Human resource strategies.
Introduction.
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In order to ensure that the employees give maximum output, it is necessary to motivate them and put in place an organizational culture geared toward the same. According to Mugisho (2007), this is the major goal of the human resource strategy, and the reason for this is that employees are the most valuable resource for any company. In line with this, the following plans will be put in place so that this goal is achieved.
Recruitment and selection plan.
This plan plays a major role in meeting the overall organization’s goals and objectives. It ensures that qualified individuals who share similar ideals with the organization are given a chance to play a part in helping it meet its objectives and goals. According to John and Gold (2001), the recruitment plan involves several processes, and the first is the identification of necessary positions to be filled by respondents. I would advocate for the positions to be filled by native Indian people so that the market would appreciate employment creation. This is important since it is necessary for all firms to play their corporate responsibility roles to the neighboring communities. It would also eliminate pre-deployment training costs.
The next step would be to advertise the jobs through the local Indian media. The received applications would henceforth be vetted to select the qualified candidates, who would be invited for an interview. The interview would have three objectives; to select the qualified candidate for the post, to select a candidate interested with the job, and to select a candidate who would easily fit into Pepsi’s organizational culture. A panel consisting of human resource managers from Pepsi headquarters would be responsible for selection. After selection, the chosen candidates would be placed in a three month probation period where their performance would be analyzed before being hired on a permanent or contractual basis.
Training and development plan.
As stated above, the selected employees would first undergo a three month probation period. During this period, managers from the Pepsi headquarters would be in charge of the training. The training should encompass several aspects; the first is that it should be geared toward cultivating good relationships amongst employees. The second aspect that employees would be trained in is the organization policies and regulations. Other aspects which employees would be trained in include teamwork, communication, leadership skills, conflict resolution and other key skills needed in performance of their duties. The training would be very rigorous and would even include evacuation and emergency training in case if emergencies.
Compensation and benefits strategy.
Compensation is a very important factor in the human resource department of any organization since it directly affects motivation of employees. It is important to compensate employees according to their input in the organization in order to motivate them to give more output. I would propose a performance based remuneration system where employees are compensated according to performance. This would either take the form of hours worked or goals met. In addition to this, employees would receive benefits which would include medical cover, education for their children, and bonus for overtime, paid holidays and other benefits. However, other non-monetary forms of motivation would be practiced, and these include praise for good performance and celebrations whenever an achievement is made.
Employee performance management plan.
In managing the performance of employees, it is important to monitor and measure it (Mount, 2000). I would propose a management performance which takes some characteristics of the parent company and others from the local company. The reason for this is that the difference in environments warrants flexibility with the local environment. In measuring performance, I would propose the use of an automate appraisal system. According to Mayer and Davis (2000), this would measure various aspects of employee performance including 360 assessments, through the use of both numeric ratings and comment based ratings.
Labor relations strategy.
It is important to have good relations between employees in order to prevent, or to adequately handle conflict in the organization. I propose a conflict resolution model which would use a mediator who is chosen by employees. According to Salacuse (2005), this would make him or her freer with them, and they would be entrusted with the role of solving minor disputes among employees. However, in serious cases or situations where the mediator is unable to solve the conflict, such cases are to be referred to the management for appropriate action, according to the policies of Pepsi. Decisions made at this level would be binding to all parties involved.
Repatriation strategy.
A repatriation strategy is very important when establishing a foreign company. I would propose a repatriation program which focuses on individuals who have been repatriated. This program would involve mentoring in order to prepare such individuals to conditions which will be faced when re-entering the job. The mentor would have a responsibility of reminding the company on the suitability of the candidate to the necessary positions whenever they arise. The employees who are repatriated will also have access to tax and financial assistance, including loss of overseas allowance and tax and benefit changes allowance.
References.
John, B., Gold, J. (2001). Human Resource Management: Theory and Practice. London: Routledge.
Mayer, R. C., Davis, J. H. (2000). The effect of the performance appraisal system on trust for the management. Journal of Applied Psychology. Washington: APA.
Mount, M. K. (2000). Comparisons of managerial and employee satisfaction with a performance appraisal system. Personnel Psychology. New York: Blackwell Synergy.
Mugisho, R. (2007). The power inside you. New York: Author House.
Salacuse, J. W. (2005). Leading leaders: how to manage smart, talented, rich, and powerful
people. Washington: AMA COM div American management Association.
