HR Issues in the Organisations Essay Example | Topics and Well Written Essays - 1000 words

HR Issues in the Organisations - Essay ExampleSuch a degree of centralisation is leading to employees frustration and disengagement (Vosburgh, 2007). on that point is a totally flawed reward system (Secord, 2003) working in the organisation, which again is designed by the ministry of defence. This design is not pragmatic (Pilbeam, S. & Corbridge, 2010) when it comes to dealing with civilian workers. Apparently, most of the work in these organisations is done in teams, but the reward system in place is not suited to this form of working. Moreover, this type of a reward system is anti teamwork and leads to a rift created between employees (Ulrich & Smallwood, 2005). With employees not receiving their deserved recognition and line mangers being helpless in this regard, organisational motivation is fall exponentially (Yeung & Brockbank, 1994). This entire problem is being caused by the Cluster Panel, which is totally callous to the working environment and is responsible for making appr aisal decisions. The base has a defective method in place to assess an employee. The entire appraisal system (Yeung, Woolcock, & Sullivan, 1996) is dependent upon the line jitneys recommendation of an employee and that similarly is further conditional on his writing effectiveness. Even if a manager effectively encodes an employees accomplishment on the appraisal form, there is still no guarantee that this would secure an appraisal for the employee. This deficiency has two folded repercussions, one has to do with the line managers motivation level and the other has to do with an employees alienation with the organisational procedures (Newman & Hodgetts, 1998). One aspect that needs special attention over here is that of the military staff. Since they form a part of the total workforce of these organisations, they deserve to be treated like any other employee. On the contrary they are considered as alien to the organisational setting when they receive their compensation from the de fence ministry. This classification of handling of the military personals is leading to a confusion arising in their midst with regards to their role, both in the military and in these organisations. Another important draw acantha in these organisations has to do with the absence of a motivator. Since employees consider performance bonuses as some sort of a lottery rather than a form of recognition, and managers acclamations as shallow, there exists a serious deficiency of a driving force (Miner & Crane, 1995). In these organisations mangers are the ones who are occupying the most pitiful position. They come no power what so every to express their viewpoint. They are mere spectators who are just watching the show, having no power what so ever to hold influence on any level of the bureaucracy (Losey, Mesinger, & Ulrich, 2005). Recommendations for Changes In these circumstances in which the employees are feeling totally dejected with the organisational procedures, and mangers rath er than being inspirational are showing a sorry picture it is important to come up with more effective Human Resource policies (Kramar, Mcgrew, & Schuler, 1997). It is inevitable that organisational productivity bequeath fall and the purpose for which these organisations are in place will suffer a deep blow. In order to prevent such damaging consequences, dislodge management needs to be implemented on an emergency basis. In this change management program,