The Effect of Various Employee-Centred Human Resource Management Practices on Performance
Employee-centered Human Resource Practices And Their Impact
Employee centered human resource management practice could just be one way of reclaiming order, goodwill, performance and performance for organizations. Through effective staff training and development, promotions, staff motivation and appraisal, it is certain that employers can realize the best of their workers while at the same time keeping a motivated and effective workforce. According to Iraki (2010), lack of proper training for staff members and other employees result to poor organizational structure and reduced profits. The researcher, as is expounded in this essay, argue that only a few large firms use employee-centered human resource practice to decide on perks and rank amongst workers. Performance appraisal, staff training and development, promotions among others are some of the best ways to ensure there is increased productivity and turnover in an organization. This research examines the aspect of staff motivation and its impacts on turnover.
According to Hood (2001), motivation will ensure that the potential of the organization resources is realized, thus, a call for effective Human Resource Development (HRD) and Human Resource Management (HRM). Empowering staff through forming sub-leading roles will motivate them, thus consciously share the goal and vision of the organization. Additionally, managers should look for ways of releasing the potential of staff abilities and skills, motivating them because everybody will enjoy what they know best. Motivation is very relevant to today’s work place environment is through boosting the staff morale that and organization can effectively realize its goals and objectives. Lindenberger and Zachary found out that a continuous mentoring program motivates the staff in addition to empowering them in their potential areas (1999).
Similarly, Rudo and Strong reported that counselling services, especially those undergoing transition in the labour market enhance motivation, thus effective participation in the organizational activities (1997). Research in addressing this problem is still going with a study carried out Ghana showing improved healthcare services because of staff motivation (Alhassan et al., 2013). From this understanding, welfare committees are essential in any organization because employees are ensured of rights such as medical coverage. The most in the research relates to unleashing staff potential through training because it is through doing what one loves that they are motivated, steering forward organizational goals and objectives.
As part of the employee centred HR practice, we evaluate of the role of the management in influencing training and development. The management expects training and development to open up new sources where they will get competent talents. Owing to the increasing need for managers, it is paramount that the trainer identifies new sources like the minorities and on job training programs to develop competent talents (Haughton, 1966, p.15). The trainers should learn about the new technological advancements and provide training that help develop this new knowledge among the trainees. This includes use of computers and other devices. Besides, trainers should train the managers and the executive on how to deal with the ever changing task force. This includes the need for motivation rather than coercion in a bid to increase production, as the task force is more educated and knowledgeable. The training programs should also be developed in accordance with the prevailing need using a well thought criteria (1966, p.15).
Trainings should anticipate the needs of the manpower over the coming 10 years or more to develop programs that will be relevant over that duration. However, they should also be prepared to change anytime depending with the prevailing needs. This may involve the use of newer techniques. Lastly, Training programs should try to utilize the full potential of the workforce and use the new concepts available in training and development (Haughton, 1966).
A growing debate over the fate of employees after retirement has been on the rise forcing organizations to have a human resource department that appreciates the practice of employee retirement schemes. Most employees always wonder what would their lives be like after retirement and this makes some individuals not to want the idea of retiring at all cost. It is because they cannot afford that luxury as it will mean lack of any forms of source of income. Based on this phenomenon, human resource management has been more focused on ensuring workers have planned transition into the stage of retirement. It entails the provision of proper career guidance that most retiring workers need so that their skills will still be utilized though on a less full time basis. Many workplaces have human resource departments and their workers are encouraged on having planned for their lives after retirement.
Many workers have put off retirement based on a myriad of reasons such as the need to be psychologically engaged because they seem to lack other plans apart from working (Moses 2004). As a result, human resource management should encourage employees to view other viable options as career shifts rather than change. The outcome has been great as many workers have developed different plans and now they are not scared of retirement at all. The aspect of having the older employees retained at workplace has been faced with the challenge of a youth oriented society which demands more employment opportunities. It is now clear that this exacerbates the unemployment status quo even more and mechanisms to curb this have not been established. Among the recommendations in the solving the problem would include the radicalization of the employees by re-evaluating the skills they have. As much as more experience comes in handy, there is the aspect of having newer and fresh developments, which the youth may offer. Retrenchment of some of the old individuals would be worth it (Moses 2004:14).
To help have an effective staff, there is the need for Performance Appraisal in the HR practice. According to Senyah and Doris (2011), performance appraisal is used as a tool for feedback in organizations. Many organizations today are using the appraisal method to communicate to employees with the aim of motivating them and reducing performance deficiencies. For performance appraisal to bring out the yielded results, which is increasing an organization’s productivity and turnover, the management should ensure that the process is done with seriousness, fairness, and regularity. This is because through this process, the organization is able to assess the strength and weakness of its employees and improvements in work quality as a result of the cordial relationship between the employees and management. Many organizations using this method have been successful. This is because there is a very strong connection between employee’s performance and productivity for the organization.
Performance appraisal is important in the organization because it helps the management and the supervisors to understand the abilities of each employee in the organization. Through this method, the relationship between the employee and the supervisor improves and this helps to increase productivity in that the supervisor will know which duties and responsibilities to give each employee based on their strengths and weakness. When employees are given responsibilities that they are highly specialized in according to their qualifications, the performance and competitive advantage for the business will increase.
Through performance appraisal, the supervisor is able to recognize an outstanding employee who has been consistent in terms of producing quality results in his/her task. This gives the management a chance to reward the employees and the reward can be in terms of pay rise or management mentoring. Hood (2001) contends that motivation helps the organization to achieve its objectives and goals. Human beings are emotional beings and when they are appreciated in their work, they feel good and motivated to work even harder so that they are appreciated ever more. Motivation in the organization will increase productivity and turnover because employees will do their work better for them to achieve rewards and this will help the organization to grow. The primary goal for performance appraisal is to monitor the performance of employees, motivate staff, and improve the organizations morale. In order for an organization to successfully monitor its employee’s performance, routine documentation should be done and the only way to do this is through performance appraisal. When employees are aware of the organization’s interest on their performance and potential rewards for those who have performed well, they will be motivated to work harder.
It is advisable for organizations to adopt performance appraisal because it can help to establish areas that require performance enhancement and encourage professional growth. Managers and supervisors should however, resist from using this method as the only tool for communication. Organizations need to ensure that that the supervisors and managers who are carrying out this process are well trained. This is because many cases of appraisal ineffectiveness have been linked to managers and supervisors; and the incompetence that they demonstrate.
In conclusion, although research clearly identifies the relation between human resource and productivity, it generalizes the concept of departmental application of human resource. That is, it completely negates the assessment of the possibility that different sets of human resource activities apply to other functional and occupational groups in the organization. The impact is an abstraction of facts within a real organization. However, trends in human resource and the impact to productivity can be assessed and tackled differently (Arthur, 1994). For instance, technology and commitment systems can be used to improve the relationship between the two to get high turnovers and maximum productivity. The combination is critical to human resource as it motivates and reduces the workload to the workers.
This also means that training on how to carry a proper appraisal is necessary to ensure the effectiveness of this process. Employee appraisal, when effected in organizations, does not only help to establish areas of weakness but also an important tool for the master plan of the organization. This master plan, commonly referred to as strategic plan, can only succeeds if there is an able staff with the resources they require. Besides, it is important for the management to consider the availability of a performance appraisal form before the actual implementation of an appraisal program. This appraisal should sufficiently measure employees’ performance and should be simple and convenient enough for employees. Overall, organizations should adopt different measures that are employee centered when drafting human resource policies so that there is greater turnover and productivity.
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