The company in the discussion is a well-diversified energy company that is involved in gas and electric utility, its location is in South Dakota and Wyoming, and it sells power throughout the west of America. Manufacturing companies have realized how proper human resource management can contribute to a company’s success (Noe, Hollenbeck, Gerhart, & Wright, 2006).
Black Hill Corporation has human resource management policies which include compensation management which allows the determinant of base pay, variable pay as well as benefits that motivate the high performers. This factor enables the employees to give their best efforts in the workplace.
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Benefits evaluation is another human resource initiative the company takes in that, they manage and control the increasing costs of employee benefits, and they still manage to balance the employee needs especially the health care policy (Berman, Bowman, West, & Van Wart, 2012). This policy is useful because it allows the employees to go about their work without worrying about their health welfare and this contributes to their output in their jobs.
Training and development is another program Black Hill Corporation puts into consideration where they mentor, create off-the-shelf applications as well as study courses for their employees to feel like they are part of the company entirely. Training and development program allows the employees to be fully engaged and committed to the organization’s success which has a direct impact on profitability.
Employee and labor relations are fundamental especially in manufacturing organizations because it has a considerable impact on the company financial status. In this case, Black Hills Corporation has a shortcoming with regards to employee and labor relations due to poor communication. The senior management is so withdrawn from the actual working environment. Their direct reporters inform them that everything is running smoothly in the company, but they do not reach out directly to their workers.
In conclusion, if the corporation wants to run with no hitches, they should keep the policies that work for them and change the ones that do not work. In this case, they should pay random visits to the employees and ask directly is everything is running positively without the direct supervisor’s presence, and they will come up with solutions that will create a healthy working environment.
References
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2012). Human resource management in public service: Paradoxes, processes, and problems . Sage.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2006). Human resource management . China People's University Press.
