Reorganization of the Hiring Process to Internal Mobility - Case Study Example

INDICATIONS TO EMPLOYEE UTILIZATION Name Professor Institution Course Date Executive Summary Being a Human Resource Manager, I sought to execute a study concerning the indications of employee utilization. This is through focusing on the detection of the over utilized and unutilized employees to provide the platform for the achievement of improved efficiency and productivity levels. The study sought to examine the indications to employee utilization within the company. The study focused on the integration of the effective motivations towards increasing the level of utilization, as well as improvement of productivity. In addition, the study sought to address the need for recruitment for the over utilized departments while providing the platform for retaining unutilized, but skillful employees. From this perspective, the study seeks to achieve the following objectives: i. To determine over utilized, fully utilized, partially utilized, and unutilized employees in various departments ii. To improve performance and productivity levels among the employees iii. To provide the platform for adoption and implementation of recommendations and effective strategies, which will facilitate improvement of employee utilization within the company iv. To examine sources of ineffective employee utilization v. To explore effective strategies towards overcoming such issues leading to ineffective utilization of employees within the firm In the course of achieving these objectives, the study did focus on the utilization of a specific methodology, which was ideal for the collection of quality data. The methodology focused on calculation of the attendance of each employee (actual working hours). Besides, the research methodology sought to interview direct managers on the performance of their employees, as well as their perception of the level of utilization of their employees. There was also a quick survey about the quality of work by the employees within the firm. The methodology was ideal for the generation of quality indications to the employee utilization, which will be valuable for the top management. According to the findings of the study, there were indications of over utilized, fully utilized, fairly utilized, partially utilized, and unutilized employees. These findings were valuable in the generation of the platform for the integration of quality recommendations and strategies towards the improvement of employees’ utilization, performance, and productivity levels within the firm. Background Employee utilization is a technique or mechanism, which focuses on maximizing the efficiency of the employees of the institution or company. This is through the incorporation of several techniques or approaches such as training the employee in multiple areas to facilitate effectiveness and efficiency in switching from one role to another in agreement with the necessity. In this context, employees do not waste time on the less-profitable tasks while seeking to address the demands and expectations of the firms within the industry and market of the transaction. The execution of this research draws its motivation from the objective by the HR department to determine or recognize employees being over utilized, fully utilized, partially utilized, and unutilized in pursuit of competitive advantage and sustainability in the provision of quality products and services. From this perspective, the top management would use the findings of this study or research to integrate appropriate policies and HR practices relating to recruitment, training, turnover, retention, and employee engagement decisions. Effective HR practices tend to focus on identification of the staff or employee utilization issues. These utilization issues emanate from inappropriate hiring practices, place training, and oversight of the company’s employee pool. The inability of an organization to identify and handle ineffective employee utilization might lead to slow productivity, as well as the eventual decrease in the morale of the employees. Besides, lack of effective employee utilization might cause financial damage or destruction on the image, as well as the reputation of the firm. Effective employee utilization is a necessity in the pursuit of competitive advantage while also enabling the firm to achieve a competitive advantage within the market and industry of operation. From this perspective, there is a need for the organization to focus on the elimination of the potential causes of ineffective staff utilization such as hiring mistakes, lack of effective training, over-hiring, under-hiring, poor management, and misclassification. Purposes Employee utilization analysis focuses on identification of the utilized employees with the objective of detecting the needs for recruitment for the over utilized departments. Besides, employee utilization analysis is vital in the determination of the needs for the employee engagement, thus the perfect platform for the increase of the employees’ utilization, as well as productivity levels. At the most basic level, organizations tend to use utilization as the metric professional approach into the course of measuring the profitability of the employees. In most cases, it is ideal to express the employee utilization as a percentage of the day, week, or month of the given employee concerning generation of revenues for the respective companies. Effective utilization data is vital in enabling the firm to conduct capacity planning efficiently in pursuit of competitive advantage, as well as sustainability in the market and industry of operation. This is because of the ability of the organization to incorporate the aggregated granular data concerning determination of the effective use of certain resources, skills, and expertise in accordance with the goals and targets of the firm. The approach is also valuable in enabling the firm to enhance effectiveness and efficiency in the application of the practices and policies of the HRM in the long-term, thus the platform for reduction of the risk of employees with incorrect skills. There is also need to examine employee utilization within the firm to facilitate massive reduction of reliance on the outside resources while addressing the demands and expectations of the consumers. It is essential to note that the study focused on the achievement of various objectives. Firstly, some of the departments in the company tend to have more workload in comparison to others. Nevertheless, these departments are getting equal approvals for the recruitment. There is a need for the company to focus on identification of such issues to facilitate massive improvement on the utilization, as well as productivity of the firm. Similarly, the company tends to experience a situation in which there is an increase in the employee turn. From this perspective, some of the unutilized employees are leaving the company because they are simply doing nothing. In this context, execution of this study is ideal for enhancing effectiveness and efficiency concerning internal mobility. The findings of the study demonstrate the fact that internal transfers should go to the quality or skilled employees, thus the over utilized entities. The approach will be valuable in the course of improving effectiveness and efficiency in balancing the work. Additionally, the study is valuable in the course of improving employee engagement, as well as training and development. Meanwhile, the study seeks to achieve and maximize accuracy in the presentation of the findings, as well as the status of the company with the objective of achieving competitive advantage in the industry of operation. The study provides indications relating to employee utilization, thus the perfect platform for maximization of the productivity levels, as well as the performance of the employees in pursuit of sustainability. Methodology The methodology focuses on the expression of the procedures, processes, and instruments, which are critical in the collection and analysis of data or information concerning a phenomenon. In the course of executing the study, three standards were vital concerning the utilization of the human resources within the firm. In the first instance, the study did focus on utilization of the attendance report application to facilitate calculation of each employee’s working hours between 1st of January 2015 and 30th of September 2015. As evident in the attendance exhibit, the study did focus on deducting all leave hours inclusive of annual, sick, training, business, and study leaves. The objective of the approach was to gain substantive and accurate information on the employees’ working hours. Secondly, the study did focus on gaining substantive and accurate information or data through execution of structured interviews of the direct managers. The study utilized one-on-one meetings with the direct managers to obtain information concerning the quality of employees’ work. Quality of work demonstrates facets of each employee as: i. Effectiveness: employee’s producing high-quality results i. Efficiency: employee’s use of less resources, but achieving best results ii. Work load: emanating from the direct managers and SIMAH’s business iii. Throughputs: the speediness as well as the quietly of submitted task The direct managers were critical sources of information because of the ability to offer substantive data about employees’ knowledge, skills, and abilities, which might cause them to exploit certain employees with certain tasks. Finally, the study methodology focused on the integration of the objective while utilizing Key Performance Indicators (KPIs), which were ideal in the examination of the necessary strategies for the achievement of the goals and targets of employee utilization. Recommendations/Strategies Reorganization of the Hiring Process to Internal Mobility In the course of implementing this strategy, the firm should consider integration of two perceptions with reference to improvement of utilization and productive levels of the employees. In the first instance, there is need for the company to consider integration of internal transfer strategies from the unutilized employees to over utilized workers. Secondly, there is need to consider offering the over utilized workers extra seat in the course of recruiting or hiring of adequate workforce in the market and industry of operation. The movement of employees from one position to another within the firm will be valuable for the achievement of competitive advantage in the market and industry of operation. This is through lowering talent acquisition costs while also enhancing efficiency in time-to-productivity, as well as higher retention rate in comparison to external recruiting mechanism. Embracing the internal mobility approach will be great towards reduction of the time, as well as training costs the company will spend onboarding external hires. From this perspective, the internal candidates or employees do not need new-hire orientation, thus the need to train such workers on the specific tasks concerning the responsibilities of their roles. In addition, the over utilized employees have adequate knowledge on the company and established network, thus effectiveness and efficiency in the demonstration of the cultures and values of the company. The internal hires have the tendency to demonstrate various transferable skills and techniques, which are applicable to various company or business areas in pursuit of competitive advantage. Objectives and KPIs In addition, it is appropriate for the firms to consider integration and implementation of clear objectives, as well as Key Performance Indicators (KPIs). The objectives and KPIs will facilitate increase in the utilization and productivity of the employees in seeking to address the demands and expectations of the firm. From this perspective, the company should consider integration of realistic employee utilization objectives and targets, which have higher morale. The employees should view the objectives or KPIs as attainable, thus enabling the workforce to focus on other non-production (yet still important) initiatives for the company. Some of these initiatives include business development, staff development, and team building. In addition, the company will allow the workers to have substantive period to focus on the areas, which increase the productivity levels in the long-term through increased employee and team efficiencies. Implementation of attainable objectives and KPIs will also play a critical role in the reduction of the employee turnover. Generation of quality objectives are is also vital in enabling the firm to enhance effectiveness and efficiency in the resource allocation. Proper resource allocation will enable the firm to realize a dramatic impact on the employee utilization though aligning appropriate resources prior to project initiation based on the level, as well as expertise for each task. From this perspective, resource allocation will be valuable in enabling realization of the employee utilization in alignment with the productivity levels, thus generation of actual billing of the hours worked by the employees in pursuit of competitive advantage. Creation of a Productive Working Environment Improvement of the employee utilization should focus on the improvement of the productivity levels of the employees per the demands and expectations of the stakeholders and shareholders. In order to improve employee productivity, there is a need for the company to concentrate on the creation of a productive working environment. This will relate to the integration of quality recruitment strategies, implementation of appropriate training and development mechanisms, and motivation of the employees in pursuit of personal and professional goals. Employee utilization is all about the creation of a productive working environment, which enables employees to share ideas while tapping into each other’s knowledge, thus limiting the implications of any absent resource in pursuit of competitive advantage in the industry and market of operation. Each team members should focus their contribution on a common goal, thus enabling the firm to maximize the outputs of innovation, as well as a massive increase in the productivity levels and the eventual optimization of the employee utilization. Improvement of Planning Improvement of employee utilization must also incorporate effectiveness and efficiency in the allocation of the resources following the needs and expectations within the diverse departments. Improvement of the resource deployment should not only improve the future resource productivity and utilization but should also integrate realistic perceptions about the health of the company. This is through critical evaluation of the planned and actual conditions of the company about the demands and expectations of the target audiences. Effective planning will also relate to the realization of efficient management of the customer expectations. From this perspective, it is valuable to communicate to the entire team the importance of managing the customers’ expectations. Accordingly, more happy customers translate to increased productivity levels, as well as employee utilization since employees will have to perform less unproductive tasks within the industry. Encourage Collaboration In the course of boosting productivity and employee utilization, there is need to incorporate appropriate strategies, which focus on the promotion of employee engagement and collaboration. The approach will be vital in the course of increasing the output and efficiency of the employees in execution of their duties and responsibilities within the market and industry of operation. The collaboration will enable the departments to collect valuable information concerning the performance of the employees. Besides, the approach will facilitate the collection of ideal information on how to handle or address the welfare of the workers, thus the perfect platform for the creation of a productive environment. Employees will also have the opportunity to engage in the development of training programs, which will be beneficial for their performance within the industry. Conclusion Employee utilization is a technique or mechanism, which focuses on maximizing the efficiency of the employees of the institution or company. The study did focus on the evaluation of the state of employee utilization within the company. The study sought to examine aspects of over utilization, partial utilization, and unutilized employees with the objective of offering platform for the recommendations. In order to improve effectiveness and efficiency concerning productivity and employee utilization, the company should focus on integration of clear/precise objectives, reorganization of the recruitment strategy, effective planning, generation of productive environment, and employee engagement techniques. Read More