Human Resources Essay

Employees be al modes considered an asset to the government. unless systems net never estimate what add up of this asset is required. Usually the count of employees is all higher than wanted or rase than wanted. indeed to administer up with either surpluses or shortages organizations urinate a number of methods that are as follows To manage shortage of employees The eldest and fore more than or less method to jaw shortages is recruiting more permanent employees. This extends the number of belong force as required by the organization. however increasing invigorated employees increases costs for the organization as well. A nonher method to vote turn up shortages is to take hold employees within the organization who are retiring and offer them added incentives on a late retirement. Similarly another amendment to lower dash off costs and hitherto come over shortages tooshie be to hire retired individuals again on a pause term basis. This helps the organizat ion to adopt the shortage requirement in an high-octane manner as no train is required and besides the part m wages are low.Another cash advance domiciliate be to reduce turnovers by providing gets such as premium hand up etc. This is an effective way to retain old employees merely can press out a bidding war which the organization might not be fitting to control for a long prison term (Caruth, 1997). Over time and subcontracting is overly a good way to deal with shortages. paladin contracting is an expensive procedure but obviously for a short time the comp any(prenominal) could afford to contract employees. temporal hiring is also an option and is manywhat analogous to sub contracting.Redesigning the personal credit line 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 affair design and are well-situated with it and doesnt result in heavier workloads and backbreaking down the talent level. To Manage scanty of employees Surpluses are easier to manage thus shortages. stop the hiring process, no replacements of those who chair, layoffs, offering early retirements etc are one of the most commonly utilise downsizing techniques (Mathis, 2004).Downsizing activities however pull in a negative effect on existing employees motivation and thitherfrom are usually avoided by most organizations. By introducing the shift system, number of moments worked can be reduced and efficiency of employees can be increased. Similarly, outsourcing or temporary employees shouldnt be hired as there is already a surplus. To lower down costs, the company can either rationalise down pays across the board or switch to a variable pay stick out (number of hours worked multiplied by per hour rate).In either way those with a lower pay or those who work lesser hours leave prefer finish a new vocation that pays them more. cultivation is also a good way to deal with surpluses. Train half of the employees at a given time and permit the other half work then train the later half and let the first half work. Though this is also something expensive and in the long suffer of no benefit to the organization. Voluntary break of serve is also another way in which you ask employees to volunteer if they want to leave the organization.Another way to utilize copiousness of employees is by expanding operations. Though a inviolable cannot expand operations overnight nor it can expand them incisively to accommodate supernumerary employees when there is no need of an expansion. gambol Description My current job is as a sales and marketing decision kneadr 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 product energizing and brand awareness activities in align to increase and sustain sales of my company.The content responsibilities of the job include de veloping and maintaining a database of customers and potential customers, to plan and carry out sales activities, develop new ideas, livelihood a track of sales performances, deliver management with relevant nurture, frequently query on the market, the competitors and the customers in format to cope up with the changing necessarily, make connections with clients for traffic and organizational development, conduct training sessions to revert on my learning, skills and knowledge to my juniors.Apart from these I have to readily make unnecessary my colleagues up to date with all relevant information so that the department is on the identical page in meetings or conferences. colloquy is one of the foremost things in my job and I have to take anxiety that relevant information reaches the pertaining individual on time. Redesigning the job description In order to redesign my job description pursual the exhibit I think 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 unenviable to difficult and from usual to unusual. Skill mix should be a basic part of it. This will lead to an increase of beguile towards the job and thus will increase my motivation. My performance will also be definitely improved as I will be learning something several(predicate) every time and this will be adding to my experience and skills. This will also meliorate the redundancy 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 times he is not in the landing 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 self-reliance 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 outmatch of the organization before taking any actions.Employee empowerment results in increasing employee sureness 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 yield back. Feedback tells the employee if their work is appreciated or not and in what areas they need to improve. If my director gets inseminate back from a client on any activity that I mean then it should be known 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 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. wholly these steps will definitely improve performance, motivation and satisfaction.