Current challenges, Issues and trend

Source - web cam WTL company front view


Source - web cam WTL company conference room


The organization which I work WTL group is one of the leading manufacturers Lingerie, Apparel. To a large extent, the HR & administration department’s new found yet well-deserved prestige is the result of the enormous responsibilities undertaken by general manager. As with much of the current HR practice of the company the most significant fact is that company has more focus on the financial factors of the motivation of employees. But it’s just a single fact that effect to the motivation of employees as shows in Maslow’s Hierarchy of needs. Company can efficiently respond to the non-financial motivational factors to the motivation of its employees. Employees work longer hours and earn more, which would lead to find difficulties with balancing their family life. On the other hand they have to forgo the time that they spend with their family members.
Continuous improvement in all business processes and research and development ensure conformity to the established strong quality systems to accomplish its final product and upgrading of the skills of employees generated the quality output. Staff training is focused on the development of individuals and to satisfy human capital management needs. Training of staff has helped to create a professional corporate culture and has significantly added towards the motivational strategy. Training facilitates the following transitions.
•           Operational to strategic
•           Short term to long term
•           Administrative to consultative
•           Functionally oriented to business oriented
•           Reactive to proactive
•           Creating a dynamic professional environment
•           Focusing on both individual and organizational development
•           Promoting knowledge sharing through learning and development.
Once the Individual development plan (IOP) is assigned to employees, he or she has to get 100% job involvement in task with innovative and creative skills of him or her to make better output. Quality output makes the employee happy with the ownership of the task where he gets credit and heartiest happiness of doing the job. Employees those who have passion of inventing creative developments can really enjoy what they do. Hence job satisfaction of the jobs in the nature of development, is to be maximum. That’s why development team enjoys what they do at work even they work longer hours. At the same time organizational commitment towards development of employees is very high. Quality work done by the employees should be valued in the correct way to retain them with the company or else labor turnover has to be there. Performance evaluation should be based on the skills and competencies of the employee. Skill assessment can be linked with their performance targets.  Therefore at the performance evaluation skill gap can be identified with the required level. If there is a gap in the skill level, skill develop plan should be implemented.  Assessed skills should be graded different level of the skills and financial benefits should aligned to each skill level. That means those who are in higher grade in their skill should receive higher benefits and those who are in lower level should receive less benefits.  That will encourage the lower skill level employees to upgrade their skills with the organizational It has been noted that, need to have an integrated performance appraisal system to identify and develop the required management talent in the organization. Hence deciding on development of people, carrier moves, succession plans reconciling the aspirations and capabilities of individuals with the needs of the business.  Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (semi-annual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development. This the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions. By the same token, appraisal results are used to identify the poorer performers who may require some form of counseling or training.              



Source - web cam WTL company Auditorium 

Conclusion

Human resource management is a tool for accomplishment of goals and objectives in an organization. Therefore, that for human resource managers to fully achieve the goals and objectives of any organization, each the organization and also the workers should return to terms with regard to what would be beneficial to both. Since an organization doesn't exist in vacuum, the firm has to employ personnel to attain its set objectives and this is often what human resources management is all concerning. Management involves operating with and thru individuals to accomplish organizational goals and objectives. The head of management is concerned with systematic co-ordination of affairs, and is aimed at utilizing available resources to attain the goals and objectives of the organization. From this research study, often deduced that human resource department should be seen as a crucial unit in facilitating competitive advantage. It is imperative that the human resource department serves as a communication link between the stakeholders, management and employees in a business organization. It should be managed by well-trained human resource managers and line managers

Comments

Post a Comment

Popular posts from this blog

Developing effectiveness in human resources management for organizational success

Image
Strategic Human Resource Management - People and Organisations: Principles and Practice in Global Contexts MN7181 (Assignment 1) for London Metropolitan University - MBA 1.0    Definition of Human Resources Management:  Human resource management is defined as a strategic and coherent approach to the management of an organization’s most valued assets are the people working there, who individually and collectively contribute to the achievement of HRM objectives. Boxall, P (2003,p.5) describe HRM as ‘the management of work and people towards desired ends’.  Source: (Esoft Metropolitan MBA 2019 -MN7181 Lecture note  6 slide 3) 1.2 Human Resources activities Human resource management operates through human resource systems that bring together in a coherent way as given below. ● HR philosophies describing the overarching values and guiding principles adopted in managing people. ● HR strategies defining the direction in which HRM intends to go. ● HR policies, which are
Read more

Human Resources activities

Image
Source - https://youtu.be/TuinoCqVrEE HR policies serve as guidelines and benchmarks for specific HR activities and that they reflect what an organization is trying to achieve, not how it will achieve its goals. Distinguish HR practices identify broad HRM activities and techniques to ensure the actual implementation of the HRM policies. It is possibly at the practice level of the HR system that most research has been undertaken to date, predominantly in regard to the role of HR practices in high-performance work systems Kepes and Delery (2007) Human resource management operates through human resource systems that bring together in a coherent way as given below. ● HR philosophies describing the overarching values and guiding principles adopted in managing people. ● HR strategies defining the direction in which HRM intends to go. ● HR policies, which are the guidelines defining how these values, principles and the strategies should be applied and implemented in specif
Read more

HR policies effectiveness in organization

Distinctive human resource practices shape the core competencies that determine how firms compete (Cappelli and Crocker-Hefter, 1996). Extensive research has shown that such practices can make a significant impact on firm performance. HRM strategies aim to support programs for improving organizational effectiveness by developing policies in such areas as knowledge management, talent management and generally creating a great place to work. This is the ‘big idea’ as described by Purcell et al (2003), which consists of a clear vision and a set of integrated values. More specifically, HR strategies can be concerned with the development of continuous improvement and customer relations policies. Bridging the gap between theory and reality The analysis conducted by Gratton et al (2001) found that there was usually a wide gap between the type of theory expressed on top and reality. Managements may start with good intentions to do some or all of these things, however the belief of them
Read more