Human Resources Duties Hiring Human Resources Department Responsibilities Continue Beyond Q43833889
Human Resources Duties After Hiring
A human resources department has responsibilities that continuebeyond the hiring and job start of an employee. The human resourcesdepartment must maintain an ongoing line of communication with theemployee and his or her supervisor to make sure the employee isperforming well.
Menpheb, like most companies, issues performance evaluations to newand current employees. As part of the process, the supervisorperforms an evaluation and reviews it with the employee. After thereview, the supervisor may modify the evaluation, which both thesupervisor and the employee then sign. The employee may also submita written response to the review, listing any disagreements orexplanations. The employee’s department manager is expected toreview the performance evaluation and employee response, and mayadd a separate written comment. The completed package is thenforwarded to the Human Resources Department, where all documentsbecome part of the employee’s file. These files are criticallyimportant if an employee fails to perform adequately over a periodof time. If an employee must be terminated, the company needssufficient documentation to demonstrate that the termination iswarranted; otherwise, if the employee sues the company for wrongfultermination, the company may have problems substantiating thetermination decision.
Because Menpheb does not have an effective information system, itis difficult to manage performance evaluation data. This makes itmore challenging for the Human Resources
Department to identify problems with an employee and takecorrective action (such as job performance counselling or atransfer) before the problems lead to termination. With
Menpheb’s paper-based system, an employee’s file can be viewed byonly one person at a time, and it is possible to lose track of anemployee’s file—temporarily or permanently.
Also, it is difficult to maintain proper control of sensitivepersonal information when it is maintained in paper files.
Employee turnover can be a significant problem for a company. Thecost of hiring an employee has been estimated from thousands ofGhana Cedis to over Gh₵20,000. When
evaluating the cost of hiring an employee, a company shouldconsider both the direct costs of hiring an employee and the lesstangible costs that occur during a new employee’s first year or so.For example, while new employees are learning their jobs, otheremployees have to take time from their normal jobs to train them,which can negatively impact their productivity.
Another cost that is difficult to quantify is an employee’sexperience and job knowledge, which is lost when he or she leaves acompany. For example, if a purchasing manager leaves a company,then all of the manager’s knowledge about supplier relations may belost. The company would have records of the contracts signed withvarious suppliers, but details of the negotiations that led to eachcontract may not be documented.
Such details can be crucial in successfully negotiating the nextcontract. The manager may have developed good relations with acertain supplier and know whom to contact when problems arise.These relationships are not specified as part of the purchasingmanager position but accrue over time with the individual holdingthe position. When companies experience high rates of turnover,they lose knowledge and skills that may be crucial to keeping themcompetitive.
Employee turnover is strongly tied to job satisfaction andcompensation. If employees have satisfying jobs and are wellcompensated, they are less likely to leave the company.
Human resources can help maintain a satisfying work environmentthrough a number of means, such as by holding training programs forsupervisors and managers, conducting periodic employee satisfactionsurveys, and gathering data from employee exit surveys.
Human resources also has a critical role to play in compensation,which should be related to the skills and tasks required by the joband the performance of the employee. One important function of ahuman resources department is to make sure compensation levels arecompetitive and are applied fairly to all employees. Failure to doso can result in high rates of turnover as well as discriminationlawsuits.
QUESTION
2. Based on your narrative above, create a strategyfor an enterprise-wide system implementation based on appropriatetheory and relevant use cases for Menpheb.
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