Human Resource - Research Paper Example

Human Resource At this moment when JVA is facing a financial problem, cutting the expenses for labor cost is not enough in stabilizing the company amidst the crisis. Considering the productivity of all employees should also be regarded. 1Productivity improvement practices would be the best tool in managing the company’s financial status rather than focusing on costs alone, improve management processes, tools, and managers so that current workforce produces more output at a higher quality. Hence the goal of the changes in compensation program is reducing the labor cost by increasing the productivity of each employee.

In hitting this goal, going through a continuous performance management system is significant. The first step is defining acceptable employee performance. We need to follow a certain flow of appraisal process to identify the performance of the employees. In defining the acceptable employee performance, we need to review the performance of each employee according to his job description. Using the specific job description, we can establish performance measures and standards. We need to establish performance standards that can describe what constitutes below-average, average, and above-average performance.

Then identify the best and worst case scenarios to come up with realistic standards for measuring performance. After defining the performance of each employee, we can move on to facilitate the employee’s performance. One of the most important roles of Human Resource Department is to support the growth and development of each employee. The best tool in facilitating the employee’s performance is to provide guidelines for improvement. We could set guidelines that outline how long it should it take an employee to improve and what steps will be taken if the employee fails to show improvement.

Create basic policies that will highlight the personal growth and development of employees.Human Resource 2To motivate each employee in following the guidelines for improving performance, the company itself should also encourage them. Encouraging the employees for developing performance could be motivated in a form of reward. However considering that the company is currently facing financial crisis, we need to review the compensation package first. This also includes evaluating the commission packages, expenses covered, perks and necessity of onsite amenities that are currently covered.

We have to take a look if the current compensation programs have met the requirements and expectations of the employees from the company. Finding out if the employees were satisfied or not with the compensation programs that the company has provided them, we could consider some non-monetary rewards to motivate them. The company may use recognition and honor as forms of motivating people to work better and increase productivity. 2Creating a meaningful, cost-effective reward system is one of the most important challenges facing any organization today.

For many employees, recognition received through the expression of genuine appreciation for the work they do is a reward.Performance appraisal will be conducted quarterly as part of performance management system. For employees and teams who have given the best effort for the company, they will be recognized every after the performance appraisal period. There will be four categories of awards which are the Performers of the Quarter, Team Awards, Good Word Done Awards and Employee of the Quarter.

There will be no need for the company to reduce the current benefits that the employees are enjoying. JVA Corporation will lessen its cost by increasing the output or the productivity of the employees. Hence employees will enjoy the same benefits along with the additional reward through recognition. Human Resource 3ReferencesSullivan, J. (2009, Aug 3). Need to Cut Labor Costs but Avoid Layoffs? A Checklist of Cost-cutting Options (Part 1 of 2). Retreived from http://fixcv.

com/need-to-cut-labor-costs-but-avoid-layoffs-a-checklist-of-cost-cutting-options-part-1-of-2-3444.htmlSpitzer, D. (1998, March 24). POWER REWARDS: Rewards that really motivateRetrieved from http://www.pignc-ispi.com/articles/motivation/spitzer-rewards.htm