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Management Practices that affect Human Resource
The role human resource plays in given organisation is very significant, and the challenge that faces many organisations is ways of managing and handling their respective employees. The challenge and problem facing any institution is to make full of its employees knowledge, capabilities and competencies in most efficient way while creating a conducive environment for its employees to work in comfortable (Mathis & Jackson, 2009). This discussion and study focus on common but important factors that affect and influence the efficiency and effectiveness in picking, retaining and dropping of the staff basing on the case study given. From the scenarios we are given every scene affects human resource and in the discussion below we are going to list issues that affect human resource which include:
• Ageing workforce in the organisation.
• Continuous learning and training.
• Gender and loyalty
Workforce with disability: As stipulated by the Equal employment opportunity commission based in U.S it requires that an organisation should make necessary modifications that assure any employee with disability to fill the same privileges of employment as being enjoyed by other normal employees lacking any form of disability.
Therefore, for an organisation to accommodate staff with disability, it will have to modify to the working environment conditions so that the disabled can work comfortable.
Mathew Donovan, who was involved in an accident, is on the verge of compensation by the company, and the continuing being with him as a staff will have the following impact on the organisation:
• Additional cost and expense to accommodate the disabled.
Donovan, continuing to be an employee will increase extra costs resulting from extra equipment that the organisation will purchase for his use e.g. installation of lift system since he can’t use stairs and escalators to move around (Mathis & Jackson, 2009). For this reason, the company can consider him as a liability and drop him.
• Organisational social responsibility practices
As an organisation the society expects to do some activities to give back not necessarily at a profit, therefore, to improve the image of the organisation, it can retain the employee (Donovan) to show some care for the society by employing the disabled.
Ageing workforce in the organisation: Basing on the case of Gabriella Santana, aged 60years, case we can say that aged employees achieve a little unless incentives like pension schemes are introduced to act as motivator. Keeping ageing workforce in the organisation will have the following impact on the organisation
• Retraining the employee as the change in the environment; hence, the organisation will incur more costs hence in his case it’s better to drop the aged staff.
• Working and processing of information is poor caused by cognitions slow down generally. It is usually evidenced by recurrent forgetting of information and data when it comes to more involving tasks assigned to them or working under pressure.
Loyalty: Some employees who perform phenomenal in the organisation decide to go to look for greener pastures in other organisation but not in fear of losing their job (Mathis & Jackson, 2009). The same case returns to Gabriella Santana, who is considering defecting to look for another good paying job hence loyalty among the employee is missing. The impact of such employees within the organisation includes:
• The organisation would have wasted its resources training such an employee; hence, the human resource will encounter difficulties in implementing the mission and vision.
Mathis, R. L., & Jackson, J. H. (2009). Human resource management essential perspectives.
Australia: South-Western Cengage Learning.
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