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Growing Staff as Human Resource Management Consultan - PowerPoint Presentation Example

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This is especially because the human workforce is the key to the success of whatever organization. This particular resource is that which…
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Growing Staff Presentation as Human Resource Management Consultan
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First Affiliation One of the primary issues of concern in whatever organization that is therein existence is that to do with the human resource in the firm. This is especially because the human workforce is the key to the success of whatever organization. This particular resource is that which has proven to be rather indispensable since time immemorial. In order for a firm to be successful in its activities, it should be in a position to understand the value, which is associated with this particular segment of the organization.
There are some strategies, which the firm has undertaken for the purpose of making sure that its top management have the right requisite skills that will translate in the production of the required results. This in essence will lead to the achievement of the goals and objectives that have been put in place by the firm. The first among this is the building of skills in the leaders. The dynamic nature of business operations calls for individuals who are in a position to adapt to the various situations that present themselves in the business world. This is not forgetting the Human Resource Issue. For this reason, the individuals should be more adaptive for the purpose of boosting their performance and overall score in the work environment.
It is of the essence to note that the organization has various individuals working therein. For this reason, the propositions may not be taken in well by all the parties involved. To some, this may be taken as a way of locking out some individuals, especially those who are not well qualified for certain positions. However, it is of the essence to note that the training, which is undertaken, is for the benefit of all the individuals in the organization when it comes to their general performance.
Outline Plan
Fashion design is purely artistic and as such, it is the designer and the assistants who determine how far a brand goes. Nonetheless, technology has changed all fronts of our daily lives dramatically; adding innovativeness to what we have always done hence easing our daily loads. The current workforce of Michael Kors Fashion House is large. With 372 workers for a company of its size, it is a record. The large workforce’s output is limited in comparison with what they should be producing. The gap between the workers and the target output is in their inconsistency due to poor work ethics and lack of adaptation of technology.
If the company can invest in its workers, it sure will invest in its future. The possibility of the company producing double the much it does today in the next six months with no extra input; just staff training, lies in the will to secure the future. The employee development plan that is flaunted to the company has been tested and it has worked before. It should not fail especially since with background information of the loopholes of the workforce it has been tailor made to suit the context of Michael Kors’ Fashion House. It should see an improvement in employee efficiency and registered increase in output.
The development plan
The leadership
A company’s success is directly orchestrated by the leadership within it. For purposes of this plan, the leadership will take a month of in-service training gauged and evaluated weekly. The plan aims at ensuring the leadership motivates the employees and can handle them to make the working environment conducive and more friendly.
The employees
The employees are the carriers of success. They are needed to ensure that work is done. A company’s death begins with the disorientation of the people who work for it. The proposed plan for the employees is divided into two training strategies. One is hands on where the employees will have to take courses in assimilated design. (Computer generated design) as well as technological improvement of their spheres of work through upgrade of software and training on how to use them. Secondly, the employees will take a capacity building in-house tailor made training. It will be geared towards correcting their attitudes e.g. time management, work approach, employee relations and management-employee relations. Setting the right mood and mentality in the work place has been found to improve productivity by 47% in researches. The approach is more distinct since it does not call for disciplinary approach employed by other plans. The employees are only human and punishment and reprimanding them does not improve them; it kills their spirit. As such the company should show them their importance.
The individuals working for the company should be vetted afresh to ascertain their competence in their areas of work. It would be futile to train unqualified individuals over and over again since the training does not aim at incorporating technical skill rather it aims at correcting the attitudes. The employees will also be evaluated on basis of their performance over the time they have been part of the company. Those that fail to meet the standards will be laid off or sent on compulsory study leave.
The plan will go a long way in seeing the company realize its goals through satisfying the workers who will in turn satisfy the customer. With the right attitudes, the House will be in a position to produce many distinct designs aided by technological advancement, an effective workforce and a good leadership. The equal employment opportunity standing will be affected since the opportunities will now be merit based.
Garvin D., Edmondson A. & Gino F. (2008). Is Yours a Learning Organization? Harvard Business Review
Perry, James, Trent A. Engbergs & So Yun Jun (2009). “Back to the Future? Performance-Related Pay, Empirical Research, and the Perils of Persistence.” Theory to Practice
Seitel, Fraser (2007). The Practice of Public Relations. Upper Saddle River, NJ: Pearson Prentice Hall, Read More
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