Human Resources Essay Example for Free

kind-hearted Resources EssayEmployees argon al ways considered an asset to the organization. However organizations nooky never estimate what amount of this asset is required. Usually the number of employees is either higher than wanted or cast down than wanted. Thus to cope up with either surpluses or shortages organizations have a number of methods that are as follows To manage shortage of employees The low and foremost method to slash shortages is recruiting more permanent employees. This increases the number of workforce as required by the organization. However change magnitude new employees increases costs for the organization as well. Another method to overcome shortages is to declare employees within the organization who are retiring and offer them added incentives on a late retirement. Similarly some other approach to lower stilt costs and still come over shortages can be to call for retired individuals again on a part time basis. This helps the organization to m eet the shortage requirement in an efficient manner as no educateing is required and also the part time yield are low.Another approach can be to reduce turnovers by providing benefits such as gift pay etc. This is an effective way to retain old employees but can elicit a bidding war which the organization might not be able to control for a ample time (Caruth, 1997). Over time and sub espial is also a good way to deal with shortages. Sub developing is an expensive procedure but obviously for a short time the company could afford to contract employees. Temporary hiring is also an option and is somewhat similar to sub contracting.Redesigning the assembly line processes so that lesser employees are required is also a way to deal with shortages. This method though requires training so that employees conform to the new job design and are comfortable with it and doesnt result in heavier workloads and lowering down the talent level. To Manage Surplus of employees Surpluses are easie r to manage then shortages. Stopping the hiring process, no replacements of those who leave, layoffs, offering earliest retirements etc are one of the most commonly used downsizing techniques (Mathis, 2004).Downsizing activities however have a negative effect on existing employees want and thus are usually avoided by most organizations. By introducing the shift system, number of hours worked can be reduced and efficiency of employees can be increased. Similarly, outsourcing or temporary employees shouldnt be hired as thither is already a surplus. To lower down costs, the company can either cut down pays across the board or tack to a variable pay plan (number of hours worked multiplied by per hour rate).In either way those with a lower pay or those who work lesser hours get out prefer finding a new job that pays them more. Training is also a good way to deal with surpluses. Train half(prenominal) of the employees at a given time and let the other half work then train the later h alf and let the first half work. Though this is also something expensive and in the farsighted run of no benefit to the organization. Voluntary severance is also another way in which you pick out employees to volunteer if they want to leave the organization.Another way to utilize abundance of employees is by expanding operations. Though a firm cannot expand operations overnight nor it can expand them just to accommodate extra employees when there is no need of an expansion. Job Description My current job is as a gross sales and market executive at a technology corporation. I report directly to my sales and marketing director. The sanctioned purpose of my job is to plan and carry out product activation and brand awareness activities in order to increase and sustain sales of my company.The core responsibilities of the job include developing and maintaining a database of customers and potentiality customers, to plan and carry out sales activities, develop new ideas, keep a track of sales movements, leave alone way with relevant information, frequently research on the market, the competitors and the customers in order to cope up with the changing needs, make connections with clients for business and organizational development, conduct training sessions to pass on my knowledge, skills and knowledge to my juniors. unconnected from these I have to readily keep my colleagues up to date with all relevant information so that the department is on the same page in meetings or conferences. Communication is one of the foremost things in my job and I have to take care that relevant information reaches the pertaining individual on time. Redesigning the job description In order to redesign my job description following the exhibit I cerebrate the first thing that should be focused upon is that the job shouldnt be monotonous as it is in the above mentioned case.The duties should vary from hard to difficult and from usual to unusual. Skill variety should be a radical part of it. This will lead to an increase of interest towards the job and thus will increase my motivation. My performance will also be definitely improved as I will be learning something different every time and this will be adding to my experience and skills. This will also alleviate the circumlocution in my job to some extent (Tanke, 2000). One thing that I feel is lacking in my job is the power of making decisions on my own.As already mentioned I report to my director. At quantify he is not in the field and he does not have the true picture. In such cases a delay in decision making can be costly for the organization. Thus sales executives should be given the autonomy to at times make decision on their own which can benefit the company. Obviously everyone knows that wrong decision will result in losing the job. So every employee will definitely think for the best of the organization before taking any actions.Employee empowerment results in increasing employee confidence and pro vides them with new experiences particular to dealing with responsibilities. In turn, employees are satisfied with their jobs, feel a race with the organization and get a morale boost. One way to make an employee feel important is to provide feed back off. Feedback tells the employee if their work is appreciated or not and in what areas they need to improve. If my director gets feed back from a client on any activity that I planned then it should be cognize to me as well.Apart from this there should be a little more flexibility in the management attitude so that they also understand that every employee has different needs (Tanke, 2000). Like my job could be more exciting if the management does not keep me sitting in the office just to fulfill in the hours an employee has to be on his seat. It would be beneficial for both if I am out in the field and monitoring and assisting in the sales activities. All these steps will definitely improve performance, motivation and satisfaction.