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MGT407-SLP

Name

Institution

Author Note
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Recognizing the Person

Rightly, it is said that the failure and the success of an organization are directly

proportional to the shared relationship among the employees. In fact, there ought to exist a

relationship that is cordial with the management, and amongst each other or else there would be

no peace in the organization. In recognizing the person, when it comes to employee relations,

ACME-Wide HR has the role in resolving and preventing disputes or problems that arise

between the management and the employees and to aid in the creation of organizational policies

that are consistent and fair to everyone at the workplace. Various research has shown that

satisfied employees tend to avoid conflicts and remain happy. For instance, they develop a

feeling of loyalty and trust towards their company.

The retention of employees through recognizing the person is a very significant

component for the success of ACME. As the company grows, it would be crucial that HR sends

compelling and engaging messages which would keep the employees informed and motivated.

The fact that employees many of their employees do not know what the management is initiating

and are not aligned to larger strategic goals in business, the initiatives may prove futile. Further,

the retention of employees, through recognizing the person, requires strategic and strong in-

house communication by the HR rather than outsourcing communications to consultants and

agencies. Communications by the HR aid in making the employees feel like they matter

(MacDonald, 2012) at AMCE Wide. As a matter of fact, ACME’s HR has to give their

workforce information crucial to thrive, for instance, how ACME works, the benefits of working

to their best at ACME, policy changes and any training opportunities at ACME. If ACME lacks

an in-house HR, it would be crucial if it hires an HR communications consultant. The HR expert

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that the company has to hire must have the expertise to communicate the significant task areas

along with the line managers so as to avoid operative dissatisfaction later and for employees to

extract the best out of them.

Additionally, the fact that the company ACME is doing employee orientation after the

process of hiring does not mean that all employees would be delighted. After a new employee

has been hired and has joined the AMCE, HR has a role of making sure the new

employee receives a warm welcome. This induction program should be carried out at the

company’s conference rooms or auditorium whereby all employees can be accommodated.

Allow all other employees to know that a new family member who aids in performing different

assignments; the onboarding process (Actimo, 2019).

In addition to orientation, ACME’s HR has to reach and connect with the employees

beyond the day since the engagement of employees to make them feel recognized, the bottom

line and the company’s productivity are at stake. As the HR, improving employee engagement

may entail studying your employees. Learn the kind of employees they are and what they want,

for instance, the type or form of communication they want the company to put in place. This

foremost step in understanding AMCE’s employees (just like a marketer whose customers’

journey is a concern), the company would be able to meet the expectations of their employees.

The HR might utilize the employee persona template so that studying AMCE Wide’s workforce

becomes easier.

Besides the HR roles in recognizing the person, the dexterity of the HR with different

organizational team leaders ought to display the names of the top performers’ names maybe

every month on the company’s noticeboard. Moreover, along with the supervisor, the human

resource professional can go the extra mile to hand over some trophies as a sign of appreciation
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to the top performers. This is generally a way to promote the best through valuing the company’s

members (DuPoint, 2018). These activities should, however, be done in the presence of all the

employees. As a result of appreciation, eventually, the ones that have performed well or the “top

performers” begin building his or her trust in the company more and thus strives hard so that in

the future prospect they win many of the trophies or get ranked as top performers.

Nonetheless, valuing ACME employees goes far beyond appreciating them and paying

them salaries. Regardless of the number appearing on the employees’ paychecks, they always

want to feel recognized and appreciated. As such, AMCE’s HR must remain on the toss to

change, develop and underpin other means of acquiring and retaining employees through

identifying the person. While formulating the organizational policies, HR is responsible for

fixing a time for lunch typical to all the employees. For instance, AMCE’s HR can decide to

assign forty minutes for the same and ensure that nobody is at their workstations during that

time. When the employees of a company get to sit together, research divulges that half of the

employee problems disappear on their own. In fact, employees share their displeasures, different

glitches and sorrows with their colleagues; thus, they come closer to one another, therefore

developing a better bonding.

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References

Actimo. (2019). How to design the perfect onboarding

process [Video]. https://www.youtube.com/watch?v=TfOcbqjpRS8 Standard YouTube

License. 

DuPont. (2018). Diversity and inclusion in the workplace

[Video]. https://www.youtube.com/watch?v=uHYuDDHvU64  Standard YouTube

License.

MacDonald, G. (2012). Howard Schultz—On connecting employees to the

vision [Video].  https://www.youtube.com/watch?

time_continue=3&v=mn5t8JsMMX8&feature=emb_logo  Standard YouTube License.