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Chamberlain College of Nursing *

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Management

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Nov 24, 2024

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Uploaded by PresidentValorGrouse18

1 Inefficiencies in Managing Human Resources Name Institution Course Professor Date

2 Inefficiencies in Managing Human Resources The human resource management department across many organizations possesses many complexities that need to be tackled to ensure successful and efficient operations. The complexities are defined by the position of organizations about internal and external environmental factors. External factors include professional associations, legal entities and structures, economic development, and socio-cultural changes. Internal factors include the organization’s strategy, culture, financial background, skill levels, and trade unions, among others. Without proper evaluations and tackling of these factors, an organization can fail due to inefficiencies. Thus, it is important to look into inefficiencies utilized by a business through its human resource, implementing changes, measuring and adjusting of individuals, and compensation to provide positive change. Utilizing inefficiencies in the professional Environment As reiterated in the introductory segments, organizations experience issues that affect the efficiencies of their human resource departments. These issues have continued to be a problem for an organization I worked for in the last two years. Two years later, and the organization has ignored the advice, I left to change the issues for efficiency. Concerning this, their utilization of these inefficiencies by the human resources is important. The first inefficiency focuses on compliance with business laws and regulations. Human resources have failed to keep up with changes in the market, including employment laws (Jhajharia & Kaur, 2015). The main reason is that the management thinks that these laws do not apply to the business. For this, the management does not know if it could attract audits, fines, and lawsuits, which is detrimental to the operational development of the business.

3 The second inefficiency includes management changes. Management changes are a problem for the organization when new managers and employees are not oriented to the philosophy and mission of the business. They have to learn on their own about strategies, internal processes, and structures surrounding business operations. The situation has seen some employees having problems adapting and coping with their new environment. Hence, decision- making has become a major problem for the business. The results include decreased productivity and morale in change implementation (Jhajharia & Kaur, 2015). The third inefficiency revolved around the business failing to invest heavily in the training and development of its employees. It ignored the fact that lower-level employees required training, which serves as a common human resource issue. The business has and continues not to think about such employees, thinking that they will do well in their workplace environment. Reduction and Elimination of the identified Inefficiencies Compliance is important for any business. Hence, managers should focus on complying with local, state, and different federal labor laws. These laws may focus on workplace safety, remunerations, and hiring processes. Regarding a solution to change management problems, the business should use the human resource department in communicating the benefits of ensuring constant orientation of new employees and managers. The communication should focus on knowledge implementation, which is instrumental in creating the required change for managers to understand the business objective and its relation to promoting the required development. Hence, having regular staff meetings allows all employees and managers to be on the same page when it comes to implementing new decisions in the professional environment (Romano, 2020). The solution about skills and developments of lower-level employees should be about ensuring that they have an improved way of working through different tasks that they

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4 handle in their classroom environments. Training and development do not consume money or time because it is an investment that a company makes. Hence, the only thing that it needs to do is ensure the right courses are provided to employees to become better than before. Changes required to Job Designs . Regarding changes, three main approaches are instrumental in ensuring the implementation of strategies to inefficiencies in the business. The first one includes job redesign. Job redesign will be about expanding on the roles and responsibilities of the employees (bt Ab Rahman & bin Ahmad, 2014). This means that they can take a wider scope of the business responsibility such that they would need the required training to influence their motivation to introduce change. Job redesign comes with the need to ensure job enrichment, enlargement, and rotation. Enrichment will ensure more tasks are available on the job. The responsibility and authority also come with additional pay to ensure that employees become satisfied. Job enlargement serves as a strategy that focuses on increasing tasks on a particular job. Job enlargement does not provide additional responsibilities and authority. It reduces the monotony associated with individuals doing the same job daily. Job rotation will also reduce how employees perceive their environment (Hussain, 2018). They will have to interact with more employees for them to grow as individuals. Due to this exposure, the organization will be strict in conduct, meaning that it will ensure compliance with laws and regulations. Measurement of Employees from Results Measurement of individuals will be checked through how they respond to the changes around them. If they can improve their productivity and performance, it means that they have received the best training. If not, then the training will have to be reevaluated. Orientation will be evaluated by analyzing how new employees work with the job rotation and enlargement

5 techniques. This will enable the understanding of the effectiveness of the solutions. Another main issue will be about understanding the perception of employees towards regulations. If they cannot understand regulations, then it means that they will have to receive capacity training on such issues (Okoye & Ezejiofor, 2013). Regarding the above, compensation will not have to be offered to implement the change plan and job designs. The only areas that will need compensation will focus on job enlargement due to the increase in responsibilities. Conclusion In conclusion, the discussion has shown that job enlargement, enrichment, and rotation are the foundation of the business's changes. Training of employees will depend on their responsibilities through enlargement, enrichment, and rotation of their jobs. Hence, it will be important to track their knowledge from their orientation to their already-experienced phases in the professional environment. Compliance will be installed by ensuring that employees are taken through sessions that focus on their perception of laws and regulations.

6 References bt Ab Rahman, A., & bin Ahmad, J. (2014). Assessment practices for competency based education and training in vocational college, Malaysia. Procedia-Social and Behavioral Sciences, 112 , 1070-1076. Retrieved from https://www.researchgate.net/publication/270847532_Assessment_Practices_for_Compet ency_based_Education_and_Training_in_Vocational_College_Malaysia Hussain, S. (2018). Kurt Lewin's change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3) , 123-127. Jhajharia, P., & Kaur, R. (2015). Achieving Strategic-Fit Between Business And Human Resource Strategies. International Journal of Humanities and Social Science Invention, 4(1) , 53-61. Okoye, P., & Ezejiofor, R. (2013). The effect of human resources development on organizational productivity. International Journal of Academic Research in Business and Social Sciences, 3(10) , 250. Romano, B. (2020, September 4th ). Amazon to grow Bellevue presence to 25,000 employees in a few years, with large new leases and tower plan. The Seatle Times . Retrieved from https://www.seattletimes.com/business/amazon/amazon-to-grow-bellevue-presence-to- 25000-employees-in-a-few-years-with-large-new-leases-and-tower-plan/

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