App Development Inc. The importance of Employee Engagement

Introduction

App Development Inc., founded in 2011, has risen through the ranks to become a powerful company dominating the lives of close to 150 people who are directly employed by the organization. Aside from this, the corporation has used a variety of other people, though not directly. The country has seen a lot of progress recently, including the launch of numerous Smartphones and applications. APPSmart has licensed and manufactured more than 50 new connections for various makes and types of advanced mobile phones, as well as the programs required (at times) to support the numerous adornments, ranging from brightening 'dog ears' to app-enabled camera focal points and dashboard holders. It is these continuous developments in the innovation sector that has ensured the company gets so much mileage regarding development.

The Generation Y Workforce

On the other hand, most of the enterprise's employees belong to the Generation Y. Fifty workers staff the association's head office in Montreal, while another plant in the Vancouver rural areas utilizes 100 individuals underway and conveyance. The organization is fiscally stable and plans to twofold its workforce throughout the following two years through building up the American and world markets. APPSmart is firmly impacted by the entrepreneurial administration style of the two people who founded the firm. Still dynamic in the association, they are capable specifically for the HR work, to bolster the organization's expected development. They have chosen to acquire an HR counseling group to distinguish the HRM needs and lay out an activity arrange before them contracting a VP of HR to be responsible for HR at APPSmart's two areas. For that matter, this paper is set to look at some of the challenges that affect employees at the place and give relevant and substantive decisions that can be taken by the management of the organization to manage that.

Challenges Faced by Employees

Body

To achieve this, the first phase would be to have a consultative meeting with the top brace of the company to determine some of the challenges that the employees of the firm encounter. The meeting would as well set good grounds in which the HR would interact with the managers of the organization. Consequently, through this, the HR will as well be taken through some of the challenges that the team has faced in future and the expectations that the company has in employing him. It means, therefore, that this meeting is not only set to be consultative but also to make the new HR aware of his duties and the expectations that the management has in the overall process (Moreira, 2013). However, ironically, from the manner in which the managers are addressing each other, as the HR I realized that they are misinformed of the issues that take place in their organization as well as the strategic dimension of the company. This prompts the next step, am forced to organize a series of meeting with the employees to get to the core issues affecting the workers (Moreira, 2013).

Issues Affecting the Company

From the meeting, can discover some important and relevant issues that are paramount in ensuring the company achieves positive progress (MacLeod & Clarke, 2009). At first look, the representatives, for the most part, appear to be motivated and glad to work for AppSmart, especially since the dispatch of a few new adornments, which everybody is pleased with and have increased important consideration from clients via web-based networking media. However, that is not all; the company has some challenges. To begin with, the organization lacks HR policies to govern its employees. Lack of HR policies is a very crucial element in determining the success of an organization. A company that requires such rules can only be equated to a country that lacks laws to govern it; this can easily lead to a state of anarchy. Secondly, most managers in the company are experiencing being managers for the first time; there is an entire lack of knowledge among the directors (MacLeod & Clarke, 2009).

Compensation and Working Conditions

Thirdly, up to now, free market activities have filled in as a rule for pay, which is conflicting and unjust. This practice is not consistently endorsed of and is a wellspring of discontent among workers and administrators alike (Gould-Williams, 2013). Consequently, at the point when the organization encounters appeal for its items representatives in territories more often than not work additional time for which there are limited chances that they could get formal remuneration. On the other hand, given the way of the business, representatives of APPSmart utilize various web-based social networking stages (both individual and official APPSmart destinations) to advance the items. For this situation, the lines amongst single and expert lead are regularly obscured. The administration has been made mindful of a few episodes of online provocation and tormenting among people from the staff without taking appropriate actions (Gould-Williams, 2013). Lastly, some creation plant representatives have asked for ear assurance proposing the plant is particularly loud. No recognized Occupational Health and Safety assessments or procedures are as of now set up at APPSmart.

Issues at the Vancouver Plant

The base in Vancouver also has some similar issues. The number of disability cases is far too high. Also, many workers do not attend to work as I also noticed that cases of absenteeism are very high. Another issue is many of the cutting edge laborers at the Vancouver plant required underway, and circulation are moderately new workers to Canada, while most of the head office staff in Montreal are male, Caucasians locally conceived Canadians. As earlier mentioned, the management of the organization as well does not have a clear vision of the prospects of the firm and how they are planning to move it further from the place it is currently. It has as well been noted that the most of these administrators are not experienced hence competition is a major challenge (Gould-Williams, 2013).

Recommendations

To manage this, the management has to take some steps, below are some of the steps that the organization must put in place to make sure the organization is back on track.

1. Experienced Managers

The top brass of the organization (founders) must realize the importance of experience in managing such an institution, qualifies and experienced managers should then be hired to mentor the ones present and provide good grounds for work (Hill et al. 2013).

2. Improved Working Environment

Employees are very fundamental to an organization's success or failure; as a result, the team must make sure that their staff receives deserving treatments at all time. To achieve this, the management must ensure that the working environment of the workers is up to the required standards.

3. Implement HR Policies

Laws are critical in ensuring there is order in any setting in which continuous work is the main aim. The management of the organization must in that aspect come up with rules and regulations that govern how the employees carry out themselves. It is a lack of such laws that has promoted the high levels of absenteeism experienced in the company (Noe et al. 2014).

4. Fair Compensation

Additionally, the best way to compensate and appreciate an employee is to pay for the services the employee offers to the company. As a result, the company must devise means through which they compensate employees for every additional hour worked.

5. Effective Advertisement

For the enterprise to gain mileage, it must also have in mind that advertisements are the best way through which its products can be known worldwide. It should, therefore, make this a serious investment and advertise its products in a more severe and profound manner in which clients are engaged properly, not as it is currently. Having in mind that most customers are of Generation Y, the company should make use of the internet and social media sites to market their products (Noe et al. 2014).

Conclusion

In conclusion, business these days is a very challenging aspect and requires a lot of input to succeed. For that matter, relevant energy has to be channeled to any business to make sure it prospers in this competitive business age. Other than this, market strategies are crucial determinants of business success or failure. The organization has already realized it is set to serve Generation Y's as its core clients, for that matter, it should devise mechanism through which it makes great advertisements through the internet because there is where its customers are. On the other hand, this report is vital for helping the organization realize some of the places that it has done properly and needed to revisit to strategies. It is important to note that when all these places are put in order, the organization is all set to floor its competitors and gain relevant mileage regarding business.

References

Moreira, M. E. (2013). The importance of Employee Engagement. In Being Agile (pp. 33-44). Apress.

MacLeod, D., & Clarke, N. (2009). Engaging for Success: Enhancing performance through employee engagement: a report to the government. London: Department for Business, Innovation, and Skills.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Human Resource Management: Gaining a competitive advantage.

Gould-Williams, J. (2013). The importance of HR practices and workplace trust in achieving superior performance: a study of public-sector organizations. International journal of human resource management, 14(1), 28-54.

Hill, C. W., Cronk, T., & Wickramasekera, R. (2013). Global business today. McGraw-Hill Education (Australia).