Strategies for Effective Human Resource Management

This presentation discusses the importance of human resource management and the role of HR consultants in resolving HR-related issues. It also covers various strategies for motivation, performance improvement, retention, succession planning, talent management, organizational culture, employee safety, and maintaining a positive public image. The presentation also includes qualities to look for in an HR director and a recommendation for Lesley Staples, an experienced HR director at Toll Holdings.

Human resource
management

Introduction
 Human resource management is crucial for the success of the business.
 It refers to effective management of employees of the organization
 Human resource management department is responsible for
recruitment, selection, compensation, motivation, retention, future
planning, appraisal and maintenance of a positive work culture within
the organization (Hendry, 2012).
 HR consultants are hired to resolve human resource related issues faced
by the business.

Problems faced by the organization
 Frequent absenteeism.
 Record low productivity
 Insubordination
 Negative media attention
 Unsafe working environment
 Loss of market share
 Inefficient HR director

Strategies for motivation
 Employee motivation is critical for employee performance (Lazaroiu,
2015).
 Employees can be motivated through intrinsic and extrinsic rewards.
 Employee rewards and recognition makes employees in feel valued
(Fonarow et. al., 2015).
 Increasing employee engagement
 Aligning employee personal goals with organizational goals.
 Goal setting theory can also be applied. Setting goals for employee
motivation (Schunk & Zimmerman, 2012).

Strategies for motivation
 Offering challenging tasks to employees
 Creating healthy competition
 Incentives and bonuses

Strategies for improved performance
 Incentives and bonuses
 Motivating employees can help in improved employee performance
 Transparent and constructive feedbacks
 Employee engagement may lead to increased sense of ownership and
hence can help improve overall performance.
 Setting key performance indicators
 Improving work place environment

Strategies for employee retention
 Retaining employees for longer duration helps in identifying employee
commitment and reduced the cost of increased employee turnovers.
 Employees can be retained using various strategies
 Aligning employee goals with organizational goals
 Creating transparent communication to anticipate if an employee is
facing any issues in the business
 Challenging employees
 Creating work life balance
 Fair appraisals

Strategies for succession planning
 Succession planning is the process of identifying new leaders that can
replace old leaders of the an organization when they retire or die.
 Succession planning can be conducted by identifying potential candidate
from every department
 Providing training to these employees for one hour daily.
 Creating an action plan for these leaders
 Conducting leadership workshops
 Offering leadership roles

Strategies for Talent management
 Talent management is the process of managing human resources in the
business.
 This process ensures that at any given point of time there is no dearth
or excess of employees in the business.
 There are various steps that can be taken for talent management:
Step 1: Identify the total requirement of employees by understanding
number of required employees in every department.
Step 2: if there is an excess of employees then lateral transfers, voluntary
resignations and employee expulsions must be conducted. If there is a
dearth of employees then more employees should be hired for the
business.

Strategies for Improved
organizational culture
 Organizational culture largely depends on communication system
(Downs & Adrian, 2012).
 Open communication system must be established which helps people in
transparently addressing their issues.
 Open door policy by seniors of the organization
 A spirit of healthy competition should be created
 Leaders must lead by example
 Unfair promotions, appraisals or any form of partiality must not be
entertained.
 Promoting work force diversity

Strategies for employee safety
 Improve workplace environment
 Establishment of a safety policy
 Danger signs to be placed upon heavier machinery and dangerous
equipment
 Restricted access for places which stores confidential data
 First aid treatment facility must be available. On call doctors must be
available.
 Special panel for women safety must be appointed.
 Drop facility should be provided for late night shift employees.

Strategies for positive public image
 Create and maintain social media accounts in an effective manner.
 Media relations must be positively maintained.
 Regional and cultural sentiments must be respected
 Customer issues must be addressed immediately
 Crisis must be handled in an effective manner
 Transparency regarding company financials must be created

Strategies for subordination
 Clear line of authority and responsibility
 Decentralized decision making
 Smaller span of control
 Creating an atmosphere of respect
 Leading by example
 Unfair promotions, appraisals or any form of partiality must not be
entertained.

Qualities in a HR director
 Academic qualification
 Strong prior experience
 Strong communication skills
 People management skills
 Ability to convince
 Strong subject knowledge

HR director selection from LinkedIn
 Lesley Staples is currently employed as an HR director at Toll Holdings.
 She has over 14 years of experience as an HR director.
 She must be approached through Linked In owing to her strong network,
vast experience, relevant field experience, high number of
recommendations and endorsements.
 The link to her LinkedIn profile is
https://www.linkedin.com/in/lesley-staples-b9100919/?
lipi=urn%3Ali%3Apage%3Ad_flagship3_search_srp_people%3BJkvWYa8g
SnC5%2FANsDoyo7A%3D%3D&licu=urn%3Ali%3Acontrol%3Ad_flagship
3_search_srp_people-search_srp_result&lici=uJi2MeI0Szej6d5mXj8rBg%3
D%3D

References
 Hendry, C. (2012). Human resource management. Routledge. United Kingdom.
 Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and
Philosophical Investigations, 14, p.97.
 Schunk, D.H. and Zimmerman, B.J. eds., (2012). Motivation and self-regulated
learning: Theory, research, and applications. Routledge.
 Fonarow, G.C., Calitz, C., Arena, R., Baase, C., Isaac, F.W., Lloyd-Jones, D., Peterson,
E.D., Pronk, N., Sanchez, E., Terry, P.E. and Volpp, K.G., (2015). Workplace wellness
recognition for optimizing workplace health. Circulation, 131(20), pp.e480-e497.
 Rothwell, W. J. (2011). Replacement planning: A starting point for succession
planning and talent management. International Journal of Training and
Development, 15(1), 87-99.
 Downs, C. W., & Adrian, A. D. (2012). Assessing organizational communication:
Strategic communication audits. Guilford Press.