How to implement proper human resource management practices

Section : High Performance Organizations - Question: Discuss how you would create employees who are engaged, satisfied, and productive. (1 -2 pages)

What kind of formal and informal activities and / or processes would you implement?

Answer: Employee engage is a critical component to high performing institutions and their ability to survive within a competitive environment. Not only are highly engaged employees more likely to stay with the organization, they are also much more productive in relation to employees who are not engaged. This productivity can ultimately spawn further product innovations and cost reductions that increase profitability for the organizational overall.

From a formal implementation standpoint, organizations should look to hire a diverse array of candidates within the work environment. This is critical for engagement as employees can share different perspectives and product knowledge throughout the company. It can also spur new and innovative solutions that can engage the company as a whole. In addition, I would implement monthly town hall session with executive management. The ability to articulate a vision for the future is a critical element of employee engagement. Studies have shown the employees are engaged when they have a clear vision of the future in which the are working alongside others to achieve. Element such as climate change, reducing dangerous greenhouse gas emission, saving the environment, or helping the poor are all large visions that many employees can support and become engaged with. Through proper communication of the vision and progress towards it, employees can remain vigilant and aggressive toward corporate objectives.

From an informal perspective I would look to implement fun and engaging activities specially designed for employees to get to know one another without the formal constraints of work. Elements such as Christmas parties, employee happy hours, Halloween costume parties, and more can all be implemented throughout the corporation. This provides all employees will an element of community and kinship that may not necessary be found in the day-to-day operations of the business.

What are the details of these strategies, and what would each achieve?

Answer: Each strategy is predicated on improving corporate culture in a manner that engages the overall employee base. These strategies help to foster a community that is passionate about the overall strategic focus and vision of the company. The strategies help develop strong communication skills both laterally and horizontally throughout the organization. The ability to speak freely without free of reprimand also provides new and innovative ideas that can be implemented to improve corporate performance. By having a diverse workforce, all of the above strategies are amplified through a diverse lens of differing experience and though processes. As such, each element in the strategy is intended to coalesce together to provide an engaging, stimulating, and ultimately enjoyable place to work.

How often and for how long would they be implemented?

Answer: It is important the strategy be implemented and adapted as long as the company is in existence. This on the surface appears daunting, but having strategies interwoven into the very fabric of the company is critical to success. Google for example, has a very strong culture of innovation garnered by a fundamental idea of challenging conventional wisdom. This ethos is imbedded into everything the company does irrespective of performance. For example, Google Earth was a very successful product, while Google Glass was a significant failure. The Google search engine was a tremendous success while the Google Gaming system stadia failed. However, it each innovation, the ethos and culture shown through. This culture is built on the fundamental premise of having an engaged, satisfied, and therefore productive workforce. Even with these failures, the culture of the company has allowed it to become enormously successful.

Who would lead them and be involved?

Answer: Leadership would start with the executive management team and flow to the entry level employee. Management in particular must be empowered and emboldened to accomplish corporate initiatives designed to improve employee engagement. Management should also be empowered to fire or release employees who do not align with this vision or goal.

Section Two: Employee Performance Evaluation - Question: Discuss how you would put an employee performance evaluation process in place. Describe the process and its details, including: (1 -2 pages)

How often employees would be evaluated, and by whom?

Answer: Employee performance should official be evaluate twice per year, but feedback should be provided by management on a monthly basis. As noted in the section above, communication is critical to corporate success. Corporations often think of communication that is only relevant to external stakeholders, however, internal stakeholders such as employees are also important. As such monthly management feedback should be the standard through the organization. This feedback does not need to be formal, but instead a conversation designed to help all stakeholders involved improve their performance. The official, and documented performance review will occur twice per year, once during the middle of the year and once at the end.

What criteria would be used to assess employee performance?

Answer: The criteria used to assess employee performance will vary on the organization. However, within the current organization evaluation based on company culture should be included in some form. As the case illustrated, the company suffers from bully and lack of oversight related to the older, more tenured employees. As a result, in order to change behavior, management should display its importance by having cultural elements within the evaluation process. Elements such teamwork, respect towards others, and general friendliness should be accounted for.

In addition, evaluations relate to deadlines and how often they are being met will be another critical element in the process. According to the case above, customers have repeatedly complained about missed deadlines and its impact on business operations. As such, management must hold all employees accountable for making the appropriate deadline. The sales department will be evaluated based on customer complaints, and the ability to rectify them efficiently and effectively. L

How will information/data be collected on each employee?

Information will be collected from multiple sources including peers, customers, managers, and other employees. This holistic approach allows management and those evaluated the employee to have a much more accurate appraisal of the individual.

How will this help employees develop professionally?

Answer: As noted above, management should be meeting with employees roughly once a month. During these periods it is important to understand employee goals and how they fit into the overall structure of the organization. By aligning the employee goals with that of the organization, mutually beneficial arrangements can arise. This could include allowing the employee to take on more leadership roles. Having the employee transfer to another department or other initiatives that can further engage and motivate the employee.

How will this help employees get back on track who are underperforming?

Answer: For underperforming employee’s management must first identify the area of underperformance and arrive at a strategy to correct it. Once identified, the employee and manager can discuss progress during their monthly meetings.

Section Three: Employee Compensation, Pay Structure, and Benefits - Question: Discuss how you would assess and implement an effective employee compensation and benefits plan that positively impacts this department. Describe the process and its details, including: (1 -2 pages)

Pay and benefits structure.

Answer: Pay and benefits much like the other elements discussed above vary by organization. However, for the current organization, the pay and benefits would be heavily incentive based. This will allow management to further differentiate the strong performers from those who are underperforming. The incentives would be based on critical business elements and corporate objectives. For example, bonuses can be disbursed for top sales personnel, individuals who resolve the most customer service complaints, and those who exemplified great teamwork. Paid time off will vary depending on the number of years the employee has been with the company, seniority, and position within the organization. Maternity leave will be 3 months for both male and female employees.