Koegel PowerPoint Presentation

Evaluating Human Resources Project: Part III

Project Team

Cody Abbey

Nicolaza Ascencio

Rishonda Forsythe

HRM3150

Performance Management of Human Resources

October 4, 2020

Professor

Dr. Rebecca Herman

Introduction

Analyzing how the functions of Human Resource support an organization and how it impacts employee satisfaction, is at the center of Part III of this project. With the budget in mind, HR leaders at Koegel will make the decision where to invest during this fiscal year to increase employee satisfaction with HR services, with the goal of becoming an employer of choice within the next three years.

Introduction of Recommendations

The company can invest in particular areas during this fiscal year to increase employee satisfaction with HR services. To select these recommendations, the process of determining the most essential aspect with adequate benefits to the firm in alignment of achieving its goals can be used. The company can invest in training of employees by providing adequate training resources and scheduling time that don't interfere with the firm's operations. Very few workers are satisfied when working in a job for a long time with less hope of progression and growth. Providing staff with opportunities to advance within the organization increases motivation, productivity, and also loyalty which achieve employee satisfaction with the HR services. Listening to employee's perspectives is another recommendation. One of the biggest issues within organizations is workers feeling that their views are not valued and not considered even for a second, by their employers. It is vital for employers to give everyone a chance to present their views and make them feel their views are appreciated, listened to, and acted upon which increases their satisfaction.

Recommendation for First Negative Gap)

The first negative gap at Koegel Meat Company is flexible work schedule. The underperforming of this service reduces worker's performance due to lack of work-life balance that is the result of employees current working hours. To improve this negative gap Koegel needs to understand and listen to employs needs and to allow them more say in their work arrangements. This can include compressed workweek, reduced hours, and flex time. Studies show that when employees have flexible schedules it can reduce tardiness, increase employee morale and engagement, have better retention, and contribute to greater production (Andrews, 2018). These benefits alone will align with our goals of increasing revenue and production, and is a benefit to employees increasing satisfaction and work life balance while making Koegel a preferred employer.

Recommendation for Second Negative Gap)

When it comes to making employees feel valued there are several things that can be done, including having an award and recognition program. The data of our survey revealed this is quite important to our employees, unfortunately, this is also a focus that employees have identified as an area that needs improvement. Harrison (2020) explained that employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations. In order to be successful in the workplace at any level, we need to understand the psychology of praising others for their good work, to apply the principles of employee recognition ourselves and to encourage others to initiate it in their working relationships. In order to ensure employee feels valued and satisfied with their work environment the organization must make a shift to improve the downfall in this area.

By creating recognition programs that not only recognize, but reward employees, Koegel will be able to create more of a focus on this area of importance. The program will include an ecard recognition program that would allow employees to send peer-to-peer recognition cards virtually as well as give managers the ability to send points that can be redeemed for merchandise or experiences. This will not only encourage recognition from managers to their employees, but also recognition from peers. The overall program would also include a yearly recognition event that honors employees that have gone above and beyond in what they do. These individuals would be nominated by their peers and managers within the organization and winners will be chosen on the number of votes as well as the reasoning behind the votes. Harrison (2020) mentioned that appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued by others. When employees and their work are valued, their satisfaction and productivity rise, and they are motivated to maintain or improve their good work. This is why these programs must be implemented to increase employee satisfaction and productivity. While this investment in technology and events will be somewhat costly, it will help us win by increasing retention and employee satisfaction.

Recommendation for Third Negative Gap

The third negative gap that was revealed in HR services is career development opportunities. Employees feel that career development is important and a service they value, so the fact they are dissatisfied by what Koegel offers is something HR wants to try to correct to ensure they will satisfy employees and be an employer of choice. There are many ways that Koegel can use this information about negative gaps to their benefit by providing employees with options that can improve their satisfaction. Services that KOGEL could provide to help contribute to professional growth and development include continuing education, skill-based training, and mentoring and job shadowing. By allowing employees to see their future at Koegel they can ensure employee loyalty and motivation to increase work performance. Continuing education classes can help employees gain a degree and sufficient knowledge and skills that contribute to their job. Skill-based training is a service that can improve employee’s skill at the job and increase work production, which benefits the company by achieving higher revenue and profits.

Employees want to know that they have job security and employers want to attract and retain top staff and reduce turnovers. Paying attention to career development and investing in employees can increase satisfaction, work productivity, and motivation. Traditional training programs focus on improving specific competencies related to the employee’s current job, employee development programs target skills, knowledge, and behaviors that better prepare the employee for future positions, career development encompasses both training and development (Program Evaluation, Training, Human Capital Management, 2017).

Human resources can improve career development and opportunities without a big budget by simply taking personal interest in employees and their career goals. With a family-oriented company of so few employees, this is an easy way to see what employees want for their future. By offering employees to job shadow and be mentored you are investing in the performance of employees and it is their performance that drives the success of our company.

Conclusion

. The essence of becoming an employer of choice is the quality of the employment relationship, or psychological contract (Baker, 2014). By making a decision to implement these recommendations you will make employees feel heard, valued and appreciated improving the employment relationship. This will lead to higher employee satisfaction, longer employee retention, and increase in productivity which will make our company more profitable. When employees feel they are invested in they contribute to a positive work environment and increase the quality of our company by increasing the satisfaction in the brand. When employers don’t act to become an employer of choice then good employees will move on to other companies, and you will lose great talent. Koegels Brand is Quality, Integrity, and Family, so the ability to implement recommendations to contribute to higher employee satisfaction aligns with its mission and goals. Lastly, these recommendations will achieve our company’s strategic objective of becoming an employer of choice within the next three years.

So, constructing a budget to provide services to reconstruct employee work schedule to become more flexible, contribute to awards and recognition program by including an online ecards recognition program, and increase career development by increasing the budget for training, and continuing education courses, will achieve our goal. In conclusion, introducing these recommendations will increase the budget but the rewards from these additions will increase employee satisfaction and therefore increase work performance making up for the difference, and helping us become more profitable and a great place to work.

References

Andrews, M. (2018. October 3). Attract and Retain Top Talent By Offering Flexible Schedules. Retrieved from https://www.forbes.com/sites/forbeslacouncil/2018/10/03/attract-and-retain-top-talent-by-offering-flexible-schedules/#1658fd785e86

Baker, T. (2014. May 7). The eight values of employer of choice. Retrieved from https://www.trainingjournal.com/blog/eight-values-employer-choice

Harrison, K. (2020, July 16). Why employee recognition is so important - and what you can do about it. Retrieved October 01, 2020, from https://cuttingedgepr.com/employee-recognition-important/

Program Evaluation, Training, Human Capital Management. (2017. January 3). Importance of Career Development In Organizational Success. Retrieved from https://www.forsmarshgroup.com/knowledge/news-blog/posts/previous-years/january/importance-of-career-development-in-organizational-success/