Guest Post by Andre Smith
HR departments encounter various issues when dealing with employees with some being relatively common and others specific to particular fields of work. These problems are not only a headache for HR managers but the company as a whole. Failing to solve even the most common issues leads to poor employee retention, resulting in massive turnover costs not to mention the loss of investments in terms of training. No organization is immune from human resource challenges, but some tactics can aid in keeping them at a minimum or nipping some in the bud before they turn into full-blown crises.
Every company has a bottom line where employees are tasked with giving their best efforts. Problems arise when some employees don’t put in their best, which ends up affecting an organization’s productivity. Spending money and other resources to train workers that eventually don’t add to the company’s objectives can be hard to reconcile with, especially when dealing with workers who are not motivated. An employee who is not psychologically committed to their job will not do much to contribute to the productivity of a company. HR managers have to come up with techniques to efficiently motivate workers to put their all into what they do. Incentives play a significant role when it comes to improving the productivity of employees, although HR managers have to understand that money is not the only reward. Some employees appreciate other forms of incentives better such as having more freedom to carry out their duties, appreciation from co-workers, attractive assignments and so on. The motivational tactics that a company uses should not be one-size-fits-all because individuals respond differently to incentives.
The environment that employees have to work in will contribute to factors such as productivity and health. Safety problems are a nightmare for HR departments across the world. Companies have to ensure that workers have a safe working environment, and different regions have instituted regulations on worker safety to guarantee that. The risk of workplace injury comes from many avenues that range from the equipment used in everyday operations to the office space. Injuries suffered at the workplace can lead to lawsuits that may cost an organization a lot of money. HR managers have to look at all aspects of safety and make certain that employees have a work setting that does not pose health or injury risks. Some areas of work, such as warehouse operations for example, inherently pose more risks to workers. In such cases, it’s worth investing in all required safety equipment because not doing so will not only increase the likelihood of injury but also pose liability in case of an impending lawsuit. Training of workers on safety is another vital component for any entity to guarantee that new recruits learn the regulations to observe for their maximum protection.
Organizations hire diverse workforces to promote equality, which is in addition to taking advantage of the vast talent available out there. Challenges regarding discrimination can take two forms. One is where some employees discriminate against others on grounds such as race, age, religion, gender, or disability. Training of workers on the legal implications of discriminatory practices goes a long way in preventing such cases. It is important as well for individuals to learn their rights and what to do when facing discrimination. The other aspect is when HR departments don’t meet regulations of fair labor during recruitment. Managers should establish and implement recruitment policies that guarantee a diverse workforce.
Problem employees are detrimental to company objectives. Such employees can have issues of attendance, productivity, discipline, and attitude just to mention a few. Problem employees also present legal challenges when they use their rights or the system to take advantage of the company. Problem employees pose the risk of infecting others with their bad attitude, making it necessary for HR managers to handle the problem promptly. The best method to accomplish that is to understand the cause of the bad attitude in an employee. A worker may be dissatisfied with their benefits, have concerns about the safety of the work environment, have disrespectful superiors, or may not be happy with the pay practices. HR managers must comprehend the issues first before implementing strategies to solve them. A company with disciplinary procedures and strong policies on aspects such as attendance and performance has a better chance of curbing problem employees.
Attracting the right candidates to a company is not enough because HR professionals must know how to retain them as well. Knowing how to deal with common challenges will go a long way in keeping talented employees and providing them with motivation for the betterment of an organization.