Human Resource Manager
Introduction
In any institution, the most significant and valuable asset is the human resource. The duty of managing staff and keeping them satisfied and aggravated in their workplace is the most essential as well as the most challenging responsibility for the corrections human relation and training officer. Wright (2018) indicates that the Human Resource Manager’s duty incorporates managing staff reasonably and strategically. Appropriate management enables staff to work as a team towards achieving the goals and objectives of an institution. In these present times, the Centerville Correction Facility has failed in this aspect, and the consequences have been increased staff turnover rate. Various factors significantly contribute to the increased level of staff turnover rate at the Centerville Correction Facility. However, as the human relation and training officer, it is essential to assess the current policies and procedures with the organization to assist increase staff job satisfaction and minimize burnout. To achieve this, the following factors should be addressed.
Job redesign
To guarantee that burnout among the workforce at Centerville Correction Facility is prevented, job obligations and activities will be reviewed and probably re-allocated among the staff. Redesigning work aims at enhancing output. During work redesign procedures, several different steps will be considered. The first step will incorporate revising the work content, as the HRM is essential to analyze the discrepancies. Through this assessment, it will be easy to identify the obstacles in conducting work-related activities and obligations.
Furthermore, it will assist in examining why the staff is not able to deliver the anticipated productivity. The next step will be to explore the workforce to recognize employees’ abilities and potential and how they fit with their present posts. For the assessment performed on the work content and the staff capabilities and skills, the HRM can amend the work elements to design the duties to encourage the workforce to improve their performances. As the HRM, it is vital to relocate the new changed responsibilities and activities to the workforce. This will be attained either by work rotation, enrichment, expanding of engineering the work. When conducted appropriately, this procedure will help position the right staff at the right job and prevent burnout.
Effective leadership
Reflecting on the works of Kirk Lewin, the HRM is obliged to display leadership qualities from a Lasissez-Fair as well as a Democratic leadership approach. This is based on the reason that the HRM has an interest in permitting staff to be self-motivated by participating in the changing process. Centerville employees have different beliefs, thoughts, values, backgrounds, and reasoning. The presence of this diversity necessitates the best and unique leadership approach that assists cope, motivate, and able to attain the institution’s objectives. In such a scenario, the HRM will implement a Democratic decision making leadership approach. The democratic leadership approach is considered as the best technique to improve communication between administrators and their workforces.
Many leaders handling a group of individuals from different backgrounds utilize the Democratic leadership approach to endorse discussion and decision making through a consensus. Involving employees in decision-making procedures makes them develop a sense of belonging and enhances teamwork and inventiveness. Moreover, practical leadership approaches such as Democracy at the workplace offers an open line of communication by having the motivation to provide a helping hand in addressing questions and complexities.
Improved Supervision
Giving the staff some degree of freedom is vital in improving their work satisfaction. Nevertheless, too much liberty would ruin the relationship between the employees and their administrators. For this reason, the staff will be offered some level of freedom when performing their duties. Workforce supervision will be conducted in a way that misunderstandings, tardiness, and absenteeism will be prevented. As part of the supervision obligation, and in the bid foster goodwill, supervision necessitates recognition and credit to employees performing at their potential. Furthermore, administrators need to comprehend that most employees look upon them.
For this reason, administrators are expected to be good role models by offering support where necessary. Leaders and managers are also likely to guarantee that they are available to employees to assist them in administering their workload and provide them valuable information. The overseer will be required to provide the staff with a steady flow of communication and present frequent responses on the progress of their efforts.
Practical evaluation and performance measure
Lazaroiu (2015) states that staff feels satisfied and motivated when their performances are recognized and sufficiently evaluated. For the HRM to make the staff at Centerville Correction Facility extremely motivated, a frequent practical evaluation will be continually conducted. Staff motivation is the level of commitment, effort, and originality that an institution’s workforce presents to the workplace. Management is expected to guarantee that the working conditions are favorable to ensure that the workforce provides its best. Factors such as better pay, bonuses, opportunities for career development, offering support, and delegation of responsibilities are considered to motivate staff. Moreover, the practices or policies of a given institute can contribute to the motivation of the workforce.
There are various incentive schemes such as monetary rewards, work security and enrichment, and promotion opportunities. These motivation approaches will be essential since they offer zeal in the staff for improved performances and hence help improve outcomes. Enticements such as recognition and allowances are positive and provided to satisfy the physiological needs of the team.
Employees at Centerville Correction Facility can perform at an optimum level if they are recognized, respected, and valued by the administrative staff whenever they perform well. As a result, developing relationships with staff and making them feel appreciated is vital for boosting performance and minimizing turnover. A motivated team is often happy, committed, and are continually seeking for approaches to improve their performances. Employees who are not motivated have low productivity and increased turnover rates.
Image and other agencies
How other agencies perceive Centerville Correction Facility is very significant to the growth and development of the workforce. With efforts to improve corporation from other agencies, the administration will guarantee that open lines of communication between and among the various agencies will be maintained through having a suitable channel of communication to understand their concerns. Moreover, the interest of other agencies will also be considered by assisting them in comprehending the role of Centerville Correction Facility and how it concerns them. By doing this, the agencies will develop trust and corporation hence develop and beneficial association.
Conclusion
Facilities such as Centerville Correction should always provide an ideal environment for staff motivation, given that the employees can see the outcome of their contribution. The human resource and training officer should guarantee that duties and obligations for the workforce are appropriately defined. Proper identification of employees’ responsibility assists in preventing burnout. Besides, administrators need to implement efficient leadership abilities to ensure that communication and interaction between senior and junior officers are preserved and improved. It is also essential for the human relation and training officer to ensure that employees are always motivated by offering them motivational incentives. Last but not least, an appropriate conglomerate with other agencies should be enhanced to develop trust.