Strategies for Enhancing Employee Performance in Peace Net-Kenya

Introduction

The most common reaction of the corporate leaders in increasing the capabilities of the employees is by providing them good training and development exercises. Aside from the basic approach on their skills and knowledge, the leaders are also targeting the employees’ motivational indicators that might increase the performances towards their responsibilities and improve their work. The question on how to improve employee performances were already answered by some of the experts in the business world, and thus, it indicates that achieving the optimal performance may not be enough to respond in various challenges.

Background and Problem Statement

The continuous evolution of organization towards the changes creates a great impact in the life of the business. From the various technologies and innovation, and application of information system, there is an assurance of the product and service development. Still, the business leaders are relying on the capacity of the people and their performances towards their job and roles in the organization. Whether a profitable or for non-profit organization, the people has been an essential resources in the organization. Various strategies had been effectively used for the employee according to their different needs and areas that needs to sustain. However, there is a little attention given in enhancing the employee performance by improving their morale.

Research Aim and Objectives

The aim of the study is to provide a better view on the various strategies on how to enhance the employee performance, specifically in an organization named PeaceNet in Kenya. To provide the adequate answer, there are three objectives that can serve as the guide of the study in achieving its aim. First is to describe the nature and environment of the organization in the country. Second is to determine the roles, responsibilities, and work loads of the employees within the organization. And the last is to measure the capabilities and competencies of the employees regarding the challenges that are ahead in the entire organization.

Literature Review

Because of the continuous cycle of economic uncertainties and issues on competitive advantage, the organization expects much on the efforts and performances of the employees. Much of it, the organizations formulated different kind of practices to boost the competencies within the workforce, even if most of the strategies failed due to different circumstances. The competitiveness of an employee based on the performance of an individual according to his role in the organization. The human resource’s (HR’s) practices about the training and development are still essential to improve the ability of the workforce. In addition, it centers on strengthening the talents and discovering the other potentials of the employees toward their proficiency. In order to answer the need of the organization in terms of proficiency and competency, HR organizes some methods that can bring back the enthusiasm in the workforce. At some point, the leaders and other managers believe in the power of motivational approaches and the morale of an employee toward their work (Thachappilly, 2009). Performance can be earned through the aggressive employee morale and the HR and managers are working together to increase the competencies in the workforce through disseminating the right and useful information, skills, leadership, and corporate culture and objectives (McNamara, 2008). People, as the key for the organization, needs to increase their performances of the people creates an impact in the organization towards the performance. Therefore, it is important that the strategies that can deliver the essential performance is through the training according to their roles and understanding the important of their role in the organization, thus increasing the working morale of the employees (Johnson, 2001; Farvaque, et al., 2009). The involvement of employees can bring the corporate objectives right down to their system and the continuous practice might contribute on achieving the desirable performance.

Methodology

The suggested method that can be very effective in the study is the use of survey and interview. The survey will firstly handed on the managers or supervisors of the organization which composed of the questions regarding the problems that they recently noticed on their employees. The survey proceeds with the determination to decipher the different expectancies of the managers towards their work force. On the other hand, the interview will pay attention on the employees. The focus of the interview is to organize the thoughts and perception of the employees on how to improve, or rather enhance their performance in the organization. References:

Farvaque, N., Voss, E., Lefebvre, M., and Schütze, K., 2009. Guide for Training in SMEs. ORSEU Wilke, Maack and Partner [Online] Available at: http://www.refernet.cz/dokumenty/guide_training_SMEs.pdf [Accessed 10 June 2010].

Johnson, B., 2001. Company Officer Development Program Needs for the Reedy Creek Emergency Services. [Online] Available at: http://www.usfa.dhs.gov/pdf/efop/efo33103.pdf [Accessed 10 June 2010].

McNamara, C., 2008. Employee Training and Development: Reasons and Benefits [Online] Available at: http://www.managementhelp.org/trng_dev/basics/reasons.htm [Accessed 10 June 2010].

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 10 June 2010].

Contemporary HR Practices in Enhancing Employee Morale

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]