Human Resources Perspective Essay Example for Free

Human mental imagerys Perspective EssayIntroductionFor small and large businesses alike, the human resources or personnel function put up be helpful for much more than simply processing paysheet or handling the open enrollment season once a year. Human resources plays an essential parting in developing a companys strategy as sound as handling the employee activities of an arranging. Human resources dirty dog as well provide human capital value to the organization, such as Utilis nominate. Without this, a company is at potential risk for lost profits. Budget control is a nonher primary function of human resources. This pr even outts exuberant spending, through developing methods for keeping the workforce associated cost at heart perspective of the companys goals. This also includes negotiating rates for benefits and health care coverage in conjunction with setting competitive and realistic wages. throughout the remainder of this paper, we get out discuss the results of Utilis bottomlands employee survey and what steps capital of Minnesota could have taken toward up(p) Utilis prat as the Human Resource Director.Survey impressions Are InUpon completion of every survey, it is important to nominate the results for all employees and focal point to see. The results should be consolidated with a task assigned and a well-developed plan of action. This is an chance to develop the corps values of the company leadership, as well, build growth within the company. Take the sequence to prioritize company goals, to include expectations of the employer and employees. Tackle the big and the ugly up front by make a statement. After all, your goal is to make the company successful and show growth through opportunity.Result 1 56% of Utilis lavatory felt their benefits were below average or poor. proletariat recognise comparable benefits packages to happen upon the company needs aswell the employee Action Studying the labor market, employment trends and sala ry outline based on job functions will assist Paul with Utiliscan, as it is a small business, creating cypher constraints. . As the human resources director, Paul should negotiate better rates. His responsibility is to find health coverage and whirl package incentives to his employees. A good example of this, high quality insurance that includes low premiums for his employees with high percentage rates of protection. American Blue Cross Blue Shield provides medical, dental, and hearing protection at level-headed rates for companies. Aside from medical requirements, Paul should address salary, wages and retirement benefits packages with his employees. Fidelity is an example of a investment firm that allows parole deductions for employees to save money and earn market based profits and well stock option growth.Many companies in modern America now provide a 401k condition plan. 5% to 6% match is a good comparable rate to start with. Result 2 55% felt safe, with little danger of oc cupational hazards associated with their physical environment. There were comments, presumably from the 45% who did not feel safe, that some of the utility plants where they worked on installations were not as safe as they should be. Task bring out safety hazards within and around the work environment. Action Conduct training and development of employees and supervisors. Needs assessments for the organizations current workforce to decide the type of skills training and employee development are necessary to change skill sets. This includes qualifications, licensing and documentation of certifications. A company such as Utiliscan must ensure their employees meet specifications to underwrite quality productions levels, at the same time improving overall safety of the organization.Many companies identify hazards within the workplace and address them through education of their employees. It is much less expensive than the cost to hire extra staff or more qualified candidates. In add ition, its a strategy that also can reduce turnover and remedy employee retention. Result 3 74% felt in that respect was little kind between their performance and their pay. There were numerous comments that performance reviews hadnt been do on time or hadnt been done at all. Other comments indicated arbitrary treatment and favoritism of some employees. Task Identify the root cause for lack of performance appraisals and employee development programs. Build and mentorship programto better support Utiliscans employee foundation. Action Through Performance Improvement, Training and Development Paul can develop performance management tools. This will enable Paul and his managers to measure the performance of their employees and provide feedback. This is a developmental tool to improve the employee skills and expertise. If performance appraisals are not completed then the potential for employees whose performance to fall below the employers expectations can continue.This leads to was te through payroll activities and low-performance employees. Performance appraisals should be conducted monthly or quarterly with a last-place annual appraisal to determine potential for promotion or retain ability. Result 4 89% felt there were few if any opportunities to improve their skills and 87% responded there were no promotion opportunities. Task Develop a mentorship program and identify key developmental positions that will be forecasted. Action Paul can focus his efforts toward performance management systems. Constructing a plan that measures performance, employees develop specified skill sets in order to become more qualified for potential promotion opportunities. At the same time, Paul can begin succession planning. This enables the company to identify key potential candidates to fill key developmental positon. This is done through identifying employees with the promise and requisite capabilities to eventually transition into leadership roles with the company.This is an important function as it can guarantee the organizations stability and future success. Result 5 78% of the employees were satisfied with their work conditions and they enjoyed freedom and flexibility to perform their jobs without strict supervision. 70% felt their workloads were adequate not too heavy, not too nimbleness Task Despite the overall content attitude toward working conditions and enjoyment of the employees daily work routines, there is always ways to improve the overall employees satisfaction. Identify a way to seek employees thoughts and ideas of how to make the work place a better environment.Action Over all employee satisfaction can better the work place and improve the quality of life within the company. Happy employees work harder and asseverate more. This leads to more money for the company to grow. Paul should place a suggestion box to assist in identifying key components that his employees are requesting to make their work experience better. Some of their i deas maylead to greater levels of quality, production, and even profits. Another option is to continue with carefully designed employee surveys, focus groups and an exit interview strategy to determine key components of employee dissatisfaction and addresses those issues to motivate employees.Corporate ImageThe employer who maintains steadfast principles, embraces change, accepts and breeds the companys philosophy and business principles will win every time. Businesses want to be known as the company to work for or Employer of quality. This is the company that receives recognition for the way they take care of their employees and care for them. These are the companies that employees find balance. Paul working in human resources can develop the tools to identify balance through recruiting the around qualified applicants, selecting the most suitable candidates and retaining the most talented employees.ReferencesSharon Armstrong and Barbara Mitchell (2008). The Essential HR Handbook A Quick and Handy Resource for Any Manager or HR ProfessionalWeb Link http//www.hrmasia.com/case-studies/Mathis, R.L., Jackson, J.H. (2014). Human Resource trouble 14th Ed. Stamford, CT Cengage Learning.