keep emerging that affect the productivity of many companies. Moreover, the organization culture should favor developments and welfare of the in-house staff who form the face of the companies. Instead of pushing them to deliver results, companies should motivate them to deliver from the heart, and this is likely to take organizations to higher levels. Satisfied employees will lead to satisfied customers thereby making establishments the targets for business ventures. Success and profitability will follow in the wake. References Bowling, D. (2012). Hire for Attitude, Train For Skills. Available at: http://blog.talentmgt.com/2012/01/12/hire-for-attitude-train-for-skill/ Heathfield, S.M. (2013). Are you an Employer of Choice? Available at: http://humanresources.about.com/od/glossarye/g/employer-of-choice.htm Management Study Guide (2008-2013). Human Resource Management. Available at: http://www.managementstudyguide.com/human-resource-management.htm Smith, A.B. (2013). What Defines an Employee of Choice? Available at: http://nrbm.com.au/ask-an-expert/what-defines-an-employer-of-choice Read More