REFLECTIVE ACCOUNT

Reflective Account



Reflective Account

Introduction

Human resource management within the company is now an increasingly complex task, endowed with greater challenges for those who are in charge of that function. To become effective and efficient in its operations, the company should properly organize the human resource department. Accurate information relating to human resource management of the firm is key for success of the organization.

Personal Reflection

Employers today understand the importance of employee satisfaction in organization's performance because employee's turnover is increasing day by day. This creates the need for the use of descriptive statistics to study the reasons of employee dissatisfaction and low morale which causes the high turnover (Wagen, 2007). Companies should have the human and technological resources, to provide it to management information processed and updated, in order to assess and diagnose their labor, their strengths and weaknesses in the way they are organized employees, and labor market characteristics to turn to in times of finding new staff. It is a tool that serves as support in making the best decisions possible at the level of human resources management of the company (Lawler, 2003). It is precisely here that the statistics come into play, as the discipline that supports the process of decision making in various areas of knowledge also deliver guidelines for appropriate presentation of information.

Keeping this factor in mind, I, being a HR professional, also use descriptive statistics for various reasons. Just like in any other management setting, analyzing and collating statistics is hugely important to HRM as it helps it identify areas of weakness, areas where improvement is needed, employee satisfaction levels and training requirements (Florkowski, 2006).

The descriptive statistics can be applied to any business or life. It is the science that collects, describes and analyzes the data can and should be used in any technology industry and business, including human resources (Lawler, 2003). The calculation of the total number of employees, their hours, weekends and holidays, wages, production rates, and changes in the short and long term, all this can be done with care and precision with the help of statistics (Wilkinson et al, 2009). The most common areas where, I use descriptive statistics in managing the HR function of the organization to make improvements and changes within the company are briefly discussed below.

Compensation survey

This type of survey help me to identify if compensation programs, such as pension schemes, are working or if areas need to be addressed. This will help me to identify how many staff are involved on a pension scheme and will help them tailor the service to suit their needs.

Employee satisfaction

By carrying out staff surveys and questionnaires, I am able to identify how happy and satisfied the employees feel within the workplace. This will help identify areas where more attention or investment is needed and may even help a potential problem from growing out of control (Sisson, 1990).

Training and support

By regularly asking staff what they feel about the training programs, I regulalry ask them about training on a particular topic ...