An organizations HR department plays an essential role in the success of the company’s corporate, competitive, and functional strategies. The effectiveness of the Human Resource department is dependent on the ability of its leadership to be aware of employee needs. Some important aspects of human resource strategy include employee retention and benefits.
Employee Retention
Employee retention is an organization’s ability to retain its employees and workforce. Human resource managers may employ several strategies to retain employees. Some of the effective strategies include hiring the right personnel and employee training and development. Hiring the right employees is instrumental in steering the organizations long and short-term objectives. In order to hire the right personnel, human resource managers should thoroughly screen potential candidates during the interview process (Denver, Siwach, & Bushway, 2017). Screening may involve processes like running background checks and seeking for recommendation letters from previous employers in case the potential candidates are from previous employment. It is imperative that organizations hire people that abide by rules and regulations in their capacity as citizens and organizations employees. Another important aspect to note is the potential candidate’s commitment to their career and their willingness to advance their path. Notably, the human resource manager should match the candidate’s aspirations in reference to the job requirements.
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Once the company successfully hires the right employees, the human resources manager needs to put strategies in place to train and develop their careers. Individuals with the right skills have a heightened sense of job security and satisfaction. Employee training helps address an individual’s weak areas and advance their skills and competencies (Hanaysha & Tahir, 2016). There are numerous ways in which organizations can advance employee training and development. One effective way to enhance the career path of talented employees is by paying fees for those willing to advance their education. Employees can enroll in educational institutions of higher learning to further their studies and gain the latest skills relevant to their careers. Moreover, organizations may reimburse tuition costs incurred by employees who are on self-sponsorship education programs. Lastly, human resource managers can facilitate travel costs for employees to attend job-related conferences and workshops.
Employee Benefits
Employee recruitment and retention is an important aspect of organizational management. However, employee benefits play a crucial part in achieving an organization’s goals. Employee benefits include non-wage related aspects like medical insurance, paid vacations, and elaborate employee recognition and reward system. Numerous benefits come with medical insurance; in comparison to insured individuals, uninsured people receive less medical and timely health care. Untimely and ineffective healthcare may result in negative health outcomes that are detrimental to an individual’s health. Employees without medical insurance spend more time seeking for medical services and this leads to job absenteeism (Kaestener & Lubotsky, 2016). When employees are constantly absent, organizations will experience less productivity that may, in turn, affect their overall income. Therefore, organizations should strive to offer their employee’s attractive health insurance perks not only in a bid to retain them but also harness maximum productivity.
Human resource managers need to establish an elaborate strategy that recognizes and rewards the efforts of best-performing employees. It is important to note that most individuals want an appreciation for a work well done. Human resource managers may come up with ways to appreciate the efforts and contributions made by the organization’s employees. Some simple ways to show appreciation may include gift cards or some extra day off. The human resource managers should also strive to effectively communicate to the employees and let them know how their contribution helps the organization. The company’s human resource management may initiate formal reward and recognition mechanisms such as best employee of the month or year and so forth. Notably, employees making more sales may receive cash rewards such as bonuses and paid vacations for employee of the year award (Kuvaas, Buch & Dysvik, 2018). Rewarding and openly recognizing employee efforts will help motivate their colleagues to put in more effort in their work.
Lessons Learned
Through this week’s research and readings, I have learned that human resource managers play an important role in the organizations they represent. The human resource managers are responsible for hiring the company’s employees and putting relevant measures in place to train and sustain the employees. Important to note is the enormous contributions made by employees in organizations. Motivated and satisfied employees are more productive in comparison to their less satisfied counterparts. Organizations should, therefore, strive for employee retention by facilitating continuous training and other benefits such as health insurance and bonus awards.
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References
Denver, M., Siwach, G., & Bushway, S. D. (2017). A new look at the employment and recidivism relationship through the lens of a criminal background check. Criminology , 55 (1), 174-204.
Hanaysha, J., & Tahir, P. R. (2016). Examining the effects of employee empowerment, teamwork, and employee training on job satisfaction. Procedia-Social and Behavioral Sciences , 219 , 272-282.
Kaestner, R., & Lubotsky, D. (2016). Health insurance and income inequality. Journal of Economic Perspectives , 30 (2), 53-78.
Kuvaas, B., Buch, R., & Dysvik, A. (2018, August). Individual variable pay for performance, incentive effects, and employee motivation. In annual meeting of the Academy of Management, Chicago, USA .
