Mining Excellence at Redmond Minerals Essay

The HR department right away must attain and evaluate each employee contributions to the company on a scale relevant to their position. This is where a high executing contrive transcription comes in to play which creates the best possible fit between their employee genial ashes and their equipment technical system. This function of having a high performance work system is based on the reliance of knowledge workers, the empowerment of employees to put one across decisions, and the use of team work.The HRM practice has to incorporate various measures to create outlets for performance heed, training, work design, and compensation to demonstrate the importance for achievementful output. This in tip over allows HRM to focal point on the strategy of the company putting emphasis exploitation and efficiency allowing the department to apparatus total quality management practices.Those practices populate of methods and processes that are designed to meet the needs of internal an d external customers, either employee in the organization receives quality training, quality is designed into a ingathering or good so that errors are prevented from occurring rather than being notice and corrected in an error-prone convergence or service, the organization promotes cooperation with vendors/suppliers/and customers to mend quality and hold costs down, and managers measure progress with feedback based on data. (Noe, Hollenbeck, Gerhart, & Wright, 2009, p. 7) This practice is also parallel to the reengineering of the company unexampled mathematical product focus plan, instead of focusing low costs and low prices the focus became concentrated on unique products which catered to a unique target market of consumers. This will prompt the HR department to help design and implement change so that all employees will be committed to the success of the reengineered organization. This may require additional training for the new restructuring of their new product pull back and will give everyone an opportunity to feel comfortable with the new way of operation. Suggestions for Internet ImprovementsAt the organizational take, a successful human race choices Development program prepares the item-by-item to undertake a higher level of work, organized learning over a given period of time, to bid the possibility of performance change (Nadler 1984). In these settings, human beings Resources Development is the textile that focuses on the organizations competencies at the first stage, training, and then ontogenesis the employee, through education, to accomplish the organizations long-term needs and the individuals career goals and employee value to their present and future employers.Human Resources Development can be defined simply as developing the most important section of any business its human preference by attaining or upgrading employee skills and attitudes at all levels to maximize enterprise effectiveness. The slew inside an organizatio n are its human vision. Human Resources Development from a business perspective is not entirely focused on the individuals growth and development, development occurs to enhance the organizations value, not solely for individual improvement.Individual education and development is a neb and a means to an end, not the end goal itself. (Elwood F. Holton II, James W. Trott Jr journal of Vocational and Technical Education, Vol. 12, No. 2, p7). The broader concept of national and more strategical attention to the development of human resources is beginning to emerge as impertinently independent countries face strong competition for their skilled professionals and the accompanying brain-drain they experience.If I was tapped for the job of HR Specialist, three ideas that I would suggest in utilizing the meshwork for HRM would be to use a human resource information system which a computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information link up to an organizations human resource. I would also suggest an electronic human resource management application which allows employees to enroll and participate in training programs online, as well as elect benefits packages and read company news. Another brass to include the technological aspect of HR would be for the basis of playscript keeping and information sharing.I would implement a self service which means employees have online access to info about HR such(prenominal) as training, compensation, and contracts. My ideas support Robertss ideas of running the company because he took on the responsibility of making his employees a priority. He understood the makeup of the nook company and the important resourced asset that will differentiate his product line from his competitors. His ability to be receptive to suggestions from his employees along with giving them the ability to be empowered in their position shows trust in his employees attributes that they will positively add to t he success of the company.By creating an open growth focused gloriole it will stimulate productivity and allow original ideas to be a foundation for present and future employees to stand on. Willingness to Change From the reading the authorized owners felt that empowering their employees as a risky move so their stockholdings shares were sold to Robert. I believe that Roberts strategy prompted change and realizing that in order to accomplish goals of the company that his people must be in the forefront. People are your most important asset, because technology, products, and structures can be copied by competitors.No one can match highly charged move people that care about the operation of your business and talented creative human capital is the prime ingredient for organizational success. Before within the company it appeared as if the employees under previous management were overworked and underappreciated which caused for lack of growth and stagnated direction overall. By unde rstanding the attitudes of your employees and presenting an atmosphere that is conclusive to the strengthening of a positive work related environment your customers will ultimately reap the benefits and will be the basis for customer retention.The more top management wants an internal commitment from its employees, the more it must involve employees in shaping work objectives, specifying how to achieve them and how they will be rewarded and recognized once attained. point of reference Noe, R. , Hollenbeck, J. , Gerhart, B. , Wright, P. (2009). Trends in Human Resource Management. In J. Weimeister (Ed. ), Fundamentals of Human Resource Management (p. 36). New York McGraw-Hill/Irwin.