Leveraging Human Capital. Health, Medicine, Nursing Essay

Leveraging Human Resources
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Introduction
Human resources or employees are vital components of an organization. They are responsible for contributing to the performance of the company. These employees must maintain excellence in their work. This is to provide a positive impact on the company. Leveraging human resources is the process of analyzing employee facts. This is important to boost the performance of the company (Lakshman, 2014).
This paper aims to check the performance of employees within the observed organization. This paper identifies the key performance indicators used by the organization involved. The author would also like to check for possible ways of leveraging human capital. Appropriate giving of rewards and encouragement will also be part of this output. The author aims to point out how culture and rewards maintain competitiveness.
Job Performance & Evaluation
The author has observed the strengths and weaknesses of the current employment status. The human capital is functional since there is harmony among the employees. There is also an observed pleasant working environment within the company. However, some things should not remain a secret. These things will make work and efficiency better and more organized if improved. Some employees go to work minutes later than the expected time. Not only that, but some employees are slacking off during work hours. This can decrease the productivity of the whole company.
Aro-Gordon (2016) has provided a scale for measuring the performance of the employees. Based on that, the author of this paper will most likely give a rating of 3 for the observed human resource. This given rating has an employees’ total scoring range of 50-60%. The resultant performance level based on this rating is only right. This means that the employees have not met the expectations of employers. They may have achieved the most target outputs. Nevertheless, they were not able to achieve the agreed ones, which can be crucial.
The organization currently uses performance indicators. The company uses such to ensure the improvement of the performance of the employees. The workers should meet the standards set by the organization. These include timeliness by checking the time in and out of each employee. Significant penalties will be for those who will not meet such standards. The finance department will give a prorated salary deduction to unexcused absences. This can also apply to tardiness. At the same time, there are monetary incentives for those who will work overtime. The employees are often evaluated based on their performances. Compliance with the prescribed number of hours per day indicates excellent performance. Another way used by the company to leverage employee assets is by giving monetary rewards. These are also for those who can meet specific quotas or target daily revenues. This is important to boost the company's profit by pushing the employees to increase sales. Rank promotion can also boost the performance of the employees. However, rank promotion is only for those who have met the required evaluation scores.
Reward & Encouragement Strategies
The study of Sabir (2017) presents a significant point in encouraging the employees. Establishing a more effective employer-employee relationship is encouraging for employees—the more employer engagement with the employees, the more that they will work better. Money is an effective motivator to push employees to work. However, it will not be as effective as what it may seem to be. This is especially true if the employee-employer relationship is not established.
The author of this paper is willing to follow the idea of Sabir (2017) as a model to encourage employees. This will be part of the future organization the author of this paper will establish in the future. The ability of the employer to recognize the good deeds of the employees is helpful. The recognition of personal goals each employee has is beneficial. These factors may help establish a more supportive workplace within the organization. The employer should know each of the employees of the company well. The employer needs to identify ways on how to treat each worker with justice and equality.
Sabir (2017) has reported that the employer may allow the workers to choose their preferred rewards. These rewards will be from a specific list of options. This act provides employees with different means of positive reinforcements. Also, allow the employees to have a more flexible working schedule. This can motivate them further. Another possible way is by giving extra training and workshops. This is to ensure that the employees will gain more knowledge and skills. These things will help the employees see how engaged their employers are. If the employees see how dedicated their employers are to them, they will be more motivated.
Giving positive reinforcements will enable the employees to do their jobs better. Negative reinforcements may help ensure that the employees follow the policies. However, it would still be better if the workin...