How the department works
The HR department in Sweatshop works in collaboration with other departments of the company in providing efficiency on services such as enhancing workforce excellence. It performs various for the company namely; hiring and training of employees, addressing specific performance issues, employee record keeping, compensation and providing employee law compliance.
Sweatshop Company has over 24 million employees.
The working hours per week
Sweatshop employees work for 60 to 80 hours per week.
Wage rate per hour of its employees
Sweatshop pays an hourly rate of as low as $2 and force employees to work overtime.
Hiring procedures
Hiring procedures in Sweatshop Company resemble those of other companies. It starts with identifying the vacancy in a given department of the company. When the company declares that it has a vacancy, the HR department takes the initiative to develop the position description. Upon the development of the position description, the human resource department also develops a recruitment plan after wish it selects a search team. The next step involves posting the position and implementation of the recruitment plan. Ideally, this step allows candidates to apply for the post. The next step involves review of applicants and coming up with short list for the candidates who meet the required qualifications. Furthermore, the selection panel conducts the interviews and comes up with best candidate for the post.
Performance appraisal
Sweatshop human resource department evaluates employees regularly. Ideally, the department evaluates each employee after every year to ascertain his or her efforts towards the company’s performance. In addition, the evaluation focuses on measuring the degree of employee adherence to the code of ethics.
Training and development within the company
Sweatshop offers its employees minimal on job training thus helping them to develop their talents and enhance their productivity. Once the company comes up with new changes in its operations, it holds seminars and workshops geared towards training the employees in order to ensure that they match with the new changes (Meyerson all).
Implementation of the company’s policies
Once the company’s policies become established, the management plays a great role in ensuring their implementation. The company’s management commits itself firmly in the implementation of new policies. The management involves employees in implementing the policies although their involvement in making the policies is minimal.
Employee welfare and motivation
Employee welfare and motivation in Sweatshop is very little. Although the employee work extra hard to ensure good performance of the company, there are harsh working conditions. First, the employees of the company are poorly paid hence many of them cannot afford basic needs. Secondly, the company’s environment is unsafe because there is employee intimidation and harassment. Furthermore, employees work overtime by force without extra payment. Moreover, employees also work in dangerous and unhealthy environments such as handling glues, solvents and toxic chemicals with their bare hands not to mention forced to work when they are sick (Roberts & Engardio all).
Dismissal procedure
Like any other company, Sweatshop dismisses employees who fail to follow the ethical provisions of the company. Once, an employee misbehaves due to negligence leading to loss to the company he or she should appear to the board of the company for casing. Once, he or she pleads guilty then the proud approves his or her dismissal.
Recommendation
It is advisable for Sweatshop Company to focus on improving the welfare of its employees as well as motivating them. Motivation of employees is very important in enhancing the performance of the company. Sweatshop can ensure this by improving the salary, rewarding them for increased productivity, good working conditions, proper health care and provision of protective clothing.
Work Cited
Meyerson, Allen. In Principle, A Case for More 'Sweatshops. The New York Times. June 22, 1997, Print.
Roberts, Dexter & Engardio, Pete "Secrets, Lies, And Sweatshops". Bloomberg Businessweek. November 6, 2006. Retrieved December 6, 2010. Print.
