Resourcing Rewarding and Training System Essay Example | Topics and Well Written Essays - 1500 words

Resourcing Rewarding and Training System - Essay ExampleAs the main activity requires limited skills, no training apart from the basic innovation 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 particular proposition management training process. More importantly as the management follows an autocratic style of leadership with a well defined hierarchy, communication and coordination mechanisms are disadvantageously 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 borderline wage rate is provided after twelve years of service in the plaque after which the employees receive a 5% increment which is lower than opposite local employers. As a Personnel Manager, I would focus on the resourcing, training and rewar ding 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 scathe 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, low 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 quite 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 su itableness for specific organizational work and evaluate their effectiveness. Therefore heap resourcing are the acquisition, development, effective utilization and retention of the people that the organization needs. It is the basis for workforce mean 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 apply 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 likely employees that would help to per suade them to join or remain in the organization. It also involves offering pay and benefits that are important and can be over emphatic compared to other