Organizational Culture and Employees

HR Solutions

The service provided by the HR component to the employer is to provide a go-between for employers and employees, relaying information, needs and assistance in a two-way flow so that both parties achieve desired aims. The strategic advantage the HR component provides to an employer in the hiring and retaining of qualified employees is that the HR allows the cultivation of the organizational culture to be properly facilitated and maintained with the addition of appropriate employees.

Three current practices used by the employer that can be improved are the incentives program, the pay rate for specialized jobs, and the job descriptions (which need to be updated.

Best practices that can be exercised to improve the benefits/incentives program within the firm is a restructuring of the type of medical/dental options made available to employees after 90 days. Currently, the only two options available to employees are 1) employee-only options and 2) family options. However, a significant number of employees are single-parents with one child. The employee-only option is not enough to cover the costs of care for the employee's child and the family option is too expensive. Therefore, a third option should be considered -- one that is made available to workers based on the number of children they would like to include. This would be a positive alternative for employees who require a plan that covers their child and it would not be so expensive as a full family package plan.

Moreover, a second practice that would incentive workers and promote more positivity in the workplace is to match employees' contributions to the 401k. Employees would be grateful for the new option as well as for the match to their 401k. It would show workers that the administration is indeed caring about how employees are taken care of. As the CEO of T-Mobile John Legere recently acknowledged to students at the business colleges he visits, a good CEO is one who listens -- he listens to consumers and he listens to customers, and then he does what they tell him to do (Feloni, 2016).

The expected results are that employees would be pleased by these benefits modifications and would prefer to work for the employer. Turnover might be reduced and the company's reputation would improved as a good place for people to work. Its reputation among workers would attract the right kind of employee and help to generate a more positive culture overall. This positivity could then be passed on to consumers and to other stakeholders in the company. For, as Schyns and Schilling (2013) observe, good leadership tends to promote positivity and uplift workers within so as to better effect the environment outside -- while bad leadership's main effect is negative and damages the company, its workers and its morale.

The expected results could be measured by survey: employees could answer a questionnaire about how they feel regarding the new health options and 401k plan, and the results of the survey could indicate as to whether or not the implementation is beneficial for the company and whether it helps to improve employer-employee relations within the firm.