Identifying the Issues at Philips in Victoria That Impact Human Resource Management - Case Study Example

Name Instructors Name Course Date Identifying the Issues at Philips in Victoria That Impact Human Resource Management Human resource management refers to the process of hiring and developing employees so that they become more valuable to the organization (Sarah and Steve 49). As part of the human resource work team assigned as the new human resource director in a new high-tech manufacturing plant in manila, I have all strategies to put in place to ensure the manufacturing plant achieve its productivity at the end of its transactional processes (Sarah and Steve 50). In observation to the case study of Philips in Victoria’s production company where it experiences a number of challenges, it provides an establishing feature to ensure the same issues are not faced at the high-tech manufacturing plant in manila. Therefore as a human resource director at the high-tech manufacturing plant in manila, there are available skills to imply in order to ensure there is optimal productivity of workers (Sarah and Steve 50). This paper hence intends to identify the issues at Philips in Victoria that will impact human resource management and also to reveal the lessons learnt about the job and the work design being used to ensure the manufacturing plant workers are optimal productive to their roles. ISSUES OBSERVED Inadequate Quality Control. At the Philips in Victoria organization, the management observed that there was poor and inadequate quality control which was one of the issues that was leading the company to crumble down (Ruth “HR issues and challenges”). Inadequate quality control in the company ensured that all products that were being produced at the organization did not meet up with the intended measures for quality control. The products were as good as counterfeits hence they could not occupy a market value in the business world (Ruth “HR issues and challenges”.). Therefore this issue contributed to human resource management since it led to establishment of new roles and procedures that ensured there was adequate quality control of in the production of company products to win a large market base (Ruth “HR issues and challenges”). As the human resource director at the factory, this issue of inadequate quality control was an eye opener to set clear goals that will ensure it will never arise at this plant. There should be quality control in the company which is depicted through leadership development to ensure products are of good quality for human consumption; a role to be plaid in human resource (Ruth “HR issues and challenges”). Poor Labour Relations. Poor labour relations at any organizational work environment will reveal a determining factor that the organization does not have good relations among the employees and the staff. Inadequate coordination will be shown since each and every employee will be doing their things without informing other fellow employees in the organization (Henrik 776). As a result of this issue that was revealed at the Philips in Victoria Production Company, it affected the productions goals the company had (Henrik 776). It had to intervene with other leadership styles that applied strategies to bring back the company and regain profits. Poor labour relations are a problem that is well defined in human resource management which affected the role of human resource negatively (Henrik 776). Human resource management should have emphasized on good relations among the employees and the management for effective handling of organizational goals to achieve good productivity levels. As the human resource director I therefore should ensure there is good labour relations created through fair interaction and cooperation in the manufacturing plant hence this issue will not arise in my company (Henrik 778). Unsettled Workforce with Low Morale. Workers at the Philips factory were being faced up with numerous problems. The management in return expected better and optimal productivity from the employees as a service to render (Martin and Ronan 1701). This problem has been affecting the factory negatively in achieving its objectives. The work given at the factory is not satisfactorily done as the workers workforce is unsettled. They do not recognize their essential roles in the factory and also while facilitating their workforce they are not partaking it seriously (Martin and Ronan 1702). The factory does not provide activities that will boost employee morale. As a human resource director I should come up with incentives programs that will intend to recognize and reward employees (Martin and Ronan 1702) who have satisfactorily provided efficient levels of services. With consideration of rewarding so as to improve employee morale there will be settled workforce in the manufacturing plant. Rising Labour and Capital Charges. Philips factory was been faced up with another problem which ensured there was rising charges in both labour and capital (Treven 17). The cost of capital became much expensive since employees lagged behind in the delivery of services in the factory hence the factory also fall short in meeting the production output levels (Treven 17). The factory was using along of its resources to satisfy the employee base which was high hence the labour charges were increasing with no value to get while the production processes was ongoing (Treven 18). As the human resource in my newly built high-tech manufacturing plant I should develop procedures that will facilitate a fair payment module to curb the rising charges as well as the factory to avoid rising capital charges too hence this issue will not affect the factory (Treven 17). Tariff Reductions. A tariff is a general term that stands for a tax (Mike economics.about.com). A tariff adds to the cost of imported goods and is one of the available trade policies that a country can enact (Mike “The economic effect of tariffs, about education”). In Philips factory, it experienced reductions in the levels of tariffs which were significant. The aim of the tariff reduction was to protect customers and also to create domestic employment which rendered the factory experiencing problems. Therefore, there was supposed to have effective considerations and policies to alleviate the practices after the introduction of the tax reduction programs in the country (Moffat “The economic effect of tariffs, about education”). As a human resource director I should employ policies that will protect the manufacturing plant even if the government issues tariff reductions so that the factory can still manage to produce its set levels of production (Moffat “The economic effect of tariffs, about education”). LESSON LEARNT FROM THE JOB AND WORK DESIGN In an organization there should be a room for discussion between the management and employees (Suzan and Edward 70). The discussion will entail revealing all setbacks with an aim of obtaining a suitable and corrective solution that will rectify the organizational problems being faced (Suzan and Edward 70). Like in the case study of Philip, the management held a protracted discussion with its works and unions and they jointly came into a conclusion that there is need for a massive restructuring program to be implemented in the organization which later affected effectively on the productivity level (Suzan and Edward 70). Therefore this is a good lesson to be learnt so as to achieve and ensure workers become optimally productive in the factory. Employees should be given a level of autonomy in their work environment so as to make their own rules (James 42). Autonomy among employee will depict even the lowly recognised members in the organization are important and they can contribute to decision making (James 42). They will feel they are also managers in their areas of specialization. When the team in Philips production firm began to operate with a high degree in autonomy, the team began to design new production machinery while other employees devised innovative production processes that geared towards controlling and monitoring outputs levels of efficiency and product quality (James 44). Therefore as the human resource director I should learn to give autonomy authority to employees who will later in turn work efficiently to achieve productivity output levels in the factory (James 43). Human resource directors should learn to take care of the working conditions employees are subjected to (Alvin “The challenges of human resource management”). In Philips factory, workers committees recommended that the plan layout should be redesigned to be safer, cleaner and more attractive and comfortable which was done facilitated increased productivity in the factory (Alvin “The challenges of human resource management”). The environmental conditions in the factory were enhancing work capabilities since there were abatement devices, improved lighting and ventilation were installed in the factory (Alvin “The challenges of human resource management”). Therefore in the factory there should be a consideration of the employees working standards and ensure that they are of high standards hence it will contribute to workers to become optimally productive in the factory (Alvin “The challenges of human resource management”). The factory should involve the principle of training its employees as one of the core functions of the human resource management (James 52). Training of employees in the factory will ensure them they acquire the right and relevant skills being required in the manufacturing plant factory (James 52). In Philips factory they adopted this procedure where they trained, hired and fired employees. When employees are trained they are equipped with new concepts that will promote the factory’s production levels and they are also able to gain the ability to multi task (James 52). Therefore as a human resource director, this is a great lesson to be put in place since it will enhance workers to be optimal productive in the factory. In conclusion, human resource management is the backbone of any production firm to offer and deliver products and services. It defines the best strategies to follow so as to have an enabling working environment and also developing employees so that they become more valuable to the organization (James 72). With the observation of the recommendation obtained from the case study of Philips in Victoria’s production company, the high-tech manufacturing plant factory will be on top meeting all strategies while optimising employee productivity thus improving the factory goals and objective. Works Cited Alvin, C. “The challenges of human resource management”. Web. 14 Oct. 2014. Henrik, K., Andreas, W., and Cecilia, H. “Outsourcing HR Services: The Role of Human Resource Management”, European journal of training and development, 36.8 (2012): 772-790. Print James, M. H. The role of HR in fostering innovation in organization, Upper saddle river, NJ: Pearson education, 2012. Print Martin, M., and Ronan, M. “Transforming the HR functions through outsourced shared services: Insights from the public sector”, The International journal of Human Resource Management, 24.8 (2013): 1685-1707. Print Mike, M. “The economic effect of tariffs, about education”. Web. 14 October 2014. Moffat, M. “Who benefits from tariff reductions?” Web. Canadian business. 6 June. 2014. Web. 14 Oct. 2014. Ruth, M. “HR issues and challenges”. Web. Demand media. Web.14 Oct. 2014. Sarah, G., and Steve, W. Human Resource Management, Oxford University Press, Oxford, New York, 2009. Print Suzan, A. M, and Edward, E. L., “Transforming the Human Resource functions”, Journal of Human Resource Management, 2.2 (2008): 67-97. Print Treven, S. “The basic functions of International Human Resource Management”, Advances in Decision Technology and Intelligent Information Systems, 6.2 (2009): 17-21. Print Read More