Human Resource Policies

Question: Explainhuman resource policies adopted by Steel Company. Answer: The following report evaluated the case study provide. The issues addressed here mainly relates to the human resource policies adopted by Steel Company. There are sixty employees working here. These workers can be classified as semi-skilled as well as unskilled. A pay freeze has been implemented in the organization, which has led to a discontent among the employees. Thus a part of the primary responsibility of the business adviser is to provide identify the organizational issues and provide solutions. Defining Individual Performance Targets There was a substantial effort on the part of the divisional manager of the organization to address the work place issues that has been negatively affecting the employees. Issues like the pay freeze have negatively affected the morale of the employees. The divisional manger of the Steel believes that each members contribution to the productivity is essential for the attainment of the long term goal and the objectives of the business enterprise. As such, the divisional manger believes it is necessary that the workforce is divided into specific teams that would run every aspect of the operational strategies of the business enterprise. Thus, the job responsibilities can be divided to assist the entity in achieving further growth. However, the job roles are not well defined, which has led to uncertainty among the employees (Bratton and Gold 2012). To rectify this issue the divisional manager of the company has implemented measures so that each individual and team role becomes clear. It is expected that this would assist the business entity in enhancing the productivity rate. The global economy has exerted enormous pressure on the operational policies of the business enterprise, to enhance the operational policies of the business enterprise. According to Armstrong and Taylor (2014), there has been emphasis on the performance of the business entity, in order to assist the business entity to survive the pressure of the global market. There has been a lack of training in the company to assist the new joinees in their job roles. Thus, an extensive skill development programme has been implemented to enhance the current skill levels of the employee. This would assist the employees to contribute substantially towards attaining the long-term goals and the objectives of the business enterprise. Bratton and Gold (2012) mentioned that the behavioral attributes of the organization relates to the cultural backgrounds as well as the preferences of the consumers. In addition, the performance appraisal procedures shall include attractive bonuses as well as the incentive offered to employees that are exceeding their target. As such, the daily business functionalities of the organization shall be aligned with the long-term goals and the objectives of the business entity. Special emphasis would be laid on the KPIs pre-determined at the beginning of the year. Purce (2014) mentioned that the KPIs should reflect the essential attributes of the business enterprise that would assist the business entity in achieving the long-term goals and the objectives of the entity. Thus, the existing performance of the business entity shall be assessed as per the yardsticks set at the beginning of the year. This would assist the business enterprise to take effective measures to rectify the existing discrepancies in the operational policies of the business entity. This would assist the business Evaluation of Performance Management Performance management is the procedure to assess the existing performances of the employees, to assist the employees to assist the employees to take appropriate measures. The primary purpose of the performance management processes is to ensure that all the employees are executing their job role as per the goals and the objectives of the business enterprise/. According to Bratton and Gold (2012), the performance management processes shall assist the each team to execute their job roles as per their targets. As per the given case study, the director has to adopt the participative style of management to develop well defined roles for each employee working in the business enterprise. Armstrong and Taylor (2014) mentioned that the participative style of management shall assist the employees to enhance their skill and aptitude. Besides this, the company can manage the performance of the employees by adopting the following methods adopting a positive method and approach towards daily business functionalities. adapting to the changing marketing conditions by bringing in alterations to the business operational strategies . c, gathering feedback from the workforce to address relevant workplace issues. Implementing training schemes to enhance the skill of the employees. The management and the employees working together to positively contribute towards the goals and the objectives of the business entity pre-determined at the outset . To enhance the performance management processes the business entity can adopt the below mentioned methods. Constant collaboration Purce (2014) stated that to facilitate employee engagement, collaboration as well as cooperation shall be required between the management or the leadership group and the lower ranked employees. This would assist the business enterprise to correctly asses the existing performance of the employees and take necessary measures to rectify the situation. Considering feedback Employee feedback shall be considered seriously to enable the business entity to identify the discrepancies in the operational procedures. This would assist Steel Limited to take corrective action to assist the business enterprise in achieving further growth. This shall also would bring about a level of transparency, and enhance the employer- employee relationship. The management of the business enterprise along with the human resource department has the responsibility to identify employee issues and assist employees in delivering superior productivity. Empowering employees Employees should be made accountable and responsible to their respective job functions. This would entail empowering employees to help them to execute their job role as per the needs of the organization. Thus, employees shall have the required freedom to perform their functions as per the needs of the business organization. Communication There should be clear flow of communication from the top management of the organization to the lesser ranked employees. This shall help the management of the organization to bring about cooperation among the entire department, thereby, working towards a common goal. Armstrong and Taylor (2014) mentioned that the performance management process shall be of immense benefit to the business entity if there is continuous exchange of data and information between the various aspects in a business entity. Integration of Performance Management System The process of performance management in the organization offers a proper link between the strategies adopted in the organization and the inherent financial as well as the operational competencies in the business organization. In addition, the needs of the business organization have to be kept in mind in implementing the performance management processes in the organization. According to Purce (2014), the process of performance management in the business organization aims to constantly monitor the performance of the organization to facilitate the growth of the business organization. In this context, it can be said that the human resource department has a vital role to implement processes that would assist the workforce in enhancing their skill. Each employee must have an individual target set that would be required to achieve in a particular month. In addition, incentives, bonuses as well as reward systems have to be established to provide encouragement as well as motivation to exceed the individual targets. Besides this, it would help the employees to contribute towards the growth of the business organization. Bratton and Gold (2012) mentioned that relevant training as well as skill development programs shall enable the business enterprise to achieve greater productivity due to the advanced skill level of the employees. In this regard, it can be said that knowledge , level of skill, ability as well as competencies are the relevant attributes that would be of enough significance to achieve the long term goals and the objectives of the business entity. Therefore, an integrated performance management system shall be implemented to constantly monitor employee performance, thereby, leading the e business organization to achieve further growth. Associate Performance to Financial Benefits Armstrong and Taylor (2014) mentioned that reducing employee attrition rate is the most challenging aspect for any business entity operating in a intensively competitive market environment. To facilitate employee satisfaction, it is essential that employee performance is acknowledged through providing financial benefits. There has been discontent among the employees, due to the imposition of the freeze payment structure. To rectify the situation, the divisional director of Steel Limited has adopted bonus schemes for the employees for performance has exceeded the individual targets set by the business entity. Implementing a strong performance appraisal system has been of assistance to the business organization to identify the areas of improvement in the performance of its employees. Besides this, assessing employee performance in a quantative manner shall entail having productivity tests for the performance appraisal of the employees. As such, financial as well as non-financial rewards have to be presented as per the data maintained by the manager of Steel Company. As such, it is expected that this would offer job satisfaction as well as motivation to the employees who have been a part of the organization for a considerable amount of time. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals