Running head: DESIGNATING AN HR DEPARTMENT 1

Designating an HR Department

Student’s name

Institutional Affiliation
DESIGNATING AN HR DEPARTMENT 2

Designating An HR Department

Abstract

Electo more is a business-to-business company manufacturing small motors and the

accessories for home and industrial products. The company is aggressive as it always strives to

be at the top of the industry. The company has a staff of 116 workers who are located in southern

town consisting of 28000 individuals with an employment rate of 3.1percent. The company has

experienced a higher turnover and current the company is made up of mostly homogenous

groups, and this is wrong, as it does not represent the diversity in the community. The company

ash also sees increase in demand for its products.

Introduction

If the Electro More HR issues are not addressed in good time, the company will find it

hard meeting demands for its products and this might greatly affect its position as a leading

company in the industry. As such, it is important to transform the human resources to meet the

current needs and make the company an all-time industry leader. Elector and more should

promote external and internal philosophies of Human resources so that it can develop and

innovate its positioning in the competitive market. The competitive positioning will reflect the

philosophy and outlook of the company in regards to the strategies of Human resources. That

said, this paper will discuss the creation of new strategies in different areas; in particular in

performance management, staffing, total rewards, and training.

Performance management
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Performance appraisal should be an ongoing thing instead of an annual thing. The

organization needs to set SMART objectives in alignment with the corporate objectives of the

company. There can be authorized leave at the start of the year to give staff leave forms, which

should be handed within a particular deadline so that the holidays will not affect staff and

business to cover such a shift (Lawler, Boudreau, & University of Southern California, 2012).

The workers should be review, evaluated without the issues of bias and discrimination. It is

important for the HR management to ensure that the performance reviews and evaluations for

each worker are kept confidential to avoid stigmatization targeting the workers who score poorly

on the evaluations. The workers should be encouraged to increase their performance and openly

speak about the issues that could be affecting their performance at the place of work.

Training

The organization should train employees so that the resources can be used effectively in

achieving the goal of the company. The department can concentrate on biennial training to

incorporate funding needed for strategy and plan to fulfill the objectives, goals, and producers in

the workplace (Lawler, Boudreau, & University of Southern California, 2012). The department

should coordinate every human resource training programs and assign responsibility and

authority of human managers within such programs. Necessary education should be provided to

employees and manager through manuals, workshops, standardized tests, and employee

handbooks.

Staffing

The company needs workplace diversity program. The business must tend to hire, train,

and promote and encourage the diversity and give the diversity training for all workers. The
DESIGNATING AN HR DEPARTMENT 4

employees need to be sensitive to differences in ethnic and racial groups in the work setting

(Price & Price, 2011). For example, the workers should shift the philosophy from treating all

people alike to understanding the individual differences and clearly responding to such

differences in ways that will make sure that there is higher employee retention and increased

productivity. They need to deal with different needs, values, and expectations of workers. They

need to avoid any action or practice which may be seen as being racist sexist or offensive to any

group and what is more important; they should not discriminate illegally against workers.

The company should not recruit workers randomly as the staffing needs careful

consideration and planning. The employee will be needed for a different function such as an

accountant, sales, supervisors, store manager, and others (Price & Price, 2011). Similarly,

identification of abilities and skills of the current workers along with the education evaluation on

different job types with a periodical assessment of skills inventory should be developed to help

the company recruiter identify its actual staffing needs and the possibility to promote workers on

vacant positions.

The management should ensure that the future and present supply of workers in labor

market by examining the trade associations, government agencies, professional organizations.

This will help in understanding whether it will be easy or hard to get employees in the near

future considering the fact that the unemployment rate is very low (at 3.1 percent) (Price & Price,

2011). Also, the recruitment strategy should be based on the diverse leadership, performance-

based opportunities, flexibility, talented people, and the value-based climate.

Rewards
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The department should be in charge of worker compensation, and carry out the cost-

effective benefits. The department should ensure that it leads in developing benefit training on

benefits for workers and their families (Lawler, Boudreau, & University of Southern California,

2012). It should also respond to changes in offered benefits, mostly new benefits that are aimed

at employee retention and employee satisfaction.

There should be transparency in financial information communication in the company as

weeks have a right to know what they contribute to the performance of the company. The

employee must be trained to understand how other rewards and benefits are derived. There

should also be equity and justice so that all workers will be comfortable with no intention to quit,

pay satisfaction and organization support,

References

Price, A., & Price, A. (2011). Human resource management. Andover: Cengage Learning

EMEA.

Lawler, E. E., Boudreau, J. W., & University of Southern California. (2012). Effective human

resource management: A global analysis. Stanford, Calif: Stanford Business Books, an

imprint of Stanford University Press.