Plan

HUMAN RESOURCE MANAGEMENT 6

Employees Productivity

Name

Date

University Affiliation

Employees Productivity

For an organization to achieve its goals, it is essential to have a high performing labor force working as a team to realize the goals of the firm. High performing employees have high productivity and contribute positively to the growth of the company which led to attainment of organization goals. However, low performance threatens the achievement of the goals of an organization. The following is an analysis addressing what impacts the performance of employees and the actions to be taken to those who are underperforming.

The motivation of workers impacts them positively as they are encouraged to proceed with their efforts. They feel encouraged and appreciated for the work they are undertaking in the organization. Motivations inform of salaries, allowances and commissions are vital in boosting employee’s performance. Giving employees short leaves and holidays motivate them. Motivated employees work very hard to attain the goals of the company hence leading to an improvement in their performance (Wright, Christensen & Isett, 2013). The employees feel to be part of the organization and therefore tend to give their best. When Noble Company had few employees, they all knew what to do and possessed a family feel. The lack of a human resource department in the company made the employees lack a personal touch and therefore felt demotivated.

A human resource department makes a follow up about the welfare of the employees and the absence of this department in Noble Company was detrimental to its employees’ performance Engaging the employees also improves their performance as they feel to be part of the company (Kong, 2009).

Diversity in employees create good performance in the extra ordinary tasks that involve creativity such as product development, penetrating new markets as the diversity brings in fresh ideas and new innovations. The new employees bring fresh ideas that assist the company in enlarging its customer base. Their efforts complement each other and therefore the overall performance of each employee will increase. The teamwork created enable employees to work together and give their best without any personal conflict. Teamwork in an organization also attracts the best employees for the job which in turn lead to high performance. For instance, Noble Transportation Company was small when there were less than ten employees but when the number of employees was increased, the company has been providing the best transport services, has an excellent customer reputation and has experienced consistent revenue growth. This has been as a result of hiring different employees with different skills in various fields. Team work and diversity increases employees’ performance (Curşeu, & Pluut, 2013). However, some employees may feel to be left out in the team’s activities and therefore underperform to frustrate the hard work of the team. These kinds of employees should be transferred, demoted or retrenched.

Performance of the employees might be evaluated using the performance improvement plans. This tends to put the employee in toes so as to improve his performance towards attaining the organization goals. Through this plan, the non-performing employees are often identified. It is set in writing to accommodate the acknowledgement and acceptance of the employee which may afterwards be followed with disciplinary actions (Sabol and Wittmann, 2005). The performance improvement plan may have the state performance that is to be improved. It can also state the expectation of the level of work performance. The Performance improvement plan also entails the support and resources to be provided to the employee. The meeting times indicating the person to meet and where or how often should be included. The parameters to be measured should be considered. Consequences following the failure of meeting the performance standards should be highlighted. The performance plans serve as a motivator to the employees. It guides them in identifying the areas where they are failing and help the employees improve on their weaknesses. Therefore, the performance improvement plan increases the productivity of the employees.

The performance improvement plan should have clear objectives setting out the expected improvements. The objectives should be measurable, specific, accurate, relevant and time bound. An organization should set a quality standards department to be carrying out the task of ensuring that all employees perform as expected. This department can be incorporated in the human resource department. The action plan should be reviewed by another department for evaluations. The supervisors in this department should present the improvement plan in person to the employee. The supervisor should clearly give a lay out about the areas of improvement (Langley, Moen, et al, 2009).  The supervisor can modify the plan after receiving the employees input and feedback. The supervisor and employee should then sign the form. The supervisor and the employee should meet regularly as stipulated in the plan form.

The progress towards objectives of the plan should be discussed. The employee should be given time to ask questions and seek clarifications. The employee should be provided with the essential tools and training that he requires. At the end, if the employee fails to commit himself to the plan, or his performance worsens, he should be subjected to demotion, transfer or termination of the employment. However, if the employee shows some improvement but due to one reason or another is unable to meet the objectives, the plan can be extended. Improvement plan tend to increase the performance of the low performing employees. The absence of the human resource department in the Noble Company made it unable to implement the performance plans.

In conclusion, the employees’ performance depends on teamwork, diversity and the performance improvement plans. Teamwork is vital to high performance while performance improvement plan shapes the performance of the employees. Active engagement between the supervisors and the employees also boost their performance.

References

Curşeu, P. L., & Pluut, H. (2013). Student groups as learning entities: The effect of group diversity and teamwork quality on groups' cognitive complexity. Studies in Higher Education, 38(1), 87-103

Kong, Y. (2009). A study on the job engagement of company employees. International Journal of Psychological Studies, 1(2), 65.

Langley, G. J., Moen, R. D., Nolan, K. M., Nolan, T. W., Norman, C. L., & Provost, L. P. (2009). the improvement guide: a practical approach to enhancing organizational performance. John Wiley & Sons.

Sabol, D. M., & Wittmann-Price, R. A. (2005). Get creative with performance improvement plans. Nursing management, 36(8), 16-19.

Wright, B. E., Christensen, R. K., & Isett, K. R. (2013). Motivated to adapt? The role of public service motivation as employees face organizational change. Public Administration Review, 73(5), 738-747.

.

.