Human Resource Paper

Challenges for HR departments

If employees have no idea of what they are doing or progressing, they would not know of their own performance. As a result, they will not know what to improve on to meet the company's objectives and have a chance to be promoted and avoid getting laid off.

By having feedback as the only method, there are possibilities that managers could be biased against some employees. This may result in unfairness and may affect the performance of the employees and thus affecting the future of the company.

Solutions for HR departments

Performance of employees should be matched with company goals and values.

This is done so that employees would know how to improve themselves to meet up to the company's objectives. However, the performance assessment should not be viewed by the people to be unconstructive. This helps them to know how they behave at work and to know their feedback and recognition from the organisation and as a result they will have a better knowledge of what value they are good in delivering.

Giving feedbacks to employees regularly such as every three months once.

Giving feedbacks to employees regularly, allows employees to have time to improve on their current working abilities, and allows them to realize what mistakes they have done and what need to be improved. This can help themselves and the organisation by meeting desired goals and achieving good performance.

Managers should be honest and undergoes training for assessing employees.

Managers should not be biased against any of the employees. They should also undergo training on how to observe employees and decides on the correct feedback. To avoid being biased, managers should obtain feedbacks from their team members on the performance of other employees.

Employees should be honest.

Employees need to be honest about their teammate's behaviors and performance so that managers could be more accurate in giving compensation. Besides, this helps the organisation to maximize the knowledge about its workforce and employee performance throughout the year.

Visit to Marina Bay Sands

Training and Developing Employees

After a visit to Marina Bay Sand, we found out the challenge for Training and Developing Employees MBS face was there were several new comers receptionists were not fully trained in dealing and communicating with customers. As employee has no experience, it caused longer waiting time for customers and long queues. Rapid change of nature of work and the workplace environment requires a skilled, knowledgeable workforce with employees who are adaptive, flexible, and focused, thus there is a need in training and developing employees.

Firstly, MBS should train employees as it helps employees keep abreast of changes. By updating employees with the latest knowledge e.g. New technical procedures, new methods of work, ways to adapt to changes like continued demands for customer satisfaction, employees will be familiar with it and able to answer customers enquiries.

Trainers can help inculcate positive attitudes in the trainees in the course of training & development as it will improve employees' attitude in serving customers efficiently. In addition as morale values of employees improves, it will lower down absenteeism & employee turnover.

They are several training method to improve in training and development. They are on the job training, off the job training. On the Job training is done when there is a need for the trainee to gain "hands on" experience and learn by doing the job itself. The employees is shown how to perform the job and allowed to do it under the trainer's supervision. For example, MBS should have job rotation system where employees learns several different jobs within a work unit or department to expand their skills, knowledge of ability as it makes flexibility possible in the department. Eg, when one member of customer service is absent, another can perform the job.

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