Selecting A Company Video To Help Get Started
Selecting a Company Video for Help Getting Started On This Ass
Watch the Selecting a Company video for help getting started on this assignment. Choose an organization with which you are familiar or one in which you have an interest. Research and analyze the organization's human resource management programs, policies, procedures, or initiatives. Evaluate their effectiveness and select a program, policy, procedure, or initiative that you believe needs to be changed. 1 pp Assess the current human resource programs, policies, procedures, or initiatives in terms of effectiveness. Hypothesize the changes that require improvement.
Paper For Above instruction
Introduction
Human resource management (HRM) is a vital component of organizational success, influencing employee performance, satisfaction, and overall operational efficiency. Effective HR policies and initiatives can foster a positive work environment, attract top talent, and ensure compliance with legal standards. Conversely, ineffective HR practices may hinder organizational growth, contribute to employee dissatisfaction, and incur legal liabilities. This paper analyzes the HR programs of a selected organization—specifically, a mid-sized technology firm—evaluating their effectiveness and proposing necessary improvements.
Organization Overview
The organization selected for this analysis is Tech Innovate Ltd., a company specializing in developing software solutions for healthcare providers. With approximately 500 employees, Tech Innovate has experienced rapid growth over recent years. The company's HR department oversees several programs, including recruitment and onboarding, employee training, performance management, and employee engagement initiatives.
Assessment of Current Human Resource Programs and Policies
Recruitment and Onboarding
Tech Innovate's recruitment process emphasizes technical skill assessment and cultural fit. The onboarding program includes orientation sessions, introduction to company policies, and initial training sessions. However, feedback from new employees indicates that onboarding lacks ongoing support and mentorship, resulting in prolonged adjustment periods and some early turnover.
Employee Training and Development
The organization offers training programs focused on technical skills and compliance. Nonetheless, the training structure is largely reactive, with limited opportunities for leadership development or career growth planning. Employees express a desire for more personalized development plans and continuous learning opportunities.
Performance Management
The company's performance review process occurs biannually, utilizing a combination of self-assessments and supervisor evaluations. While this process promotes goal alignment, it is perceived as infrequent and sometimes biased. Managers report insufficient training in conducting objective performance reviews, leading to inconsistent assessments.
Employee Engagement and Compensation
Tech Innovate promotes employee engagement through team-building events and recognition programs. Compensation packages are competitive within the industry. Yet, some employees feel that communication about organizational changes and future plans is inadequate, leading to uncertainty and decreased morale.
Effectiveness of Current HR Programs
Overall, Tech Innovate’s HR programs are functional but exhibit notable areas for improvement. The recruitment process successfully attracts qualified candidates but can benefit from enhanced onboarding support to reduce early turnover. Employee training is adequate but could be expanded to foster leadership development. Performance evaluations need more regularity and training to ensure fairness. Employee engagement efforts are positive but should include clearer communication channels with leadership.
Areas Requiring Improvement and Proposed Changes
Onboarding Program Enhancement
The onboarding process should transition from a largely informational orientation to a structured mentorship program. Assigning new hires a dedicated onboarding mentor can foster integration, clarify expectations, and improve early performance, thereby reducing turnover rates.
Expanding Training and Development
The organization should implement continuous learning platforms allowing employees to pursue personalized development paths. Leadership training programs should be introduced to prepare promising staff for managerial roles, supporting succession planning.
Revamping Performance Management
Replacing biannual reviews with quarterly check-ins can provide more timely feedback, increase employee engagement, and facilitate goal adjustments. Training managers in unbiased review techniques will improve the objectivity and fairness of evaluations.
Improving Communication and Engagement
Establishing transparent communication channels—such as town hall meetings or digital platforms—will keep employees informed about organizational changes and strategic plans, boosting morale and aligning efforts toward common goals.
Hypothesized Changes Needing Improvement
The primary change hypothesis centers on refining the onboarding and performance management processes. Enhancing onboarding through mentorship is expected to decrease early turnover and improve new hire integration. Similarly, more frequent and structured performance discussions will likely increase employee satisfaction, motivation, and performance levels. Investing in continuous training and communication will foster a culture of transparency, development, and high engagement.
Conclusion
Effective human resource management is crucial for sustaining organizational growth and employee satisfaction. While Tech Innovate’s current HR policies are functional, targeted improvements—such as structured onboarding, ongoing development programs, and updated performance evaluations—can significantly enhance overall effectiveness. Implementing these recommended changes will position Tech Innovate to better attract, retain, and develop talent, ensuring continued success in a competitive industry.
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