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

Hrm issues - Essay Example Therefore, even though hiring such people might be more expensive for the company, the business will win in the long run since a team of professionals in their function is more likely to help in avoiding compensation payments following tribunal decisions than promoted and untrained people from within the company. As the working team is created it is the time to start the design of a strategic business development plan, which would address such issues as resourcing, training and rewarding employees. However, all these functions should be incorporated into a larger-scale plan for developing and maintaining such aspects of business behaviour as leadership, performance management and organizational 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 strategy are finding and hiring employees with the needed skill s, knowledge and training potential. These initial requirements to the choice of potential employees are, then, to become the basis for further development and motivation of the staff. However, since most of the company’s employees are unskilled, part- time or agency 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 employment opportunity. To become such, the company has to modify 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 costs (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 the production staff. Currently the production director of the company chooses and draws supervisors from the production st