Human Resources Management
Name
Institution
Human Resources Management – A Case of Global Plastics Int. Co.
Today, succeeding in business requires the leader to have an open mind and be able to embrace change. This requires flexibility, organizational skills, and proper planning. Without effective leadership in the organization, a business is doomed to fail. Many companies that face organizational challenges fail to take into consideration what it takes for a successful business. Many people begin businesses with the thought that they would open their computers and open their doors as they begin to make money only to realize that making a profit in businesses requires more attention than they thought. Studies show that for a company to succeed, planning is essential. This does not only apply to companies that operates in large scale, but medium and small scale companies as well.
One key area that businesses fail to consider is analyzing their competition and recruiting a workforce that would enable them soar high in todays’ competitive market, as well as leveraging on their resources. It is competition that breeds good results (Martocchio, 2019). However, in order for the business to flourish and enjoy competition in the market, it is necessary for the management to take into consideration how they treat their workers as well as how they recruit workers. This ensures that the company has a dedicated, committed and motivated workforce who are also experts in their areas of specifications and would help take the business forward. This, however, has not been the case for many companies, Global Plastics Inc. Co. Included.
The Global Plastics international company is one of the largest companies in the world. The company provides plastic products and services to many consumers in the market. The company also provides injection molding, product development, tooling and other secondary operation services. Global Plastics company has been serving packaging industries, medical and automotive and electronic industries across the globe. Our goal is to serve our customers with quality goods and services. The company relies on its workforce to realize this goal. Ever since it was established, the company has been fairing g well in the global competition. However, in the recent years, the company has been experiencing several challenges that has not only affected its operations but also jeopardized its competition in the market. The company no longer enjoys great competition it used to have. This, is due to several issues that the company experiences currently. Below are the main issues that have sabotaged the company’s operations and the proposed strategies to dealing with the concerns.
Losing workers; for the past few years, the company has suffered a setback when we lost most of our resourceful workers. This became an issue because when they left, they left with their expertise, putting the company bin a bad shape. Workers are the key assets of any company. The success of any organization entirely depends on its resourceful workers. It is common that workers who have stayed in the organization for long, tend to know more about the organization, hence, contributing effectively to the success of the business. Most of the company lost are workers who have stayed for long in the company and had a lot of expertise in handling key operations of the company. However, the company management had to be blamed on poor retention of key employees considering the company’s relationship with them.
Issues and Recommendations
As a result, as the acting Human Resource Consultant in the Global Plastics company, there are many reasons why the company’s resourceful workers left the company hence I propose the following to ensure such an issue does not recur. First, the company will find out which department has a problem with higher retention. Secondly, the company should strive to recognize workers’ efforts to make them feel that their efforts in the company are taken seriously. The company will build a strong culture of recognition where dedicated and committed workers will be rewarded to motivate them. Also, the company will embrace autonomy where workers will be given a room to they require to perform their best work without micromanagement.
Recruiting and training of workers; the company has also had a challenge in recruiting and training new workers. In the recent recruitment process, it featured out that HR’s participation in the onboarding process of new workers became limited as the new workers received haphazard training. The company also had to outsource personnel who would train our new recruits, something that not only costs money but also poor image to such a global and respected company. To effectively address this issue, the company will ensure that it trains few members of the management on areas that need special expertise so they can always cheap in when our resourceful workers decides to leave the company. Research shows that lack of staff development has contributed to many companies outsourcing trainers (Katsantoni, 2019). The company will focus on taking some of its staff to workshops where they can learn key skills related to the company’s operations. This would help manage the problem of outsourcing.
OSHA violations; the company has also been found to be violating OSHA set standards and principles that should guide its operations. Most of the company’s workers have no protective regalia to use during the work. Most workers have no eye and face protection, respiratory protection and other essential garments to ensure their safety. This also might have partly contributed to losing some of our key employees as they feared for their health. Focusing on what workers require to keep them safe during its operations and ensures its compliant with the OSHA laws is critically important. In this regard, the company will provide all its workers with protective regalia they need to protect themselves while discharging their duties.
Evaluation and Metric in Measuring the Attainment of the Goals
HR Metrics refers to the measurement of economic performance in the decision of organizations as the consequence of the constantly evolving market conditions, which means that businesses must rationalize their cost elements and returns on investment (Trivedi, 2015). A research was undertaken on the essence of HCM, its connection to policy and success impact by HR practitioners to better understand their views and aspirations. The emphasis continues to be on evaluating the efficacy of the company and its human resources relationship. Metrics would also help to make HR worthwhile. Such awareness must be correlated with strategic business priorities, however, to make it relevant. To effectively evaluate the company, the HR will use the following HR metrics.
Absents rate per workers and managers; the HR will divide the number of days a team or department fails to appear to work by full time equivalent. This will help track performance of the company and workers as well. When workers show high level of absenteeism, it means that there are high chances of them leaving the work soon while at the same time high chances of the company suffering from their lack of productivity. By using this metric, HR can intervene before the issue escalates, hence, the metric offers preventive and diagnostic purpose.
Workers productive index; this metric would help track how productive the workers are. It does not matter how long one works but what they actually achieve. A dedicated and committed workers who feel motivated in their work would achieve higher rates than those less motivated. The productivity index will help track this. Higher performance means the recommendations put forward to salvage the company by the company are working.
Training expenses per workers and training effectiveness index; these two metrics will help track the development per cost and enable HR to make better investments in developing personnel. Also, to evaluate the effectiveness of a training, HR must first measure what workers learnt. Individuals who shows poor performance are more likely to return to the training to gain more skills. By using the two metrics, the company will be able to tell if the training mechanism it has put in place are worth the while.
Conclusion
Conclusively, the success of the business entirely depends on the company’s management. Leadership is key. By identifying areas of concern in the company, it is possible for the comp any to strategize itself by evaluating potential measures to bridge the gap between its successes and failures. The Global Plastics company desires to put in action the recommendations aforementioned and use the relevant HR metrics to track its performance.
References
Katsantoni, I. (2019). Human resources’ recruitment and training.
Martocchio, J. J. (2019). Human resource management (15th ed.). Upper Saddle River, NJ: Pearson Education.
Trivedi, A. (2015). HR Metrics: A Benchmark towards Effectiveness. International Journal of Recent Scientific Research, July, 6(7), 5215-5218.