Australian Supermarket Chain’s Change Program

NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.

NB: All your data is kept safe from the public.

Fact of the report

The report mainly consists of the remedial measure for the high employee turnover in the Australian supermarket. The main aim of the report is to minimize the employee turnover rate by amending a good performance appraisal system, remuneration, and benefits to the employees.

Introduction

Employee turnover provides restless situations to HR managers, the employee turnover position the organization and the operations in agony. There are numerous beliefs, attitudes, and labor shortages that contribute to employee turnover. “Employee Turnover is the number of permanent employees leaving the company within the reported period versus the number of actual Active Permanent employees on the last day of the previous reported period” (Nobilis, 2009, para.1).

The prolonged working conditions and the same style in administration without any increased benefits and remuneration to the employees create boredom for the employees work, the change management can act as the catalyst for the turnover, and “Technological and organizational change might lead firms to recon gure the skill-mix of the workers in the firm keeping the total number of jobs constant, by replacing jobs of one skill-type with jobs of another skill type” (Bauer & Bender, 2002, p.8).

Objectives of organization

The main objectives of the organization are to develop a performance appraisal system and to maintain a smooth and successful environment that is free from high turnover and chaos. “Performance appraisal has different objectives for management and for the employees. Employees are interested in having an assessment of their work from the viewpoint of personal development, work satisfaction and involvement in the organization” (Session 4: Performance appraisal, n.d, para.6).

The objectives are interpreted into official and personage objectives functioning with people to consent the performing targets. Which permits the worker to be familiar with the set of criteria and the evaluation techniques. This procedure engages in illustrating the job role, job description, and responsibilities. Objectives found out should be smart and efficient to afford connection among members of staff and organization.

To conduct the performance appraisal

The conducting of the performance appraisal should be done by a mutual discussion with the supervisor and the HR department, the first and foremost practice in the performance appraisal is the training to be provided. The training should start with a keen focus on the systematic and the step by step approach in exhibiting excellent services to the organization.

Training

The training should be based and oriented keenly on the motivational factors, evaluation, and performance factors. “Performance appraisal is one of the most important ways an organization can ensure the continued best performance practices of its employees and promote their future development. All employees need to know where they stand concerning their job performances…Each organization has its own specific way of planning, organizing, conducting and evaluating the performance appraisal process” (Performance appraisal training, 2006, para.1).

The training should start from the elementary levels in the supervision and when the senior HR managers are on track with the system a skill set and the training is been given on the skill set and the precise training is given on the various standards sets in the organization. “The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal” (Human resource management, 2007, para.6).

Special skill sets

The special skill set training has to be provided and the training has to be provided on the skill-based and on the level of the grasping level of the employees. Some employees cannot catch up on things easily, so they have to be given additional time of skill set training, which gives much emphasis on the skills exhibited by them.

Review Sessions

When employees are intimately close to the organization, they are extra probable to experience concerns. More implicated employees are inclined to execute at a high level and are much probable to accomplish longer possession. Speaking to the employees. Making them up to date on new policies and events. A knowledgeable and well-informed employee is to a large extent extra effective.

Reduce the workload

The workload is an immense problem for the employees to leave the company, the workload has to be minimized so as to have the reduced turnover,the work of the employees have to be minimized and the additional employees have to be posted for sharing the work load and to provide a smooth working environment. “Additionally, workload is often perceived as being greater when individuals perform tasks which are difficult or new to them. Workload would therefore be expected to decrease as officers gained more experience with their sidearms” (Greenwood-Ericksen, et al, 2004, p.1).

Appreciation

The appreciation are to be shown to the employees at the excellent services done by the employees, it is very rare to hear for the employee to hear a token of appreciation from the employers, the appreciation given to them in the meetings and the rewards provided to honor them are useful, which creates a feeling of oneness to the employees and results in the reduced turnover. “In the words of its founder Dr. David L. Cooperrider of Case Western Reserve University, Appreciative Inquiry encourages an organization to “pay attention to the best of the past and the present to ignite the collective imagination for the future” (Solving problems through appreciation, 2010, para.5).

Competitive payment

The payment offered to the employees should be much high, in comparison to the competitors, which makes the emotional feeling of the better prospects which they receive in the organization.

Pay for performace

The pay for performace is to relate the finance to the performance and it is an important motivation factor for the employees and it helps them to feel that they are rewarded for the work and the helps them to perform much better in the organization. “The term pay of performance is closely associated with the drive to make the business more competitive; private sector analysts use it to designate the systems in which the sizable portion of a workers annual compensation is partly or wholly depended on the overall success of the firm” (Milkovich & Wigdor, 1991, p.8).

Promotion

The promotion has to be given to the employees depending on the performance, experiences and the services exhibited by them. “Promotions therefore, are based on status changes that involve increasing responsibility levels. The added benefits of promotion serve as an incentive for better work performance, enhance morale and create a sense of individual achievement and recognition” (Promotion policy, n.d, p.1).

The time limit of the employees in the organization has to be considered and the promotion and the good designation have to be given to the employees.

Exit Interviews

Labor law recommend that firm is not supposed to keep on hold a leaving person. When a worker leaves, just have to go. It may be extremely useful to identify the reason of employ leaving. probable factor is: a superior job offer, search for growth, deprived relationships, poor compensation, nature of job, etc. understanding the troubles to address, and taking achievement on them, will ultimately reduce turnover rates in coming years. “Exit interviews are a unique opportunity to survey and analyse the opinions of departing employees, who generally are more forthcoming, constructive and objective than staff still in post. From the departing employee perspective, an interview is a chance to give some constructive feedback” (Estates and buildings exit interviews, n.d, para.1).

Time frame

The time frame is an important aspect in determing the time taken for the each activity,

Diagram showing time plan of research:

Activity	Start	Finish
Training	17.9.2010	19.10.2010
Skill set training	20.10.2010	30.11.2010
reviews	1.12.2010	10.12.2010
Performance measurement	10.12.2010	15.12.2010

Conclusion

Developing a successful performance appraisal scheme involve high assurance of the top management: if the system does not offer the linkage among employee performance it is clear to vague and ineffective.

Reference List

Bauer, T. K., & Bender, S. (2002). Technical change, organizational change, and job turnover. IZA, p.8. Web.

Estates and buildings exit interviews. (n.d.). Web.

Greenwood-Ericksen, A. et al. (2004). Workload and performance: A field evaluation in a police shooting range. Workload and Performa. Web.

Human resource management. (2007). Training and Development: Naukrihub.Com. Web.

Milkovich, G. T., & Wigdor, A. K. (1991). Pay for performance: Evaluating performance appraisal and merit pay. National Academies Press, p.8. Web.

Nobilis, L. (2009). Employee turnover definition (E). Biz-Development. Web.

Performance appraisal training. (2006). MMS Training Program. Web.

Promotion policy. (n.d.). Google Docs, p.1. Web.

Session 4: Performance appraisal. (n.d.). FAO Corporate Document Repository. Web.

Solving problems through appreciation. (2010). The Financial Express. Web.

Click Here To Order Now!