Employees play a very important role in a corporation’s success. Depending on their performance, they can drive the company’s productivity in an upward or downward shift. But which manager would want productivity to go down? Nobody. This standpoint is where Human Resource Management arises. The Human Resource Management department’s primary task is to improve the match between individuals and jobs. Human Resource managers should use job analysis to obtain job description information about what each job needs to accomplish in terms of quality and quantity. Up-to-date job descriptions are essential for proper employee selection, appraisal, training and development for wage and salary administration and for labor negotiations. In addition to that, it is vital for summarizing the companywide human resources in terms of employee skill categories. Early human resource managers saw that people positively respond to monetary incentives, at least behaviorally. It is known as the greatest motivator until latter researches saw that money is not just about everything. Rather, the quality of work life is pointed to be another of the greatest motivator and in the long run, the quality of work life comes first to motivating employees. Human resource managers have also found out that a good quality of work life in an organization reduce employee dissatisfaction and unionization efforts, thereby, increasing productivity, effectivity, and efficiency. However, this aspect of motivation is intangible or immeasurable. And by tangible measures, the researcher meant cash and other monetary incentives, insurances, allowances, and other physical benefits received by employees.This research study shall make use of an actual company as a subject for assessment.
Strategic Human Resource Management in Achieving Strategic Production Objectives