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Human Resource
The HR component plays a crucial role in an organization. The component is generally involved in the planning and management of human resources, arguably the most valuable asset an organization has (Stredwick, 2014). It provides services such as employee recruitment and selection, training and development, performance management, as well as remuneration and benefit management. The HR is also involved in workforce planning, job design, diversity management, and labor relations. These services are crucial for the achievement of organizational goals and objectives.
A particularly important service relates to employee recruitment and retention. To achieve its strategic goals and objectives, an organization must attract and retain the right pool of individuals (Mello, 2015). It must have individuals with the necessary skills, knowledge, and experience. This is crucial for creating competitive advantage in an increasingly competitive and dynamic environment. The HR component serves a vital role in identifying and filling the human resource needs of an organization. This is achieved via thorough screening of job applicants as well as meticulous design and implementation of training and development programs and remuneration structures.
As per the provided scenario, there are three current...
These relate to: contract terms and conditions (there is no full adherence to contract terms and conditions); compensation (there is limited flexibility in pay practices); employee scheduling (done on the basis of seniority as opposed to qualification). These issues must be addressed if the organization is to make the most out of its employees.
One of the issues that particularly require attention is compensation. This is an issue that has historically presented a daunting challenge for the HR function in most organizations (Mello, 2015). Two ways through which the company can improve compensation are ensuring flexibility in pay practices and promoting transparency in the compensation structure (Stredwick, 2014). Flexibility essentially entails having a compensation structure informed by the prevailing pay trends. This implies regular adjustment of pay plans. Transparency entails proper disclosure and communication of the compensation structure to all employees. It is important for employees to understand the process through which their pay is determined.
It is principally crucial for the organization to ensure flexibility in its compensation structure if it is to retain top talent. In today's world, employees increasingly desire employers that remunerate them reasonably. This explains why many organizations often struggle with employee turnover (Stredwick, 2014).…
References
Mello, J. (2015). Strategic human resource management. 4th edition. Mason: Cengage Learning.
Stredwick, J. (2014). An Introduction to Human Resource Management. London: Routledge.
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