Introduction
Buckeye Rye operates in the bar and distillation industry in the USA. It is a medium-sized distilling business that boasts having employed more than one hundred and fifty staff members. Further, the employees are motivated, enthusiastic, and ready to learn to improve performance at the organization. The business seeks to expand to other regions as a leading regional distributor. Human resources is the most significant asset in any organization and must be considered for projects such as expansion to succeed. Investment in human resource management is the antidote for organizational success as it ensures that highly competent employees are employed and retained in their positions for sustainability.
How to Avoid Discrimination and Harassment and the Place of Work
Discrimination is favoring a group of people while disfranchising others of certain rights. The phenomenon is the prerequisite for division, hatred, and failure in the organization. It must be stopped to ensure that people can deliver their mandate without fear. The initial step in eliminating discrimination in the workplace is ensuring that all the legal requirements are understood and upheld in the organization (Bilan et al., 2020). Further, the organization should partner with the community group to eliminate biases and ensure that people undergo effective onboarding and training to support compliance and increase social listening for affirmative action to be taken into account.
Distillery Supervisor
The position of a distillery supervisor is strategic to Buckeye Rye. The recruitment process must, therefore, follow the procedures to attract and maintain top talents in the corporate domain. The distillery supervisor is responsible for the safety, compliance, and coordination of all the activities in the department. It is important to ensure that the recruitment and performance management training is done fairly and transparently to ensure success in the long run.
Determining Good and Poor Performers
Performance appraisal is key to ensuring that employees operate in line with the organizational goals. When performance is not appraised, awarding good performance or punishing bad performance may not be achieved. One of the greatest challenges of performance appraisal is favoritism, where the manager gives positive ratings to the employees that are loyal to them. The selected method for appraisal must ensure that discrimination and deficiency are avoided. The best method for the performance appraisal is the checklist method of evaluation, requiring the rater to answer either yes or no alongside the questions set (Bilan et al., 2020). The checklist scale reduces subjectivity in the evaluation by ensuring that both behavioral and trait outcomes are determined. The human resource management (HRM) department sets the questions and covers all the areas of expectation, such as supervisory, safety, compliance, and creativity.
The chief human resource manager evaluates after every three months. The company has an open-door policy that encourages the HRM to formulate the checklist in the presence of the distillery supervisor to ensure that they understand what is expected of the position. The organization ensures that the employee signs a contract under the objectives stated in the checklist. The checklist is converted into points that show how a leader is rated. Although the checklist appraisal is conducted every three months, it is compiled into overall annual performance. The overall performance determines whether the supervisor requires additional training or not.
The evaluation method is selected because it reduces discrimination compared to the other performance appraisal methods. The checklist evaluation method is more appropriate because it allows for self-evaluation and peer assessment. The supervisor can use the checklist as the standard operating procedure to ensure that all the operations are conducted under the requirements. It is a unique method because it ensures that the person undergoing the evaluation knows what is expected of them (Narayanan et al., 2019). Unlike the other methods, which require the person and assessor to prepare a comprehensive report in essay format, some of the strengths and weaknesses may be overlooked. It removes the excess freedom of assessors, which may jeopardize performance management.
Managing Performance and Discipline
The corporate domain is dynamic, and new challenges are faced daily. Employee discipline is the only way to ensure they perform better in the organization. Managing performance and discipline are key points to ensure that employees perform as per the expectation. Time management is an effective tool to ensure employee discipline. A daily biometric log will be installed in the office for the manager to log in while they are in the office, and if they are absent from work, they will have an explanation for their absence from work. However, since the supervisory role requires the position holder to visit many places for either follow-up or managerial, every absence log must be accompanied by a report to account for the time.
One of the best methods of ensuring discipline is the accountability chart, where the person holding is expected to account for all the time they spend in the organization. A daily log report is expected to be filled by the person working to ensure all the minutes are accounted for discipline. Accountability is an effective system for ensuring discipline because it allows the person being assessed to be disciplined (Bilan et al., 2020). The 360 feedback process is paramount in diagnosing performance because it helps the manager understand what is happening around the organization at any given time. Through the feedback system, it will be possible to understand any performance and discipline process through the feedback. The human resource manager in charge of evaluating the distiller supervisor develops feedback forms from employees in the distilling department. A collection of the forms from the employees gives the assessor a glimpse of the supervisor’s discipline and performance.
The best method of improving performance is to set clear goals that can be broken down into smaller tasks that can be achieved. Small awards can be offered once the leader performs better and keeps track of the performance. Sub-dividing the tasks into milestones makes it easy to access discipline and enhance performance. Extrinsic motivation through awards can be possible if the milestone results are positive. The main environmental intervention is ensuring that any tools that are not used are kept as far as possible (Narayanan et al., 2019).
Further, areas that require maximum barricading are protected from other unauthorized access. Time management, 360-feedback mechanism, and barricading are special methods that ensure discipline and performance. They supersede other methods because of the real-time results. Further, the methods also allow for honesty and transparency in their implementation.
Recruitment for the Job
Top organizations worldwide compete for the most talented staff as a strategy for better performance. It is important to apply competitive hiring styles to get the best and most appropriate staff to serve in the position. Since a distillery supervisor needs academic qualification, experience, and psychological well-being, employee referrals are the most appropriate method to help the organization attract an appropriate tool for the job. Employees hired from the referral methods will be better placed to work in the organization. The employee referral method allows the current employees in the organization to refer friends and colleagues they believe have the qualifications required to fill the position. The employees who refer the most qualified personnel are in a position to receive an award. The method of evaluating the referrals is to get the number of people referred and compare them to those who qualify for the job. When the number of people who qualify for the positions is higher than the candidates who applied from the advert, the method will be successful.
The method is the most appropriate because it allows employees to show their loyalty to the organization by sharing better positions. The main benefits of the recruitment method are that it saves the organization the cost of recruitment and creates a pool of engaged workforce who are deliberate in ensuring better performance in the organization (Bilan et al., 2020). Further, when employees join an organization through the employee referral recruitment program, the retention rate will be higher because people join the organization from the point of knowledge as the employees, referring them to explain to them what to expect in the discourse. It is imperative to note that the method has a higher conversion rate, and the employee has a higher cultural fit to enter the organization. When employees make a referral, they offer additional information compared to what the advert gives. Referred candidates have additional information that helps them prepare for the interview and fit into the system for better performance.
Hiring the Best Person to Fill the Distillery Supervisor
The position requires an aggressive employee who would be creative to offer new solutions for the organization’s upcoming challenges. Hiring a distillery supervisor is objective, transparent, and rigorous to ensure that an effective person is hired to fill the position. When normal methods such as interviews and hiring are used, an ordinary employee will be obtained, which may jeopardize the sustainability of the business in question (Narayanan et al., 2019). The selection procedure involves eight stages that depend on each other to ensure the best person is hired to fill the position. The selection process requires numerous background checks, interdependence amplitude, and on-the-job tests to ensure that the selected person has all the requirements to fill the position.
The selection procedure starts with receiving applications from the referral candidates and other interested candidates who applied via the online platforms. The next stage is the thorough screening of the resumes to ascertain that the applicants have the basic requirements to fill the distillery supervisor position (Bilan et al., 2020). After the resume screening, a screening call is done to ensure the candidates have the right qualifications to fill the position. The third stage is conducting the in-person interviews, which not only measures the qualification but also ensures that a candidate for the distillery supervisor position has all it takes to serve and succeed in the position. Once the best candidates are selected from the in-person interview, background checks are done to prove that the candidates possess the experience and academic qualifications by making follow-up calls to the candidate’s schools, former employers, and referees. After confirming with the references, a decision to hire the people is made.
The main benefit of using the recruitment procedure is that it ensures that only qualified candidates are hired for the job. The recruitment process that depends only on academic transcripts may be presented with fake papers. Further, relying on the experience levels a person writes in their resume will likely increase the chances of fraud and dishonesty. The procedure eliminates all forms of forgery, discrimination, and favoritism as people will pass through different stages, each obtaining information about a specific credential (Narayanan et al., 2019). Applying comprehensive recruitment procedures helps Buckeye Rye get the best employees to serve the organization’s interests. The job description requires honesty, accountability, and professionalism, and only the comprehensive recruitment process guarantees the organization the best people to fill the position.
Training Programs in the Organization
One of the most common reasons for employee turnover is the search for personal development. Further, other training methods that repeat similar lessons may need to be more varied for employees and reduce effectiveness. Since the corporate domain is dynamic and experiences both technological and social changes, the distiller supervisor must be well-versed in the trends in the distilling niches and the changes in technology (Bilan et al., 2020). Consequently, a training needs assessment (TNA) must be conducted every three months to determine what the employees know about the procedures and what they need to know. When the knowledge gap is determined, training is prepared to enhance the employee’s ability to solve the challenges through training.
On-the-job training is the most effective method to ensure people learn about the job while saving resources. Unlike other methods of research where employees learn about theories and then apply them during the job, it may lead to errors. On-the-job training can be evaluated by having experts in the field work with the new employees to teach them the ways of the operations on the job to ensure that all the operations are done in line with the standard procedures.
The training method is effective because it increases learning speed and gives learners real-life experience, making them more competent in the discourse. The learners can perform some tasks from the onset of training, and by the end of the practice, they will have better chances of developing highly competent managers. The distillery supervisor will learn faster when exposed to the products and other employees working in the department from the onset of the training. Training with real-world problems allows the employee to gain firsthand experience, which leads to a higher retention rate. The distillery supervisor job description requires that the position holder has hands-on skills and understands both legal implications of the performance.
Job Compensation
Compensation is one of the most important factors in the attraction and retention of top talents in organizations. The fair compensation for the job role is $62,180 annually because it is competitive and higher than that of most people holding similar positions in the USA. A distillery supervisor who is paid less is likely to move from the organization to other companies that are well-paying. Other than monetary compensation, flexibility and work-life balance will be made available to ensure that the person holding the position has enough time to spend with their family (Narayanan et al., 2019). The job scale requires that the holder has peace of mind and can take care of the organization’s needs. Other than the fixed pay that the supervisor receives, there are other benefits such as house allowance, commuter allowance, and responsibility allowance to motivate the employee to perform better.
Pay-for-performance is a method that is used to motivate employees by giving them a chance to earn more when they perform better. The payment method ensures that the supervisor puts in more effort for better performance to increase pay (Bilan et al., 2020). The job has an annual paid leave with additional benefits such as family-paid trips. Medical and emergency allowances are also provided to ensure the distillery supervisor is comfortable. As the merit pay increases, the job holder will be more motivated and offered a better job, and the organization will consequently thrive in the discourse.
Managing Retention
The Distillery supervisor position is strategic and requires sustainability for better organizational performance. If the employees holding the position keep moving out in search of better opportunities, the position will lack continuity, and performance will be jeopardized in the discourse. The potential cost of higher turnover in the position is the continuous change in leadership style courtesy of the new supervisors employed. Further, the cost of replacing staff is higher and may result in additional operational costs for the organization. The best way to ensure low turnover in the distiller supervisor position is to implement the best strategies for reducing the rate at which employees leave the organization.
The prerequisite for determining the reasons for turnover is conducting exit interviews for those who once left the organization for other places. The reasons for their exit will be considered, and strategies will be set up to overcome all their reasons. The potential threat for a higher turnover is the disruption of the flow of work due to change in management, the incurring of other costs for hiring staff, and the other costs required for the training purposes of the staff in the organization (Narayanan et al., 2019). The best strategy is to offer better compensation and working conditions. If employees are accorded the highest possible salary and flexible work conditions where they can spend adequate time with their families, then employment employees would be maintained in the long run.
Another reason most employees leave their place of work is to seek academic and professional advancements. An organization that stagnates in offering developmental opportunities is likely to suffer high turnover, and employees would leave the company and start working in other regions. Buckeye Rye would develop an employee advancement program where the employees are allowed to apply for a study leave to enhance their education (Bilan et al., 2020). Besides enhancing education, the employee should get an equal chance for promotion into the organization for better performance. The benefits of employee development programs ensure that the distiller supervisor is encouraged to stay and motivated to perform better in the discourse.
Conclusion
The distiller supervisor position is a managerial role and influences how work is done in the organization. The process of hiring, training, compensation, and retention must be conducted effectively to ensure that only top talents are hired for the position and retained for continuity and elimination of additional costs. The performance and discipline appraisal must be conducted to have the supervisor deliver following the mandate. The human resource management department in the organization must allow the employees to sign a clear contract, follow up on their assignments, and ensure that all the people have all it takes to deliver their mandate in the organization. The distiller supervisor role must, therefore, be well-designed to ensure continuity in the organization.
References
Bilan, Y., Mishchuk, H., Roshchyk, I., & Joshi, O. (2020). Hiring and retaining skilled employees in SMEs: problems in human resource practices and links with organizational success. Verslas: Teorija ir praktika/Business: Theory and Practice, 21(2), Web.
Narayanan, A., Rajithakumar, S., & Menon, M. (2019). Talent management and employee retention: An integrative research framework. Human Resource Development Review, 18(2), Web.