Introduction Depending on where a person lives, some have the luxury of being in the driver’s seat when it comes to employment. The Beverly Hillbillies once again struck it rich in North Dakota, and it is those employers in the retail business are feeling their employee fields dry up. Following striking oil, the unemployment rate in North Dakota overall as well as Hendershot (2015) in Davidson County hit an all-time low, with a little over 300 possible employees to fill retail positions in the county. This is creating many challenges for the Human Resource Managers (HRM) for many retailers. Despite Kmart’s effort and willingness to pay a starting wage of $8.50 an hour and offer an employee discount is still not enough to eliminate …show more content…
Some think of recruitment and retention as two separate entities within HR however, they like a marriage as they go hand-in-hand, and when one area struggles, it will create issues for the other. Failing to recruit the right employees in the beginning will only lead to retention problems later. Moreover, the HR department also has a special bond, not only with management, but the employees. The relationship between HR and the employees plays a critical role in the success of an organization. When HR fails to support the employees, Chen, Lin, Lu & Tsao (2007) the performance level of the employees will diminish as a direct effect. Simply put, if an employee is at work and stressing over being paid correctly, or receiving their benefits; they cannot focus on their job, and depending on the work they perform can lead to injury or even worse death. HR Strategy No one strategy for hiring or training employees is universal and work for every company. Each HR department will determine the qualifications a perspective employee will require in order to part of the organization. Some will argue the greatest qualified candidate is the best fit for the position, this is not always the case. Depending on the position and the wage, those who qualify with education may not take the job, or even insulted by the offer.
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,
In this paper Team C has discussed the issue of poor employee retention concluding in a high employee turnover rate. This is an issue that can be common among some companies and that is a great example of
The human resource department has insufficient system and practices to fulfill the objectives of the organization successfully. With a devalued sense of equity and expectancy of the HR and employee relations, any attempt of a flourishing organizational alignment is dismal. A human resource department is vital to the success of the management of people within an organization. The leadership team should realize this and utilize the strength that lies within the HR structure to its own advantage.
Some feel their supervisors don’t understand them and some are just on the way to the next highest paying job. No matter the reason, the loss of staff affects the quality and quantity of service we provide to our clients. Turnover increases critical incidents with our clients by putting them in harm’s way by utilizing staff they may not have been properly trained to deal with the client and their particular needs (Wenger, 2011). Furthermore, turnover causes severe staffing shortages and increases overtime costs for additional staff to cover those vacated positions (Wenger, 2011). As an HR professional, I wanted to focus this research on finding the answers to the questions I had around turnover. My research will include the concepts of recruitment and selection in acquiring human resources as well as compensation and training and development and will be used in formulating the strategic recruitment plan.
The HR department has the responsibility to encourage management at all levels to communicate with employees regarding all matters of concern, including various company actions such as layoffs, promotions and important subject matters such as benefits, company policies and employment stability. Excellent communication between HR personnel and the company's employees keeps them constantly well informed. Employees need to be listened at all times so that it will not demotivate them. Hence communication done with the help of HR function has been shown to be linked to good company’s success.
As employee turnover increase, it is the role of the HR manager to keep that from happening, by being more engaged with employers, Richard P. Finnegan introduced this in his book ‘The Rethinking Retention in Good Times and Bad, Breakthrough Ideas for Keeping Your Best Workers’. Mr. Finnegan spoke of the ten principles he believe will decrease the employee turnover, in addition to improving HR and employer’s relationship, he conducted research through surveys, and through experience.
When we experience things it can affect and mold us into what decisions we make and the ways we see the world. It can mean that your surroundings and upbringings also what we expose ourselves to. The human resource department has an important role to prevent these stereotypes in the workplace and make sure that the workplace has the right culture to help ensure people are engaged with their work. By creating an environment, the people enjoy to be in this can lower the turnover rate at the company. This relates specifically with the possibility of controllable turnover that the employer did not do enough to prevent the employee leaving. Employee turnovers can be costlier than keeping employees happy. While the employer works to keep the employees happy and committed to their work there is a contract between the two. The employer expects the employee to fit the job well and do the performance that is necessary to do the job well. A way that human resource can analyze the performance of its employees is to look at the three major factors that equate to the performance which is the individual ability to perform tasks such as their talents, the effort level expended that deals with employee motivation, and the third is organizational support that is training and development of employees. Performance (P) = Ability (A) x Effort (E) x Support
Human Resource plays a key role in designing the performance management framework. Human Resource role is manifold and each of these roles well played can be highly beneficial to the organization. However, as it is now, the people in the department do not seem up to par. In the article, "Why We Hate HR," written by Keith H. Hammond, the author portrayed a negative stance on the department. He listed four reasons describing what is wrong with the Human Resource people. Based on those four main criticisms, three individual interviews were conducted to see either Hammond’s point of view is agreeable or not. The interviewees also have given their personal experiences and opinions when comparing their
While cutting budget cost is important, current employee happiness should be the upmost priority, and according to one study (Streimikiene, 2009), job satisfaction has gone down dramatically in the United States over the years. Having unsatisfied employees lowers productivity and raises the turnaround rate, contributing to costly rises in operational costs within the Human resources department. Human resources are significant and crucial part of the company’s success; they budget the company's spending habits and negotiate better rates for employee benefits, including health care coverage. This department also ensures that the company is running smoothly by resolving conflict amongst employees or between employees and management. Anything that pertains to employees or managers is managed by the human resource department.
Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Unsatisfactory HR planning is a key issue present in CGMS due to poor work balance and amorphous supervision of employees. HR planning covers many comprehensive goals and responsibilities imperative for every organisation. This helps an organisation to maintain to a balance between effective employees and efficient service (Akhigbe, 2013). The firm’s recently appointed HR director has been faced with the challenge of either acting as the ultimate capacity builder or ‘toe-cutting’ the workforce as the firm is relatively overstaffed and the large workforce lacks appropriate supervision. The firm does not wish to release their human capital, but at the same time needs to ensure HR budgets are managed appropriately. As such, the need to balance expenditure against income is an issue identified in the company. The chief financial officer at CGMS communicated that wages and salaries caused much of the firm’s financial pressures. This is a direct inference of the ratio between employee numbers and the income generating services of the firm. A large number of employees may not represent good performance and hence, employee screening might be required
The HR department is very important in each organization. In the present day all organizations looks for employees who have high potential and are of high quality. This department is therefore very crucial when the success of an organization is concerned. They should therefore have adequate information on the positions that are required within the organization, they should be adequate time given for the hiring process (Davis, 2006). The organizations should not set expectations that are unrealistic and are not within the ability of the HR in terms of achievement.
Today the problems have grown so quickly due to expansion that the companies HR department is having trouble maintaining internal control in some areas of the business. There is a limited time window that the company has to address many of these issues before the public becomes aware of them. Once the public becomes aware of labor issues or issues with benefits it can impact the customer’s loyalty to the brand.
Employee retention refers to policies and practices organizations used to prevent valuable employees from leaving their jobs (Ahlrichs, 2000).Knowing employee perception and appraising their retention factors are very important to an organization‘s achievement. Conversely, each employee in an organization constructs his or her own understanding of an event and assumptions (Argyris and Schon, 1978). It is the understanding of the situation that provokes an action (Weick, 1979; 1995).