Employee Productivity Essay

Human resources be considered an entitys most valuable assets and should be well appreciated for them to be extremely prolific. Such appreciation incr quiets employees productivity to ensure that a caller- show up proceeds a market leader in the industry that it operates in. High productivity also improves an presidential terms market value. The use of incentives testament be necessary to entice the change stateforce up to the menstruation that they give their best to their employer. Increasing the score forces productivity is mainly centered in actuate them at the lowest production and operating cost possible.Piecework compensation programs atomic number 18 of encouragement to the employees. Employees leave alone work hard having in mind that their pay is directly proportional to units of out entrap and will produce to a greater extent. Payments should be footingd on begins assembled, sales made or even hours billed. Most people are motivated by a high pay and piecewor k compensations tend to increase the overall manpowers output. The merciful resources should wherefore get a return that is directly proportional to their output.Promoting from within entice employees to be more productive because they are guarantee of moving up the career ladder. Those who tend to be more efficient and strong should be given a higher rank for them to perform even better. An example is the case where an control whitethorn be promoted to be the chief Accountant for his quality work.The manager should also ensure qualified equipments for the workforce. Machines should be well be downd and computers up to date if the employees are to deliver at their best. The manger should also leave behind a fair opportunity for the workforce to be productive enough. He should not be dark based on nepotism or racism for the workforce to feel appreciated. Office supplies should also be seemly so that the labor force does not fall short of materials.Profit sharing schemes ma kes the employees to be owners of the organic law and will produce more for profitability to be at its best. Employees will be shareholders of the business entity and will produce more for dividends and earnings per share to be high.The manager should also scoreer achievement awards desire plaques, special parking areas, employees should also be allowed to wear casually at least once a week and on certain days, lunch breaks should be long. The employees will therefore work at ease to the advantage of the employer. The manager should also provide adequate breaks during work to allow employees time to relax during their saving to the employer. This refreshes the mind because they will take hold something to look forward to and recharge their batteries. By being shareholders, employees will go into in the companys Annual General Meetings and will be in a fix to vote in the entitys directors. They end up considering themselves as part of entitys owners and become more productive. Incentive programs should be adjusted frequently for the workforce to feel rejuvenated. Salary increments should be annual for the workforce to realize that they are being appreciated. Incentives should also depend on the value created after performance appraisals have been carried out. Non monetary rewards like gifts, acknowledgements and praises should be frequent for productivity to be at its best. Money motivates employees at initial stages but as time progresses it becomes less active as a motivator. Motivating employees psychologically may be more useful because it normally acts as some inner energy and they deliver more.Employee appraisals are aimed at examining employees performance during a certain time period. They help in determining whether employees are circumstances in realizing the entitys short-term goals in line with the companys mission statement and vision. either responsible employee should target the companys dwellations in terms of sub optimization for the c ompany to watch focusedEmployee appraisals also help to examine the variance between observed and expected performance. Corrections chiffonier therefore be made where necessary so that actual performance does not deviate more than from the expected standards. Mentors will therefore be kept on toes for their juniors to understand why they should stick to the entitys standards of operation and performance.Organizational controls can be exercised after the employees performance has been evaluated. They therefore assist the entity in achieving and maintaining its lead position. Appraisals also help in determining the training development requirements for the future. Employees requiring special training needs will be identified and the counsel will focus on filling in the gap that may relate to knowledge or study. Employees may therefore consider paying for their employees school fees for their education to remain relevant.Information is provided on gentleman resources in terms of promotions or transfers. Those who have been performing resplendently will be appreciated through promotions or taken to other departments for them to maintain similar good performance. They also provide a clear picture in terms expectations or responsibilities of duties to be carried out by employees. After the employees performance has been accessed, it will be possible to determine what the management can expect of their workforce given their knowledge, education, experience and expertise. Appraisals also help in judging the efficiency of various human resource duties like recruiting, selecting, developing and training. Employee grievances will also be reduced through appraisals. By evaluating soulfulnesss performance, it will be possible to determine whether the recruiting was carried out fairly and the training needs required. execution of instrument appraisals also help in strengthening the bond or communication between juniors-seniors and workforce to the management bond. Appraisals determine how well the subordinates are cooperating with their seniors for mutual success of their employer. Payroll and reimbursement decisions are made easy because employers base their remuneration packages on their employees contribution to the entitys success. Decisions of future objectives and actions to be taken in relation to human resources management are made easy. Performance appraisals assist in job analysis or training of supervisor support, guidance and counseling. Those who need direct supervision are identified and adequate support is offered for the workforce to be extremely productive.According to the Vrooms Expectancy theory, effort is separated from performance or outcome. Efforts must be linked to performance and psyching for motivation to be realized. Three variables are proposed to cater for this relationship. The leash variables are instrumentality, valence and expectancy.EXPECTANCY this is the belief that more effort increases performance, there fore working hard makes things better. It is inflexible by the availability of the right resources, that is raw materials or time, right skills for doing the job, necessary support for getting work done like seniors support and the right job information.INSTRUMENTALITY this relates to believing that performing well leads to a valuable output being received therefore doing the job right yields something. An employee will therefore put more effort in his work because he expects to be remunerated at the end of the month. It is located by a clean understanding of the link for performance with outcomes that is the reward game rules, trusting the persons fashioning the decisions on how outcome is distributed and a transparent process of deciding how outcome is distributed. An organization is supposed to have well laid down standards of reimbursing employees so that bias is avoided. The employee should provide adequate rewards and incentives that match contribution by the workforce for them to keep on performing well. Rewards should however be well designed so that no(prenominal) of the entitys groups of workforce is left out.VALENCE this is the vitality that employees place on expected outcome. For instance a person who is mainly motivated by cash does not value additional time off offers. Persons change their effort level depending on the importance placed on outcomes they get from processes and on their mood of awareness of effort and outcome links. Hence perceiving that improved effort increases performance, increased performance improves rewards and one value rewards being offered , then Vrooms Expectancy theorem indicates an individual will be motivated.Therefore efforts, performance and rewards are prerequisites for adequate and sufficient motivation. Employees will be well psyched up to perform if they are assured of a good return to match their continued effort. They should be made to feel as part of the entity for them to be efficient and effective eno ugh. Rewards should however be designed in such a management that the entity maximizes its profits at the lowest cost possible. If a professional employee is currently being well rewarded, he will not see the point of looking for a greener pasture and he will remain a true human capital to the employer.