Human Resource Practices - Essay Example

Human Resource Practices As a new joinee human resource manager, if I have to present a three stage Human Resource Division Operational plan to the GM, it would As a new joinee human resource manager, developing Human Resource Division Operational plan would definitely be a big endevaour. Human resource manager is a highly responsible position and the success and growth of the company highly depends on how effective is the plan. I believe that an intelligently developed human resource plan is important not only for meeting the sub-goals of the organisation but also for other wider projects, for examples employee satisfaction and profitability1. If I had to present a three stage Human Resource Division Operational plan to the GM, it would have following components: Stage-1 Consulting with relevant groups and individuals to confirm or amend their Human Resource service requirements Human resource management cannot be considered as an independent entity. Its whole purpose is to serve the stakeholders and the organization. Therefore, the human resource planning cannot be achieved without involving the stakeholders and the customers. As a new joinee, I might need to first understand the organizational mission, vision, values, goals, and action plans. . Without understanding these, it is not possible to ensure that the HR planning and practices is working towards meeting of these goals. The best people who can help me understand the current practices can be stakeholders and the customers- that is managers, executives, and line employees2. I would start the first phase of implementation by contacting and meeting up with the stakeholders, managers, executive and even line employees. My main motive would be to understand the current human resource practices followed in the organization and the impact of these polices on the growth and profitability of both employees and the organisation. In order to make sure that the HR strategy is able to meet the overall strategic objectives, goals, and mission of the organisation and make the organisation move towards meeting those objectives, I first need to understand these goals and objectives. The core of my meeting with the stakeholders will be to understand the strategic objectives, and goals that the company has set as well as the fundamental underlying issues which are currently interfering with the organisation reaching towards that goal3. My basic questions would be concerning the current work practices followed, the level of employee motivation and commitment towards the company. Some of the possible question that I would like to ask the stakeholders would be: The attrition rate What motivations and growth path do the employees have in the current scenario? How well is the company responding to overall employment market in terms of remuneration, trainings, and growth levels How well is company doing in terms of its overall growth. Is it close to what company has a vision to do? If not, than what might be the possible reasons for the same? Is employee performance below the standards, are we not getting an experienced skill force, are employees not motivated enough to perform? Personal interview with executives at all levels and line managers, as individuals as well as group discussions would give a more clear picture of how they see the current HR polices and how does the policies impact their performance and motivational levels. Are you given fair and unbiased treatment? Are you satisfied with the growth and learning process? What changes in the current policies you think are required for your development and growth? Where do you see yourself in the company after 5 years? What vision do you have for yourself? Is the employee force enough to meet the work demands? How often do you have to slog back? Do you see yourself harassed by any kind of politics? These questions must be addressed by any organisation or business if its people are to be motivated, committed and operate effectively. Employees are the real asset of an organisation and if they are not given the fair treatment and deserved growth both financially and position wise, they will not be able to give their maximum inputs and loyalty to the organisation. Once I receive an exhaustive feedback from the stakeholders and the customers, it will become easy to review the current polices and see the need for changes or upgradations. Once the needs are defined clearly, setting up practices that are aligned to the company goal and vision will become easy. This is simply because HR planning can't be effective without an understanding of the company or organization, its managers and employees, its mission and issues, etc Stage-2 Actual Human Resource service objectives, Performance Standards, and means of Evaluation The core job and responsibility of a human resource professional is to take care of the execution of human resource management. As a human resource manager my key focus would be to improve employment policies, processes, and practice to align them with the organsation’s goals, mission, and objectives. The key objectives that will govern my human resource planning to ensure a healthy and safe workplace with practices to promote growth and improved performances would be to: Develop an effective and efficient payroll system aligned to the employee needs Develop a flexible remuneration system to take care of employee needs. After all, money is one of the key reasons why we all work! Develop an open, friendly, and healthy working relationship between the management and staff Effective processes to meet management and staff needs Comprehensive policies for safety, health, and risk management Develop a consistent performance management framework to meet the requirements of organisation including its people Comprehensive polices for workplace discipline Develop a competent employee grievance redrassal system Organise skill development courses and self-learning programs for improving the performance standards Develop an efficient review process for departments and encourage interdepartmental communication Having said that, it is also important to have an efficient evaluation process to review and ensure the successful implementation of the key objectives and their impact. My focus also would be on developing a performance management system to see how well is an individual performance linked to the organisational objectives and goals. A positive change with increased contribution from the employee towards the organisational goals would serve as performance indicator. If the change is negative with decreased motivation levels of employee, it will again serve as a performance indicator that something is a miss or wrong with the new policies and they have to be worked upon further. Stage3 Ensuring Continuous Development and Monitoring the Progress Once the human resource practices are in place, there is a need to develop initiatives and processes for continuous employee improvement and development. The key components of system that I would like to develop to monitor and improve employee performance should be: The system should facilitate open employee-employee and employee-staff communication The system will provide continuous assistance and consultation for the employee development- as a professional and personnel Initiating teleconferences, self paced web training and educational programs Online surveys, interview, reviews to me evaluate the impact of the practices on company’s employees A regular feedback from the staff to see the how effective have been new policies and practices The above mentioned key points form the building base for a comprehensive and effective human resource management system required to help the company reach its objectives, goals, and missions. Even though every company might have a different vision for its growth, however, it cannot grow unless it understand and appreciates the value of its human resource. For any company human resource is the biggest asset and has to be valued to ensure the success and growth of the company. Undoubtedly, Human Resource planning is the core of defining project roles, responsibilities, and reporting relationships4. (Elyse. Dec20) References 1- Reference not plagiarism. Retrieved on 7 June 2007 from http://www.tamiu.edu/coba/faculty/kohl/book/3.html 2- Reference not plagiarism. Retrieved on 7 June 2007 from http://www.work911.com/planningmaster/faq/indexhrplanning.htm 3- Reference not plagiarism. Retrieved on 7 June 2007 from http://www.work911.com/cgi-bin/planning/jump.cgi?ID=6856 4- Elyse, 20 Dec 2006, http://www.anticlue.net/archives/000794.htm Read More