Human Resource Management Term paper
However, success creation is not a walk in the park, human resource managers are faced with a lot of challenges that would pose a challenge. Workers and staff have their own unique way of thinking, believes and culture which might cause a challenge to them if they are not well motivated and cultured to work. Strategic planning approaches and theories provide a basis for efficient and maximum of human resource in an organization. To be able to understand how the challenges that the human resource managers face in hiring and staff retention, this paper looks into the practices of Premium Soft in the context of company expansion. It further goes ahead to examine the strategic approaches used by the company and its job design and how this aids product development.
Even though the company guarantees a competitive salary package for its employees, an automatic one month bonus after one year of employment, and salary increment after two years of service by the staff, an expectation of every staff after salary promotion is reduced roles and responsibilities. Therefore this makes it a problem to the company in retaining valuable employees because the size and scope of the company do not allow changes in roles in this case reduction after promotions of the staff made by supervisors or director, hence poses a lot of strain to premium soft management towards its objectivity to quality and high productivity. Lack of formal evaluation on regular basis is a challenge facing hiring and retention of quality employees of high value to the PremiumSoft company.
A company which exercises regular formal evaluation are able to reward competent employees as they are identified based on the innovation and creativity in terms of provision of new ideas and problem-solving. Despite the fact that employees in premium soft demonstrate innovation in providing new ideas as well as solving problems, intelligence and creativity, the company did not reward them because of informal evaluation. The company should employ the full steps in the cycle of selection process upholding competency as the pillar. For the company, to maintaining its reputation for quality and consistency it should ensure implementation and adherence to the full steps involved in the cycle of a selection process. The following five steps as highlighted would help design an effective result-based hiring process which would eventually improve your company quality of hire (Hardison, C.
et al, 2015). Step one chooses a recruitment strategy. The company should apply quality of each hire as the specific metric analysis of the qualified candidates. This specific measure involves continued track assessment of their success which includes track attendance records, turnover rates, productivity and managerial reviews and hence ensures the quality of each hire. For example, the hiring metric analysis information will not only help in selecting high potential candidates but also its good in making talent acquisition. The company should offer training to the recruiting and hiring managers. The aftermath of recruitment is the selection process which involves tedious and time-consuming strategies of choosing high-performing candidates for the company. Premium soft software product Development Company used this approach as it focused on ensuring employee satisfaction besides competency with aim of allowing them to effectively work within strict working time.
The company created a flexible working hours as per their schedule, virtual tennis games and Xbox, long lunch breaks and allowing and supporting participation in social activities outside workplace which in turn promotes employee self-realization by relieving them of job stress depression as programming is quite stressful and depressing. In addition, overtime work wasn't mandatory hence staff was allowed to make their choices and those with other responsibilities such as family roles would get enough time to spend with family. Therefore neo-relations approach is a reaction to a scientific approach to job design which embraced employee alienation in the workplace, hence this approach is the approach to facilitating effective teamwork and productivity of employees. Within this kind of job design, staff in the premium soft company were happy and they feel satisfied and challenged of maintaining and improving the quality of company’s products hence promoting continuous success.
This model has five evaluative levels where learning and development can be tested. Reaction- This the first level of the model which measures how the trainees reacted to the training. Being a trainer it's crucial to measure reaction since it helps you to know how well the training was received by the learners who happen to be your audience. Also, their reaction helps to improve the training for future trainees, as well as identifying those topics missing in the training and adding for future training. Learning – The second level of the model which deals with measuring what the trainees have learned. Reviewing the success of the organization in the learning and development practices is key. Continuum of the learning interventions is another factor that the firm needs to look into to be able to ensure productivity and flexible in the workplace.
Flexibility in the workplace. In the 21st century in which we are living, transformation and changes happen in the political, economic or the social scene which would require organizations to be flexible in order to fully adapt. Flexibility in the workplace is considered to be the most important and central feature of organizations and human resource management. There exist many varieties of flexible working options. The working time as discussed above refers to the pattern in which the employees are ready to work for to fulfill the total working hours. For instance, the employee can decide if he wants a night shift, an evening shift or a morning shift. Flexible working hours is a pattern that requires employees to diverse on the total number of hours.
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