Many companies face various problems that can have a significant negative impact on their performance indicators. Hence, in the company under study, the main issue was dissatisfaction or improper management of human capital. This process involves hiring people, ensuring a positive attitude towards them and optimizing productivity. In addition, this aspect is the most important factor in increasing the value of the business. Thus, the main purpose of this work is to highlight the problem in the functioning of the Atlantis Global Corporation company and to provide possible solutions to it through the introduction of a new human resources strategy.
To identify the root problem, a study of the human capital of Atlantis Global Corporation (AGC) was conducted. During the diagnostics, which was carried out by conducting a survey of employees about their job satisfaction, it was concluded that the main stopping aspect is a bad attitude towards the staff. Moreover, data were obtained that the organization is characterized not only by dissatisfied employees, but also by a lack of talent and a large turnover of people to other jobs. Therefore, it can be concluded that AGC needs to revise its strategy in relation to one of the most important aspects of functioning – human resource. To achieve the best results, it is necessary to implement an employee oriented policy that will be aimed at improving the work and skills of personnel, keeping them in the workplace and hiring the most talented personnel (Mehra, 2018). At the same time, it is important to take into account the fact that the company’s management should align human capital goals with its organizational goals.
Human capital is one of the most important parts of a company’s functioning. This is due to the fact that many factors are subject to constant changes, such as modern technologies, but the human resource remains constant. That is why AGC needs to develop a strategy that will take into account the opinion and satisfaction of employees to improve performance. One of the policies that can contribute to such an improvement may be the provision of benefits package.
The provision of various incentive privileges can be carried out with the help of material and non-material motivation. They can be issued for fulfilling a work plan, showing initiative, or excellent behavior and teamwork. Material motivation can be either in the form of bonuses, or in the form of a salary increase or an increase (Graves & Sarkis, 2018). Non-material motivation can become a more effective way not only for the company, but also for employees, as it manifests itself in conducting training events that improve the quality of staff skills, organizing work on team building or on the manifestation of the most talented personnel.
The next valuable aspect is the evaluation of the implemented strategy. This step is important because it helps to determine whether there is a need to change the policy in order to achieve the most successful results. Thus, the effectiveness of the change management plan can be measured by assuring that all employees adhere to and follow the newly introduced rules. This can be assessed by conducting a survey and involving a team of analysts of the company’s performance indicators. Moreover, it is necessary to establish key performance indicators as the main measurement metrics. These may include speed of adoption of innovations, perception surveys, training delivery, and behaviors.
It is worth noting that the strength of AGC remains the fact that the organization manages to maintain productivity and competitiveness in a rapidly changing global environment. After the introduction of a new strategy and changes in management, attention should be paid to changing the leadership style and culture of the organization. If earlier, John’s company focused only on performance, now the emphasis has shifted to employees. Thus, AGC must adhere to the mix between democratic and transformational leadership style. This is due to the fact that such an approach will help to maintain the motivation of staff to fulfill the company’s goals and improve performance. Many sources also emphasize that personnel who feel their importance and are satisfied with the company can become the most effective in their work.
Establishing a strong organizational culture is also a substantial indicator for the company. It consists in creating a working environment that moves by strengthening common purpose and clear expectations. Research shows that “a positive and direct relationship exists between organizational culture and development of an employee” (Khan et al., 2021, p. 585). This aspect will also motivate staff to interact more with each other, limit problems such as discrimination, misunderstanding and conflicts, and generally make employees more involved in the process. In addition, a well-established organizational culture will lead to the retention of valuable personnel and increase productivity.
Furthermore, the company’s management should not forget about the possible occurrence of potential internal or external threats. Thus, AGC should be prepared to address them in its business environment. The main problem that an organization may face may be non-compliance with the cultural and ethical aspects when introducing a new leadership style and strategy. These aspects are of particular importance in human capital, therefore they require preparation and timely solutions. Thus, it is important to strengthen the corporate organizational culture and relationships among the team.
Moreover, improper provision of motivation and rewards or complete neglect of them can also become an internal threat. They can cause issues related to productivity and employee dissatisfaction. External threats may include increased competition and demand for talented workers. This may lead to the dismissal and transfer of some employees to other jobs that are more profitable for them. That is why it is necessary to establish a strategy and policy that puts employees at the center of the company.
There are several effective ways to identify external and internal threats. The recommended tool for AGC can be to conduct an assessment through a SWOT analysis. This approach will help not only to identify problems, but also to identify the strengths and weaknesses of the organization’s functioning. After identifying all issues, it is important to take timely and effective measures to eliminate them. This way can be the introduction or adjustment of a human capital management strategy. They will significantly strengthen the company’s competitive position in the market, as they will contribute to the success of talented, efficient and motivated personnel. It is worth noting that the company should not forget about regular assessment of external and internal risks in order to avoid harmful consequences in case of their occurrence. In addition, actions to limit potential threats will assist in maintaining the competitiveness of the organization.
Graves, L. M., & Sarkis, J. (2018). The role of employees’ leadership perceptions, values, and motivation in employees’ provenvironmental behaviors. Journal of Cleaner Production, 196, 576-587. Web.
Khan, S., Mishra, S., & Ansari, S. A. (2021). Role of organizational culture in promoting employee development: a review of literature. Linguistics and Culture Review, 5(S3), 585-595. Web.
Mehra, M. R. (2018). Human Resource management and its importance for today’s organizations. Journal of HR, Organizational Behaviour & Entrepreneurship Development, 2(2), 15-20.