Question1:

Regarding to Strategic HRM shown in page 5 (Analysis and design of work, HR planning, Recruiting, Selection, Training and development, Compensation, Performance management, Employee relation) considered to influence and maximize on company performance is not well complete to lead to highest company performance. These HRM practices are insufficient due to lack of vision, mission, goal-setting, motivation, satisfaction as well as retention their workforce.

1)Goals-setting must follow direction of mission and vision to know what needs to be done that help to understand how to enhance the right activities and decrease the amount of energy wasted on unimportant goals. Besides, goals should be clear, specific, and difficult enough to promote greater effort since if it too hard to reach; it will meet with less participation and commitment. As well, make sure that the explanations are clearly understood. Goals cannot interest without incentives and feedback so that goal accomplishment takes on meaning and progress can be monitored.

2) Motivation is an energy that a person is willing to devote to a task. Company should create motivation through “rewards” linked to accomplishment and pay for performance. Pay for performance program can be divided into three levels for individual worker, different teams, and entire of organization. However, organization must be aware to create competition among co-workers and destroy team morale. Highly motivated people might lose motivation for three reasons. First, high expectancy; cannot perform as anticipated. Second, perform well; not lead to desirable outcome. Third, experience with the rewards; discover disappointed from initial need.

3. Satisfaction is a pleasurable feeling that make workers stay and loyal to company. Better treating employees as valuable assets lead to higher employee satisfaction. In addition, knowing what their employee’s need, desire, expectancy, and their ability is vital. Because people who value high in their needs for achievement, they are no longer being driven by the money, but instead are driven by more intrinsic rewards. Thus, company has to find other alternatives than pay to motivate workers, for example, tries to make employees happier with health care, on-site gym, amenities such as recreation facilities in break room or relax room. Create a more pleasant atmosphere for people at workplace, more relaxed culture, using flatter the organization for better collaboration.

4. Pay attention not only to attracting,but also retaining the skilled and talented workforce. For example, provide a positive attention to workers such as personal attention in a letter from CEO, or small symbolic mementos for their good work. Utilize decentralization and empowerment employees to increase employee engagement. Understand and enhance employees’ attitudes and emotions that they experience in the workplace. Design an employee survey research to build around and monitor employee satisfaction.

Finally,only HR department alone cannot maximize overall company performance, but also with cooperation of many departments such as IT, operation, financing and marketing.