This paper reports the challenges facing human resources in Fresh Price Accounting Inc. These issues are having emerged the critical obstacles in the delivery of exceptional services to the clients making creating the impression of a company being a difficult place to work. In recent years, the company has been continually experiencing an increasing employee turnover rate prompting some employees to file complaints to the law enforcement agencies with the claims of employees' mismanagement. This situation calls for a need to develop lasting strategies that will improve the management of human resources in the company. As a strategy to understand the underlying issues in the overall human resources management, employees in the company were interviewed to solicit their opinions with regards to the challenges facing Fresh Price Accounting Inc. human resource management. The increased turnover rate and unnecessary layoffs have exacerbated the situation of HRM in the company through a reduction of organizational loyalty to the new lows. This particular situation is described by Zheng and Lamond (2010), as the "war-for-talent."
Importance of Human resources to Fresh Price Accounting Inc.
There is growing evidence of human resource management being a crucial component to the success of an organization and may provide the best return on investment, ensuring a more sustainable competitive advantage. In the financial sectors, there is a need for the company to adopt all-rounded human resource management at the strategic level as well as benefit from the emergent approaches of the human resource management to attract, develop, motivate, and retain talent. The best practices of high-payoff, attractive job design, increased autonomy, skill enhancement programs, and the establishment of flexible work hours are crucial in attracting experienced employees and minimizing employee turnover.
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Research Findings
From the interviews with the employees, it was clear that there is a lapse in the management resulting from the non-involvement of the employees in the decision-making process giving rise to many problems which interfere with the smooth functioning of the organization. The company has failed to appreciate the fact human capital serves a dynamic and complex role in the business.
The following were the primary challenges affecting the company’s human resource management:
Lack of motivation: Over 68% of the current employees reported that they are not motivated enough to deliver to their expectations.
Lack of diversity in the management: The more substantial fraction of employees are white males and people of different gender, race, culture, and colour feels that they are misunderstood and unwelcomed by the natives. This challenge majorly affects employees considering the faster rate of globalization that calls for a need to better manage the diversity with the local in mind. The company is renowned across the world, and it is capable of sourcing talent across borders and seas to ensure more sales, diversity of employee experiences, perspectives, and ideas. Poor diversity management is, therefore, a key contributor to its high rate of employee turnover.
Insufficient training: A large number of employees exited the company due to the lack of suitable skills to execute their assigned tasks. The employees are inadequately trained for the job positions they are hired for. The training offered is irrelevant to the job positions, and it is presented in formats that do not encourage flexible learning. The company is yet to establish workable strategies that foster a culture of continuous learning and hence, lack of development opportunities among the employees.
Lack of well-defined policy to cover issues of disability, pregnancy, and sick leaves: A large number of employees believe that increase turnover results from the improper handling of employees who falls victim of disability and those who report the pregnancy. Four employees have been dismissed from the company due to disability and announcing the pregnancy. About 87% of the employees report that turnover is caused by the failure of some employees to secure leave to nurse an illness or an ailing family member.
Suggestions and Recommendations
The study of the McKinsey & Company established that the secret of the companies that exhibit high performance, unlike average-performers is a pervasive talent mindset. Such companies strongly believe in their management and superior talent as their competitive advantage. This issue is what Fresh Price Accounting Inc. is struggling with. The company can, however, remedy itself from this situation through the adoption of various recommendations highlighted below.
Employee motivation
The Herzberg theory proposes that the spectrum of emotional states spans beyond dissatisfaction and satisfaction level, meaning that dissatisfaction does not necessarily mean satisfaction. Several factors, such as the company policy, work condition, and salary structure, among others that can result in no dissatisfaction if not enabling satisfaction. The ideas by Herzberg are crucial in understanding what motivates via identification and satisfaction of their needs, aims, and desires pursued. Observing the two system needs would help the management device mechanisms for avoiding discomfort and unpleasantness, ensuring personal development and other adoption of other factors that would encourage employees (Chen, Wang, & Chu, 2010) .
To ensure employee motivation, the management of Fresh Price Accounting Inc. should focus on the factors that cause satisfaction which arises from intrinsic conditions of the job, including recognition, personal development, and achievement. Employees have cited lack the opportunity for advancement in their career as a reason for employees leaving the organization. Improvement opportunities and career development, among other things, would ensure the employees get engaged and enthusiastic to work.
The company should work on reward programs to keep employees motivated. Punishment is one way of driving individuals, but rewards are a much better way. Rewarding the employees for their excellent job will keep them motivated and happy. Employee wellness should be a top priority as well as continuously acknowledging their positive input. Individuals who often get recognized for their handwork remains productive and tends to stay for a more extended period in the company (Chen, Wang, & Chu, 2010) .
Fresh Price Accounting Inc. should also focus on the leadership development of its employs. Leadership development is vital in keeping the management team motivated and engaged as well as preparing them for added responsibilities in the future (Medina, 2012) . Fresh Price Accounting Inc. needs to make it part of its culture. There is a need to establish more opportunities for employees to utilize their strengths daily. Goals accomplishment will significantly motivate the workers and providing them with a better chance to advance their skills (Sandhya & Kumar, 2011) .
Insufficient Training
The common problem with Fresh Price Accounting Inc. is investing in the development and training of newly acquired employees. Most employees left the company within their first six months, and the company has demonstrated a lacuna in providing the necessary resources for training. The company can handle this challenge by recruiting senior leadership and managers to mentor their subordinate employees. The company should offer online training courses for the employees (Hassan, Razi, Qamar, Jaffir, & Suhail, 2013) .
Managing Workplace Diversity
Human resource management needs to deal with the misunderstanding between people of different races and origins in the company. The future success of Fresh Price Accounting Inc. relies more on its ability to manage better its diverse body of talent, which can bring innovative views, perspectives, and ideas to their work. The problem and challenges faced by the company in regards to workplace diversity can be changed into a strategic organizational asset by capitalizing the benefits of its diverse talents. Fresh Price Accounting Inc. comprises of a larger fraction of white males who are often discriminatory to the non-natives. The HRM should appreciate the fact that mixture of talents from diverse genders, cultural backgrounds, ages, lifestyles, and genders in the organizations are vital in responding to the business opportunities more creatively and rapidly in the global era. This fact should be part of the organizational goal since the organizational environment does not broadly support diversity and hence continuously losing its talent.
The HRM should ensure resource management training to expand their abilities for motivating highly qualified professional from diverse cultural diversities. Also, HR should assure the local professional that foreign talents do not pose a threat to their advancement in a career (Sandhya & Kumar, 2011) . The effective management of workplace diversity is highly dependent on the actions of the HR manager to balance the aspects of diversity skillfully. Organizations which response to human complexity via leveraging special skills of a large workforce are much more likely to grow their customer base and businesses effectively.
Ensure Greater Autonomy across the Company Hierarchy
Fresh Price Accounting Inc. should give more freedom in the decision making to ensure that the employee does not feel discriminated from the organization. The company should adopt a more participative approach which favors the participation of employees in coming up with decisions that directly affects them. Development of procedural justice, providing greater autonomy, and increasing the transparency would facilitate the restoration of self-efficacy among its employees (Hassan, Razi, Qamar, Jaffir, & Suhail, 2013) .
The Company Should Rework Its Mission and Vision
According to Zheng and Lamond, (2010), h uman resource management is crucial in the strategic planning as well as in the development of means through which individuals can be involved proactively towards the attainment of the company's objectives. This particular strategy will ensure that Fresh Price Accounting Inc. gets more focused on the results and objectives. Also, it provides that there is a personal commitment for each worker to the goals of the company. The need for such personal commitment implies that employee communication, education, and participation are fundamental. Bringing onboard the employees will instil in them a sense of belonging and getting them retained for long in the company.
Conclusion
The analysis of the findings from an interview involving Fresh Price Accounting Inc. employees reveals several underlying factors that give rise to high rate of turnover including low motivation, deterioration of work culture, and lack of adequate training. Application of the theories of motivation shows that implementation of adequate measures can improve the retention rate of employees. If the company need to retain and develop its human resources, it should adopt strategic human resources measures instead of overlying on the emergent HR practices. As a result, the company will attract diverse talents and minimize the turnover rate exhibited.
References
Medina, E. (2012). Job satisfaction and employee turnover intention: what does organizational culture have to do with it? ( Doctoral dissertation, Columbia University).
Chen, Y. C., Wang, W. C., & Chu, Y. C. (2010). Structural investigation of the relationship between working satisfaction and employee turnover. The Journal of Human Resource and Adult Learning , 6 (1), 41.
Sandhya, K., & Kumar, D. P. (2011). Employee retention by motivation. Indian Journal of science and technology , 4 (12), 1778-1782.
Hassan, W., Razi, A., Qamar, R., Jaffir, R., & Suhail, S. (2013). The effect of training on employee retention. Global Journal of Management and Business Research .
Zheng, C., & Lamond, D. (2010). Organizational determinants of employee turnover for multinational companies in Asia. Asia Pacific Journal of Management , 27 (3), 423-443.
