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
It is, thus, important to reconcile the functional approach of HR with the strategic one(Lipiec, 2001). "HR managers who understand well that employees are the most valuable assets of a company will prosper. 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. In closing I want to thank you all for attending today. A survey of 10,000 employees shows that they expect from HR managers to obtain a good position, have training possibilities, be equitably evaluated, and have good pay. While some will argue that the training of employees is not an HR concern I disagree. 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). "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. Different tools have to be applied for an older workforce than for youths. 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. 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. 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. To this end we are going to design and implement a diversity workshop that all employees will be required to attend once a year.