Employee Productivity Essay

Human resources atomic number 18 considered an entitys most precious assets and should be hale appreciated for them to be extremely tillable. Such wonder increases employees productiveness to ensure that a company keeps a grocery leader in the industry that it operates in. High productivity a same improves an physical com billets market value. The use of incentives go out be necessary to influence the custody up to the point that they give their best to their employer. Increasing the work armys productivity is mainly centered in motivating them at the lowest production and operating cost affirmable.Piecework compensation programs atomic number 18 of boost to the employees. Employees go out work hard having in mind that their pay is forthwith proportional to units of output and leave behind produce more. Payments should be based on expounds assembled, sales made or even hours billed. Most mountain atomic number 18 motivated by a high pay and piecework compensation s tilt to increase the overall custodys output. The humane resources should therefore get a take place that is directly proportional to their output.Promoting from within entice employees to be more productive because they are assured of moving up the career ladder. Those who tend to be more good and effective should be given a higher(prenominal) rank for them to get along even better. An example is the case where an Accountant may be promoted to be the chief Accountant for his quality work.The theater director should overly ensure adequate equipments for the manpower. Machines should be good and computers up to date if the employees are to deliver at their best. The manger should also declare oneself a average opportunity for the workforce to be productive enough. He should not be biased based on nepotism or racism for the workforce to tone of voice appreciated. Office supplies should also be adequate so that the labor force does not fall short of materials.Profit sha ring schemes makes the employees to be owners of the formation and will produce more for profitability to be at its best. Employees will be destinyholders of the business entity and will produce more for dividends and earnings per share to be high.The manager should also offer achievement awards like plaques, modified 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 slack up during their delivery to the employer. This refreshes the mind because they will imbibe some(a)thing to look forward to and charge their batteries. By being shareholders, employees will participate in the companys Annual General Meetings and will be in a position 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 ofttimes for the workforce to feel rejuvenated. Salary increments should be annual for the workforce to fool that they are being appreciated. Incentives should also depend on the value created after(prenominal) consummation appraisals have been carried out. Non monetary avenges 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 functioning 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. Every responsible employee should target the companys expectations in t erms of sub optimization for the company to remain poreEmployee appraisals also help to examine the variance amid observed and pass judgment performance. Corrections can therefore be made where necessary so that actual performance does not deviate much from the expected standards. Mentors will therefore be kept on toes for their juniors to understand why they should cohere 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 leadership position. Appraisals also help in determining the training development requirements for the future. Employees requiring special training shoots will be identified and the management will focus on alter in the gap that may relate to knowledge or education. Employees may therefore consider paying for their employees school fees for their education to remain relevant.Information is provided on human resources in terms of promotions or transfers. Those who have been performing excellently 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 potential to determine what the management can expect of their workforce given their knowledge, education, generate 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 trim back through appraisals. By evaluating someones performance, it will be possible to determine whether the recruiting was carried out fairly and the training needs required.Performance appraisals also help in strengthening the bond or communication between juniors-seniors and workforce to the manag ement bond. Appraisals determine how hearty the subordinates are cooperating with their seniors for mutual achiever 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 sex act to human resources management are made easy. Performance appraisals assist in descent analysis or provision 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, cause 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 three variables are instrumentality, valence and expectancy.EXPECTANCY this is the belief that more effort increas es performance, therefore working(a) hard makes things better. It is find out 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 determined by a clean understanding of the link for performance with outcomes that is the reward game rules, trusting the persons making the decisions on how outcome is distributed and a unreserved 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 duad contribution b y the workforce for them to keep on performing well. Rewards should merely be well designed so that none of the entitys groups of workforce is left out.VALENCE this is the vitality that employees place on expected outcome. For authority a person who is mainly motivated by cash does not value additional time off offers. Persons change their effort aim depending on the importance placed on outcomes they get from processes and on their idea of awareness of effort and outcome links. Hence perceiving that improved effort increases performance, change magnitude performance improves rewards and one values 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 keep effort. They should be made to feel as part of the entity for them to be efficient an d effective enough. Rewards should however be designed in such a way that the entity maximizes its profits at the lowest cost possible. If a paid employee is currently being well rewarded, he will not look the point of looking for a greener pasture and he will remain a true human capital to the employer.