Issues and Recommendation for Human Resource Planning

Question: Discuss about the Issues and Recommendation for Human Resource Planning. Answer: Poor Balance between Employee Satisfaction In any kind of organization it is important that the employees working in it should have satisfaction in working for the organization. This helps the organization to achieve its objectives and goals efficiently. As the Director of the HR department of the organization I believe that it cannot be said that all the employees are satisfied in the work environment. Thus, the employees should be treated with respect irrespective of what profile they are working in, be it blue collar or white collar job profiles (Chaneta, 2014). Steps are to be taken for the employees to be empowered by allowing the employees the freedom of speech, offering compensation and benefits above the average scale. These provide the employees with the motivation and positive attitude to achieve the objectives and goals of the organizations. Thus, it is very important to maintain a balance between employee satisfaction and achieving of goals of the organization. High Staff Turnover Issue The concept of ideal worker in the organization has been jeopardizing the workforce from the basic level. Being the Director of HR of this organization, the domination of the workforce was not ignored by me. The average age of working women was also very low. This has led to an obstinate concept of a male of the family being an ideal worker (Easterby-Smith, Thorpe Jackson, 2012). This concept can be altered and replaced by spreading the concept of any person irrespective of the gender being the ideal worker and same amount of focus should be given to the entire employee. More number of female workers should be hired for both the blue and white collar job profiles in the organization. Awareness among the blue collar employees should be spread regarding the issue. Too Little Training and Poor Career Options Little or poor training for the staff of the organization has been resulting in poor work outcome. The conduction of orientation and induction programs for the new employees of all levels has to be implemented. Regular meetings and training sessions should be conducted for the employees who have already been working in the organization (Storey, 2007). There should be openings for different job opportunities in the organization regarding different work aspects which would enhance the effectiveness of the management in the organization. Issues and Recommendation for Discrimination Woman feel discriminated when returning to lower level jobs after maternity leave It has also been observed that the women workers of the blue collar job profile in the organization feel discrimination as there is a most of the workers (80%) and employees are males. If there will be more number of male worker and working environment is not good the female might feel discriminate when they joined after maternity leave. The company needs to make working environment good for those which return after maternity leave (Garca-Moreno et al., 2015). Too Little Support for Pregnant Woman New set of policies are to be define by the organization for the pregnant women. They should be entitled for maternity leave according to the health conditions. The pregnant women should also be entitled to a leaves if the health conditions demand. The organization need to assign a team of medical professional assistance in the organization for the overall health of the employees of any level (Fox Quinn, 2015). The pregnant women, especially belonging to the blue collar job profile should be given medical assistance allowances during post pregnancy by the organization. Low Support for Work-Life Balance The poor work-life balance of the employees and workers in the organization should be corrected by making the employees to communicate and share their issues, scheduling proper working hours allowing adequate non-work life to the employees. The employees should also be provided with adequate number of par leaves in the organization so as to provide them with opportunities and time to spend their personal time. The employees should be made to set their priorities in both the work environment as well as their personal life (Ware, 2015). The organization needs to make the employees set specific measurable objectives and goals so as to maintain effective work and personal life resulting in a balanced work-life. References Chaneta, I., 2014. Human resource planning. International Journal of Management, IT and Engineering, 4(2), p.333. Easterby-Smith, M., Thorpe, R. and Jackson, P.R., 2012. Management research. Sage. Fox, A.B. and Quinn, D.M., 2015. Pregnant Women at Work The Role of Stigma in Predicting Womens Intended Exit From the Workforce. Psychology of Women Quarterly, 39(2), pp.226-242. Garca-Moreno, C., Zimmerman, C., Morris-Gehring, A., Heise, L., Amin, A., Abrahams, N., Montoya, O., Bhate-Deosthali, P., Kilonzo, N. and Watts, C., 2015. Addressing violence against women: a call to action. The Lancet, 385(9978), pp.1685-1695. Storey, J., 2007. Human resource management: A critical text. Cengage Learning EMEA. Ware, V., 2015. Beyond the pale: White women, racism, and history. Verso Books.