Human Resource Management: Business Approaches of Keim Lumber Company
The talent management process within Ohio’s Keim Lumber Company is aimed towards attracting, developing, promoting and retaining employees who are productive in their various lines of duties. The process starts with conducting interviews on all people who have expressed their wish in working for the company through an official application. The next steps involve selection, on boarding and finally recruitment. The textile firm has established a very efficient human resource department whose function among others is to identify employees who are committed, are creative and eager to learn new skills (Bamberger & Meshoulam, 2000). Such workers are regularly trained and rewarded to ensure that they give out the best.
Of the approaches described in the video, the people and the practices approaches are the ones that are closely related to the Ohio Company. The people’s Approach, for example, is concerned with the identification of star performers. Great efforts are put to train and develop workers with high potential. The practice approach in Ohio has been used for a long time to attract, recruit and retain workers with the required talent. Employees with high potential are developed more through coaching and mentorship programs (Lussier & Hendon, 2016).
An improvement on the talent management for the company would entail creating a culture famously known as “pay-for-performance.” Such a strategy would not only make employees motivated in their work but remain at the top level of their talents for a longer period of time. During this period, the company will withstand the competitiveness that is a characteristic of the current market. Many companies are spending a lot of money to hire specialized talents within their businesses but unfortunately do not have better ways of keeping them.
Creative methods talked about in the video that employers can use to check in their employees throughout the year include use of the electronic media such as telephones and email. However, it should be noted that a face to face check in is more appropriate and yields better benefits. The electronic media can be done only on some occasions when time is a limiting factor. Employers must understand all their workers in all angles so that communication is done in the most appropriate manner (Gilley & Praeger Publishers, 2009). There are those high touch employees who require utmost attention whereas the low touch workers understand almost everything and can work under minimal or no supervision at all. Regular check in have been proven to be beneficial to workers such that the normal surprises are eliminated. The environment is just the right one for employee evaluations to be conducted without fear or favor.
It is important to note that managers do encounter numerous challenges while conducting virtual employee’s performance. Over socialization is the major problem in cases where managers spend a lot of time with employees during check in (Lussier & Hendon, 2016). To avoid such, it is advisable for employers …
