Essay About Hr Climate And Employee Counseling

Assessing Hrm Effectiveness
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#Q1: Organization effectiveness
Organization effectiveness has its basis on the ability of allocating the right jobs to the right
people. However, there are some factors that cannot be measured although; all business
functions should be measurable in economical criteria. The most valuable thing is to be
able to provide evidence of how the function is profitable or of assistance to the growth
and development to the organization (Stone, 2011). For instance; employee counseling
holds a valuable level of significance in any organization that is trying to maximize on
returns. It is particularly hard to determine how the counseling sessions have contributed to
the improvement of the employee. This is because; it is impossible to quantify the level of
improvement based on the attendance of the sessions. This shows that not everything in HR
programs can be measured. Therefore, I agree with the view that not all that matters can be
measured.
#Q2: HR climate
HR climate is a lay down of characteristics, preferred in employees, policies and the working
conditions in an organization. They are factors which influence growth and dynamic in
productivity. HR climate consists of the structure and culture of an organization. This
influences the employees to have focus on achieving of goals while endeavoring to retain
the beliefs and customs that exists in the organization (Stone, 2011. HR climate can be
measured by evaluating different functions in an organization. The size of the organization is
paramount to this effect. Managerial values, ethos, leadership style and economic conditions
of the organization can be measured.
#Q3: Employee turnover and absenteeism
Employee turnover and absenteeism cannot be blamed on the external factors only.
According to Stone (2011), there are internal factors that can also be subject to these