Hrm issues Essay Example | Topics and Well Written Essays - 2000 words

Hrm issues - Essay ExampleTherefore, even though hiring such people might be more expensive for the company, the business give win in the want run since a police squad of professionals in their function is more likely to help in avoiding compensation payments following tribunal decisions than promoted and fierce people from within the company. As the working team is created it is the time to start the design of a strategical business development plan, which would address such issues as resourcing, training and rewarding employees. However, all these functions should be combine into a larger-scale plan for developing and maintaining such pictures of business behaviour as leadership, performance management and organisational culture, among others. The most immediate issues to solve are related to employees resourcing, training and reward systems. Resourcing System Armstrong (2000) outlines that among the major objectives of employee resourcing schema are finding and hiring emplo yees with the needed skills, knowledge and training potential. These initial requirements to the choice of potential employees are, then, to become the tail end for further development and motivation of the staff. However, since most of the companys employees are unskilled, part- time or mental representation workers, it is worth to pay more attention to the attitudinal and behavioural characteristics of the potential employees (Townley, 1989). The employees should not view the company as a temporary place to work at. On the contrary, the organization should be perceived as a stable and developing company that provides a good long-term avocation opportunity. To become such, the company has to interpolate its resourcing system. In the first place it is suggested to minimize the number of part-time and agency workers and use their services on an as needed basis. Though employing part-time employees provides higher levels of scheduling flexibility and reduces the wage and benefit be (Conway and Briner, 2002), using their service should be limited to the busiest periods of business operations. This suggestion can be justified by the fact that, according the research conducted by Conway and Briner (2002), part-time employees have lower commitment, trust and loyalty levels in comparison to those of full-time employees. Therefore, employing people on a full-time basis will help, in the long run, to shape such, directly related to performance, aspects of employees behaviour as job satisfaction, organizational citizenship behaviour, loyalty and, therefore, efficiency. Furthermore, full-time employment will help people to develop organizational commitment and trust and, as a result, will reduce turnover. At the same time, effectively designed training and rewards systems are the other elements of business operations that are to have a significant impact on the reduction of turnover. Another important aspect to deal with is hiring supervisors to manage the work of t he production staff. Currently the production director of the company chooses and draws supervisors from the production st