Introduction
Employee emotions have a big influence on their enthusiasm and how they complete assignments. As a result, a response to their emotions, whether good or negative, is required to improve the company’s productivity. The goal of this paper is to provide a comprehensive summary of the main points related to the organization ABC Enterprises Limited, its business efficiency and effectiveness, and the implementation of specific human resource activities. The major topic that is covered in the work is connected to the alignment of human resource plans and interventions with organizational vision, mission, and objectives.
Discussion
ABC Enterprises Limited is a company whose goal statement emphasizes providing easy, efficient, and cost-effective services to its valued consumers all over the world. Its mission statement is to make ABC Enterprises Limited the customer’s first choice. These ideals and missions could only be accomplished if the organization’s executives provided unwavering support. The memo’s main point is that the organization has to seek aid by examining the different problems that are impeding its overall advancement.
Concerning the alignment of the plan and interventions with the organizational vision, mission, and goals, it is feasible to emphasize the aspects related to the efficiency and effectiveness of the work of employees. Employees who diversify their work experience the meaning of work since they will be combining numerous job types, which will stimulate them but also lead to high-quality work productivity. Employees will find the task tedious and demotivating if this is not the case. To enhance staff efficiency, the duties of the workers should be defined from the start. Roles that are unclear to employees might be perplexing, discouraging, and, as a result, come across as demeaning, reducing the quality of job production. Furthermore, employees should be treated with dignity by being given defined job tasks and not having their senior top supervisors claim responsibility for them.
The plan and interventions can potentially align with organizational aspects and objectives due to the fact that they are strongly connected to the operational activities of the firm. Moreover, the measures will assist in improving the quality of work of the employees; thus, resulting in the increased probability of attaining the demanded outcomes. For instance, making employees a part of the solution is an essential approach to encourage them and provoke growth in organizational performance. Employees should perceive that they are important and appreciated in the workplace (Zhang et al., 2022). As a result, including people in the decision-making process of ABC companies is an excellent way to empower them. This will demonstrate to them that the organization believes in them, and they will be motivated to meet those goals.
Furthermore, rewarding individuals for their accomplishments at work serves as a powerful incentive. They must be inspired to enhance their level of devotion and enthusiasm in their daily professional tasks. Employees are able to settle and relax when they attain particular work milestones. Even though it may seem simple, rewarding employees for their accomplishments is critical to their motivation (Zhang et al., 2022). This strategy raises the workplace bar and stimulates other employees to follow the specific example. Employee recognition programs, such as Employee of the Month, may help ABC businesses reward their staff by motivating other workers.
Summarizing how the topics are related to each other and how they benefit the organization, it can be stated that human resource initiatives positively influence the company in case they create advantages for the employees. One of the most successful techniques for promoting ethics and diversity in a business is the balanced scorecard motivating strategy. The balanced scorecard motivation strategy is strongly connected to internal organizational procedures and to human resource activities. In fact, this strategy is proposed as a potential tool for improving the efficiency and effectiveness both in internal and external processes of a company. The four aims for building a high-performance professional labor system and culture are to create performance and quality standards, generate and share information, enable clear dialogue and communication, and promote continuous learning. The collecting of organizational metrics is linked with the course of developing performance criteria.
Human resource laws, rules, and standards play a critical role in putting an organization’s human resource strategy into practice. In addition, they assist to improve the mutual relationship and establish a healthy organizational culture by providing consistency and openness for employees and management. Federal, state, and municipal governments have the power to change labor laws and influence company operations and choices regularly. Equal Employment Opportunity regulations are among the most significant aspects of human resource policy since they protect people from discrimination based on their age, handicap, genetic information, ethnic origin, color, gender, maternity, or faith. Considering an event or policy that would potentially challenge the organization, it is possible to highlight workplace safety compliance and legal concerns, for example, Occupational Safety and Health Administration standards. The act of conforming to safety guidelines established by regulatory organizations and lawmakers is known as safety compliance. Businesses must follow the applicable safety requirements for their industry and authority. In general, it is complicated to constantly oversee all the internal processes; hence, uncontrolled personal factors can provoke the emergence of issues related to workplace safety.
Concerning the concrete human resource activities that provide tailored motivational responses that benefit each level of the organization, it is feasible to underline the process of involving workers in decision-making. Managers who engage workers in making corporate choices will help them to participate in the entire process, in addition to gaining a distinct and expert viewpoint from them. Referring to the preparation of the organization for potential changes, the human resource department should review and revise all the procedures and programs related to onboarding and personnel training and development. Organizational transformation processes can be successfully implemented in case employees are fully-qualified and possess the necessary skills and knowledge. Considering human resource activities that provide instructional and policy activities that insulate the organization, it is possible to emphasize the elaboration of separate and customized human resource systems. In this case, the organization will develop its personnel management platform that will be able to influence the workers; hence, the company will be impacted as a whole.
Conclusion
To summarize, ABC Enterprises Limited’s mission statement stresses offering simple, efficient, and cost-effective services to its loyal customers across the world. ABC Enterprises Limited’s mission statement is to become the customer’s first choice. Since the strategy and interventions are closely linked to the firm’s operational operations, they may be able to fit with organizational elements and objectives. Furthermore, the measures will aid in enhancing the quality of work performed by employees, increasing the likelihood of achieving the desired goals. Summarizing how the issues are connected and how they help the firm, it can be concluded that human resource initiatives have a beneficial impact on the company when they provide benefits to employees.
Reference
Zhang, B., Zhao, L., Liu, X., Bu, Y., & Ren, Y. (2022). The influence of employee emotion fluctuation on service performance: An experience sampling data analysis. Frontiers in Psychology, 13, 648142. Web.