Human Resource
- Explain how each of the HR staffing, training & development, and performance management functional areas relates to turnover. Consider: How does turnover impact the HR function? How does the HR function influence turnover? (Weight = 35% of the exam)
Human resource manager performs various roles which include recruitment, performance management, training and development and placing of the staffs. The department is also responsible for the employee’s benefits, the payroll as well as employee relations. The human resource department is responsible for developing programs which empower the employees, therefore, allow the staff to grow. The human resource department development programs which increase employees motivations towards performing their duties.
Staffing is one of the functions of the human resource, which involve getting the employees for the company. Hiring the right people as well as the selection of excellent employees enhances the hiring of people who are best suited and highly qualified. Spending adequate time in conducting interviews, checking on the employee’s values and personalities may not only result in employee productivity but a more extended stay at the workplace?
Training and development play a vital role in employee retention. The employees are equipped to execute their functions by undergoing thorough training. Empowering the worker and also increasing their career development opportunities will help in increasing employee satisfaction. They are increasing the employee’s interest in a job help in reducing the rate of turnover.
Performance management helps in reducing the rate of staff turnover. This is achieved through building a strong relationship with the employees, creating a challenging environment, providing growth opportunities and also through the engagement of the employees (Kuhn, Shen, & Zhang, 2018). Turnover results in loss of skills increased cost of hiring, training cost as well as the loss of productivity. The organization is left my staffs that are not highly experienced, thus leading to low productivity. Other effects of employee turnover include lack of employee motivation, ineffective,
The human resource department can influence the turn over by hiring the best staffs, firing the non-competitive teams, enhance flexibility and also give the employees an excellent compensation package. Increasing the satisfaction of the employees and also engaging them in various decisions is also vital to reduce turn over. The hr. should ensure that the employees have the correct knowledge and skills to enhance their performance.
- Using one of the steps in the staffing (recruitment and selection) function, identify an action that could increase diversity in the organization’s labour pool. Explain how/why that change can be useful, using support from the literature. Then, explain the impact an increase in diversity could have on the organization’s training & development and performance management functions. (Weight = 35% of the exam)
During recruitment and selection, it is essential to write a clear job posting to attract a pool of more diverse candidates. The hr should also use sourcing methods that have more diverse candidates. Personality assessment will also be vital in the recruitment of different candidate (Kuhn, Shen, & Zhang, 2018). The human resource department should develop workplace policies which are favourable to various groups and also those that provide equal employment opportunities for all.
The recruiting team needs to understand its market to include the minority group in the process. The team should also research the available market for talents. Building a business case, selling the company culture, and utilizing social media will go a great way of attracting a diverse workforce.
Inclusion and diversity at workplace enhance the growth of a business and also increases the internal motivation. Diversity at workplace motivates innovations as well as improved performance of both the employees and the products (Nankervis, Baird, Coffey, & Shields, 2019). Diversity at the workplace has proved to be effective in problem-solving, increased earnings, and increased creativity. It has also increased the sales and revenue of a company.
- Your organization is planning a significant organizational change that will impact the number of employees. Some departments will need additional employees with specialized skills, and other departments will need fewer employees, leading to a reduction in force (RIF). As the head of the HR department, what steps will you take in planning for both the increased need for employees with specialized skills and the RIF? (Weight = 30% of the exam)
The first step will involve the reevaluation of the positions in the organization and also the organizational design. It is essential to conduct a workforce analysis and to plan to identify the central personnel. This will help in identifying the gaps as well as the surpluses in the different departments. The second step will involve evaluating the approach and also selecting the option. Viable options should always be considered during selection. The next step will include the implementation of the action plan (Blokdyk, 2019). During this process, it is essential to ensure that communication is timely, useful and also accurate, and the affected parties are informed. Communicating effectively with the employees will help in increasing their focus and even in preparing them for the transition.
The hr. department should also monitor as well as evaluate the impacts of the transition .revision of the plan is also important based on the response from the workforce.it is essential to ensure that the applied criteria for selection should be consistent. The requirements should also be found on the main goals of the RIF. Using an approach that is consistent across all departments will be valuable in reducing biasedness’, discrimination, unfair actions and other adverse effects which may affect the performance.
The whole process will, therefore, involve determining the amount of layoff that is necessary, conducting an analysis for the increase and the decrease, and also planning for the release and severance issues. It is also essential to consider the budget implications. The use of written notices to communicate to the employees is highly recommended.
References
Blokdyk, G. (2019). Human resource management system a complete guide – 2019 edition. 5starcooks.
Edgar, A., Mangat, R., & Momani, B. (2019). Strengthening the Canadian Armed Forces through diversity and inclusion. University of Toronto Press.
Kuhn, P., Shen, K., & Zhang, S. (2018). Gender-targeted job ads in the recruitment process: Evidence from China.
Nankervis, A., Baird, M., Coffey, D. J., & Shields, J. (2019). Human resource management. Cengage AU.
United States House of Representatives, Committee on Transportation and, & Congress, U. S. (2019). Diversity in the coast guard, including recruitment, promotion, and retention of minority personnel.