Based on an employee survey carried out, employees are dissatisfied with various aspects of human resource management. These issues require urgent attention if staff are to be motivated to produce their best efforts. Generally, the working conditions are acceptable to most workers but with regard to benefits and career development, a lot more needs to be done. Enjoying an impressive annual growth rate, the company should implement strategies to attract and retain workers considering the relative shortage of skilled personnel.
Employees concern over safety issues should be dealt with immediately to avoid workplace accidents and lawsuits from injured persons. Claims of discriminatory practices should be investigated to ensure that all employees are treated equally and without favoritism (Kim et al. , 2009). The management must come up with a clear policy regarding remuneration based on industry standards. The question of paying salaries below or above the industry’s baseline will determine the competitiveness of the firm with regard to attracting top flight personnel.
Working Conditions 78% of the employees were satisfied with the current working conditions as concerns personal freedoms and supervision levels. This comfort level is good and bad for the firm (Kim et al. , 2009). If the workers are allowed
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Measures should be introduced to enhance the supervisory role of section heads to ensure that staffs do not spend their time on the internet browsing social networks and sending personnel emails instead of researching for material to complete pending projects. The employee survey revealed that 70% of the employees felt that their workload was fairly balanced which gave them ample time to complete the tasks assigned to them. This finding suggests that the workload is evenly shared out among all staff thus reducing stress from strict deadlines and work overloads.
However, more research should be conducted to establish if company staffs are actually underemployed. Normal responses from employees questioned about their workload range from ‘too much’ to ‘just enough’. Using the industry’s average as the baseline for determining how much workload an employee should handle per given period, the company can gauge whether the workload should be increased or not (Hellriege & Slocum, 2010). This will also have an impact on hiring of new staff especially so if it is found that the work load is below industry standards.
By allocating more duties to existing staff, the company can run more efficiently without increasing its overheads. 22% of the workers took issue with the working conditions for some reason or another. Their concerns should be looked into to establish the root cause for their displeasure and appropriate remedies proposed. Before undertaking any changes, a thorough audit of the issues they raise should be conducted to find out if the complaints are genuine or not (Bryson, 2004).
After undertaking an audit, the company can then implement viable solutions. This will include increasing the number of staff employed in sections where a majority of the employees complain of work overloads. Relocating staff from overstaffed sections to understaffed ones can reduce the problem of excessive workloads. In instances where the skills set of current employees do not match those required in understaffed sections, new hires would have to be considered. 45 % of those interviewed felt that the workplace was unsafe.
They complained that the risk of occupational hazards was so high that they worked in fear of suffering injuries at any time. This factor reduced their efficiency and compromised the quality and quantity of their work. Urgent steps must be taken to make the workplace safer for all employees (Ridley, 1994). Strict adherence to safety regulations should be enforced and site inspections by regulatory bodies should be requested to advise the company on which areas it can improve on its safety record.