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Designating an HR Department
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DESIGNATING AN HR DEPARTMENT 2
Designating An HR Department
Abstract
accessories for home and industrial products. The company is aggressive as it always strives to
be at the top of the industry. The company has a staff of 116 workers who are located in southern
town consisting of 28000 individuals with an employment rate of 3.1percent. The company has
experienced a higher turnover and current the company is made up of mostly homogenous
groups, and this is wrong, as it does not represent the diversity in the community. The company
Introduction
If the Electro More HR issues are not addressed in good time, the company will find it
hard meeting demands for its products and this might greatly affect its position as a leading
company in the industry. As such, it is important to transform the human resources to meet the
current needs and make the company an all-time industry leader. Elector and more should
promote external and internal philosophies of Human resources so that it can develop and
innovate its positioning in the competitive market. The competitive positioning will reflect the
philosophy and outlook of the company in regards to the strategies of Human resources. That
said, this paper will discuss the creation of new strategies in different areas; in particular in
Performance management
DESIGNATING AN HR DEPARTMENT 3
organization needs to set SMART objectives in alignment with the corporate objectives of the
company. There can be authorized leave at the start of the year to give staff leave forms, which
should be handed within a particular deadline so that the holidays will not affect staff and
business to cover such a shift (Lawler, Boudreau, & University of Southern California, 2012).
The workers should be review, evaluated without the issues of bias and discrimination. It is
important for the HR management to ensure that the performance reviews and evaluations for
each worker are kept confidential to avoid stigmatization targeting the workers who score poorly
on the evaluations. The workers should be encouraged to increase their performance and openly
speak about the issues that could be affecting their performance at the place of work.
Training
The organization should train employees so that the resources can be used effectively in
achieving the goal of the company. The department can concentrate on biennial training to
incorporate funding needed for strategy and plan to fulfill the objectives, goals, and producers in
the workplace (Lawler, Boudreau, & University of Southern California, 2012). The department
should coordinate every human resource training programs and assign responsibility and
authority of human managers within such programs. Necessary education should be provided to
employees and manager through manuals, workshops, standardized tests, and employee
handbooks.
Staffing
The company needs workplace diversity program. The business must tend to hire, train,
and promote and encourage the diversity and give the diversity training for all workers. The
DESIGNATING AN HR DEPARTMENT 4
employees need to be sensitive to differences in ethnic and racial groups in the work setting
(Price & Price, 2011). For example, the workers should shift the philosophy from treating all
people alike to understanding the individual differences and clearly responding to such
differences in ways that will make sure that there is higher employee retention and increased
productivity. They need to deal with different needs, values, and expectations of workers. They
need to avoid any action or practice which may be seen as being racist sexist or offensive to any
group and what is more important; they should not discriminate illegally against workers.
The company should not recruit workers randomly as the staffing needs careful
consideration and planning. The employee will be needed for a different function such as an
accountant, sales, supervisors, store manager, and others (Price & Price, 2011). Similarly,
identification of abilities and skills of the current workers along with the education evaluation on
different job types with a periodical assessment of skills inventory should be developed to help
the company recruiter identify its actual staffing needs and the possibility to promote workers on
vacant positions.
The management should ensure that the future and present supply of workers in labor
This will help in understanding whether it will be easy or hard to get employees in the near
future considering the fact that the unemployment rate is very low (at 3.1 percent) (Price & Price,
2011). Also, the recruitment strategy should be based on the diverse leadership, performance-
Rewards
DESIGNATING AN HR DEPARTMENT 5
The department should be in charge of worker compensation, and carry out the cost-
effective benefits. The department should ensure that it leads in developing benefit training on
benefits for workers and their families (Lawler, Boudreau, & University of Southern California,
2012). It should also respond to changes in offered benefits, mostly new benefits that are aimed
weeks have a right to know what they contribute to the performance of the company. The
employee must be trained to understand how other rewards and benefits are derived. There
should also be equity and justice so that all workers will be comfortable with no intention to quit,
References
Price, A., & Price, A. (2011). Human resource management. Andover: Cengage Learning
EMEA.
Lawler, E. E., Boudreau, J. W., & University of Southern California. (2012). Effective human