Introduction
TTA is known to be facing some losses as well as problems which have been observed in the organization and all of these problems have been pushing the enterprise downwards (Leatherbarrow and Fletcher 2019). Since the year 2014, the performance of the organization has been slipping and is reaching its nadir at the end of the year 2019 when a specific loss has been recorded for the very first time in the last 40years. The main aim of the study is to properly analyse the case of TTA and offer some recommendations such that it can begin the task of moving back into respectable profitability.
HR issues
There is a huge reduction of the workforce involving all the workers of part-time as well because TTA has been found to be hugely responding and also investing a lot for the maintenance of the competitiveness. The actual downturn within the fortunes of the company has actually coincided with that of the ultimate introduction of PRP or in short performance-related scheme for all of the various staffs of the firm. It has been seen that the management is placed upon a separate scheme of performance to that of the remaining workforce and hence been benefited in a disproportionate way. The particular basic pay of the workers of lower level has been hugely remained quite same since the specific introduction of the scheme within the year 2013. The specific introduction of the scheme of PRP has been leading towards a huge number of mistakes within the factory and hence there has been an increment in wastes because various workers have been cutting a number of corners or even rushing their works for quickly reaching the targets and also for incrementing all of their earnings. A much greater impact is that there has been a huge rise in several accidents within the place of work because several people are working all the machines much harder and some are also rushing round the entire factory. However, it has been found that there has been nothing so much serious yet and injuries have been very much minor and are well treated by the duty officer of first aid. The further development has also been incremented the absence of the employee because of sickness, mostly notably a huge jump in the number of stress which are related to stress. It has been reported by one employee that the atmosphere of the family which has been upheld for so long by some of the earlier generations of the directors of family has entirely disappeared since the specific introduction of PRP. It has been found that some of the personal relationships in between the staff and the management have been remaining quite good, but there have been some tensions which are underlying. There is also an apparent reduction in all of the various deliberations which are meaningful regarding all the products and this is because the style of management has actually become based upon instruction. There is manifestation which is the ultimate rivalry in between several divisions, with various accusations of the treatment which is preferential aimed at the particular division of the ceramics.
It has also been found that all of the training is currently conducted on the specific job with all the new employees directly watching as well as doing whatever all of the various experienced staffs have been doing. Both the staffs of administration as well as management are known to be simply learning by directly being dropped in at the particular deep end. Moreover, the procedure of the induction has been found to be lasting just one day for all of the various new coming workers and there have been only three days for the personnel of management. It has been known that there has been no plan of development which is formal for the staff of management and also for the supervisors and hence many of them have been leaving after some years at a particular firm, citing only few limited opportunities for a further promotion. It has also been noticed that all of the various promises which have been made at the interview for job selection have not been kept at all. The turnover of the employee among all the staffs of lower level has also incremented markedly. There is a huge lack of various skilled labours. It has been found that there is a huge lack of investment into the procedure of recruitment and also the selection which comprises of one single interview. It has also been found that there has been no involvement of HR at any particular recruitment stage and also the procedure of selection other than the placing as well as writing of the advertisements of job. There is even a huge lack of innovative who is younger and also personnel who is creative that are to be employed by the entire enterprise.
Table
| Identified Issues | Description | Implications |
| Reward | The PRP scheme is found to be present currently for all the staffs which has led towards various mistakes, incremented wastes and also several accidents as well. | The only thing which can be done is that this scheme must be totally removed from the organization and bring in some kind of reward system for the enterprise (Noe et al. 2017). All of the employees will be rewarded on a timely basis based upon the performance. |
| L&D | There is no formal training and development plan. The process of induction is found to be lasting for only one day for the all the new workers and only three days for the personnel of management. Employees have been citing limited opportunities for promotion. | There is need for the introduction of several kinds of training and development programs. Firstly, it has been thought that there is a huge need for training basic skills of the employees needed for the organization (Jamali, El Dirani and Harwood 2015). Secondly, there must be a technical training as well which will be helping a lot in coping up within the organization where there is a huge innovation in the technology. Lastly, it is to be remembered that there is a huge need for safety training as well which will be helping all the employees to maintain an environment which will be safe for all the employees (Tahir et al. 2014). |
| Department of HR | It has been found that in the organization there is not current representation of HR on the board. HR is only conceived in all the terms of support for only dealing with all the tasks of lower administrative level like keeping records of staff, pay-roll, absence due to sickness and also deals with advertisements of jobs. | There is a need for the involvement of HR at any of the stages of recruitment and processes of selection other than only being involved in all the various tasks of lower level of administration like placing of advertisements of jobs (Werner 2014). |
| Culture | It has been found that the family like atmosphere is getting disappeared because of all the various rising issues. | There is a need for some HR and IT policies as well which will be helping a lot in developing a proper culture within the organization (Wong et al. 2013). |
Recommendations
Firstly, it can be recommended that the specific scheme of performance related pay must be removed for all the staffs (Falola, Osibanjo and Ojo 2014). There must be no such scheme which will be differentiating one specific employee from the other one and by which there will be rising competitiveness within the workplace. Instead of such a kind of scheme, both the benefit as well as the achievement will be received by all of the employees for their performance of job within the organization and this is actually known as reward. There must be proper development of an atmosphere which will be like family within the place of work (Wilson 2014). There is a need for the development of HR policies as well as rules which are to be followed by each and every employee. A properly structured interviewing as well as procedure of hiring will be definitely ensuring the entire enterprise to opt for the highly skilled applicants. Behavioural techniques of interviewing are really very much essential for properly understanding all of the various earlier skills of the applicants and also of all the experiences as well. This will be really helping a lot if all the skills of the candidate as well as the experience are highly relevant to all of the required skills as well as experience that are needed for the specific position (Rani and Mishra 2014).
All of the managers who will be interviewing as well as hiring employees must be possessing training of appropriate skills of interviewing. There must be a training and developing programme for all of the several employees within the company such that they can be able to properly work as per all the rules and the regulations. Proper training as well as development procedure will be great activity which will be totally aimed towards the enhancement of the performance of several individuals and groups of various employees within all of the various settings of the enterprise (Kadiresan et al. 2015). With the help of such training, all of the employees will be properly taught particular skills and with the help of development the personality of the employee and also the skills of management are greatly improved (Larsen 2017). This development plan will be bringing in several kinds of opportunities for the promotions as well which will be attracting various people to a great extent. Firstly, there is a need for training basic skills which are very much needed by all of the various employees within the place of work. Such skills will be helping all of the employees in totally participating as well as engaging with the enterprise. Secondly, there is a need for some technical training as well which has really become indispensable because of the huge innovation in the technology (Hassan 2016). Such efforts of training will be greatly inclined towards the upgrade and the enhancement of the skills of employees which are technical. Thirdly, it is very much essential to provide safety training (Sheehan, Garavan and Carbery 2014). This particular training will be hugely enabling all of the employees to properly carry out all of their work in a specific safe manner. A properly developed program of safety will be involving all of the processes as well as directions for all the employees.
The procedure of induction must be extended to about minimum of about fifteen days instead of just one day for all of the new comers (Tangthong, Trimetsoontorn and Rojniruntikul 2014). There must be the introduction of a proper formal plan of development for both the supervisors as well as the staffs of management. There must be a proper representation of HR on the board which has been observed to be lacking in the enterprise. There is not specific meaningful involvement of HR at any particular stage of the process of recruitment and selection other than placing as well as the writing of advertisements of job. HR must be capable of performing several activities within the enterprise which will be involving the management of performance, payment, training, development, recruitment and also onboarding (Lamba and Choudhary 2013). There must be proper HR on the board who will be capable of developing, altering as well as reinforcing the specific culture of the entire enterprise. These are considered to be some of the important elements for the development of an appropriate culture within the workplace. This will be helping the enterprise a lot in developing various kinds of products of both the division. This will also be helping a lot in developing a proper environment and culture within the organization. All of such steps will be helping a lot in the enhancement as well as the development of the enterprise to a great extent. This will also be bringing in a proper culture within the working environment (Keep 2014).
Conclusion
It can be concluded that there is a need for some new ways as well as thinking which will be helping the organization to be become a profitable one. All of the various recommendations which have been provided as an HR perspective will be definitely helping the organization a lot in regaining the previous family like atmosphere and culture within the organization. All of the various issues as well as problems will be removed to a great extent.
References
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