The last phase of the HRM process is called the maintenance function. As the name implies, the objective of this phase is to put into place activities that will help retain productive employees. When one considers how job loyalty of employees has declined in the last decade -- brought about in part by management responses to leveraged buyouts, mergers, acquisitions, downsizing, changing family requirements and increased competition -- it is not difficult to see the importance of maintaining employee commitment. To do so requires some basic common sense and some creativity.
HRM must work to ensure that the working environment is safe and healthy; caring for employees' well-being has a major effect on their commitment. HRM must also realize that any problem an employee faces in his or her personal life will ultimately be brought into the workplace. Employee assistance programs, such as programs that help individuals deal with stressful life situations, are needed. Such programs provide many benefits to the organization while simultaneously helping the affected employee.
In addition to protecting an employee's welfare, it is necessary to HRM to operate appropriate Communication Programs in the organization. Included in such programs is the ability for employees to know what is occurring around them and to vent frustrations. Employee relations programs should be designed to ensure that employees are kept well informed and to foster an environment where employees' voices are heard, if time and effort are expended in this phase.
HRM may be available to achieve its ultimate goal of having competent employees, who have adapted to the organization's culture, with up-to-date skills, knowledge, and abilities, who exert high energy levels, and who are now willing to maintain their commitment and loyalty to the company. This process is difficult to implement and maintain but the rewards should be such that the effort placed in such endeavors is warranted.
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