Work Performance of a HR Director at Netbell
Work performance of a HR Director at Netbell
Hien Ta
University of Maryland University College
HRMN 300 5125 Human Resource Management
Professor Rashid Mosley
02/22/2015
Introduction
As a human resources director, Franchise Washington plays an integral role in a call center organization. She may be the sole employee in her department, handling all aspects of the human resources function. She has to be responsible for the daily HR needs of her employees, a director must ensure some basic needs and rights as well. This paper will cover carefully the problems in the workplace, and difficulties of these issues that she has to address. Lastly, the questions for this paper that need to be answered is: What are the alternative solutions a HR director can practice to solve these problems?
Identify problems in the workplace
Problems employees seem to exist for purpose of giving HR director a headache. No one is immune to them. These problems need to be identified quickly before it’s getting worse. They can threat to the stability of the work environment. As a HR Director, Francine Washington who recently assumed her new position at Net Bell has to face two main problems in running of her organization: poor work performance and too much nepotism in the workplace.
Poor work performance: A primary goal of Franchise when taking a job as a HR director is to manage and organize employees, so that they can be as productive as possible and create more revenue for her company. Her difficult is how to make changes in the company to improve without affecting another or hiring new employees. The following is a list of low performance indicators that Franchise needs to identify and focuses on what is important for her business.
+ Goals are not being met: The first problems of Franchise during her first week working in NetBell is the employees’ goals are not being met. Call center workers actually don’t have any career plans or performance plans. They set out certain goals
Hien Ta
University of Maryland University College
HRMN 300 5125 Human Resource Management
Professor Rashid Mosley
02/22/2015
Introduction
As a human resources director, Franchise Washington plays an integral role in a call center organization. She may be the sole employee in her department, handling all aspects of the human resources function. She has to be responsible for the daily HR needs of her employees, a director must ensure some basic needs and rights as well. This paper will cover carefully the problems in the workplace, and difficulties of these issues that she has to address. Lastly, the questions for this paper that need to be answered is: What are the alternative solutions a HR director can practice to solve these problems?
Identify problems in the workplace
Problems employees seem to exist for purpose of giving HR director a headache. No one is immune to them. These problems need to be identified quickly before it’s getting worse. They can threat to the stability of the work environment. As a HR Director, Francine Washington who recently assumed her new position at Net Bell has to face two main problems in running of her organization: poor work performance and too much nepotism in the workplace.
Poor work performance: A primary goal of Franchise when taking a job as a HR director is to manage and organize employees, so that they can be as productive as possible and create more revenue for her company. Her difficult is how to make changes in the company to improve without affecting another or hiring new employees. The following is a list of low performance indicators that Franchise needs to identify and focuses on what is important for her business.
+ Goals are not being met: The first problems of Franchise during her first week working in NetBell is the employees’ goals are not being met. Call center workers actually don’t have any career plans or performance plans. They set out certain goals
References: Layne, E., & Media, D., 2014. Techniques Used to Improve Employee Performance. Chron. Retrieved from http://smallbusiness.chron.com/techniques-used-improve-employee-performance-31485.html Paul, S. (November 22, 2012). How to Avoid Being Accused of Nepotism. Recruit Loop. Retrieve from http://recruitloop.com/blog/how-to-avoid-being-accused-of-nepotism/ Patricia, L. (February 6, 2013). Nepotism in the Workplace – 8 Things to Consider - The Thriving Small Business. Retrieved from http://thethrivingsmallbusiness.com/nepotism-in-the-workplace-8-things-to-consider/