HR Management Paper on Enhancing High Performance in an Organization

Enhancing High Performance in an Organization

Employees are the most valuable component of an organization since they can enhance or negatively affect its reputation hence reduces the return on investment (ROI). The human resources are generally responsible for most of the work in the workplace. They carry out roles such as ensuring that customers are satisfied and quality is observed in the production of merchandise (Elnaga & Imran, 2013). As such, involving workers in important decisions is essential to businesses as it facilitates conducive working environments and performance. Employees whose needs are taken care of and are involved in decision making are usually less stressed because they are contented with their work (Richardson, 2014). However, the multicultural work environment has made it difficult for employers to satisfy the needs of all employees because the workers have different attitudes, preferences, and linkages.  Equally, the global economic changes accompanied by the technological advancement and intensive rivalry among enterprises have made institutional leaders think of new ways of managing their workforce (Elnaga & Imran, 2013).  Enhanced capabilities, understanding, and talent management have proved to be key factors in satisfying staff.

Ways of Creating High Performance in the Workplace and Measuring Talent Management

High performance is an indicator of the capability of a firm to effectively its objectives. Additionally, it has been established that satisfied workers perform better than the unsatisfied ones.  Firms that have satisfied workforces have higher retention rates than those that do not. Therefore, it is imperative for managers to inspire and enable their employees to perform highly and put in place measures to retain them to achieve the organizational objectives (Muda, Rafiki & Harahap, 2014). Numerous techniques can be used to promote excellent performance in the workplace, such as motivation, efficient communication, training, and a conducive working environment.

Job Stress

Effecting policies that deter excessive pressure that might lead to workers engaging in unethical practices is important in preventing job stress. According to studies, stress in a firm is enhanced when employees are not able to effectively coordinate resources with personal capabilities (Ahmad, Hussain, Saleem, Qureshi & Mufti, 2015). For example, setting goals that the staff of a given company is unable to meet because of inadequate skills can result to stress among the team, which may reduce performance. Equally, stress can cause health issues such as heart illness, insomnia, depression, and gastroenteritis leading to high rates of job absenteeism and displacement (Fonkeng, 2018).

Motivation

Motivation is one of the major components of enhancing high performance in an organization and attaining objectives. Motivating employees results in self-fulfillment, self-contention, and obligations that promote improved quality thereby enhancing a firm’s competitive advantage (Shahzadi, Javed, Pirzada, Nasreen & Khanam, 2014). Equally, incentive facilitates work involvement by creating efficient operations thus causing the workers to be highly productive hence promote institutional success (Nguyen, 2017). Both the internal and external motivation is essential in industrial achievement as it denotes the intricate forces and desires that encourage employees to work.

Communication

Efficient communication is important for the high performance of a firm since the technique promotes effective coordination among the employees (Proctor, 2014). It helps managers to understand the factors that greatly impact the workers’ ability to execute their duties and together with the workers to find ways of surpassing the challenges. Various aspects of institutional communication, such as high frequency and honesty, facilitate job satisfaction among employees (Karam, Yazid, Khatibi, & Azam, 2017). Information exchange and staff involvement in decision making play a role in enhancing the success of an industry.

Training

Training is essential a tool for firms as it helps improve employees’ skills thus promoting organizational performance and growth. Furthermore, training not only improves the institutional productivity but also influences and inspires employees by making them understand the resources needed to perform their duties (Elnaga & Imran, 2013). Equally, training enhances job contentment and morale, improves efficacy, increases the capability to adopt the current inventions, and limits employee turnover. Talent management is also an essential factor in enhancing organizational performance. Factors such as rewarding employees motivate them, which helps in retaining talented individuals (Jayaraman, Talib & Khan, 2018). The incorporation of training among the employees aimed at improving skills and preparing talented individuals for progression in their occupations also assist in managing talents.

Conclusion

Employees play a significant role in organizations as they help in building their reputations and enhancing customer satisfaction. Developing capabilities, understanding, and talent management have proved to be important in advancing organizational success. Organizational managers can employ stress management, and effective communication facilitates high performance, emotional and physical health, and talent development in the workplace. Implementing policies ] that promote job satisfaction and motivation are important in reducing job stress. Efficient communication and rewarding workers are also critical to industrial success since the practices lead to increased productivity. Training is integral in the corporate sector because it leads to institutional growth and is a tool that influences and inspires staff by making them determine the type of materials they need to perform their roles.

 

 

References

Ahmad, A., Hussain, A., Saleem, M. Q., Qureshi, M. A. M., & Mufti, N. A. (2015). Workplace stress: A critical insight of causes, effects, and interventions. Tech J, 20, 45-55.

Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), 137-147.

Fonkeng, C. (2018). Effects of job-stress on employee performance in an enterprise: A Microfinance Institution in Cameroon.

Jayaraman, S., Talib, P., & Khan, A. F. (2018). Integrated Talent Management Scale: Construction and Initial Validation. SAGE Open, 8(3), 2158244018780965.

Karam, A. K. D., Ab Yazid, M. S., Khatibi, A., & Azam, S. F. (2017). Measuring the mediating role of talent management, HRM and organizational success in UAE. European Journal of Human Resource Management Studies.

Muda, I., Rafiki, A., & Harahap, M. R. (2014). Factors influencing employees’ performance: a study on the Islamic banks in Indonesia. International Journal of Business and Social Science, 5(2).

Nguyen My, L. (2017). The Impact of Employees Motivation on Organizational Effectiveness.

Proctor, C. R. (2014). Effective organizational communication affects employee attitude, happiness, and job satisfaction (Doctoral dissertation, Southern Utah University. Department of Communication. 2014.).

Richardson, F. W. (2014). Enhancing strategies to improve workplace performance.

Shahzadi, I., Javed, A., Pirzada, S. S., Nasreen, S., & Khanam, F. (2014). Impact of employee motivation on employee performance. European Journal of Business and Management, 6(23), 159-166.