Johnny Ch Lok

Working Environment Facility and Performance Relationship Johnny Ch Lok

?The relationship between facility management and raising employee individual productive performance efficiencyThere are one considering question to any business leaders: Does organization need to set up facility management to assist them to raise themselves employee individual productive performance efficiency in order to satisfy client attitude to their performance needs as well as their managers' work efficient needs? It is one very important question to be worth to any organizations' considerations. Because if the organization's human resource department can not achieve it's aim to raise employee individual efficient aim or raise product number productive aim or improve service performance aim to let their customers or managers to earn positive emotion feedback. Then, it seems that the organization's human resource department can not bring valued attribution to let its organization to earn long term economic or non-economic positive benefits from its overall employees' performance in its organizations. So, it means that it doe not need to set up one human resource department to assist the ineffective organization's human resource department. It is one non-essential effective department to the ineffective organization, even it is wasting time and management's nervous and effort and resource to develop its internal human resource department to be grown up. Thus, it also brings this question: Does it essential to set up one human resource department in any small, medium, large organizations? I shall give some useful cases and assumptions to describe whether what factors will have possible to influence employee individual efficiency or productive performance to any organizations when they have one human resource department or have no one human resource department in their organizations. Firstly, I assume the organization's one facility management department can bring some related human resource issue related benefits or causes any one of below factors as well as the organization's human resource department can cause any one of these factors to bring any one below of human resource issue related benefits to the organization when the organization had set up one in house human resource department in its organization. Then, any one of these factors can bring benefits, such as the raising productive efficiency or the improving service performance or the raising productive number etc. different human resource related benefits to the organization. Jean, W (et al.) (pp64-65,2004) stated one case study, it concerns both organizations of Quarriers and Richmond fellowship Scotland ( RFS), they have grown rapidly and diversified since the mid-1990s. For example, they are increasingly delivering services, such as support for people with learning disabilities within individual's communities rather than in large scale residential projects, key informants in both organizations felt that the organizations were now at a critical point in their organizational life cycles. However, they indicated these both organizations were encountering challenges: retaining their cutting edge innovation, when controlling the level of bureaucracy that accompanies growth. At the time of this research RFS employed around seven hundred 700 staff and Quarriers nearly one thousand 1,000. Both organizations have well -developed HRD strategies and practices, ( including supervision), are recognized as investors in people and providing training for managers as developers. They also aspire to be learning organizations. It seems that both organizations therefore provided appropriate working environments to explore the development behaviors of line managers.