As a human resource director in an organization, the primary objective is to ensure that the human resources of the organization are adequately and appropriately used to achieve the company goals and to direct and coordinate the staffs efforts and skills in line with the same agenda. In today’s world where the rules and regulations protect the rights of employees, it is essential for management to put in place measures that measure and critically compare the workers worth to the organization.
As the human resource manager, unsatisfactory employee output can be addressed in some ways. A method that is common to organizations today is performance appraisals which analyze the quality of work, employee efficiency and the individual’s ability to achieve both personal and organizations goals and objectives. Unsatisfactory employee salary can be reduced if they are not achieving set target for which they are being paid. Also, pay can be deducted for losses incurred due to employee negligence. The ineffective workers can be denied opportunities for progression in the organization hierarchy challenging them to do better. Depending on the loss and cause, some of the employees can be referred to training camps where they will improve on their weaknesses or disciplinary action can be taken for employees who are resistant for instance firing them.
For example in the Slacker Thomas case, the employee should be deducted the extra expense the company incurred in sending another crew to clean up his shoddy work. The employee should not be promoted due to lack of ambition to do anything outside the scope of what they are assigned. However, the most efficient method for this case, in particular, would be to terminate employment as the worker is a demoralizing agent and has the potential to inspire the same in others who feel the habits attract no penalties. Also, the workforce