Humen Resourse Management - Assignment Example

? Human Resource Human Resource The governance, or management, of an organization’s workforce is what defines human resource management. The growth and development of this field over the years has assisted organizations recruit, train, organize, monitor, and even motivate employees in the workplace so as to achieve organizational objectives. By dealing with issues that affect people in the organization, human resource management works toward encouraging personnel to attain their maximum potential. It can do this by compensating employees, issuing benefits, training, and even acts as a bridge for communication between all levels of management (Matiza, 2013). It is the job of the human resource manager to make certain that all workers are happy in their current positions so that all objectives are attained within the specified time in the organization. This paper will examine the manager’s tasks and responsibilities with regard to employees and their situations, and what can be done to develop the organization’s position. Question 1 There are countless challenges that may face the store. Working as the manager of the store that sells computer equipment and accessories, it is crucial to monitor employees so as to make sure that they are conscious of their situation. After four months, it is clear that there are some personal challenges that most employees face. One of the main issues is the ethical behaviour exhibited by the personnel. The morals of the employees is seen as being low, which means that some of the things they do behind the back of the manager and fellow employees may be questionable. In management, this may be a particularly problematic issue. It is vital for all employees to value their contribution to the organization (Matiza, 2013). By failing to realise that their actions may be negatively impacting the organization, they are helping bring down the company because these actions may be done in the presence of customers. If the above happens, employees and the establishment run the risk of pushing customers away with certain behaviour, which may not be deemed as professional. Another issue that faces employees in the store may be the absence rate of employees, which appear to be on the rise. To address this issue as a manager, it is possible to get to the root of the problem by asking around about the health history of all employees. This can give an insight into what might be the problem that each employee faces and if it can be controlled. Moreover, by making the workplace a more accommodative place, it is likely to decrease the hazards that workers are exposed to, increasing the overall performance (Matiza, 2013). Question 2 There are certain practices within HR that are related to the case presented. One of the main practices of the department involves creating a work environment that benefits both the organization and individuals working in the store. It is vital for all managers to create a positive working environment, which allows individuals to thrive and ultimately contribute towards the business’ success (Matiza, 2013). The most effective policy may border on promoting collaboration between employees. This may work toward guaranteeing togetherness in the workplace, which fosters an environment that is positive and allows the growth of both individual and business. The positive work environment can improve employee relations that may allow all employees to develop a culture of commonness. The second most important aspect of HR practice would be the issue of appraisals. It is crucial for organizations to have a formal appraisal system where the manager can learn more about the employees in the establishment (Matiza, 2013). Failure to have such a system in place may work toward promoting a culture that is not aimed at the organization’s success. Performance appraisals are especially crucial. This is because they may act as motivators for all employees when there is the prospect of promotion or performance-based pay. Among the functions of HR, there is the presence of training. By offering employees the proper training on how to approach and handle issues in the workplace, it is possible to have a team that is responsible and mature enough to handle the everyday pressures that come with the job. Question 3 The above scenario requires a strict approach to tackle and solve some of the problems identified. For issues such as rising telephone costs, it is the manager’s responsibility to lay down the policies that surround the use of the store’s phone for personal use. One way this can be done is ensuring that any costs incurred by the employees on personal calls can be deducted from their monthly salary. This regulation or restriction can provide the basis for individuals to lessen the period spent on phone calls, and work on improving the store’s overall performance. It is also paramount to find out which areas the employees might be above average, and capitalise on such strengths (Matiza, 2013). This can assist the manager’s office in designating different areas for the employees, where they will be capable of achieving both personal and business goals. Offering incentives to the employees may work toward encouraging them to exit their comfort zones, and venture into innovative and collaborative efforts to increase business success (Matiza, 2013). Performance-based pay and commissions may also be a way in which employees can be motivated to work, focusing on the business rather than their own needs. They may strive to get more clients to the shop, and work toward selling more products for the commission at the end of the month or day. This may depend on the policy in place. Health benefits for the employees can allow them to be devoted to the organization. The benefits may start small, and gradually increase to cover more than just basic check-ups and easily treated ailments. Loyalty is vital in ensuring employees are always looking for ways in which the organization can succeed. Question 4 Top management usually gets involved in a situation that requires urgent and immediate attention. In this case, the store needs to have some changes done so as to improve the overall success of the corporation. It is vital to succeed for all people involved because success comes with the possibility of growth, and promotions may guarantee personal growth. One of the major recommendations that can be passed on to top management is the training of personnel. Training is vital because it increases the confidence that employees need to approach and handle customers (Matiza, 2013). Implementing policies that make employees feel like part of a larger group is tantamount in increasing the loyalty that all employees have for the organization. This increases the work rate and overall performance of employees, which ultimately leads to a satisfied workforce and successful business. Furthermore, encouraging employee participation may steer the organizational culture toward developing a diverse network of determined and encouraged employees. They might feel like part of the future of the organization, which means that they would work extra hard to be part of that future. In regards to the above, top level management needs to work toward guaranteeing the participation of employees in decision-making, especially those that affect them directly. After doing this, it is imperative that management implement some of the suggestions employees put across, or else employees may think that their efforts are all in vain (Matiza, 2013). These are some recommendations that may secure the store’s future, and also the overall organization. In conclusion, the HR department in any organization is there to ensure that the workforce or personnel in place is taken care of, and gets the needed attention that they require. Employees are the most important resource that an organization can boast of, and it is HR’s responsibility to protect and guard this resource. By ensuring that employees are satisfied and motivated, there is a high possibility that they might develop a culture that is aimed at organizational success (Matiza, 2013). Exceptional conduct can be one way in which HR guarantees that employees are highly motivated and satisfied in their tasks and duties, at the end of the day. Reference Matiza, L. (2013). Human resource management. London: Macmillan Publishers. Read More