Human Resources Issues at R&R Ltd - Case Study Example

HR issues at R&R Ltd Author’s name Institutional affiliation Introduction Human Resource management is a system at workplace responsible for staffing, compensating employee benefits and defining employee duties. Good Human Resource Management is an essential factor in determining the productivity of employees and how they treat clients (Daley, 2006). There exists various models of Human Resource Management. Hard Human Resource Management model is mainly focused on resource control. In this model employees are viewed as resources. The main aim in the model is to drive and achieve strategic firm goals and objectives. This undermines the voice of employees and thus are treated as assets. This seems to have the model adopted in R&R Ltd and its adverse effects affect the growth and development of a business. The company has a chain of stores which are currently facing high competition from similar stores. The basic assumptions of R&R Ltd goals and strategies range from increased productivity, high competitive advantage to contemporary employee engagement and higher client preference. This paper therefore seeks to explore the main Human Resource practices which need improvement in the company and later identifies various trainings which could contribute to the improvement. Key Task one Human Resource Management in the United Kingdom and other parts of the world has evolved over years with different models and theories trying to explain its contemporary nature. From the issues identified by Johanna, it is evident that the R&R Human Resource Management and general employee engagement is wanting. The form of leadership is that of imposing ideas onto the workers (Fleming, 2000). This therefore leads to employee demoralization and in the end Work related stress. The issues surrounding stressed workforce is reduced productivity and poor client relations which is likely to lead to reduced clients and when the pressure is too much employee turnover becomes rampant. Human Resource Management is distinct from personnel Management which was the traditional way of managing employees and their welfare during and after World War two (Mathis et al, 2016). The evolution of Human Resource Management was as a result of increased competition among companies in the early nineteen eighties. It therefore sprung to help increase competitive advantage. One of the functions of Human Resource Management is to ensure that employees are committed to their roles and responsibilities as opposed to imposed compliance. This function however seems to have been undermined in the R&R Ltd. as identified by Johanna. Proper Human Resource Management does not seek to control and command. It is comprised of leaders of integrity who possess good leadership skills. It seeks to engage employees in identification of their duties instead of commanding them on what to do. Recruitment is the process which entails attraction of individuals to apply for vacant positions or newly created positions in an entity, company or firm (Mathis et al., 2016). It can entail promotion of already employed individuals who are qualified for the position which is termed as internal selection. At the R&R Ltd, it was identified to be one of the issues which needs advancement since it takes a long period of time. The long process for employee selection and recruitment in the company of study is likely to influence the low number of employees and also the high rate of employee turnover. It is a crucial function of Human Resource Management which should be discrimination free. This practice of Human Resource Management is usually preceded by planning. This entails identification of more employees or a vacant position in a particular entity. Employee in-service training is a crucial Human Resource Management Practice. Training of communication skills is a function which ought to be planned for by the Human Resource Management (Trainingtoday.blr.com. 2016). This ensures proper communication among employees, between employers and employees and employees and clients. Training in Basic First Aid and Occupational Safety and Health is also a crucial training. Training also helps promote employee growth in the fields of profession and sharpens their skills in problem solving. The practice of rewarding employees and recognizing their efforts in contributing to the Company’s output is also an essential practice. It increases employee morale to perform and innovation which increases output. Employee engagement in the issues affecting the organization affirms their self-worth and makes them feel appreciated. It is depended on various tools and concepts. The employers ought to view it as a rich a useful tool to enhance the organization working environment and customer relations (Trainingtoday.blr.com. 2016). Conducting a risk assessment to identify the issues which ought to be improved on or discarded completely ensures building up of energy among all participants. A clear definition and guideline of all the measures in employee engagement has to be tabled to all employees. Staff behavior is influenced by the kind of training they have gone through for the job. Employees perform well when motivated and the leadership of organization addresses their needs and demand. The recruitment at R&R is slow and the 12 weeks it takes to fill gaps in the workforces need to be address by training HR of R&R to solve these kinds of problems for the benefits of the organization (Phillips, 2012). Decision making in this organization seem not to have a better procedure on how to make them. Therefore all staffs need to be trained and educated on better and faster procedures to make decision. Training and development for staff helps save hours for staff, sales and production methods are made effective thus it is fundamental for company growth (Phillips, 2012). Every staff member from one on top to the lowest employees should be eligible and address all issues addressed by customers without ignoring even single details in order to win customer’s loyalty to the company products. A good customer service means good profits in the long run. R&R workforce need to be trained about communications. Communication improves relationship between staffs and leadership of company and also builds better understanding of demands of customers (Phillips & Phillips, 2016). Customer and staff relationship is created when there is understanding of what is being complained about and the needed corrections about the company services. Problems in communication skills create poor staff performance at work hence affecting customer services. Training staff on how to pass information about customers complains from sales person at R&R to the supervisors through to the channels that is assigned to address such issues is wanting. R&R limited should organize seminars for staffs especially those dealing directly with customers (Phillips & Phillips, 2016). The company may either use off-the-job or on-the-job techniques to training the employees. Hiring a communication expert to take the workforce through coaching and orientations on how to pass information from customers to their superiors will improve company services. Customer services, is a key factor that affects the competitiveness of a business in a global market. It is important and very critical for every staff member in a company to have good skills in understanding and addressing customer needs. R&R Staff member especially those who directly deal with customers need to be trained on good service delivery and building relationship with customers. Supervisors in the company are responsible for in-house training of their entire subordinate. It is necessary for R&R to find better courses and seminars that can develop supervisor’s skills (Mathis et al., 2016). The supervisors can be trained in consultant firms, vocational and technical schools and also by groups such as economic development. R&R supervisors need to be trained about leadership, day to day evaluation of staffs, workforce motivation and development of employees’ skills. Company should set goods for each staff member in order to keep them focused. Mangers and leaders of the company should be trained on how to practice what they preach to their subordinates (Mathis et al., 2016). Managers and supervisors should be trained to lead by adopting open communication method that will help in idea sharing but not use command method to control the R&R workforce. Employee’s motivation, such as rewards and promotions help reduce staff time wastage. Conclusion It can be summed up that Human Resource Management is a very crucial department in any company. The assumed goals and strategies of R&R Ltd can only be achieved if the loopholes in the Human Resource Department are acted upon. Proper and quicker employee recruitment and selection is crucial in ensuring adequate personnel. Contemporary employee engagement is important in decision making matters. Training rewards help boost employee morale, professional growth thus increased innovation and productivity. All these lead to increased competitive advantage. For the development R&R Company the hierarchy of leadership should be organized in such a way that the top manager is accessible easily but not following a tedious process. Supervisors and managers should ensure there is open communication with the company for sharing ideas. All customers’ needs and issues should be addressed frequently. All staff in R&R should learn on how to build a team. Job rotation with the workforce will ensure everyone understand where improvement is needed. Frequent evaluation will reduce employees’ idle time because they will be concentrated on achieving their goals. Bibliography Daley, D. M. (2006). Strategic human resource management. Public Personnel Management. Current concerns, future challenges, 5, 120-134. Fleming, S., 2000. From personnel management to HRM: key issues and challenges. Mathis, R.L., Jackson, J.H., Valentine, S.R. and Meglich, P., 2016. Human resource management. Nelson Education. Phillips, J.J. and Phillips, P.P., 2016. Handbook of training evaluation and measurement methods. Routledge. Phillips, J.J., 2012. Return on investment in training and performance improvement programs. Routledge. Daley, D. M. (2006). Strategic human resource management. Public Personnel Management. Current concerns, future challenges, 5, 120-134. Trainingtoday.blr.com. (2016). Employee Training - Employee Training In the Workplace. [online] Available at: http://trainingtoday.blr.com/employee-training-topics/Employee-Training [Accessed 21 Jun. 2016]. Read More