Introduction to HR Management and HR Strategic Planning
Introduction to HR Management and HR Strategic Planning
You are a newly promoted Human Resource manager for a high-tech global company. You have resources to focus on three (3) primary initiatives within your HR Department during your first year of tenure. Among the objectives are improving employee engagement, improving productivity, and maximizing your company’s diversity advantages while minimizing potential barriers. What three changes would you initiate to address these objectives? Explain what you would do in detail. (A 2-page response is required.)
Your Discussion Question response should be both grammatically and mechanically correct and formatted in the same fashion as the question itself. If there is a Part A, your response should identify a Part A, etc. In addition, you must appropriately cite all resources used in your responses and document in a bibliography using APA style.
Grading Rubric
Please refer to the rubric on the following page for the grading criteria for this assignment.
Introduction to HR Management and HR Strategic Planning
Name
Institution/Department
Course
Instructor
Due Date
Introduction
Human resource plays a significant role in the development of positive business culture, improvement of employee productivity, and engagement which is critical to the success of the business. Personal development and employee wellness are increasingly recognized as significant aspects of human resources. Human resource leaders consider employee expectations and want and how they can facilitate a diversified workforce and lower the potential barriers that strengthen the aspects of the company. Building a healthy workplace environment, establishing a reward and performance appraisal system, and changing the workplace culture will improve employee engagement, productivity and maximize benefits of diversity and inclusion within the organization.
Employee engagement
The essential thing that impacts employee happiness, motivation, and engagement all goes down to the working environment. A healthy workplace environment encourages employee engagement through reduced turnover, absenteeism, employee compensation, as well as medical claims (Bhuvanaiah and Raya, 2014). To boost employee engagement, it is important to create an enabling and positive working environment. Considerably, an employee’s ability and motivation to work are influenced heavily by the working environment. Creating a positive working environment will yield better engagement since the employee will stay positive.
Designing an empowering and engaging work environment will enhance the workplace communication and sustainable commitment of employees. This will be facilitated through regular feedbacks and taking employees’ opinions in the improvement of the organization process. Increased employee engagement boils down to building a positive working environment, which includes maintaining responsibility among the employees, offering support for one another, and treating employees with respect. For instance, a positive working environment will encourage communication and collaboration, which will establish sufficient employee engagement.
Reward and performance appraisal system
Maximizing the performance and productivity of an organization is the main issue in all organizations. Increasing the productivity of employees is one of the most significant goals of an organization. Performance appraisal and reward systems are considered effective mechanisms for improving the job performance and productivity of the employees (Yamoah, 2013). Rewards are motivations that have the ability to improve the performance of the employees, thus increasing the productivity of the organization, encourage a positive work attitude as well as a positive work attitude to remain committed to their duties. Ideally, it only takes motivation to change the employees into a work-oriented and self-driven workforce. Therefore, changing the rewards and performance appraisal system will constantly increase their desire to achieve higher standards and surpass their targets. The reward system is very vital for the organization since it will deliver the desired employee performance.
Workplace culture
To embrace workplace diversity in the environment, there is a need to change the shared values, attitudes, and belief systems that people in the organization share. This entails changing the workplace culture to allow inclusion and diversity in the workplace. Increased diversity within an organization and a working environment in which differences and diversity are enhanced enables the employees to appreciate their differences. Shifting the worker’s beliefs and creating a sustainable culture of inclusion and diversity, fosters efficiency, and productivity (Anita and Swamy, 2018). The organization will adopt a culture that will allow employees to work with various individuals that offer varying opinions and skills, helping them realize that everyone is important and valued for varying reasons.
Conclusion
In summation, changing the workplace culture, the reward, and performance appraisal system and creating a positive working environment will motivate the employees, thus increasing employee engagement, the productivity of employees, as well as maximize the advantages of diversity and inclusion in the organization. Considerably, when people from different cultures work together, they get exposed to varying opinions and ideas. These changes will make the employees feel valued and thus a positive impact, which may improve the morale of the workers and encourage productivity and positivity in the workplace.
References
Anita, R., & Swamy, V. K. (2018). Diversity Management at the Workplace: Aspects, Challenges, and Strategies. International Journal of Engineering Technology Science and Research, 5(1), 306-316.
Bhuvanaiah, T., & Raya, R. P. (2014). Employee engagement: Key to organizational success. SCMS Journal of Indian Management, 11(4), 61.
Yamoah, E. E. (2013). Relationship between compensation and employee productivity. Singaporean Journal of Business, Economics, and Management Studies, 51(1115), 1-5.
