HR assignment on: Designing a memo
Memo 1
To: Development Manager
From: HR Manager
Date: 31st March’2011
Subject -Breaking of the bond and leaving the company before the period of termination ie:-12 months.
Heading- Leaving a company before completion of the bond
This is to bring to your notice that prior intimation has been given to me about your plans of resigning the company before completing the bond period with the company. Acme industries in turn, can take severe legal action against you as you are aware of the secrets to a leading Tapware plan to be launched next year. Taking legal action against you totally depends on us i.e.: – whether we plan to put in time and resources in doing so. You can in turn, defend you case by commenting on low work satisfaction. Also, you can be taken to the court of Competent jurisdiction by the company based on proof of legal documents that have been signed by you (Budhwar & Bhatnagar (2009).
An analysis of the above case presents an option of Employee engagement and commitment of the employee towards his company. Employee engagement is defined as satisfaction of the employees with their work and with their company (Pittard & Naughton (2010)). The greater the employee engagement, the more committed an employee will remain towards his company.
In order to achieve employee engagement, we ie:-the HR department needs to do job enrichment. Job enrichment is imbibing the employees with meaningful, variety and autonomy tasks and tasks which are outside the domain of employees (Armstrong & Micheal (1928)).Also, performance management processes can be implemented. In these sessions, regular discussions are held to gain feedback about the performance to have an idea about which jobs are most challenging for the employees and which are the jobs which provide maximum interest to the employees. Another way to foster employee engagement can be when the company personalizes its relationship with its employees and appreciates their contributions towards the company.
The risk of implementing this technique is that it is labor intensive and time consuming and therefore, the cost implemented can be time-consuming.
Review of the results obtained by performance management requires strong interviewing skills of the person interviewing the employee and equally strong analysis skills. Also other liability of this technique is that the interviewer may be biased in his/her opinions and conclusions may be drawn from sources other than facts.
My recommendation is that the HR department will engage employees such as you in employee engagement programs and perform performance management processes which will help in evaluating your strengths and weaknesses in performing a particular task. Also, the company can give you the responsibility to carry out challenging tasks, which will prove interesting to you, and will help in increasing your satisfaction towards your work. The company will also personalize their relationship with you and will make an honest effort to appreciate you contributions towards your work. These actions will surely help in increasing your morale and commitment towards our company.
Signature: HR Manager,
Acme Industries
Memo 2
To: Operations executive
From: HR Manager
Date: 31st March’2011
Subject- Redeployment or downsizing from Acme industries to another company
Heading- Redeployment and further Downsizing
The problem faced in your case is that of Redeployment or downsizing from Acme industries to another company. There are several legal issues involved in this. The clause of redeployment has to be mentioned in your contract. If this is not mentioned in your contract, on redeployment, your termination has to be mentioned in the contract along with the severance payment of the employee’s services. Also, the terms and conditions of the redeployment offer need to be consistent and favorable with the original offer in terms of the designation being the same, same payment scale and the job being within the employee’s capability. You can impose severe legal issues on the company by involving relevant unions in this problem.
Redeployment is done by classifying which employees suit the new tasks at best and redeploying them in those organizations so that they can perform at their best. Redeployment is also very essentially practiced as an HR policy (Mackay, (2007)). Our HR department needs to design an effective redeployment program safeguard the interests of the company as well as the employee’s career by not downsizing employees i.e.:-reduce the employees in an organization (Wilkinson & Redman (2009)). The program designed by our HR management focuses on reassignments, retraining programs, relocation policies, new employment schemes or education leaves.
Redeployment helps in increasing the performance of employee’s such as you, and also helps in decreasing the costs of the company. These redeployment programs help employees to support organizational roles, meet legislative requirements and meet the deadlines of a particular task allotted to them. Also, redeployment helps employees to develop implementation plans that can help in maximizing gains and minimizing losses while performing a task (Som & Ashok (2006)).
The liabilities of redeployment are that employees face many changes in their working conditions like excess of workloads.
My recommendation is that redeployment should be actively practiced in our company in order to delegate the tasks according to the capabilities of the employees. Redeployment is an essential tool in organizations as it helps in increasing the efficiency of organizations and in utilizing the full efficiency of employees. Before doing redeployment, organizations should have taken care to include the clause of redeployment beforehand in your contract so as not to suffer from severance payments as this can also harm the company’s reputation.
HR Management needs to take an active role in redeployment practices, so that both your role and the organization’s role can be safeguarded. Hence, redeployment is an effective tool, if practiced properly by the organizations.
Signature: HR Manager,
Acme Industries
Memo 3
To: Accounts executive
From: HR Manager
Date: 31st March’2011
Subject- Work from home option
Heading- Switch from Full time job to work from home option
These is to bring to your notice that we have been informed that you are faced with a problem of attending to your deaf son, and want to have the option of working from home for at least two days a week. Telecommuting options are known as “work from home” and are generally practiced once a week or thrice a month (Rainer, (2009)). Telecommuting option is subject to approval by the manager of our company and if the approval is given, no legal action can be taken against you. Telecommuting option can be practiced when the employee follows certain conditions like informing the manager at least one week in advance of telecommuting, checking up with their office daily and informing their managers where they would be reachable. Also such employees should not be taking any vacations or holidays prior to the days when they are working at home.
With telecommunication, the HR department of our company plans to create a work environment, where both, your needs and company’s needs are balanced. This will help in increasing your job satisfaction. This will also help in reducing you cost of commuting. Also, you as an employee, can put in your full attention towards your work and face less distraction from your coworkers. The further advantage of telecommuting is that workers can maintain a balance in their personal and professional lives (Callan, (2001)). By telecommuting our company also faces many advantages as it saves on its infrastructure and housekeeping costs if some employees stay at home. A higher productivity can be obtained when employees work from home as they can agree to work on weekends also and can achieve greater amount of work.
Telecommuting also has certain liabilities like the employee may be distracted and may focus on house errands rather than completing official work. Also, the employee is distanced from the regular day to day activities of the company and may face work load extending to extra hours. Finally the employee can face higher work related costs like internet, telephone and electricity.
My recommendation is that Telecommuting should be practiced in our company as it can help in improving efficiency of employees in the workplace because it improves the work satisfaction of employees. Work satisfaction comes because employees are able to maintain a balance in their personal and professional lives. For effective Telecommunication to be practiced, you should follow certain guidelines established by the company
Signature: HR manager,
Acme Industries
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