Human Resource Management and Organization Strategy

Question: Discuss about the Human Resource Management and Organization Strategy. Answer: Introduction: The issue of staff turnover has serious complications for the company. It means that the company spends extensive resources on selection and recruitment, training and motivation, only for the investment to be lost when employees decide to leave. At the same time, employee turnover represents a significant loss of expertise and knowledge in the organization, assets that will be needed to ensure the organizations success. The reasons for turnover may range from employees securing better paying jobs elsewhere, terminating employees of some who may have discipline issues, and retirement. However, others are leaving because they are not happy at the organization. They may feel that the organization does not work for them, or believe that their chances are better elsewhere (Hitt, Bierman, Shimizu Kothar, 2001). High turnover is not only matter of losing skills and the investment on each employee. It also leaves a negative effect on other employees. Employee turnover has a direct and negative effect on morale, on top of removing valuable skills from the workplace. When influential employees leave the company, those who remain may feel demoralized. They may also lack the skills that the leaving employees had, making it a bit less likely that the set goals will be met as well as they would have been. Employee turnover, therefore, affects the overall strategy of an organization, as well as the bottom-line (Hitt, Bierman, Shimizu Kothar, 2001). Poor morale and lack of the requisite skills is felt across the business, but is most acute in the customer facing departments, such as customer service. These departments need to be highly motivated and well versed in the ways of the organization so that they can provide clients with high quality solutions. Lacking this, they are likely to fail in satisfying their customers with the solutions needed. This will likely lead to loss of valuable business, and further complicate achievement of strategic objectives (Hitt, Bierman, Shimizu Kothar, 2001; Kankousky, 2016). Recommendations It is recommended that in view of the foregoing, the organization should overhaul its recruitment process. It should be undertaken by the organization collectively, to ensure there is consensus, and that only the right candidates are chosen. Additionally, the motivation process should be geared towards ensuring that the new and existing employees are highly motivated to perform their tasks. This will only happen if management appreciates the important role of employees in meeting objectives. Additionally, employees who perform better should be rewarded with cash bonuses or salary increases where applicable. This will motivate them and other to work harder, despite anything else going on (Kankousky, 2016). The recommendations are relevant to the issue currently faced. The organization is in danger of losing its competitiveness in the market due to poor customer service. The loss of business will have a direct effect on profitability and on the companys ability to compete with other companies. In addition, staff motivation is of critical importance. Employees will need to be shown that they own a stake in service delivery to clients. Their good performance in this will result in monetary rewards, among other incentives. This will spur their initiative. The recommendations, therefore, take the important factors into consideration and are relevant to the issues faced by the organization (Kankousky, 2016). References Hitt, M. A., Bierman, L., Shimizu, K., and Kochhar, R. (2001). Direct and Moderating Effects of Human Capital on Strategy and Performance in Professional Firms: A Resource - Based Perspective, Academy of Management Journal, 44(1): 1328. Kankousky, Michelle, (2016).Spur Productivity and Retention With a More Strategic New Employee Onboarding Process, Insperity, https://www.insperity.com/blog/spur-productivity-and-retention-with-a-more-strategic-new-employee-onboarding-process/