Sample: How effective employee management

Topic: How effective employee management contributes to organizations success

Employees are an integral part of an organization, and there is no organization that can survive without them. They are the people who run the activities at the ground level and implement the strategies set by the management. Owing to this, the way they are treated is directly related to their performance. Organizations that have regulations in place governing the freedom of employees and their rewards are more successful since they develop a system that is sensitive to the needs of each individual. Human resource managers are faced with a hard task of managing people, unlike the other managers who deal with policies and strategies. They decide when to hire the fire or promote. They also determine the remuneration package and the benefits endowed to the employees, in relation to their positions, experience and input into the organization.

Effective human resource management ensures that the employees have the motivation to work. When they are comfortable with the way they are being treated, they will develop the need to work effectively and ensure that the organization benefits from their input. On the contrary, employees who are not satisfied with the way the management treats them tend to develop an offensive attitude that only leads to poor performance, hence failure to the organization at large. The management can improve or destroy the attitude of the employees towards work. Harassing employees has never been fruitful in any organization. Research into organizations that have a good reputation indicates that they have a system of ensuring that all the employees are treated with respect. Any disrespectful treatment or even the intention of it is dealt with severely and may lead to consequences as serious as losing one’s position.

An effective remuneration system that is not discriminatory ensures that the employees are satisfied with the treatment they are given a fair treatment. This does not just include the monetary remuneration; it is inclusive of the psychological remuneration in terms of verbal appreciation and recognition for good work or improved performance. This results in a workforce that works towards the best performance, hence improving the general reputation of the organization. Co- orporation among employees leads to the development of unity in work which at the end of the day ensures that all duties are performed with a high level of effectiveness. Emotional safety is the important aspect in the performance of an individual in all areas. This means that organizations that look into the psychological needs of their employees stand a better chance of performing well than those who only consider the amount of work done by the employee. At the end of the day, workplace issues such as strikes are usually as a result of emotional instability and not even the amount of remuneration, as it is made to appear.

Another way through which effective management of the employees is able to assist in the achievement of the organization’s strategic objectives is ensuring that the employees have a reason not to stay longer in the organization. Having to employ new employees more often usually costs the company more in terms of production. New people in the organization take time to adapt to the culture of the organization and this results into slowing down of the activities in that particular department. The factors that determine whether employees are willing to stay longer in the organization include the reward strategy and the working environment. An effective reward strategy is one that ensures the employees are comfortable with their roles and that they do not feel exploited. This may include things like providing them with healthcare coverage, miscellaneous expenses allowances and work leaves, once in a while. This will ensure that the employees are able to stay for long in the organization, hence improving their productivity.


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