Nirala: Analysis of Hrm Problem

Analysis:

Problems definition:

Employees at Niralla were facing problems related to employee motivation and job satisfaction, which was leading to increase in turn over rate at Nirala. Other then that employees were not satisfied or pleased with just monetary benefits which were the main focus of Nirala, but they wanted more than that; flexible timings, good working conditions, more importance to the employees voice and better understanding with the supervisors.

For the employees monetary terms were not as important, as this was causing lack of motivation. Nirala need to work on non monetary benefits.

Motivation is seen as a very important aspect of an organization as it

contributes to how well it performs. This ultimately has an effect on

the organizations corporate objectives. Processes that are used to motivate

employees have an effect on their willingness to stay with the

organization. Appraisals are prevalent in many companies and are seen

as a crucial ingredient in motivating employees; therefore it

increases the importance of carrying out this study, but in case of Nirala there was no proper appraisal system. Because of that, employees felt that their performance was not being appreciated properly .also there was no proper feedback given to the employees by the management. There was a great communication gap between the top management and the labour. The

Recommendations:

Flexible Hours, Telework and Time off Awards:

Family, children, friends, church, sports, hobbies and other activities all have demands on today's employees. A flexible schedule, telework or the occasional afternoon off can help employees meet some of these obligations. By allowing some flexibility in an employee's schedule you can increase their desire and motivation. This, twosome, is considered the most important of the non-monetary rewards in the workplace.

Nirala needs to grant Time off Awards to employees in the form of time off from work without loss of pay or charge to leave in order to increase motivation. Full-time employees may be granted up to 80 hours of time off total during a leave year. Part-time employees or employees with uncommon tours of duty may be granted up to the average number of hours worked in a pay period or the employee's scheduled tour of duty.

Recognition

In today's high paced federal work environment it is reported that employees consider it very rare and infrequent that they receive recognition of their work and efforts. Think about it - What better way to have employees continue their good work and success then to offer them praise-verbal, written or ideally a public announcement or employee award? Recognition is probably the most sought after of the non-monetary rewards in the workplace. Nirala need to design a proper appraisal system which would make employees feel a part of the organization as their work would be appreciated and recognized.

Consistent Communication:

Good communication within an organization can be one of the most important things an organization can do to foster employee engagement. Employees spend a good portion of their life at work and have an interest in what is going on within the organization. Nirala lacked a good and healthy communication with its employees which is one of factors for employees to leave the organization and decreased job satisfaction. Here Nirala needs to remove this gap and a proper communication system is designed to overcome increased employee turnover.

Feedback culture

Refers to the organization's support for feedback, including no threatening, behaviorally focused feedback, coaching to help interpret and use feedback, and a strong link