The capstone project has shed light on a number of vital issues that concern the management of human resources. That the human resource department is tasked with the mandate of enhancing employee productivity while working with employees to attain their personal and professional goals is among the principle findings that the project has revealed. The project has also highlighted the importance of the human resource department to join forces with labor unions in promoting the wellbeing of employees. The importance of fair compensation which encourages employees to remain productive and committed to their jobs is another finding that the project has revealed. This project has shed light on the need for organizations to ensure that their employees are provided with all the resources and motivation that they require to excel at their jobs. Another finding that has been made in the project concerns the role that environmental and organizational factors play in defining how an organization relates with its employees. Overall, this project has highlighted the need for effective human resource management. A firm that ensures that its employees are fulfilled earns the respect, trust and commitment of the employees.
For a human resource professional to perform properly, they need to possess a number of different skills and extensive knowledge on different issues. Recruitment, staffing, employee onboarding, policy formulation and implementation, employee communication and employee safety are some of the issues that the human resource professional needs to possess knowledge on. It is also important for the professional to be familiar with such issues as employee welfare, compensation, counseling, general organizational development, compliance with relevant laws and regulations and employee training and needs assessment (Heathfield, 2017). These issues are vital for effective employee management. In addition to possessing knowledge on the issues listed above, the human resource professional should also possess a number of important skills. These skills include organizational management, communication and technical competency (Heathfield, 2017). These skills are not innate as individuals need to acquire them. Formal education is among the avenues for acquiring the knowledge and skills. Professional experience also allows human resource professionals to acquire the skills and knowledge. Training can also be used to equip these professionals with the skills and knowledge. Given that multiple avenues are available for acquiring the skills and knowledge, a HR professional has no excuse for lacking these skills and knowledge.
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Ellard Williams faces numerous challenges that threaten its future. To address these challenges, the human resource department needs to move away from the transactional model that it has adopted. Instead, it should embrace a new philosophy that enables it to become a strategic partner with a role to play in steering the company into the future. For this to be realized, the HR department needs to implement several strategies. One, the department needs to become deeply involved in the welfare of the organization’s employees. When a company invests in the welfare of its employees, it witnesses strong performance, low turnover and high employee fulfilment (Mathis et al., 2016). This allows the company to enter the future from a position of strength. Two, Ellard Williams needs to embrace equity and declare zero tolerance for such issues as harassment and discrimination. This strategy promises to propel the company to a position of sustainable strength. Firms that create healthy working environments record high levels of employee satisfaction and productivity (Mathis et al., 2016). If Ellard Williams truly wishes to break away from its past, it needs to crack down on the ills that have hindered employee productivity. Another strategy that the organization needs to implement involves encouraging creativity, autonomy and innovation. The HR department should challenge the employees to develop new and innovative ideas. This will go a long way in paving the way for the company as it enters the future.
References
Heathfield, S. M. (2017). Sample Human Resource Manager Job Description. Retrieved 10 th
January 2018 from https://www.thebalance.com/sample-human-resources-manager-job-description-1919125
Mathis, R. L., Jackson, J. H., Valentine, S. R. & Meglich, P. (2016). Human Resource
Management. Boston: Cengage Learning.
