Human Resource Management suggestions for National Lewis and Clark Corporation - Personal Statement Example

Human Resources Management It is a great pleasure bestowed on me to address this discussion board sitting today and express my thoughts concerning the welfare of National Lewis and Clark Corporation (NL&C). It is due to deep concern for the progress and success of the (NL&C) that am compelled to come up with possible suggestions that if implemented or if integrated in the existing system can produce fantastic transformations in terms of the our output and the welfare of our labour force. Already when I joined this organization about two months ago the rate of growth had become steady and it is my wish to see even continued improvements.

To steer us in that direction and in my position as a human resources manager it is my wish to offer suggestions that I believe can stand the test of time. Let me begin by mentioning something about human capital investment. I wish to suggest that for the purposes of increasing productivity all management members should undergo a two hour per day month-long management training. I feel this is necessary to bring an overhaul in the various departments of this corporation. By the same token the recruits who will have to undergo a full time month long trained this, I feel will prepare them fully for the challenges ahead.

In connection with that, the recruitment should be done twice a year at the head office to cut on the costs that incurred in intermittent recruitments in various branches of our corporation. It is also my wish to point out that matters of remunerations are of high importance. A workplace staffed by well paid employees is a productive workplace; and that brings a competitive advantage to the firm. We should therefore review the package we offer to each category of our worker to bring it up to the national standards.

This will motivate our labour force to deliver better services hence more productivity. Oftenly I have receive complaints from disgruntled worker about their termination and discrimination as matter of facts lawsuits have been filed in courts of law regarding such matters in this company, which I think are genuine. Avoidance of disputes should be given first priority but when they occur emphasis should be put on informal resolution. In line with this I suggest to create a section in my office where any complaint from the labor force will be lodged and solved.

This will open upon better mode of communication between the top management and the staff. Another challenge that should not be taken lightly is the problem of disabled workers. I have personally spoken to a few of these people and I have gathered that they think they are treated like children of a lesser god by the corporation. Peter David Blanck an American scholar in his work communicating then Americans with the disability act (1996) Sears adopts an Equality approach of employment to the able bodied and the disabled.

They adopts a universal design and access which is the objective of including the persons with disabilities into productive workforce participation, facilities and to information by so doing they dispel myths about persons with disabilities. The article has presented a convenient evidence to show that the cost of employing a person with disability is not higher than that of employing a person with out disability (Blanck, 1996). I want us to take up a these policies in our corporation for the good of us all and our client.

In the capacity of a human resources manager I understand that for maximum output from our labour, land, capital and entrepreneurship it is necessary to foster a good interaction of all these factors of production. I will take the initiative of spearheading the full implementation of these plans. I hope that deep discussion by the board members will see the need of supporting me in implementation of these policies whose outcome, I assure you will not be long in coming. Having said that let me add that any other constructive view, opinion or advice on these matters from any member will be appreciated.

Thank you all.REFERENCESBaker, H. J. (2000): Human resources guide. Solving institutional problems; Ottawa Canada Vol.2 pp. 120Blanck, P.D. (1996): Communicating the America with disabilities Act, Transceding compliance: report on sears, Roebuck and Co. Iowa City. http://disability.law.uiowa.edu/lhpdc/publications/documents/blanckdocs/annen_follow_up_96_sears.pdfMathis, R. L. (1996): Human Resources Management. Washington D.C.