Competitive markets, turnover, human resource management, staffing, compensation, training, back stocking, software, behavioral system analysis, safe behavior, success, merchandising project, decision-making process
In the world's most competitive markets today, organizations have discovered that it is how well human resource management is organized that brings differences in terms of total turnover. Human resource issues such as staffing, compensation and training are ignored particularly by managers and the outcome is poor sales and losses in the future. The human resource management role is to combine the human factor and productivity. The employee's general responsibilities and duties involve ensuring that each customer receives the best service ever. The worker should enhance a friendly working environment; they should be charming and be able to acknowledge every customer effort to buy. In other words, they should understand all the aspects of customer service. The employees have a duty of creating awareness of the products and maintaining the promotional and advertising activities that the enterprise undertakes. The entire customer request should be presented to the management through them. Therefore, it remains their sole duty to facilitate the flow of information as well as balance the daily register drawer. The entire employee should report to work as scheduled and should be in a position to complete projects within the available schedule.
[...] The leaders should use money as a reward for any positive improvement. On the other hand, the non-performing employee needs some sort of punishment. According to the operant punishment, helps to discourage negative behavior hence the same principle is applicable in an organization. The leader should therefore design the best mechanism for reward or punishment. The poor performance may be punished through termination of their professions or through chastise. The leaders can occasionally recognize their employee accomplishment and success. Focusing on immediate triumphs and accomplishment and recognizing what the employees have achieved will aid in uplifting their morale. [...]
[...] The method of providing feedback promotes the results in the desired dimension. The employee needs to hear of their performance in friendly comments. The manager should therefore avoid an approach that will cultivate a feeling of guilty among the workers. The most important technique is to be specific. The feedback should focus on the task, be clear and easy to comprehend. The general comment often leads to confusion. It necessary to provide concrete examples on the behavior that is questionable. [...]
[...] The latter requires appraising in order to rate performance of the employees in various dimensions. The tool bars will comprises of seven to eight aspects of performance each one fastened by a multipoint scale. Each bar will contain a precise occupation type behavior that will mirror the performance level. The Human Resource Management team will predetermine the Poor, average, or excellent behavior together with the rating scale in accordance to the level of the job. In this way, it will be easier to direct and monitor behavior since each employee will be weighed against the scale. [...]
[...] The human resource management role is to combine the human factor and productivity. The employee general responsibilities and duties involve ensuring that each customer receives the best service ever. The worker should enhance a friendly working environment; they should be charming and be able to acknowledge every customer effort to buy. In other words, they should understand all the aspects of customer services. The employees have a duty of creating awareness of the products and maintain the promotional and advertisement activities that the enterprise undertakes. [...]
[...] The Human Resource Management team will be responsible for creating and categorizing the events for the job into various dimensions. The appraiser will have the sole discretion in rating a specific behavior. The frequency of how the employ engages a form of behavior will be the standard for rating the performance and the summation of employee score on a single behavior item will give the overall judgment. The BOS will facilitate rating of the employee based on multiple behaviors (Glazer, 2012). [...]
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