Hi, I need help with essay on Resourcing Rewarding and Training System. Paper must be at least 1500 words. Please, no plagiarized work!Download file to see previous pages... As the main activity requi

Hi, I need help with essay on Resourcing Rewarding and Training System. Paper must be at least 1500 words. Please, no plagiarized work!

As the main activity requires limited skills, no training apart from the basic induction programme is imparted to the workers. Even the supervisors, who supervise the production process, are drawn from the production staff having longer period of service without any interview or specific management training process. More importantly as the management follows an autocratic style of leadership with a well defined hierarchy, communication and coordination mechanisms are seriously hampered. The unions are not allowed to participate in the decision making process. The reward system is also not properly structured which has led to serious problems of turnover. The minimum wage rate is provided after twelve years of service in the organization after which the employees receive a 5% increment which is lower than other local employers. As a Personnel Manager, I would focus on the resourcing, training and rewarding structure of the organization. Resourcing means to provide a person or an organization with materials, staffs, money and other assets that are necessary for the effective operation in any organization are the right resource in terms of quality, the right cost, the right risk, the right time in terms of speed. But above all I would focus on “People resourcing”....

d and dissipated, poor performers are sidelined and ignored, promoted or dismissed without any attempt to resolve the problems and the performance review system often fail to generate significant benefits for both the organization as well as the employees. People resourcing is concentrated on minor incremental efficiency or system changes or on the ethical, legalistic and procedural dimensions of resourcing instead of on the added value dimension which provides further scope for improvement. People resourcing should be based on the tools and techniques that are able to assess the potential employees, determine their suitability for specific organizational work and evaluate their effectiveness. Therefore people resourcing are the acquisition, development, effective utilization and retention of the people that the organization needs. It is the basis for workforce planning activities. All the human resource plans are implemented by means of the key resourcing activities of recruitment, selection, talent management and retention planning. The effectiveness with which human resources are used involves control mechanisms for absenteeism and providing for flexibility. People resourcing are a long term plan. It aims at achieving competitive advantage by attracting, employing and retaining more competent people than its rival. The aim of people resourcing is also to become “an employer of choice”, an organization that people want to work with and stay with. It also creates employee value proposition which consists of what the organization has to offer for existing and prospective employees that would help to persuade them to join or remain in the organization.