Human_Resource_Management

Introduction As an enterprise want to create more profit, the great employee is one of the most important part. For enterprise development, if the team is full of satisfied employee, their attitude will tend to be very positive. But it is obvious that under the globalization, there is no clear connection between performance management and outstanding work. In the past, the employer just supply well paid job, great welfare and comfort working environment. For all this is in order to let the employee stay. However, nowadays most of employer requires employee have higher loyalty for their company. They need employees take 100% effort to do their work, taking on their obligations and responsibilities. Thus, employer motivate employee through every method they can use than ever. In this essay we will firstly briefly introduce fuzzy sets and related concepts. Details on employee engagement and relevant influence will be presented in later sections. Body The definition of this issue is very hard to identify. It is normally known as the point of employee’s participation of enterprise activities. It refers to be like loyalty, hardworking, responsibilities and obligations. From academic point, it is employee’s emotion and knowledge investment to the enterprise. This is generally based on the promise and cost from their company. Popular press articles and business consultants have claimed that engaged employees bring companies competitive advantages (Corporate Leadership Council, 2006; Gallup Management Journal, 2005). If the employee is highly motivated, they will better performance than other employee. The one will increase the indicate of operating performance which will show significance to the enterprise development, it also include customer brand-loyalty, organization efficiency, safety manufacturing rate and so on. As if these employee show better performance in employee engagement can truly improve the profit of the whole enterprise. Only satisfy employee’s basic needs is not enough to motivate them to take 100% effort to work. According to professional point. Successful strategies therefore rely on the ‘principle of aligning employer and employee interests’ (Boxall and Purcell 2003: 245). It can figure that as the responsibility of HR manager, HR manager should establish a system to support employee engagement. Actually, the way to motivate employee is to help employee to achieve their realistic and reasonable expectation. For example, their salary, their further achievement, social position and self-actualization. HR manager should help employee to achieve all this as much as they can. Meanwhile, the roles of HR manager is not only to manage employee but also to be a employee champion. Therefore, HR manager should built up a series of regulations to support system as below. Firstly .Giving employee possible life achievement. From Maslow five hierarchy theory, people staying in the different level have different needs. HR manager can set up a blue map for employee, give their realistic guidance for their further development. After that employee will receive self-respect and living hopes, then they may have enthusiastic and passion for every challenge coming for the next. Due to the friendly care from HR manager and enterprise they will treat the company as a family, they will realize that their significance. No matter from short-term or long-term the employee will be motivated. As a result, they may perform better in the early coming. Secondly. Every organization can’t survive without reasonable rules. Some issue are frequently happened in a lot of company, employee are motivated try to have better performance, but due to the limitation of skill variety, they can’ do it well. At this time, as a HR manager, they should provide professional training. The data below can support some useful information. Original Situation Situation after Training Sales per Employee $1,000 $1,500 Labor Cost $300 $300 Materials(20%) $200 $300 Fixed Costs $400 $400 NET INCOME $100 $500 Return on Sales 10% 33.3% Supporting series of task related training can significantly improve the ability of employee. As the employee receive professional training, their working efficiency and effectiveness will be definitely improved. Enterprise will have a more comprehensive labor. Meanwhile, it is a potential opportunities for job enlargement & job enrichment. Employee will participate more into enterprise activities than they haven’t training before. Thirdly. There is no doubt that everyone want to have fair treatment for their hardworking. Hence, HR manager should be provide an comparable equal salary support system. It is not difficult to imagine that if there is an unfair treatment in the workplace. Most of employee will no more focus on their work. The working environment will be full of compliant. The negative emotion will deliver from one to another. The passion of their hardworking will be totally destroy. Obviously, the working efficiency will be strongly decreased. Without fair treatment, employee will never pay more attention for enterprise development. So that, their participation for the enterprise construction will be zero. Employee health and safety should also be taken into consideration. However, there are still some gender discrimination exist. According to these experts, most researchers accept the fact that gender wage differentials is the truth; therefore a study finding no or reverse discrimination is of particular interest and, the final result, not less likely to be announced (Stanley and Jarrell, 1998, p. 954). As a friendly enterprise, every seconds put the benefits of employee with company together should be never forget. For some aspects like insurance, welfare all the condition should provide to take care of employee. Therefore, the system should be built on equal treatment, justice and clear open. On the fourth. When we mentioned a company, we firstly know about is their culture. The organizational culture is the core competitive ability of the company. Every organizational culture is formed by real practice. It is the summation of employees value and regulation. At the same time, the culture is the faith of every member of the organization. It gets all special meaning for every member in it. Employees with a high level of standard commitment feel that they ought to stay with the whole group as it is the moral activities to do(Meyer and Allen 1991). For different position, employee may hold different value on it. However, reasonable culture will add the most strong value to employee. It is not about the different background, it is their willing to pay. The group will be formed by employee who have strong mind to believe. Humanistic regulations will also supply safety and respect for group members. Under this situation, employee satisfied by the first level of Maslow five hierarchy theory. After their expectation achieved, then they will move to thinking about enterprise sustainable development and personal future development. For the fifth point. The central requirement of HR manager is to establish a harmonious relationship with employee. HR manager must take on the obligation to satisfied employee like give them extra paid salary, listen to their advice before making a decision, training them if they are eager to learn more. Even some time go to the workplace be one part of them is very necessary. For this part, depends on different job position employee played in the organization, HR manager should avoid discrimination. For instance, if one position need to hire someone have less day-off in a year, some HR manager may consider that woman may have pregnant and have break for months. This sex discrimination is not allowed to be happened as a duty of HR manager. In order to have better relationship with employee and then achieve higher level cooperation between enterprise and employee. HR manager should listen to their voice, thinking from their point and may sometime work with them together. Trust is the bridge between HR manager and employee to communicate. The greatest condition is like the paragraph. They are honest to themselves and partner, connected to work and others, and bring their total selves to perform (Kahn, 1992). HR manager trust their partner and employee trust their leader will reduce the misunderstanding rate. Finally, the outcomes will show more positive. As we mentioned above, HR manager should combine their own knowledge with the real condition to expand his influence. At last but not least, hiring the right people and arrange them to the right position in the right time, right place and suitable cost is the job requirements of HR manager. Employees are the indispensable spare parts of the system. Without logical organizational structure, the company won’t operate well. The construction of the system will not only close the gap between HR manager and employee but also closer the distance from enterprise and employee. Employee engagement has reflected as an important construct of interest in both academic and business writings. Its combine with company performance highlights the practical significance from a managerial perspective, with latest reports indicating that enterprise with highly engaged employees have significantly higher net income, higher employee productivity, lower turnover rate, and more easily attract top talent (Irvine, 2009). As a result, there is no doubt that when the employee show high enthusiastic in enterprise development, their work will have better outcomes than the past. Here, it can be prove in three main point, profitability, customer satisfaction and employee satisfaction. Based on some believable data collection. One notable exception is a recent study showing that firms that performed highest in employee engagement had income gains of 19%, versus -33% for companies with lowest engaged employees (Irvine, 2009), and another indicating that engaged employees had less absenteeism rate, lower turnover rate, and more productivity (Dernovsek, 2008). Here, the relationship between HR managers and employee will make significance on this thorny issue like we mentioned above. Everything is based on trust. To be a group, they have the same value and same dream. As they are motivated, their working efficiency and effectiveness will be absolutely improved. As a result, the enterprise will receive more profit. In order to gain more profit, the HR manager must lead the employee believe that their task is to create profit for the enterprise, it also requires they hold positive attitude for enterprise development. Generally, having stable internal environment can truly bring the external better performance. Since employee are highly motivated and then turns to be more positive. The importance of customer for them will be completely difference. All the enterprise can’t survive without customer’s support. Once, the labor realize their relationship with their company, they will try their best to catch every customer as much as they can. Thus, they will analysis the needs of customer and figure the way they can satisfy them. For customer, they will receive a dozens of benefits, like better quality product, better service(sells & after sells),more function product selection available and some discount for promotion. So that, employee engagement can reduce the gap between desire state and actual state for their consumer. In a matter of fact, satisfy customer's real needs and make them feel self-worth is not enough. More than that, letting customers reach the peak of satisfaction even beyond their expectation can truly improve their brand loyalty. Employee satisfaction is refers to the satisfaction with the work condition as individual, it is also can reflect the general attitude toward the job position. In fact, this is the process of evaluation for the gap between their desire state and actual state of the work. The indicate of employee satisfaction can be seen as a tool of the enterprise to forecast troubles. It will bring comprehensive problem solving ,improve the production efficiency and reduce personnel loss. The employee always require equal treatment. It mainly reflect on three aspect, salary, performance management and further job development. How it affects the outcomes for company' The example below can support trustable information on it. From Jay Forrester(1961), formerly of MIT and author of Industrial Dynamics^: • Twenty-four percent of employees like their jobs and are engaged. • Fifty-five percent of employees dislike their jobs and are disengaged. • Nineteen percent of employees are actively disengaged (making their discontent widely known and very clear). From these data collection, it is easy to figure that companies waste as much as two-thirds of total available time and energy. To be a HR manager, they should lower the use and improve the efficiency. Once employee are not satisfied. They will be fed up with the workplace and partner. Finally, they can’t be motivate or they will leave and searching for another job which can give them hopes and help then to achieve self-actualization. Evidently, the enterprise will suffers from a big loss. The concept of recruitment are always divided into two parts, one is internal and another is external. It means HR manager can hire people from inside company or hiring new one. For the first step of recruitment is HR planning. HR manager has to analysis the different requirements from different job position. Then, HR manager begin to match the right people to right position based on their characteristic (numbers & abilities & knowledge & skill). The second step should be pay attention to the antidiscrimination laws implementation. Competitive labour markets aside, competition for employees is likely to become an increasingly important issue as the worldwide population ages. The number of the Western population aged 15–60, from which most employees are drawn, is set to reduce from 62% to 49%, and in North America will decline from 60% to 54% by 2050 (Australian Bureau of Statistics, 2006). From the data we can figure that different generation are compete in the same market now . Therefore, the role of antidiscrimination law is a big case for HR manager to pay attention. This is the central concern of HR manager through all the relevant process. It can be seen as several aspects as race, color, sex, age, transgender, sexual preference and so on. From then on, HR managers must be serious when publishing a job advertisement that may cause some misunderstanding in discriminatory. It must be followed all the legalization. The third step is setting clear job description. The aim of this action is to let employee know their duty. There are four basic elements for job description are as follows 1. The title of the position 2. The qualifications required 3. The level of experience required 4. The level of responsibility that the position holds 5. The person to whom the employee must report This process is also formally known as job analysis and job design. At last but not least, HR manager should collect the latest news for job requirements from every media. Nowadays, the need for outstanding employee is huge. The best performance candidate always are hunting by hundred enterprise. Just setting the rules and waiting for employee coming is very negative, HR manager should hiring people through different ways. Internet interview can support lowest cost and time and receive a lot of candidate. For another, human resource market will definitely attract candidates, HR manager can test the communication ability, knowledge, strain capacity. Some HR managers are happy to trust the employment agencies, paying the fees can reduce the time of employee selection will bring HR manager have more time to focus on their work. However, it is not possible way to hire someone who is outstanding. In fact, employee can also choose their own best choice by evaluation. In the same way that market information, prior experience, and trust in the brand influence product evaluations, job evaluations may be influenced by search, experience, and trust characteristics (Franck, Pudack, & Opitz, 2001; Schmidtke, 2002; Teufer, 1999). At last but not least, never underestimate the strength of public media. Advertisement can be seen everywhere today, HR manger should make good use of this chance. Newspaper, TV, radio, magazine should all be covered by the job information. Better is combine with the method had already presented above will create the best outcomes. Conclusion It is a long process from analysis job position needs to finally success employee engagement. Employee make significance impact on enterprise development. HR manager is the middle one between enterprise and employee, the better outcomes also rely on the fantastic work both from employee and leader. In consequence, it is long way to go for better performance in employee engagement. In the future, with other requirements gaining popularity, HR manager may take response for relevant issues. Reference list 1. Corporate Leadership Council. 2006. The effort dividend: Driving employee performance and retention through engagement. Paper presented at the Annual Meeting of the Society for Industrial Organizational Psychology, Dallas. 2. Boxall, P., and Purcell, J. (2003). Strategy and Human Resource Management. London:Palgrave. 3. Stanley, T.D. and S.B. Jarrell (1998). ‘Gender wage discrimination bias' A meta-regression analysis’, Journal of Human Resources, 33(4), 947–73. 4. Meyer, J.P., and Allen, N.J. (1991), ‘A Three Component Conceptualization of Organizational Commitment,’ Human Resource Management Review, 1, 1, 61–89. 5. Kahn, W. A. 1992. To be fully there: Psychological presence at work. Human Relations, 45: 321–349. 6. Irvine, D. (2009). Employee engagement: what it is and why you need it. Business Week Online,12. 7. Dernovsek, D. (2008). Engaged employees. Credit Union Magazine, 74, 42-46. 8. Forrester, J. (1961). Industrial dynamics. Waltham, MA: Pegasus Communications. 9. Australian Bureau of Statistics. (2006). Population projections. Canberra, Australia: Author. Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9(4/5), 501–517. 10. Franck, E., Pudack, T., & Opitz, C. (2001). Zur Funktion von Topmanagement-Beratungen als ,,Karrieresprungbrett‘‘ f¨ur High Potentials. Working Paper No. 3 Lehrstuhl f¨ur Unternehmensf¨uhrung und -politik Universit¨at Z¨urich.