The human resources department has got several activities to perform for the whole organization. Their major part is deciding on the kind of staffing they need in the organization (Berry & Wingfield, 2001). They decide on whether to use employees or independent contractors. When they decide, they take the best employees to train them to ensure that their performance is wonderful. This essay paper will be focusing on the rewarding role of human resources management which is the best implemented role in our organization, and the training and development role which is lacking and the suggestions for improvements.Let our writers help you! They will create your custom paper for $12.01 $10.21/page 322 academic experts online
Rewarding employees is a way of recognizing them depending on their performances within the organization. Due to the best outcomes in the working place, employees are reinforced through rewards to ensure success of the institution. The role of rewarding has been well implemented as it is done powerfully for both the organization and the employee (Jeremye, 2006). This is achieved by the fact that all employees are made suitable for the recognition, which eliminates favourism in the working place. The whole process of rewarding leaves both the employer and the employee with detailed information about the specific action which is being rewarded. It’s made so clear that, in the institution the person who performs at that level or the standard which is specified in the criteria would receive recognition (Nemetz-Mills, nd).
The recognition occurs very close to the performance of the action so that the employer would reinforce and encourage certain behavior. The rewarding process does not allow managers to select the persons to be rewarded, as this will always be viewed as favoritism. It should not be something to be discussed in advance between the employees and the employer that it’s the turn of a certain person to get recognition this period (Nelson, 2005). Rewarding does not necessarily mean giving out material things, but the employees who meet the criteria, in some institutions receive a hand written thank you note from the supervisor stating exactly why the recognition.
Training is defined as the way in which employees attitude, awareness, and the skills pattern are developed for him/her to perform a given task effectively. Development is whereby an individual grows in ability and understanding. This role has been lacking among other functions of the human resources in the organization (Holton et al., 2003). The employer just like many other think that they are employing professionals who are already qualified and can execute their duties as required.
I would suggest for improvement of the same whereby the employees should be developed so as to undertake higher grade duties. This would raise efficiency and standards of performance within the organization, and contribute towards the achievement of the set goals and objectives more effectively. If the organization is not in a position to devise courses some activities can be done and contribute much to advance the skills of the employees.
The organization can make some arrangements whereby the new employees can learn from observing the trained workers (Holton et al., 2003). New employees can receive some coaching from seniors, as well as discovering new things by attending meetings. Job swaps both within and outside the organization can also help the new employees to advance in their knowledge and skills. Self teaching texts and video tapes can also be used by these employees during their free time and get to know much of the organizations important job details. Most of organizations find it expensive to arrange for training seminars, but involving new employees in company research, writing reports of the findings as well as visiting other institutions is a convenient and cheap way of training them.Order now, and your customized paper without ANY plagiarism will be ready in merely 3 hours!
Berry, J. & Wingfield, B. (2001). Retaining Your Employees: Using Respect, Recognition, and Rewards for Positive Results.
Holton, F. et al. (2003). Approaches to training and development, (3rd ed).
Jeremye, D. C. (2006). The Aging Nursing Workforce: How to Retain Experienced Nurses. Journal of Healthcare Management, 51(4), 233-45.
Nelson, B. (2005). 1001 Ways to Reward Employees, (2nd ed).
Nemetz-Mills, P. (nd). Motivation and Rewards. 2010. Web.