When building a successful organization, the focus is on the employee - and not just to make that employee good, but to make that employee great. Employees will be motivated by one another and by all levels of management with rewards and recognition for those who go above and beyond. The satisfaction and pride the employee will have can inspire other employees to not only succeed in their own personal goals, but of those of the organization. By establishing graded customer service goals combined with financial benchmarks, members of the company will have a true sense that the organization is working for their benefit. Combining all of these directives as the foundation of the managerial plan, one can truly understand why great performance will be delivered.
ALITY MANAGEMENT Total Quality Management (TQM) is the art of managing the whole to achieve excellence. It is a continuous effort of management along with the employees of an organization to improve the quality of products and services. It holds the belief that all employees should collaborate with each other to produce high quality products and services in order to meet customers' demands and satisfaction. Everyone within an organization plays an essential role in achieving overall customer satisfaction. A successful business should provide high quality products and services to the customers.
The key goals of employee involvement programs is to enhance the quality of the employees’ working life, management must be responsive to the requests of the employees. The best way to ascertain those requests is to ask employees. If workers can be motivated and given the opportunity to participate in the search for improved methods of job performance, and if this motivation and participation can be maintained over time, job performance should improve. Productivity is higher in companies with an organized program of worker participation. Employee participation can and does raise productivity.
Principles in the management can be identified to use them in system and connect them with the values. We have different values in each culture which we can use in TQM. The strategy is built on connecting all the values in order to reach customer satisfaction in the current culture we are committed to. The continuous improvement (Kaizen) is required being on a high quality to reach customer’s needs. We can start any company successfully if we determine TQM well.
Human Resource Management The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees. Without out them they would surely fail. Particularly, how a company is run and how they treat their employees and customers help set the core competencies, which distinguish one organization from its competitors. This paper is intended to give an overall view of how important Human Resources re to a organization, by looking at the people involved, the laws that effect, and the methods used in Human resource management.
First of all, Electrex has applied the performance formula, which is performance = Ability* Motivation* Resources into their company in order to motivate their employees. Also, Electrex are putting in a lot of efforts to make sure that every sector in the performance formula is high in order to gain a high performance from their employees. For instance, Electrex has provided the best working environment and equipment as a part of the resources for their employees. Besides that, all the employees in Electrex are entering into the company according to two aggressive interviews; therefore, the workers should have the ability to do their work well. As a part of the motivation, the management level in Electrex has also tried their best to sat... ... middle of paper ... ...ees who performed well in their job.
Utilizing the power of teamwork Team leaders across the world are focusing on basic elements such as instilling trust within their employee teams so that each employee can work with each other and share work effectively; It not only builds effective employee relationships but also helps in reducing conflicts. Finally effective leaders know the importance of increasing collaborative efforts within employees by frequent interaction and valuing their opinions helps in Emphasizing upon core values and leadership skills, while hiring people in organizations. World’s leading high engagement organizations hire for leadership potential as expressed in individual values that align with core organizational values. Finding employees who will fit into the company’s culture is more important than hiring based on work role competency.
A motivated manager gives employees more than just their work; a motivated manager pushes their employees to be the best they can be by gauging how high their potential can reach. High expectations from a manager put employees in positive moods and make the employees work harder. This leadership from a manager can provide employees with inspirational goals, which generate greater optimism and enthusiasm. Another way a manager can motivate employees is by constantly providing performance feedback, whether it is positive or negative. Motivation is critical in human skills because when work is challenging and interesting, employees tend to get more done and have more satisfaction with their work.
Once you have identified all the gaps that the employee is experiencing, your next step would be to introduce specific training or development programs to motivate the employee to improve on their performance. In summary, a successful implementation of a continuous performance management process within an organization will improve employees performance which will then increase the business objective outcomes and revenue. This process allows the management and employees to gain a better understanding of what is expected as well as how their role is specifically is linked to the business revenue outcome. Overall monitoring the success of the performance management process improves employee satisfaction and retention.
Not only does engagement have the potential to significantly affect employee retention, productivity and loyalty, it is also a key link to customer satisfaction, company reputation and overall stakeholder value. Thus, to gain a competitive edge, organizations are turning to HR to set the agenda for employee engagement and commitment. Employee engagement is defined as "the extent to which employees commit to something or someone in their organization, how hard they work and how long they stay as a result of that commitment." Research shows that the connection between an... ... middle of paper ... ...oyees know how they can contribute. Genuinely thank employees for their contributions.