HR’s Role in an Organization- Part 4

Human Resources Management

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What is HR’s role in these efforts to create a high-performance system in the workplace?

Developing clear job descriptions and employee performance plans which includes the key result areas and key performance indicators. Negotiating requirements and performance standards for measuring the outcome and overall productivity against the predefined benchmarks. Providing continuous coaching and feedback during the period of delivery of performance. Identifying the training and development needs by measuring the outcomes achieved against the set standards and implementing effective development programs for improvement. Holding quarterly performance development discussions and evaluating employee performance based on performance plans. Designing effective compensation and reward systems for recognizing those employees who excel in their jobs by achieving the set standards in accordance with the performance plans or rather exceed the performance benchmarks. Providing promotional/career development support and guidance to the employees. Performing exit interviews for understanding the cause of employee discontentment and thereafter exit from an organization.

How does the organization address negative behavior?

The following behaviors are some that we see in very few consultants within our organization; abusing leave of absence (sick time), arriving late & leaving early to work negative & rude (bad attitude), only thinking about themselves, late with deadlines and gossiper & rumor starter. The organization tries to get to the bottom of the reason why the consultant is unhappy and off assistance and programs through our living well program. This program offer assistant to those that are having a challenging time adjusting, managing, and coping with everyday work life balance. Our employees’ health and wellness is the most important. If our employees are happy and enjoy their job, our customers and shareholders will also be happy, and the bank will be profitable.

How does the organization address job dissatisfaction?

The organization addresses job dissatisfaction by attempting to identify if the job is the best fit for the consultant. We have several personality and job identifying assessments such as; DICS, Myers-Briggs, Strength finder, career fitter, etc. It is important to identify the root cause of the employee’s unhappiness or dissatisfaction; our goal is to grow talent maintain stake in our investment.

What is the HR department’s role in addressing these situations?

The role of the HR department in addressing these situations is to provide next step advice, if a consultant has been placed on corrective action and is constantly dealing with the same issues we either coach them up or out the door.