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Wine compnay Planning & Recruitment & Training - Coursework Example

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In our endeavor to boost productivity and enhance profit maximization within our wines company, the management intends to develop human resource department through the employment of more workforce. The firm foresees a surplus of individuals intending to work in our firm, owing…
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Wine Company Planning, Recruitment and Training In our endeavor to boost productivity and enhance profit maximization within our wines company, the management intends to develop human resource department through the employment of more workforce. The firm foresees a surplus of individuals intending to work in our firm, owing to the economic recession and the continued success of our firm. As such, our firm plans to employ competence-based, and merit-based system where the most suitable workers.
In the event of an employment surplus within our wine company, we plan to implement a freeze in our hiring systems. This will significantly aid in reducing costs since the firm will not hire more staff in case the current ones resign or retire (Ford 10). Instead, our firm plans to promote the current employees, and mandate them with more promising tasks. Additionally, the concept of outsourcing within our firm ought to halt, since the firm has enough workforces. Besides, the firm intends to promote early retirements through provision of incentives to willing individuals. However, such retirements will not be mandatory, and will be in accordance with the set laws.
Owing to the success of our firm, the organization has been extremely productive, as such, the firm perceives that the employees will experience some negatives. Among the negatives includes working at extra hours, and sometimes working under extreme conditions (Rothwell 289). However, it will be the firm’s task to ascertain that such employees facing such conditions receive compensation. It will also be critical to ascertain healthy working conditions within our firm (Ford 10).
Our wine company also plans to organize training programs for our employees, in an endeavor to boost their competence and enhance improved productivity. Hired individuals will be acquainted with training in their respective departments. However, since the firm targets a boost in the production, the firm targets to invest more on the employees within the production line. The firm plans to purchase state-of-the-art machinery that will enhance increased production output at a reduced time. Additionally, the firm plans to incorporate technology within the production line through the use of automated machinery. As such, the firm will select qualified employees, and thoroughly retrain them in order to boost their proficiency, thereby significantly improving the production and enhancing profit maximization of the firm.
The firm also foresees some challenges within the training program. For instance, the training and the purchasing of more machinery are essential. However, owing to the profitability of the firm, this ought not to be a critical predicament. Additionally, challenges of employees unwilling to embrace new training methods are likely to arise (Rothwell 289). This calls for motivation and a promise of development to these employees.
The training expects to produce efficient employees who will be critical in the production and also the retraining of their colleagues. Consequently, it will be vital to assess their suitability after such training. This will be through placing such employees within their departments and setting targets that they ought to achieve (Rothwell 289). Non-performing employees risk redeployment to other lesser tasks, while the best performing employees will receive various incentives. This endeavors to boost their productivity and enhance their development for a boost in the productivity and ultimate profit maximization within our firm.
Works Cited
Ford, Jess . State Department: Targets for Hiring, Filling Vacancies Overseas Being Met, But Gaps Remain in Hard-to-Learn Languages. Iowa: DIANE Publishing, 2004. Print.
Rothwell, William . Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within. New York: AMACOM Publisher, 2010. Print. Read More
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