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Human Resource as Strategic Partners - Essay Example

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Human resource management, in the simplest sense can be defined as "getting things done through people." This function of management has been in place throughout the history of mankind yet it is irrefutable that this function has evolved to incorporate significant developments…
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Re: Human Resource as Strategic Partners Dear Your Friend's Here: Human resource management, in the simplest sense can be defined as "getting things done through people." This function of management has been in place throughout the history of mankind yet it is irrefutable that this function has evolved to incorporate significant developments. With these revolutions the focus shifted from how "get things done through people" to "getting people do things" for the company's utmost benefit.
In the case of your organization, I believe that there are four areas which need to be looked into: organizational communication; employee motivation; industry relation; and employee evaluation. You have stated that the company's board had increased the production goals by 50% in the next two quarters after which, problems for the human resource department such as absenteeism, low employee morale, lack of motivation, and high employee turnover. Altogether, these led to lower level of production and product quality. As stated above, there are four key areas which needed to be looked into. I suggest that your company adopt the following key major strategies.
1. Organizational Communication
One of the essentials of a good organization is a communication system which facilitates the flow of organization within all the levels of the business. The management should see to it that the lower level managers and frontline employees are given significant information about the decisions of the business organization. With this, employees should be looked at as strategic partners of the company to achieve its goals. The company should be able to let the employees know their importance in the business to boost their morale. Employees are often put off when management treats them as equipments. Communication of business decisions to employees makes them feel a stronger sense of belongingness as well as reminds them of their importance in the company. With this, I believe that your company should communicate the production goals to your employees. You can boost their morale also by communicating and praising their achievements. Communication also means knowing their problems which regards to production.
2. Employee Motivation
Employee motivation is one of the most important essential functions of the HR department in ensuring the productivity of its workforce. Traditionally, monetary benefit is considered the largest instrument to motivate employees. However, psychological and even physiological rewards are seen to contribute in retaining good staff and encouraging them to work at their very best. Aside from higher pay required for the higher level of production, your company should look deeper at the greater needs of its human resource. A motivation technique composed of monetary benefit as well as reward system should be in place. Employees should be given recognition for good performance. This can be shown by giving free movie tickets, spa packages, and others which the employees will surely enjoy.
3. Industry Relation
I also suggest that you look at the relationship between the employees and the managers. Employees sometimes fail to achieve what they can if they do not like who they are working with. Your company should ensure that employees like their managers. Also, managers should be more hands-on with the operation in order to interact with the employees. Through this, the company will have more ideas of the problems in the workplace.
4. Employee Evaluation
Employee evaluation is a function which involves the assessment of the performance of a workforce. As you may note, the three recommendations are for the enhancement of the employees' morale. This however, pertains in answering the decline in product quality. Employees should be given their individual goals at the start of the production period. The company, must then, evaluate if the employee is able to achieve his/her goal. Positive reinforcement must always be used in dealing with their shortcomings.
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