• Key success factors in HR Management
  • From your perspective, what are the different success factors that are important for doing well in an HR position.

Highlights of your HR plan

Group_A is a medium-size firm of approximately 566 employees. Through rapid expansion, the organization has developed a significant need for a strong Human Resource Department. Our goal was to build a diverse, communicative, and highly engaged company. So far, our overall strategy has been successful in terms of results.The main aspects which our group has focused on improving have consisted of increasing morale, increasing productivity, and increasing diversity within the company overall. We have some areas where we are doing well, but also some areas where we are not doing well. We will go into more detail in the strengths & weaknesses below.
Strengths

Grievance and accident areas are much lower than the industry average. Benefits, quality, and morale are all above the industry average.

Maintaining high morale and providing benefits to keep employees healthy. And also helped us to increase our productivity to be on par with the industry average at the end. At first, we couldn’t do anything about our high absenteeism rate, but we found that absenteeism was actually related to health, accident rates and morale. Therefore, we focused on the health benefits and we also spent lots of money on safety training. The result proves that our strategy is right. Our absenteeism rate went from sixth to second in the ranking in the end.

Weakness

We’re not doing very well in terms of diversity. The firm had not made significant progress in increasing its female and minority workforce, although it is a long-term goal. We tried to fix it by increasing the target of minorities and females to 40%. However, our female rate was still below the industry average of 1.3% and had rank 7.

Unit labor cost still affects our firm. I think the problem was that we over-hired level 1 and part-time employees. Because we didn’t aggressively adjust payroll increases and didn’t pay too many benefits, the problem could only have arisen while we hired too many people in quarters 6 and 7. We noticed the problem in the 8th quarter, but it was too late.

How you left your company positioned for the future

If we were passing the torch to another HR Director, I think our company can build upon training and benefits, because our strategy was quite successful in training and benefits. They are essential for long-term success. A better-trained workforce will lead to higher quality outcomes and a lower production cost. And also, a small change in benefits could have a large impact on employee morale, turnover rate and absenteeism. A firm with professional training and high benefits will attract many talented people to enter. However, the percentages of minorities and female employees should be addressed in the future. A diverse company is essential. It recognizes the individual strengths of each employee and the potential they bring to the table. Valuing the differences of others is what ultimately brings us all together and can be the secret to a successful, thriving workplace and fair work culture.