Managing efficient and effective Human Resources enhance an organizations performance?
Well defined career path
This paper focuses on analyzing the key facts regarding human resources of an organization. The research paper critically analyzes the importance of human resource in evaluating the performance of an organization. Outstanding human resources can be a competitive edge for an organization. Evaluating certain factors such as employee empowerment, employee satisfaction and employee retention plays a vital role. In addition, having a strong career path and communication network in an organization can also affect the performance of an organization. These factors are critically analyzed in the following research paper with the support of different types of journal articles.
Human resources department play’s a major role in the growth of an organization. The Human resources department takes into consideration varies factors such as the political, globalization and many other factors that can hinder the growth of an organization. Human Resources department needs to stay on top of the problem that can hinder an organizations performance. The Human Resources department emphasizes on how to create value for an organization, and efficiently use the resources of the organization to eliminate the cost for an organization. (Ramlall, 2003). Managing Human resources department is a very challenging task for organizations of all industries. Constant analysis of internal and external environment is one of the key duties that need to be monitored at all times by the human resources department. With today’s dynamic environment and rapid changes a strong focus on competitors also need to be analyzed. It is recommended to develop strategies be motivate the employees that have been working. They should also offer training programs and varies other activities for the old employees since they are a key asset for an organization.
Outstanding human resource is an essential part of an organization. In today’s highly competitive market with new opportunities a rising, it has become a challenge for organizations to manage Human Resources. Managing efficient and effective Human Resources can give a valuable competitive edge to the organization. Many organizations face varies types of issues regarding the management of Human Resources. Similarly, many organizations encounter varies problems in their organizations that are critically analyzed in this paper. For instance, retaining old employees and providing them satisfaction has become one of the common problems. Having satisfied employees enhances the performance of an organization among competitors.
The objective of this research study is to analyze the effect of human resources on the performance of an organization. Throughout this paper varies journal and case studies are used to support and examine the need of effective and efficient Human resources. In today’s competitive business world it is highly important to have a strong force of employees. Having effective and efficient human resources can be an asset for many organizations. The research paper critically analyzes the techniques and methods to enhance satisfaction of employees and the effect it has on an organizations performance. Many different aspects and direction of managing human resources are examined in this research paper. With the help of journal articles from multiple sources and support from books, different perspectives of managing human resources are analyzed in this research study.
With the highly competitive job market, many organizations come across the issue of employee retention. Organizations do not realize this issue until it has reached its peak and key employees starting swapping jobs. In order to retain top performing employees, organizations today need to have a proactive approach. Employee Retention is directly linked to employee engagement (Frank, Finnegan & Taylor, 2004). This can be done in many ways by employees, that are top performer should be engaged in the organization through varies ways. For instance cognitive involvement, effective and behavioral engagements are different ways through which employees get involved in an organization.
It is recommended to get employees involved in the organization. Make them feel like they are part of a family rather than just an employee. Provide them with intrinsic as well as extrinsic benefits. Intrinsic benefits are those benefits which are not very personal to the employees. They work as a strong motivational factor and usually give higher level of satisfaction to the employees (Frank, Finnegan & Taylor, 2004). Extrinsic benefit in the form of anything that is materialistic can also be offered to the employees. It is important to tailor the reward of the employees according to their changing needs. For instance employees that are married and responsible for running a household are different from those that are single. For one employee having family medical coverage would be the most attractive benefit whereas for another it would not have any importance. Hence forth Human Resources departments should tailor the way to appreciate each employee according to their needs. Innovative ways of appreciating the employees should be implemented by the human resources department.
Understanding the needs and desires of employees in order to satisfy and retain employees for a longer period has become a challenging task for many organizations (Langan, 2002). Employees these days are looking for additional benefits besides the basic salary. For instance, management perks, educational reimbursements and varies other benefits according to the needs of individual employee. Strategies that will increase employee tenure at an organization should be implemented.
Techniques such as employee empowerment can give an edge to an organization and resolve many issues. They need to move from the traditional way of handling employees to the concept of employee empowerment. Organizational empowerment takes into consideration the ideas and opinions of employees in making a decision within the organization (Sharma and Kaur, 2008). This concept has been proven to be a great tool for many organizations to handle employees. Employee empowerment focuses on giving a lot of authority to the employees which in return makes employees feel like a significant part of an organization. Employees tend to enjoy this type of authority and in return built loyalty with the organization.
Organizations that implement the employee empowerment system have to be well structured in order to avoid further problems. It needs to be measured periodically in order to evaluate the benefits an organization is receiving from this technique. At times, it is difficult to handle the situation that arises in this system of employee empowerment. For instance, managers may not be able to give up their power. Many times conflicts between managers and that of the subordinate’s decision may arise. Therefore, it is important to periodically evaluate and have a strong organizational structure to implement employee empowerment. Organizations need to design strategies to focus on techniques like this in order to retain top performing employees (Sharma and Kaur, 2008).
Giving all the authorities to the employees benefits an organization in the long run. Having more power employees feel more confident and handle the job as if it was their own business. This increases employee’s satisfaction and loyalty with the organization. Implementing employee empowerment in the organization enhances the performance of an organization. It also increases employee’s satisfaction which in return results loyal employees. Having a culture in which employees are given the authority to have the power to bring about change results in a positive outcome. It enhances employee satisfaction and employees feel that they are a significant part of the organization
Strategies such as performance appraisal can assist an organization in motivating and retain employees for longer tenure. It is highly important to give credit of the hard work that the employees are putting in through many other way then just monetary benefits. Performance appraisal is a system of evaluating performance of an employee in the organization.
Performance evaluation system can be used by an organization to hold everyone accountable for the amount of work they did. It is important to alter the performance appraisal program according the needs of an organization and to control it accordingly as well. In this approach rating periods can be established and the concept of Management by objective is also incorporated. In order to evaluate the performance of each employee, different tools are used. Such as, behaviorally anchored rating scales (BARS) and many different types of tools are established. The process of performance appraisal is linked to the outcome such as pay, promotion, and so on. It is important to have specific people in the human resources department to conduct performance appraisal and evaluate the results of the employees. It is also important to make sure the evaluation system is being monitored and the reviews are then generated based on the results. Once the results have been generated with the appraisal system, rewards and recognition should relate to the performance rating. The employees that have received a better rating should be recognized and encouraged. Their pay and promotional packages should reflect the high rating they receive (Martin and Bartol, 1998). This system can be very effective for an organization since it holds employees accountable for their work. It is highly important…