HR Units To The Rescue

Published May 20, 2013 by Mayrbear's Lair

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In today’s business climate, leaders are having to address high employee turnover and the reasons behind the high volume of employee resignation in new hires.  Clues they receive from the remaining employees help give insight.  When an employer receives information that other employees are too busy and engaged in their own job responsibilities to help new hires, managers must find other more effective means to train new recruits. For example, at one banking firm, all branch supervisors hire their own employees, without communicating to the home office or other branches. In addition, employees were trained on equipment but only retained fragmented operational knowledge without understanding how it functioned or even the names of the machines they were working on.  All of these are clear symptoms of an organization in desperate need of services that Human Resource (HR) Management offers. HR management teams play a critical role to help organizations achieve their strategic goals.

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One possible solution the banking firm may apply to help manage their employee problem is to set up an HR unit at their main corporate office. This could prove to be an effective strategy to alleviate their high employee turnover problem. An HR unit can help a company achieve higher levels of success by providing the recruitment, training and development each staff member requires to perform their job more efficiently, with confidence, and punctuality. If employees were satisfied and confident in their positions, and can form a cohesive relationship with their associates and supervisors, they would not be inclined to resign so quickly. An effective HR management team can develop more efficient training programs and implement strategies that can help produce employees with higher skill levels, competencies, and behavior. These are some of the essential components that can help an organization achieve their desired outcomes. An HR management unit in the banking firm’s situation can help produce high performance work systems that will reduce employee turnover. The establishment of effective training programs can provide personnel the confidence to perform their responsibilities at higher levels. In addition, an HR unit can help create a more pleasant and safer environment that would prevent an employee’s loss of time (Dessler, 2011).

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An HR unit in this situation functions to supply intelligence that will help develop effective and strategic plans to achieve the bank’s goals. For example, they could create incentive plans to motivate employees as well as help identify personnel strengths and weaknesses. In addition, they also serve to tackle other problems like: (a) attracting and retaining key employees, (b) training and developing the capabilities of employees for future needs, (c) dealing with expanded organizational use of HR technology to help employees comprehend procedure and functioning purposes for the machines and systems they operate, and (d) comply with revisions in changing labor laws that may affect issues for high employee turnover like discrimination, conduct errors, unions and other issues. All of these serve to keep employees satisfied and committed to an organization’s goals. HR strategies also serve to contribute to an organization’s culture and performance in the way conflicting issues are managed (Jackson & Mathis, 2011). In the bank’s situation, the HR team would train new hires so other workers can focus on their own responsibilities. In addition, an HR Unit set up at the main office, will establish precedent in training procedures that can work effectively for all bank branches. This way the HR managers would serve as staff managers to assist and advise the line managers (or supervisors) in areas like recruitment, hiring, and compensation packages. These are some of the strategies that an effective HR management unit designs and implements  to share the important responsibilities with employers so that they can run the company more efficiently.

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References:

Dessler, G. (2011). A framework for human resource management (Sixth ed.). Upper Saddle River, NJ: Pearson Education, Inc. Jackson, J., & Mathis, R. (2011). Human Resource Management (13th ed.). Mason, OH, USA: South-Western Cengage Learning.

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