For any organization, it is important to identify where it stands in the 4 C’s of strategically planning the direction of the organization; managing human labor force and goals of the organization; and then sustaining the momentum required during the goal achievement process. The following are basic questions that should be asked: 1. Competence: How competent are employees in their work? Do they need additional training? 2. Commitment: How committed are employees to their work and organization?
To what extent do HRM policies enhance the commitment of employees to their work and organization? 3.
Congruence: Is there congruence, or agreement, between the basic philosophy and goals of the company and its employees? Is there trust and common purpose between managers and employees? 4. Cost effectiveness: Are HRM policies cost-effective in terms of wages, benefits, turnover, absenteeism, strikes, and similar factors? Company Profile : The business is simultaneously into Steel Trading and Manufacturing (Fabrication) of Steel goods.
The business was established in1977. 4C’s in the company : Competence: The company is into manufacturing of customized fabrication products for construction line and there are a number of labourers and foremen present during the execution of a particular job.
The number is varying as per job and there are both skilled and unskilled labour. The foreman and a few labourers are competent in their work and do their assigned jobs on time whereas the unskilled need constant pursuance and monitoring.
The unskilled need constant guidance and training for which we often hold a meeting and instruct them with the help of our production manager and foreman. Also the business needs some newer technology for steel cutting and welding and there a good scope of training and improved competence. Commitment: The foreman and managers are extremely committed to their job and often are the ones who manage the other set of labours. There is a varied response with unskilled labour some of them who does their work a little carelessly and often require monitoring and guidance.
The company is very keen towards upliftment and care of our employees. We pay them agreed wages always on time and even provide advance if required. The working duration is fixed and we pay overtime beyond that. Proper food and sanitation facility along with safety and health is taken care by the company. Also sometimes rooms are provided for certain employees in case of urgent requirements. Congruence: The policy stated to our workers is always very clear that this work has to be done in the stipulated time keeping all the quality parameters intact.
In maximum cases there is a good channel of communication and work culture maintained between the employees and us. We are able to meet our deadlines quite often and our involvement with our workers is maximum. As far as trust and confidence goes we have set of employees who have worked with us long and we have very good faith in them both as far as skill and handling goes. With the newer unskilled masses we often instruct them and give them specific tasks only and help them to our utmost so that they can perform the assigned job well.
Also during execution we sit with managers and foreman and bring about consensus as to go about doing work and there is not much confrontation there. Cost Effectiveness: The labour wages are all paid as per agreed norms and are also compensated for overtime and timely completion. The medical care of the employees are taken care by the company and any extra incentive on these grounds are often fulfilled. There is always a yearly increment done as per performance parameters. The workers are also given bonus on better turnover’s or improved sales.
Cite this Strategically Planning the Direction of the Organization
Strategically Planning the Direction of the Organization. (2016, Sep 28). Retrieved from https://graduateway.com/4c-of-hrm/