¶ … Human Resources Issues
There are a number of factors that are creating the deficiencies described in the three data points related to the Human Resources issues that Alders and Richardson are experiencing. The vast majority of these factors involve the attitude displayed by the VP of HR, who believes that labor market trends and industry competition is responsible for these woes. It seems that the HR department is not diligently fulfilling its function of preparing and sustaining the degree of preparation that employees need to have success in their positions while employed by Alders and Richardson. The amount of preparation that the department is equipping its employees with is insufficient. Of particular note is the fact that the department seems remiss in its measures for continuing education and ongoing preparation for its employees. This factor appears directly linked to the second data point. Again, the assumption is that simply because (in certain instances) the correct employee was hired for a position he or she does not need to expand his or her knowledge, since there is little continuing education and training requirements. Another factor likely to contribute to this situation is lackadaisical testing and standards for new hires, which is linked to the first of the three data points. Finally, the third data point is related to the fact that the department...
The first involves the process for obtaining new hires. The company needs to implement very specific measures for testing the competency of any employees who pass their initial interviews. Ideally, this would involve a day of "training" in which they would be expected to learn tasks and procedures while demonstrating them alongside professionals who are already employed. More strident measures are also required of the interview process itself to whittle the quantify of qualified applicants to ensure that only the truly suitable ones go forward with the company. There are multiple ways to address the training and development of employees on an ongoing basis that the HR department should
play a pivotal role in providing. Firstly, it should mandate continuing education requirements for employees. Moreover, it is essential that it actually implements -- on a semi-regularly basis -- workshops and seminars for its employees to attend to actually get that sort of training. There are external conferences and trade shows that it can mandate employees attend. Additionally, it can bring in consultants who specialize in training for the field in which this company operates. Lastly, it is prudent to increase the compensation and benefit package that the department offers to employees: particularly to those who have demonstrated…
