Mining Excellence at Redmond Minerals Essay Example for Free

Mining Excellence at Redmond Minerals EssayThe HR department now essential attain and evaluate each employee contributions to the federation on a scale relevant to their position. This is where a laid-back performance work system comes in to play which bring outs the best possible fit between their employee genial system 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 make decisions, and the use of team work.The HRM practice has to incorporate various measures to create outlets for performance management, training, work design, and compensation to demonstrate the importance for successful output. This in turn allows HRM to strain on the strategy of the bon ton putting emphasis growth and efficiency allowing the department to implement total gauge management practices.Those practices consist of methods and processes that atomic number 18 designed to meet the needs of internal and external customers, every employee in the face receives quality training, quality is designed into a product or service so that errors are prevented from occurring rather than being detected and corrected in an error-prone product or service, the organization promotes co operating theatre with vendors/suppliers/and customers to modify 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 pair to the reengineering of the company new 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 connected to the success of the reengineered organization. This may require additional training for the new restructuring of their new product line and will give everyone an opportunity to feel comfortable with the new way of operation. Suggestions for Internet ImprovementsAt the organizational level, a successful Human Resources Development program prepares the individual to undertake a higher level of work, form learning over a given period of time, to provide the possibility of performance change (Nadler 1984). In these settings, Human Resources Development is the framework that focuses on the organizations competencies at the first stage, training, and then developing the employee, through education, to fill up 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 gentleman imagination by attaining or upgrading employee skills and attitudes at all levels to maximize enterprise effectiveness. The people in spite of appearance an organization are i ts human resource. Human Resources Development from a business perspective is not entirely center on the individuals growth and exploitation, development occurs to enhance the organizations value, not solely for individual improvement. unmarried education and development is a tool and a means to an end, not the end goal itself. (Elwood F. Holton II, pile W. Trott Jr Journal of Vocational and Technical Education, Vol. 12, No. 2, p7). The broader concept of national and more strategic attention to the development of human resources is beginning to emerge as newly independent countries face strong competition for their masterly 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 internet for HRM would be to use a human resource information system which a computer system utilize to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organiza tions human resource. I would also suggest an chosenronic 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 aspect to include the technological aspect of HR would be for the rear of record keeping and information sharing.I would implement a self service which means employees devote online access to info about HR such 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 niche 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 on with giving them the ability to be empowered in their position shows trust in his employees attributes that they will positively add to the success of the company. By creating an open growth focused atmosphere it will stimulate productiveness and allow creative ideas to be a foundation for present and future employees to stand on. Willingness to Change From the version the original owners felt that empowering their employees as a risky move so their stockholding 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(prenominal) 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 motivated 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 sympathy the a ttitudes of your employees and presenting an atmosphere that is conclusive to the strengthening of a positive work related environment your customers will in the end reap the benefits and will be the basis for customer retention.The more top management wants an internal loyalty from its employees, the more it must involve employees in defining work objectives, specifying how to achieve them and how they will be rewarded and recognise once attained. Reference Noe, R. , Hollenbeck, J. , Gerhart, B. , Wright, P. (2009). Trends in Human Resource perplexity. In J. Weimeister (Ed. ), Fundamentals of Human Resource Management (p. 36). New York McGraw-Hill/Irwin.