Recommendations and Expected Impact and Executive Summary

Recommendations and Expected Impact and Executive Summary

The human resource management of any company plays an important role in developing individual employees to the desired levels who in turn help in the achievement of the organizational objectives. With little or no efforts and input of the human resource management to train, educate and develop employees as well as keeping them happy in the organization, the organization can miss the value of the talents and abilities of the best employees in the company. Some of the notable duties of the human resource management include designing the benefit and compensation packages, promoting diversity, enhancing employee relations, managing organizational talents and adopting and promoting diversity (Ivancevich & Konopaske, 2013). This study will attempt to offer recommendations to organizations on how to improve the roles mentioned earlier of the human resource department concerning AmerisourceBergen Corporation.

Benefits and compensation

Employees constantly pay close attention to the pay package provided by the company as one of the primary motivation ways in a company. Research shows that the company offers level based compensation and benefits package where high-level employees receive a better pay package and benefits more than the lower level employees. However, to improve the situation, the company needs to offer competitive pay package where employees should be paid for their performance and contribution to the organization’s success (Jasper, 2008). Such a strategy helps to bring equality into the organization.

Diversity

With the changing composition of the working population, it is increasingly becoming impossible to ignore the impact and need to embrace diversity in the organization. Therefore, to promote this culture, there is the need for the organization to design and implement training and education programs where they can teach organizational employees the need for diversity in the company. Additionally, employees need to be taught and shown how diversity can help them achieve organizational objectives, owing to the talents and abilities possessed by different people irrespective of their age, gender, sexual orientation or even their religion. The company should offer equal opportunities to all people.

Employee relations

The relationship between the company employees and their employers plays an integral part when it comes to the achievement of the organizational goals and objectives. The best to improve employee relations is to design and implement open communication with all members of staff where information and messages are freely shared between the organization management and the employees. The management should focus on sending short and direct messages to the employees to improve precision and avoid confusion (Gennard, 2009). Additionally, the management should create plans that include career pathway and succession planning to motivate and inspire employees.

Talent management

The human resource department has a duty of attracting, developing, motivating and retaining productive talents in the organization for long. Some of the best ways to improve talent management in an organization are the willingness of the company management to redesign the organizational culture to embrace the flexibility of the company talents. Additionally, the company should focus on setting clear expectations that should align with the organizational goals and objectives, thus informing employees exactly what is expected of them.

Technology

Recent years have witnessed the best and rampant technological innovations and inventions, particularly in the business world. To improve the technology of the company, the human resource management needs to set up a research and development department to help in performing trials and coming up with new technology that can help the organization to gain and maintain a competitive advantage over their competitors. Additionally, the company should focus on providing information to individual employees while at the same time promote collaboration among different units and departments in an organization (Green & Basher, 2012).

Executive summary

Benefits and compensation programs assist in rewarding employees for their contribution and input to the organization. Therefore, it is necessary to design an all inclusive compensation and benefits plan that accordingly reward employees for their effort and this helps to inspire and motivate them to work hard towards the achievement of the organizational goals and objectives. On the other hand, diversity widely emphasizes on the workforce composition by including all individuals irrespective of their age, gender, race or sexual orientation. This strategy helps an organization to promote multiculturalism while at the same time obtaining the services of a wide range of employees with unique abilities and talents thus improving productivity in the organization (Cruz & Houghton, 2013). However, an organization cannot function without a healthy and a comprehensive employee relation which influences and determines the relationship between the employees and employers. A good employee relation creates a platform for smooth operations of company operations while at the same time promoting equality and understanding among the members of the staff and employees. Notably, talent management is important to an organization as it largely focuses on the human resource processes and procedures of identifying the best talent in the market, acquiring them and providing the necessary skills and knowledge to make them productive to assist the organization in achieving the pre-determined goals and objectives. Finally, technology helps to make organizational processes and procedures simpler and easier to execute and thus improving productivity and enhancing the quality of the products and services produced by an organization.

References

Cruz, E., & Houghton, D. (2013). Workforce diversity in the financial sector. New York: Nova Publishers.

Gennard, J. (2009). The financial crisis and employee relations. Employee Relations, 31(5), 451-454. doi:10.1108/01425450910979211

Green, D., & Basher, S. (2012). Technology. London: Kingfisher.

Ivancevich, J. M., & Konopaske, R. (2013). Human resource management. New York, NY: McGraw-Hill Irwin.

Jasper, M. C. (2008). Workers’ compensation law. New York: Oceana.

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