Strategic HR Solutions: Motivation, Performance & Succession Planning

This presentation addresses critical HR challenges such as absenteeism, low productivity, and negative media attention. It proposes strategies to improve employee motivation through intrinsic and extrinsic rewards, increase employee engagement, and align personal and organizational goals. Performance improvement strategies include transparent feedback, setting KPIs, and enhancing the workplace environment. Employee retention is addressed through aligning goals, transparent communication, and work-life balance. The presentation also covers succession planning, talent management, improved organizational culture through open communication, and employee safety measures. Strategies for a positive public image, addressing insubordination, and the desired qualities in an HR director are also discussed, including a potential candidate identified through LinkedIn.

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