Essays on HR Problems at Wallys Wonder Wash Case Study

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The paper 'HR Problems at Wally’ s Wonder Wash " is a good example of a management case study. Human resource management is a field that deals with the issues of the people who are working in an organization. These are referred to as the most important assets in any organization since they are the ones who work towards the achievement of the set goals and objectives in any organization. Generally, the roles involved in human resource management are in recruiting the workers, employing them, training them and compensating for their services when done in accordance with the requirements of the organization (Mathis and Jackson 2007, 16).

Human resource management is also important since the employees are people with changing objectives and needs and should therefore not be handled like other organization resources such as the machinery. Human resource management assumes a positive look of the employees in that they all wish to add value to the productivity of the organization and in their efforts, they are faced with various challenges such as inadequate knowledge and skills, lack of enough training and low compensation levels by the organization management.

To ensure maximum performance in any organization, the human resource manager must implement a human resource management procedure that will work in favour of the employees. This is because when the employees are satisfied and all their needs met, they are able to achieve optimal performance in the organization. Proper human resource management is the key solution to the occurrence of risks in an organization (Davison 2002, 122). HR problems at Wally’ s Wonder Wash (WWW) The human resource management problems that exist at WWW are the poor relationship between the management and the employees, low compensation, irregular reward system, poor training, lack of employee protection.

At WWW, there is a poor relationship between the employees and the management and that is the main cause of high employee turnover. The employees are not being given a chance to hold discussions with the managers where they can air their complaints (Bratton and Gold 2001, 34). They, therefore, suffer in silence and end up leaving the organization when the situation gets unbearable. A good relationship is necessary to allow for free interaction and this way the managers are able to get ground information from the other employees.

The salaries that are given to the employees are low compared to the hours and the type of work that they are doing. When employees are faced with a choice of employers, the key consideration is given on the level of compensation (Jim and Joan 1998, 23). When they are therefore not receiving satisfactory compensation, it is very hard to achieve employee retention in the organization and the rate of employee turnover is very high. Employee turnover is where the employees willingly stop working at the organization and find jobs in other organizations.

Turnover occurs because those employees must be replaced with others in similar positions and with similar knowledge for the organization to continue functioning (Griffeth and Rodger 1999, 20). The major cause of employee turnover is the need to get a better paying job elsewhere and this is the case at WWW. When the employees find that their compensation is not competitive, they leave the organization for others.

The employees at WWW are not satisfied with their salaries and this, therefore, needs a review.

Bibliography

Griffeth, P. and Rodger G., 1999. Employee Turnover. Cincinnati: South-Western Publishing.

Jim, H., and Joan B., 1998. Finding & Keeping Great Employees. New York: AMACOM.

Taylor, S. 2006. Are you keeping your employees happy? The HR Director. No 28, September. Pp8-13.

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Davison, B., 2002.How to measure human resources management. New York: McGraw- Hill Professional.

Mathis, R., and Jackson, J., 2007. Human Resource Management. New York: Cengage Learning.

Bratton, J., and Gold, J., 2001. Human Resource Management: Theory and Practice. Boston: Routledge.

Phillips, J., and Connell, A., 2003.Managing employee retention: a strategic accountability approach. London: Butterworth-Heinemann.

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