Challenges And Issues In Human Resource Management

To encourage leadership behavior, employees are encouraged to meet quotas independently as a reflection of employee and departmental freedom. Employees that meet quotas and perform well are rewarded with bonuses based on customer service and sales, in addition to advancement within the company. These procedures and guidelines reinforce the idea that your company desires quality employees that are willing to improve the company and themselves. After a talent philosophy has been developed, a Human Resources strategy must be developed. A Human Resources strategy links the company’s business strategy and goals with the functions of Human Resources.

The training schedule must include employees, training dates, and training times. Organizations must recognize that employee training is more of an investment so training downtime and training costs must be expected. The final component of a good staff training program is program implementation. Staff training modules should be conducted in order of importance. Using professional trainers or individuals experienced in training and using multimedia tools would help implement the new training program.

However, It is critical to build a performance management process and system to reflect the culture of the organization. Thus, the system should measure the employee’s performance against what he or she is employed to deliver. Having said that, the standards set need to be realistic otherwise the behavioural standards will lose credibility with results yielding wrongly. Also, the center would need to consider past issues that caused unfair results. Consequently, it should also be determined how the performance management system is being used, be that as it may, systems facilitate the attainment of individual and corporate goals that allow data to track and monitor all employees individually as well as the

There are several approaches to improve job satisfaction and employee engagement, first of all our recommendations to Kris Jenkins to develop job satisfaction and employee engagement of Salon Manager are, at the first stage, increasing the opportunity of promotion for the managers because fulfillment theory in order to make the employees happy you have to satisfy their wishes and demand and the more the employees earn the more satisfy they will be as (Çelik, 2011), stated. The second one is, the supervisors have to establish a strong connections with the subordinates, and the owner also need to establish a strong relationship with the managers “determination theory also proposes that in addition to being driven by a need for autonomy, people seek ways to achieve competence and positive connections to others” (Robbins & Judge, 2013 pp 208 ). The third one is managers should make decisions independently, at the same time the managers should know the organization 's goals and objectives properly. Secondly, our suggestions to Kris Jenkins to improve job satisfaction and employee engagement of Hair Stylist, firstly promotion opportunity has to be raised. Secondly, the relationship should be positive with the supervisors according to Harter and Schmidt and Killham in 2003 an effective manager is always listen to his subordinators and fulfill their needs and the managers have to find a relationship between the needs of individuals and the organization.

My Personal Mission Statement Before I can develop my mission statement, I need to define what a mission statement is. A mission statement is “A written-down reason for being…focused on the practice of what you need to be doing.”(Chritton, S., n.d). It is the reason why you are doing something. A well written and well thought out mission statement will “provide clarity and gives you a sense of purpose. It defines who you are and how you will live.” (Mission Statements., 2017).

Motivation is the force that pushes us to do things: It is a result of everyone needs being satisfied so that employees have the inspiration and ability to complete the respective task given. So will employees be motivated and perform to their capability by giving them good welfares, benefits and money? Money makes the world go round, it can be considered as an engine to push human’s limits but peers motivation and intrinsic desire to a good job are the real motivators in today’s workplace. Intrinsic and extrinsic motivation There are two types of motivation, intrinsic or extrinsic. Intrinsic motivation being employees are interested on the work because it is personally interesting, rewarding, challenging.

Schuler (Whatishumanresource.com, 2014) “Performance appraisal is a formal, structured system of measuring and evaluating an employee’s job, related behaviour and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, organisation and society all benefit.” This process will establish performance standards for better monitoring and evaluation. These standards must be communicated to the labour force, to be able to measure the actual performance of employees and to monitor and evaluate the organisation progress effectively. Then, the actual and the standard performance will be compared and, corrective actions will be respectively design and the process of monitoring and evaluating will be

These consist of goals the company wishes to achieve, the structure of the programs put in place along with what the programs entails, how to operate it, the responsibilities of employees, their roles in the change process, and who is responsible for making the changes possible. The list also includes who will be involved in initiating the program, communication of what the transition will be, and finally, who will take on the leadership role to make sure the changes are done correctly (Palmer, pg. 321, 2017) The role of the leader is very important to make sure

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New staff needs a formal induction period which should explain all the policies and procedures. This provides the foundation for and expectation of future behaviour and practice in the organisation. It sets the tone for the future. Abuse often happens because of poor practice and a lack of understanding about the consequences of certain actions. Therefore, training is essential and talking about experiences can give an insight into what it is like to be on the receiving end of care.