Human Resources Management - AldenAuto - Essay Example

SWOT analysis on Alden Accounting Department Strengths Routine daily work gets done satisfactorily. Technical workers like Jane and Linda. Experienced worker who have served in the company for a longer time Weakness Lack of depth in departments Ineffective team incapable of handling new tasks Lack of complex problem solving abilities People overpaid for their responsibilities Weak interpersonal skills by the employees Opportunities Highly skilled personnel Highly experienced employees Promising employees like Linda who are willing to put extra hours in the job Threats Incompetent employees like Tom Lazy employees like Jane who turns down responsibilities. Employees with weak interpersonal skills Shortfall in performance by some employees Lack of planning and organizational skill Mediocre recruits The first issue that must be addressed is job design which is the first domain. Lou Ortenzio should restructure the whole department. He should start by giving people the right job titles. The people who have been demoted should get new titles respective of their positions and duties. Ortenzio should ensure the employees have the right interpersonal skill. This will encourage teamwork and coordination. He should clearly set out the guidelines and routine of the work place. He should set out the various policies and regulations (Sun, Aryee & Law 560). He should clearly state employees’ expectations and the disciplinary action. This enables the employees to be performance oriented. He should set out effective communicative structure that is accessible by all employees. The next domain to be implemented is staffing. Lou Ortenzio should hire new competent employees as the company looks forward to expanding. The mediocre recruits that Tom made should be fired. He should retain Tom for a while as he looks for a suitable replacement. He should hire the required number of employees who are result oriented and do away with the less performing. This will maximize the productivity of the department. Performance management is the next domain. Ortienzio should ensure that that he improves the performance capacity of the employees. This can be ensured by allocating the right responsibilities and job task to people with relevant skill and experience. Employees like Linda should be given bigger roles since they are hardworking and technically sharp. Linda also has a good work ethic and she has the ability to work with others unlike Tom and Jane. This is the most promising employee with massive potential. He should ensure that there are consequences to employees like Tom who have showed short output in their performance. The human resource department in the Alden has been marked with a variety of factors that have constantly affected its operations. Ranging from the incompetence of the staff involved to the disputes when it comes to payments. It therefore makes it important to highlight the fourth activity area or domain that affects the operation of the human resource management. Employee and organizational management form a critical part in the human resource docket. The development of a formidable action plan becomes essential. The main reason is to counter the various squabbles that exist in the company. It therefore becomes vital to define and match various ranks with the relevant qualifications (Sun, Aryee & Law 572). The current situation on the ground is forcing employees who have been in the organization for a long time to retain their salaries even when demoted. Moreover, the people appointed have a poor interpersonal ad human relations experience. They are only involved in the technical side and it therefore causes a conflict and misunderstanding between them and the employees. The human resource department should therefore adopt a more convenient strategy that ensures that people kept in the top management positions are able to relate with the employees. Moreover, there should be a proper pay structure. It should be able to stem from the top management to the low-level employees. The definition of the payment structure ensures healthy competition between employees when it comes to promotions and different appraisal forms. The next vital element considered in the human resource activity domains is the reward systems. It becomes very important for a human resource department to come up with various strategies to complement their workers for excellent jobs done. For instance in Alden, employees such as Linda Ferro rewarded based on their skills and the attitude they have towards work. There are various strategies adopted in the particular scenario. Some of these strategies include promotions for those who have enhanced their studies. It will boost the competition in the particular organization since majority of the employees will develop a positive attitude towards learning. The result of this action tallies in the quality of work and service (Sun, Aryee & Law 570). Other strategies adopted include openly congratulating individuals during forums such as Annual General Meetings. Other methods include rewards in the form of gifts and increments in salaries. It goes a long way in boosting the morale of an employee. The relationship between the employer and the employee also forms a very important part in the human resource management (Sun, Aryee & Law 556). It becomes very important for the employer to understand his employees through an established communication channel. It also becomes important for the employee to understand the visions of the employer to work in line with the targets set. It is also important to have various health and safety measures at work places to safeguard the working environment of the employee. An employer outs to maintain dust free environments with a clean sanitation to increase productivity (Sun, Aryee & Law 569). Safety measures for instance issuing of gas masks, hard terrain shoes, helmets and asbestos suits given to employees whose job description limits them to areas that can affect their health. A manger therefore has to take in consideration the lives of his employees. I agree with the human resource consultant because the human resource and finance departments needed restructuring. Various salaries had to be revised and were to be paid based on ranks and qualifications. The recruitment procedure altered because it let to employment of semi-skilled personnel. It was costing the organization and therefore there was need for restructuring. The current human resource framework did not meet the expected activities, which govern it. There was no structure in the human resource since recruitment and salaries policies were absent. It therefore becomes necessary to set various policies concerning recruitment, employment terms and conditions, dismissals and pays for efficient running of the organization. Work cited Sun, Li-Yun, Samuel Aryee, and Kenneth S. Law. "High-performance human resource practices, citizenship behavior, and organizational performance: A relational sperspective." Academy of Management Journal 50.3 (2007): 558-577. Read More