Human Resource Problems in Roanoke Branch Essay Example | Topics and Well Written Essays - 750 words

Human Resource Problems in Roanoke Branch - Essay ExampleIn narrate to fully determine the human resource problems in the Roanoke Branch, I have spent two weeks with the familys employees. Since the branch is relatively small, I have administered a conference with them in order to assay their complaints and grievances. During this forum, all of them participated in clarifying the issues that they are facing. I have also conducted a survey in order to gain their consensus on issues of compensation, reward, workload, and their interrelationship with other colleagues and superiors. In summary, the Roanoke branch of Phoenix Advertising is challenged with measly employee morale. The branch employees are not sufficient in order to accomplish the heavy workload. The mounting client demand requires overtime which are unpaid. Aside from these, the Roanoke branch is paying relatively low compensation compared to the patience rates. Artists also feel rejected and almost everyone is not mo tivated to excel in their positions. All these event to operational inefficiencies and substandard output. There is also a threat from workers that they might resort to other product line organizations which can better give them the better benefits and working condition. Recommendations1. Employee empowerment can boost employee morale. This can be done by including artists in decision making. Before starting a project, the companys account supervisor should nigh coordinate with the artists in order for them to know the customers requirement. With this, artists will not feel that their creative efforts are rejected. This also helps in eliminating reworks.2. A new compensation package should be designed. The Roanoke Branch should see to it that it is pays employees for their overtime and holiday works. It is recommended that the branch based its compensation package on industry rates.3. The branch should hire two much artists in order to efficiently allocate the workload.4. Evalu ation of employee per tierance should be conducted on a every quarter basis.5. The new compensation package should also include non-monetary rewards. This includes recognition for the jobs well done in the form of spa and leisure packages for exceptional employee performance.6. The Roanoke branch must establish a program where employees can post their complaints and grievances. This will enable the branch to improve its dealings with employees.