HR Strategy For JVA Corporation Recovery

Table of Contents

As the HR director, I have the duty to protect the rights of employees of JVA. The strategy I select, therefore, should improve the position of the company and not derail the morale of the employees. I will use the third strategy, which includes reviewing and making necessary changes to guidelines for performance management. Based on the mission and goals of the corporation, there will be a review of the requirement from the employees and evaluation of the necessary compensation. Cutting down the expenditure of compensation perks from eight to five percent will boost the effort of the recovery plan.

Cutting down the additional compensation perks will not derail to a great extend the morale of the employees. There will be advice to the employees that the aim of the strategy is to assist their organization recovery from the surge during the adverse economic times. Three percent of total revenues previously used for compensation perks will be for improving the position of the corporation. Certainly the strategy will interfere with the employees’ morale in working with the corporation. However, proper communication will be in place to assure them the additional compensation perks slashing will be short-lived. Once the corporation recovers from the fifty three billion dollar loss, there will be a review of the compensation perks and the usual or possibly higher compensations proposed; coupling the strategy with strategies from other departments, will ensure that it will not be long before the corporation reestablishes itself. Saving three percent of the corporation’s total revenues for the recovery plan would be an influential figure for the corporation.

The loyalty of the employees to the corporation, in addition effective communication on the, proceedings, will keep the employees working with the organization; there will be a promise of even better compensation perks in the near future. It is definite that the strategy will lower the morale of the employees. As the HR director I will develop constant communication plan with them to reassure that the move is only for recovery, two years will be enough to return to sound base and the usual compensation rates. The strategy will be of highly beneficial to the JVA Corporation because it will enable it to reinstate itself, as the HR director I will ensure that the plan does not against the expectations of the corporation by using motivational tactics to win the employees efforts throughout the recovery process. The employees of the corporation are among the community to the organization.

The welfare of the community will slightly be cut down for the thirty five percent of the employees who were eligible for the compensation perks. The strategy will be applicable to foreign employees too. This will ensure considerable cut down of expenditure on compensation perks and that the reserved revenues are large enough for the company return to its usual profitability within a short period. It will not matter whether the employees are within the United States or without; enforcement of the strategy will be from the central office of the corporation and will reach all the involved employees. Employee dedication is the most paramount mandate of the HR department; the strategy will affect the commitment of the employees; however, the use non-monetary tools of motivation will keep alive the dedication of the employees in working with the corporation, Sims (2007).

Reference

Sims, R.R. (2007). Human resource management: Contemporary issues, challenges and opportunities. USA: IA

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