h a reduction in operational performance. Unfortunately the current culture is that we are ‘fire fighting’, living for the present and just attempting to survive the economic climate to make it through, there is no commitment to provide any resource that has no quantifiable financial gain.The HR Department has a role to play in modelling the objectives set by the Board, but their problems are much the same as that of plant management in that the resources are not available to support the fundamental ideas. There are many issues facing the company, short, medium and long term that require addressing, unfortunately it is a service and any gains made through expenditure are not readily quantifiable, therefore no capital is guaranteed whereby there is no return seen.Without an injection of cash or commitment to provide extra services for HRM then there will be no advancement towards achieving better results from the employee through HRM philosophies. HRM, as previously stated denotes a more proactive and business-focused role, with an emphasis on good communication and staff commitment, more flexible work practices, and performance-related reward systems as opposed to Personnel Management These philosophies are carried out by the first line management, which begs the question, “Have the lesser experienced plant personnel carried out a process that has inherently been carried out by trained professional HR managers and got the numbers wrong, furthermore, was it implemented correctly?Overall because of the reduction in numbers within the HR department, Plant managers and Line managers are now carrying out many tasks and the HR department have a significantly lesser role in the organisation. With no forecast of any change in philosophy and increase in expenditure then the situation is unlikely to change.The input of an active Trade Union and informed official needs to be considered, there is a definite need for both and t...
