Introduction
An organization with increased employee morale will realize an economic and competitive advantage. Their business performance will prove it. Many organizations formulated different kind of practices to boost the competencies within the organization and most of them failed due to different circumstances.
Aiming for competitiveness and enhancing the employee is not a bad idea but great efforts should be place upon conducting the practices. Organization’s main idea is centered in the department of human resource that manages the employees and handles their progress as well as the personal issues. Human resource is the only department where the employees can communicate to the leaders and the department that can guide and train them toward proficiency.
Human Resource Practices
The main objective of the human resource department, its managers and staffs, is to hire an appropriate person on the job, train them, and use their knowledge and skills to contribute in the business’s life cycle. When a company needs to produce more efficiency to answer the close competition, the organizational leaders tends to turn on their employees and trust them to do their best.
But instead, they often receive negative feedbacks and observe the losing competency of the employees in their work. When all the enthusiasm is slowly saturated, the leaders asks for the action of the human resource, because leaders believe than without motivation and employee morals toward their work, the performance will suffer (Thachappilly, 2009).
The action of the human resource comes in different approach. But many human resource actions suggest that training and additional motivation will increase the competitiveness and increasing the employees’ expertise are needed for the entire level is needed.
To acquire the aggressive employee morale, human resource should waken up the sleeping competence among each and every employee that performs specific roles. The knowledge, skills, and behavior toward to work can be increased when the right information are disseminated (McNamara, 2008).
Human resource should also provide the specific roles of the employees within the organization and provide them what they needed to finish their designated work. Like taken for example, an employee asked to add the computer in their department to achieve the fast transfer of information. The human resource can act as a bridge to communicate it to the organizational leaders.
In addition, the entire organization can open the incentive programs for the employees. Promoting the effective way of communicating can increased the employee and changes their individual attitude of diversity inside the workforce. The computer skills and training is a necessity in doing administrative work, and many business leaders sought for an employee that has a wide broad of understanding in terms of computer. This is a great advantage if the entire employee managed to learn the use of computers and other technologies to make their tasks easier and efficient.
In fact, the organization can also recognize the importance of incentives for the employees. The protection program can be offered to the employees that proved their efficiency in the organization. Some practices are involved, the retainment or making an employee as their organizational partner buy persuading them to buy some of the organization’s stocks. In this way, the organization can still utilize the ability of the personnel and human resource can continue to manage the employees to achieve the overall competitiveness.
Conclusion
Human resource finds a great way to accumulate the resources of workforce by increasing or enhancing the employee morale, which in return can help the entire organization. The entire organization is based their trust on how effectively the human resource manage the employees. The human resource, as a bridge to the employees, applied all their knowledge to keep the relationship of employee-employer alive inside the organization. They provide an open opportunity for the employees’ career path and at the same time satisfying the performance of the workforce.
References:
McNamara, C., (2008). Employee Training and Development: Reasons and Benefits. [Online] Available at: http://www.managementhelp.org/trng_dev/basics/reasons.htm [Accessed 03 Dec 2009]
Thachappilly, G., (2009) Training Employees for Their Roles is one of the Best Investments. Employee Training Goals, Relevance and Process [Online] Available at: http://human-resourcesmanagement.suite101.com/article.cfm/employee_training_goals_relevance_and_process#ixzz0OURe7gTy [Accessed 03 Dec 2009]
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