In the business world today, business organization are faced with many challenges as they seek to increase their sales as well as improve their product lines  as well as improving on the quality of service and goods offered. Despite the named challenges, organization as also faced with the uphill task of aligning the human resource to their goals and interest of the organization. The success of an organization depends among other factors on how the management marshals it workforce to ensure that business achieves productivity, sustainable growth and expansion. Immense accomplishment can only be achieved if the organization understand how to fully harness the potential it personnel through correct recruitment, training, induction and motivation.

Role of the human resource in an organization

In an organization, the human resources refer to the individuals who make up the entire workforce in the organization. Bruce (2008) highlight that the role of human resource in the United States has in the past be restricted to hiring and firing. However, this has changed through the introduction of more aspects have like other aspect of management of. The human resource personnel of an organization are normally tasked with responsibilities of carrying out roles that include staff recruitment, selection, and an even outsourcing of labor in some instances. The human resource are also responsible for the organizations design and in the development of business transformation procedures, monitoring and implementing changes in the  management of employee performance, conduct behavior management through reward and motivation carrying out management training and employee development ( Buhler 2002 ).The Human Resources resource are concerned dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.

Human resource management is a type of management where all individuals in an organization at the management position of the organization can take part in the training and development of the organization workforce. This is achieved through the placement of mangers as all levels of the business in order to cater for the needs of the employees when need arise. Unlike personnel management, human resource management seeks to improve the performance in an organization as this leads to employee satisfaction through the provision of, work groups in the organization, job creativity and real strategies for meeting challenges. On the other hand, personnel management concerns itself with the motivation through compensation, rewards schemes, bonuses and by simplifying work responsibilities in the work place (Werner, Schuler & Jackson 2006).

The development of personnel management to human resource management will ensure the business understand the needs of its employees as well as the importance of creating environments where the business will be in a position to meets it goals. Through training, monitoring and employee development, the employees of the business will be able to perform better as this practices help in making employees part and parcel of the business goals.

Recruitment and selection in the business

According to Mondy (2008), recruitment refers to the process of recruitment is meant to ensure that business organizations adequately and effectively staffed at all time. Recruitment processes are meant to inform applicants of existing positions that can be filled up by individuals who are qualifies for the post. In a business organization, a policy on recruitment is usually developed so as to guide and align the recruitment process with the business interest and goals. Before the commencement of any recruitment process, the business has to express the need for more personnel in a formal mean. The business also needs to analyze the needs of the position followed by outlining of description of the vacant position. The position requirement are then evaluated with it implication on the budget of the business in mind. This stage is then followed by the searching of the recruits through advertisement and other means. Once potential applications have been received, screening is done on the applicants to provide selection of the appropriate personnel.

The business recruitment process was coupled with poor job analysis and description. This stage was poorly done and resulted in recruitment and placement of personnel who could not actually fit in the demands for the various positions. This call for use of guidelines in the analysis of the vacant position in the future so that the recruitment process can lead to staffing of suitable employees. This will avoid loss that an organization may incur as a result of poor recruitment process.

In any organization effective recruitment process is very necessary as it is paramount in ensuring that the organization gets to recruit appropriate workforce that will work in line with the organizations goals. This in end will result in the business achieving   good turnover rates, performance and profitability. By an effective recruitment process, the organization needs to evaluate applicants in terms of the overall competencies to ensure that those with necessary qualification are brought onboard (Buhler 2002).

Employee reward and its effect

The need to reward employees working in an organization is very critical and linked to the quality of performance of various roles by the workers in the firm. Many successful organizations do have in place efficient techniques that offer both reward and recognition of its employees in the organization. An organization can adopt the use of intrinsic type of motivation or utilize the extrinsic type of motivation to reward it employees. Intrinsic motivation is concerned with job satisfaction as well as the enjoyment of the work environment within the organization. On the other hand, extrinsic motivation in an organization regards the consistency and stability of the job, recognition of the workers and provision of substantial income to workers. These types of rewards can be used to promote the motivation of the workers in the organization (Wales & Reaich 2004).

Jackson, Schuler & Werner (2009) point out the difference in performance between employees in an organization has been an issue that has puzzled many managers in the past. Several explanations have been put forward in attempt to describe why some employees are better performers than others within their organization.  Based on factors such as ability, education, family background and age, a model was put forward that considers that the main determinants of job performance in an organization is motivations and ability of workers. Therefore, in order to improve the performance of a business organization, there is need to motivate the workers in order for them to be more productive and devoted to their work.

Within a business organization, motivation techniques should be developed in order to facilitate the process of employee motivation at all sections of the organization.  Team reward is one of the motivation strategies that can be employed within an organization. This technique of   team rewards when used effectively offers a great opportunity for an organization to develop and maintain team bonding. However, if the team reward system is misused in the organization, it can result o negative impact due to unhealthy competitions that may have severe financial implications’ to the organizations. Nevertheless, correct application of the technique can result in the development a high-performance team as well as creation of cross-organizational cooperation that will be beneficial to the organization achievements. Recognition accorded to teams for their work is therefore useful in making the organization successful in its operations at the team level.

Provision of incentives to individuals can be used as a reward technique within the organization. Appropriate rewards can be offered to individuals in the organizations in recognition of their outstanding performance so as to encourage individuals to actively participate and employ competitive behaviors while executing their roles within the organization. Some firms provide benefits to their workers where employees are offered with attractive payment packages meant to motivate them in their work.

The use of rewards and motivation in an organization is crucial they serve to attract and maintain reputable workforce, foster improved performance as well as promote commitment to work. In this way, employees will feel more attached to the organizations interest and goals thus availing their abilities and experience to the success of the organization.

Management of staff performance

In any organization, the presence of an effective performance management system is crucial in ensuring that the organization, employees and managers succeed in their work. The use performance management as a tool signifies that an organization is committed to high performance and accountability both at the individual and at the firm’s level. The establishment of an appropriate performance management tool should be done in accordance with the values the organization and it usage should cut across all section in the organizations.

According to the Performance appraisal handbook of the (U.S Department of interior, p.1), “Managing employee performance is an integral part of the work that all managers and rating officials perform throughout the year”. This implies that, an organization need to continuously monitor the performance of its workforce as this has an implication to the achievement of its goals. Effective management of performance demands that an organization develops a standard that will serve as a benchmark in planning the work and setting expectations for employees, providing guidelines in the continual monitoring of performance as well creation of capacity to carry out periodic rating of performance and providing rewards for good performance in the during the specified periods.

The business ensures that the employees perform as expected through the use of a performance management strategy. In this strategy, the business plans work its activities in advance where performance expectations are established and the goals for each individuals is set up in line with the organizational objectives. This stage involves the employees of the business in order for them to understand the goals business, what they are required to do, why they need to do them, the ultimate expectations. The strategy also monitors and provides feedback on the performance of each individual in regard to the set standards. At this point, weaknesses in performance delivery are addressed and thus help in developing the employees. Rating is then done on individual performance with regard to the set standards and this provides a foundation for rewarding employees. The business rewards it employees to reinforce their actions and efforts through the provisions of incentives and benefit to the outstanding performers.

Training and development in managing staff performance

The process of staff performance management does not only help an organization to improve the overall performance but also provide excellent opportunities for the identification of various developmental needs in the organization. During the execution of the staff performance strategies in a business environment, performance results that are lower than the standards imply that there is deficiency that needs to be addressed in order to improve performance henceforth. To improve performance, training needs to be done in order to develop the employees and make them able to meet their targets as expected (U.S Department of interior). Through the provision of employee training as well as developmental opportunities, the business organization stands a good chance to encourage good performance in the workplace, reinforcing job-related skills and improves the competencies of the workforce. As a result, the employees will adapt well to changes in the business that may arise due to technological changes or change of business operations.

Business organizations can rely from the results individuals’ performance to come up with descriptive data where employees have failed to deliver as expected by the organization. This will provide a good starting point in the identification of areas to be tackled by the training in order to develop the skills of the employees in these areas. This will be followed by development or procurement of proper training materials aimed at addressing the shortcomings of the employees and subsequently improving their ability to perform their functions effectively yielding results. In the business, development of employees can be done through formal or informal means. Formal training can be provided through traditional structured courses of by the use of self-study materials that include presentation slides or interactive CD-ROMs and other related study materials. During the process of development, employees are able to assess themselves followed by discussion between the employees and the supervisors on the results of the employee’s self-assessment and finally the implementation of various learning experiences aimed at improving the performance of the employee.

In carrying out of training, the business develops and equips it employees with the ability to  execute any solution that is aimed at ensuring that the organization meets it goals as well as providing more value to employees through acquisition of skills and experience from training.

Recommendations for better management of performance process

Management of performance process is very critical to the attainment of the organizations short term and long term goal. It is therefore necessary for the business to effect some changes that will promote the accomplishment of its goals with through better performance.  The business needs to develop effective procedures for measuring performance through the use of measures pegged on the expectations of the employees. These procedures should be done periodically in order to provide a snapshot of the business performance at key times in the business periods. With this in place, deficit would be identified in time and solutions generated to address them

The business organization should also come up with forums where the management and the employees will engage in dialogue to foster the understanding of the roles and expectations. This meeting will also be critical in the identification of solutions to challenges faced by the employees in delivery of their services. The business should then use the results of this discussion to develop training material after careful analysis of the training needs has been conducted.

Mondy (2008) maintains that some staff in organization receives more training while other receiver none at all. To avoid such a situation in the business, there is need for the creation of training profile that will help in the identification of which employees need training and on what areas. The training file will not only promote efficient training of employees but also ensure that the workers are well equipped and thus able to deliver as required.

The business should improve the motivation techniques to supplement those that are already in existence. This can be done by introduction of better policies that will guide and enhance the process of identifying outstanding employees and recommending appropriate rewards. Motivation as well as recognition will serve as a stimulus to the employees and drive towards accomplishments of business goal.

Effective communication should also be established in the business. Presently, there is a dire need to establish structure within the business that will guide the communication process in the business thus promoting understanding individual roles, expectation of employees and providing feedback from performance measure. Effective communication will also be useful it ensuring that correct decisions are done in time. These decisions may concern recruitment, induction, motivation and promotions.

Induction process

The process of starting a new job can be very demanding and stressful experience to new recruits in an organization. This process of has many challenges may not seem obvious at the beginning as the individuals needs to not only tackle the challenges posed by their new jobs in but also, they are required to become  accustomed to the ongoing of the new organization, the new working environment  as well as the new  colleagues at the workplace. To aid new recruits in adapting to this task, induction normally carried out in order to offer support to the new employees during this difficult time and thus help them to be fully integrated into the Company as quickly and as easily as possible. Induction process has many benefits to all the individuals that participate in this process. In the end of a successful induction process, the new employees will be able to settle quickly into the organizations and thus become more productive and efficient in their work and this experience will build up into feelings of worth and satisfaction in one work. Induction process is also useful in providing motivation to the new employees as induction process provides an avenue where the human resource can motivation employees and make them feel part and parcel of the organization

Induction process in the business aim at making familiarizing new employees with  new their new job as well as making them to be comfortable with the working environment as well as with the new workmates.  

Poor induction or lack of one can lead to a lot of harm both to the organization and the new employees of the organization. The new employees will be poorly placed in the organization where they could lack the understanding of how the business runs and how the communication is handled in the work place. This will in the end result to poor performance of roles that may lead to loss of work and financial loss to the business.

Conclusion

The role that human resource plays  cannot be underestimated within a business. Human resource section of an organization is responsible for ensuring that the organization has enough staff who can work towards the goals of the business where as this needs for motivation, job satisfaction and development are taken care of through training opportunities  and other development activities. In return, the organization will be better placed to compete and realize growth and profitability in the business process it is engaged in.

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