A successful HR manager is responsible not only for developing an efficient recruiting

process but also for enhancing the overall productivity of a company by improving employees’

morale. Employees’ morale is determined by their opinions towards the work environment and their

overall level of satisfaction. According to the organizational support theory, employees’ morale

directly affects their engagement, productivity, and retention. Therefore, as a newly hired HR

manager for a multi-site customer service organization, I will work on communication, collaboration,

training, and recognition in order to develop positive perceptions of organizational support and trust

for my human resource team.

To begin with, I need to work on my team’s perception of the organization. We know that

expectations are formed as a result of past experiences, and these expectations influence the

current perceptions. Since the preceding HR manager, violated my team’s trust, it is imperative for

me to change this perception and build trust and credibility with the team. Ability, compassion, and

integrity are three distinct perceptions that people have towards management. Greater perceptions

of trust are associated with higher perceptions of managerial ability, compassion, and integrity.

Therefore, building trust can be a gradual process and can be achieved through communication and

being accessible. In my previous engagement, arranging morning meetings proved to be of great

help. I used these meetings as a platform where I can be accessible and my team can voice their

concerns and share opinions. I used to define expectations and goals and also encouraged feedback

from them. This helped me and my team members to stay on the same page, reduce frustrations,

and avoid any miscommunication. Since we are now working remotely, these meetings need to be

arranged virtually. Working in a remote environment poses the biggest challenge as it includes a

tendency to detach and thus results in employee disengagement. Therefore, virtual team-building

exercises that aid in team collaboration are required to promote teamwork and a positive work

environment.
 In addition to improving communication and collaboration, I will recommend including

employee training and recognition as well. Training programs help employees to improve

productivity, enhance their skills and learn more about the company. They enable the employees to

undertake more responsibilities. To facilitate online training, many companies have tied up with

online portals such as Udemy, Skillsoft, and Coursera that offer a variety of courses not only related

to employees’ domain but also as per their areas of interest. For instance, in addition to providing

different certifications in human resource management, employees can also choose a course in

creative writing or language learning. Similarly, through employee recognition, the company shows

its appreciation for employees’ contributions. These programs generally include recognition,

appreciation, and rewarding the employees. Employee recognition can be monetary or non-

monetary. Monetary programs include raises, bonuses, or incentives while non-monetary programs

include new job title, promotions, assigning different projects, and so on. It is known that employees

choose to stay longer with those companies that demonstrate the organization's willingness to

invest in their success and growth. All these activities lead to an increase of trust in management’s

ability, compassion, and integrity.

Employees who have a favorable perception of organizational support feel that their

company will provide assistance when they need it to perform their job effectively and deal with

difficult situations. Thus, communication, collaboration, training, and recognition will encourage my

team members to perceive that the company values their well-being. Perceived organizational

support often leads to organizational commitment which in turn is associated with higher job

satisfaction and lower stress levels.