Strategic HRM Presentation: Motivation, Retention & Performance

This presentation addresses a company in crisis, marked by absenteeism, low productivity, insubordination, and negative media attention, leading to significant market share loss. It proposes strategic HRM solutions focused on improving employee motivation through rewards, goal alignment, and challenging tasks, enhancing performance via incentives, KPIs, and feedback, and boosting retention by aligning personal and organizational goals, fostering transparent communication, and ensuring work-life balance. Succession planning involves identifying and training competent employees for leadership roles. Effective talent management includes analyzing staffing needs and addressing surpluses or shortages through transfers, retirements, or hiring. Organizational culture is improved through open communication, healthy competition, and diversity, while employee safety is ensured through workplace improvements and strict policies. The presentation also emphasizes creating a positive public image through social media management and crisis handling. Finally, it recommends hiring Lesley Staples as the new HR director to implement these changes effectively.

Slide Summary
Human resource management

Human resource management is critical to the success of any business. Function of human resource
management can be divided into recruitment, selection, compensation, appraisal, performance
management, employee retention, motivation and talent management. HRM is extremely important.
There are various issues faced by the firm in context. These issues include absenteeism, record low
productivity, negative media attention, insubordination, reduced employee retention and loss of market
share.
These issues need to be addressed on an immediate basis. The foremost thing to do is the address the
problem of employee motivation. In order to motivate employees, the organization must offers rewards,
align goals, present challenging tasks and work towards engaging employees.
In order to improve performance, employees must be motivated, incentives and bonuses must be
offered to improve performance, set key performance indicators and provide constructive feedback.
Employees can be retained by aligning employee’s personal goals with organizational goals, creating an
environment of transparent communication, challenge employees, conduct fair appraisals and create
work life balance.
Succession planning steps must include identifying competent employees from every department,
providing training to these employees, creating an action plan for them, conducting workshops for them
and finally offer them leadership roles when they are fully prepared to take them.
In order to effectively manage talent, the organization must calculate the exact number of required
employees in every department and then making an analysis if the current number of employees are
less or more than the required. If the number of current employees is more for a given department,
then lateral transfers, voluntary retirements or expulsions must be encourage. On the other hand, if the
number of employees is less then efforts must be put to hire more employees.
For improving the organizational culture, open communication must be promoted. The seniors of the
business must adopt an open door policy, health competition must be created, workforce diversity must
be encouraged and unfair behavior must be discouraged.
To ensure employee safety, workplace environment must be improved. Secondly a safety policy must be
in place. First aid facilities should be present, late night drop facility should be provided and sexual
harassment must fall under a zero tolerance policy.

To create a positive public image, the organization must create and manage social media accounts.
Customer issues must be immediately addressed and media relations must be maintained. The
organization must also adopt to handling crisis in an effective manner.
To ensure subordination a clear line of authority and responsibility may be defined. The span of control
must be small enough for leaders to handle and an atmosphere of respect must be created.
Since the current HR director is incompetent, in the consultant’s recommendation, Lesley Staples from
Toll Holdings must be approached through LinkedIn. The lady has a vast experience of over 14 years as
an HR director with recommendations from a large number of people. Her screening process would
include a telephonic and a face to face interview.