Human Resources: How New Director Plans to Run the Department
Thank you for joining me this morning. As you all know I was recently appointed to the position of Human Resource Manager for the company and I have called you here today to outline the changes and methods I plan to implement to manage this asset. One of the first things I plan to implement is a new review procedure. For many years annual reviews across the nation have begun to include input from the employee. This can be a valuable tool for several reasons. Getting input from the employee who is being reviewed helps us understand where that employee believes his strengths and weaknesses are. This will help managers understand the individual employee and help this department develop plans of action to improve worker performance and chances for advancement. The annual review will be five pages long and will have spaces in which the employee will answer questions about himself and his future. The reviews will become part of the employee file and will serve as a tool for promotion and will serve as protection for termination. The second change that the company is going to make in the area of human resource management is to implement s diversity program at this company. For the past few years it has come to the attention of hu
One of the things that I will be studying over the next two months will be records of past employees as well as present employees to try and find a commonality with those who are leaving the company and find out what us causing it to happen. To summarize we are going to make several changes to the department procedures including the instrument used for annual reviews, diversity training and exit interviews. In a recent study of human resource management tasks the following division of human resource duties was concluded:* "personnel management and managers' competencies (training, path of carriers): 43. We must work with you and your staff members to retain employees so that we are saving money on training and we are retaining and rewarding our most important asset, our employees. man resource managers that the embracement of diversity not only provides a more conducive workplace, but it also improves the ability to produce as a company by utilizing the strengths of various cultures. It is, thus, important to reconcile the functional approach of HR with the strategic one(Lipiec, 2001). "This means that the importance of diversity cannot be minimized and the time for training in the recognition and embracement of diversity as a positive element to the workplace is long overdue. As manager or human resources for this company I believe it is as important as any other training that we offer and we will begin to offer diversity workshops next month. "Demographic changes are very important for HRM strategy. My job is to locate, retain and motivate employees so that we do not have to have a revolving door. This interview is for the purpose of finding out what it was that caused the employee to leave. Once I find the common elements that seem to be involved with the vacating of positions here I will work with my staff to plug those holes. What motivates women is not essential for men or minorities. The employee will receive a gift card for a local restaurant where that employee can take a guest and enjoy a meal on the company for providing us with a viable idea for improving our work force morale(Kim, 1999). 8 percent * employment policy: 33 percent * employee cooperation: 21 percent * personnel administration (pay, recruiting, work evaluation): 14 percent * social relations: 9 percent(Lipiec, 2001) "I have been trained in and believe in something called the holistic approach to human resources.
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Acceptance Essays
