Strategic Human Resource Management of ProCom †Free Samples

Question: Discuss about the Strategic Human Resource Management of ProCom. Answer: Introduction: Performance management is the systematic procedure based on which the overall performance level of an organization can be judged, evaluated and improved. Performance management as defined by Kocakulah et al. (2016) is the strategic as well as integrated approach to provide a successful result to the organization by improving the level of performance. Human resource management can be considered as one of the most prestigious departments occupying a predominant place in the realm of every business sector. People belonging to different cultural as well as social backgrounds are associated with the business process of various business industries. The role of efficient human resource managers is to keep a constant control over the entire performance management of employees. While rendering the business achievement as well as success employee leaves a major contribution based on whom the business organizations can excel their widespread wings in own country as well as beyond own country. I n the current scenario, it has been observed that the human resource department of various organizations fails to manage the performance level of employees. As a result, the entire business process is getting affected widely in maintaining their revenue growth and brand image. This particular study has focused to identify some of the major factors based on which performance management system of ProCom is getting affected. The human resource managers play the role of identifying the drawbacks on the performance level of employees. After identifying the drawbacks the HR managers intend to take an effective measure for improving the entire quality of performance. The primary goal of performance management is to maintain work environment. It has been observed that human resource managers of ProCom are going through the phase of ineffective performance management due to which the sales volume growth of the organization is getting affected. The necessary performance management issues that this organization has faced in this particular study include lack of credibility, lack of consistency, lack of established goal and lack of clear strategy. Organizational background ProCom being one of the most prestigious manufacturing companies, especially famous for oilfield and energy related products are currently facing innumerable issues in order to maintain the performance level of employees. As a result, the entire environmental balance is getting affected seriously. Ineffective performance management has become a major issue that ProCom is facing currently. Employees being extremely de-motivated towards providing good services tend to show their reluctance for performing well for achieving the success of business. This particular issue is causing a major harm in rendering the business success as well. The company was founded in 1982 as the supplier of industrial, oilfield as well as energy related products. The organization runs the operation with the large variety of energy products in Trindad Tobago market. Over the years of operation, the firm has gained a wealth of professional experience as well as the capability and resource to deliver total sol utions through a vast range of services including the supply, maintenance and installation. The company is an authorized dealer for vast range of internationally recognized products Original Equipment Manufacturer (Procomtt.com. 2017). The company has an increasing customer base, which covers a large variety of industries such as oil, gas, Petrochemical, Water as well as Wastewater and Manufacturing. In addition to this, the company also provides services such as high pressure testing and certification, Hot Tapping, Damage control, electronic repair and many more. In 2011, the company additionally strengthened its commitment to provide total solutions purchasing as well as operating one of the most technologically advanced rigging supply services in the nation. The major mission of the company is to deliver an exceptional engineered equipments and value-added services to its customers. The total revenue of the company was around $2.6 billion, which has increased from 9.8% to 13.3% in 2016 (Procomtt.com. 2017). Selected HRM issue The selected HRM issues that have been identified at the workplace of ProCom are as follows: Lack of credibility Lack of consistency Lack of established goal Lack of clear strategy Lack of established business goal: Although, ProCom implements an advanced strategy of recruitment selection, it is failed to retain its key human resource. In 2015, the company has observed a highest employee turnover compared to previous years and its early stage of operation due to the lack of performance management skill. In this context, Kocakulah et al. (2016) commented that the company provides optimal benefits to employees as their retention of policy but with the growing demand of such operation in the industry, the employees of ProCom switch to other companies. In addition to this, it has also been identified that due to poor practice of human resource management, the employees have the highest record of employee turnover. Lack of Clear strategy: As put forward by Valk et al. (2016), in a usual basis, a company expects its employees to work for 24 days in a moth considering the causal leaves and weekly off. However, a large percentage of the employees at ProCom work for 15-18 days in a month, which is severely affecting the productivity of the company. Therefore, it is inevitable that the human resource managers of ProCom do not have the efficiency of making clear strategy and goal. The productivity of the company is declined compared to previous years, which hinders their ways of expanding the business further. Lack of credibility: ProCom employees have to put extreme level of endeavor at the workplace. In addition, they fail to get reward and reorganization of their efforts from HR managers. In order to get good performance from the employees, organization like ProCom needs to provide employee liberty. With the help of this liberty the employees can get enthusiasm to perform well. Providing additional facilities and benefits to the employees are the part of human resource strategies to motivate employees. It has been observed that the HRM of ProCom have lost credibility from the employees. Lack of consistency: At the same time, one of the most effective reasons of mismanagement of performance of ProCom is the implementation of inconsistent organizational policy that is talent development. The prominent mission of ProCom is to give the opportunity to young talents and to excel their skill and competencies. Initially young talents are not capable enough to handle the work pressure competently. After being associated within the service process, those fresh employees fail to control the entire work life balance. Stone (2013) commented that the human resource managers tend to show their strict attitude in order to get good services from the new employees instead of motivating them. Automatically these people fail to perform. Analysis of the issue: Issue analysis: The reasons behind which ProCOm has faced these issues are as follows: Losing Credibility: As per the core value of ProCom, integrity and talent development is one of the most integral parts of ProCom business ethics. People belonging to different geographical markets are entertained within the business process of ProCom. Kim (2012) opined that the human resource management policy of ProCom implies that employees should be recruited as per the skill and competency level rather than their cultural as well as religious outlooks. However, in past two years the overall business scenario of ProCom has been changed. As per the company profile of ProCom, this particular organization is known for authorized dealers especially famous for Original Equipment Manufacturers. However, while keeping a continuous balance in different sectors, this particular organization had to appoint sufficient number of employees for keeping a constant control over the entire process of business and Lewis (2012) stated that due to lack of sufficient number of employees the organization has to impose ex treme level of pressure on the existing employees. As a result, the employees showed their extreme level of reluctance for performing well towards reaching the business goal. On the other hand, the human resource managers in order to keep a control over the entire business process forget to make an effective interpersonal communication with the employees in order to know their organizational issues. As already stated limited employees are appointed within the business process of ProCom in comparison to their varieties of products as well as services (Noe et al. 2017). The level of endeavor that an individual employee has to put for achieving the business goal goes in vain as the company does not return them in terms of facilities and benefits. In this kind of situation, the rate of employee turnover at the workplace of ProCom has become a major issue. While facing this particular issue ProCom has lost several numbers of fresh talents as well from their organizational process. Automa tically the overall strength of this business organization has become demolished. The human resource managers have failed to control the rate of absenteeism from their workplace. Why and how to improve the issue: However, in order to regain the image and reputation of the business organization like ProCom, the human resource managers should implement some of the major business strategies and policies at the workplace. The HRM issue that ProCom has faced currently should be improved as soon as possible the strategies are as follows: Implementation of motivation theory at the workplace: As per the concept of motivation theory employees need to be encouraged towards the entire business process by providing them some of the additional facilities and benefits. Employees who are performing well needs to be given award and recognition for their effective service processes. In addition, ProCom should implement incentive schemes as well based on which the employees would like to perform well towards meeting the business target. Providing development session to the new employees: Juhdi, Pa'wan and Hansaram (2013) stated that employees of ProCom are from different cultural and religious backgrounds. Therefore, human resource managers had to face innumerable difficulties in communicating with the employees effectively in the market. In this kind of situation HR managers can invest certain amount of money for the purpose of training and development session in order to enhance the communication, psychological and technical skill of employees. As a result, both the employees and the HR managers would feel comfortable while interacting with each other. After resolving the personal issues the employees would be able to perform well towards the business process. At the same time the human resource managers can take a professional training course to become more competent. Increasing the recruitment process: ProCom human resource development policy enables the HR managers to recruit limited number of employees at the workplace. Posthuma et al. (2013) opined that due to the certain number of employees the staffs had to face innumerable difficulties in maintaining the organizational pressure along with the needs and demands of the customers. As a result, the employees being de-motivated fail to perform well. However, in order to improve this particular situation, the HR mangers should recruit more employees at the workplace without being specific in terms of cultural and religious attributes at the time of recruitment. Make an effective comparison between ProCom business policy and other organizational practices Croucher et al. (2012) stated the level performance management can be improved only when the organization like ProCom would be able to implement consistent policy and gain credibility of the employees. The companies such as Atkins Trinidad Ltd, Atlantic, Air Liquide Trinidad Tobago Limited and Aerogas Processors Limited are also establishing their widespread wings in the market of Trinidad and Tobago. Therefore, in order to become a serious market threat for these specific companies HR managers of ProCom has decided to implement reward and reorganization policies, bonus and incentive schemes for drawing the attention of employees from being switched to other company. As a result, the managers can reduce the rate of employees absenteeism at the workplace for maintaining organizational balance. Recommendation Employee performance is sometimes remains difficult for human resource managers to manage due to the lack of efficiency and credibility. In order to implement effective performance management from the ineffective one, ProCom can be provided some of the major recommendations. Render credibility on the employees: Before making a proper business strategy the human resource managers should use participative style of leadership for taking collective decision. HR managers should have proper credibility of employees while working together at the workplace. The own decision of the business managers sometime de-motivates the employees for performing well at the workplace. In addition, the development of the policy is not only solution that company develops; it hast to improve the communication practice in the workplace, which helps to convey the policy to each employee. Moreover, the HR manager of the company should inform the members all departments that non-compliance to the policies results to severe consequences. Furthermore, the employees should be rewarded for their good performance. Thus, it can motivate the under performers as well to perform effectively for the further progress of business. Implementing specific business goal: ProCom needs to implement consistent organizational goal that is in favor of the employees It might not be sufficient for many employees to manage their non-work obligations and stay physically healthy. Thus, the company could have enhanced their number of leaves to the employees so that employees stop taking unplanned leaves. However, this might not deduce the total time away from the work but it could control the unplanned nature of employee call-outs when they are aware that they could schedule enough absence avoiding the penalty. Training and development for rendering consistency in performance: HRM should render consistency on the performance level HR managers. In order to enhance the skill of performance management of human resource management, ProCom needs to develop appropriate training and development programs that help the managers to brush up their skills and knowledge in dealing with employees needs and demands. In addition, after the recruitment and selection, each employee should be trained as well regarding the tasks that company performs. Implementing clear business strategy: ProCom should implement clear business strategy at the workplace rather than changing business policy repeatedly. Providing career and growth opportunity to the employees, implementing reward and recognition policies, following participative leadership style at the workplace can be considered clear business strategy. After years of experiences, most of the employees tend to look for career opportunities and internal growth. Thus, employees who work in the organizations for years and remain loyal to the company, they should be provided with internal career growth opportunities. The employees should be promoted based on their skills, experience and performance. With the help of a performance appraisal system, the performance of each employee needs to be assessed. If the HR mangers fail to perform well employees career growth and opportunities become demolished. Conclusion: In the current business scenario, ProCom has faced innumerable difficulties in maintaining their organizational image and reputation due to the lack of performance management among the employees. Extreme level of work pressure at the workplace, lack of proper leadership, communication and psychological dilemmas are the necessary reasons due to which the employees fail to perform well. In a business organization like ProCom employees have to face innumerable difficulties to communicate with the human resource managers due to their cultural barriers, psychological barriers, communication barriers and many. At the same time, it has also been observed that human resource managers while interacting with the employees intended to use autocratic form of leadership at the workplace. With the help of this specific style of leadership the HR managers of ProCom intend to impose their own decision on the employees rather than preferring a participative decision making by involving the employees. In this kind of situation, employees fail to get motivation to perform well at the workplace. They as a result refuse to perform well towards business services. 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