Human Resources Essay

Employees argon al modalitys considered an asset to the organization. However organizations can never estimate what amount of this asset is required. Usually the number of employees is all high than wanted or lower than wanted. Thus to cope up with both(prenominal) surpluses or shortages organizations lift a number of methods that atomic number 18 as follows To arrange shortage of employees The first and first off method to slash shortages is recruiting more ineradicable employees. This increases the number of plumpforce as required by the organization.However change magnitude new-sprung(prenominal) employees increases costs for the organization as well. An other method to scourge shortages is to book employees within the organization who are retiring and offer them added incentives on a late retirement. Similarly other approach to lower consume costs and still come over shortages can be to admit retired individuals again on a routine time basis. This helps the org anization to advert the shortage requirement in an efficient manner as no training is required and also the part time wages are low.another(prenominal) approach can be to reduce turnovers by providing benefits such as premium pay etc. This is an effective way to retain old employees however can elicit a bidding fight which the organization might not be able to control for a abundant time (Caruth, 1997). Over time and sub narrowing is also a estimable way to deal with shortages. Sub contracting is an expensive procedure but obviously for a short time the comp whatsoever could afford to contract employees. Temporary hiring is also an option and is somewhat similar to sub contracting.Redesigning the strain processes so that lesser employees are required is also a way to deal with shortages. This method though requires training so that employees adapt to the new clientele 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 easier to coiffure then shortages. Stopping the hiring process, no replacements of those who leave, layoffs, offering early retirements etc are angiotensin converting enzyme of the most commonly used downsizing techniques (Mathis, 2004).Downsizing activities however set about a negative effect on existing employees want and thus are usually avoided by most organizations. By introducing the severance 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 switch 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 leave alone prefer finding a new job that pays them more. carrying is also a good way to deal with surpluses. Train half o f the employees at a given time and allow the other half work then train the later half and let the first half work. Though this is also some social occasion expensive and in the long run of no benefit to the organization. Voluntary severance is also another way in which you ask employees to volunteer if they want to leave the organization.Another way to utilize abundance of employees is by expanding operations. Though a watertight cannot expand operations overnight nor it can expand them serious to charge extra employees when there is no conduct of an expansion. Job Description My actual job is as a sales and selling executive at a technology corporation. I report directly to my sales and marketing director. The basic purpose of my job is to plan and carry out harvest-time activation and brand awareness activities in aver to increase and sustain sales of my company.The core responsibilities of the job include developing and maintaining a database of customers and likely c ustomers, to plan and carry out sales activities, develop new ideas, slip by a track of sales performances, return management with pertinent information, oftenmultiplication 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 learning, skills and knowledge to my juniors.Apart 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 shoul d vary from hard to backbreaking and from usual to unusual. Skill variety should be a basic part of it. This leave alone lead to an increase of interest towards the job and thus will increase my want. My performance will also be definitely ameliorate as I will be learning something different any time and this will be adding to my experience and skills. This will also salve the redundancy in my job to some extent (Tanke, 2000). One thing that I feel is lacking in my job is the power of do ends on my own.As already mentioned I report to my director. At times 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 weigh for the best of the organization before taking an y actions.Employee empowerment results in increasing employee confidence and provides them with new experiences particular to dealing with responsibilities. In turn, employees are satisfied with their jobs, feel a relationship with the organization and get a morale boost. One way to make an employee feel important is to provide feed back. 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 known to me as well.Apart from this there should be a little more flexibleness in the management attitude so that they also understand that every employee has different needs (Tanke, 2000). Like my job could be more fire if the management does not keep me sitting in the office just to fill 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 thes e steps will definitely improve performance, motivation and satisfaction.