UK Workforce Performance and Management

This assignment analyzes key aspects of Human Resource (HR) management within the UK workforce. It delves into strategies for enhancing employee performance, such as effective training programs, time management, and recognition. The impact of Brexit on employment legislation and HR practices is also discussed, emphasizing the importance of equal pay and rights for all employees. The assignment draws upon academic research and industry best practices to provide a comprehensive understanding of current HR challenges and solutions in the UK.

INTRODUCTION TO
HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
TASK 2.......................................................................................................................................................5
TASK 3.......................................................................................................................................................6
TASK 4.......................................................................................................................................................7
CONCLUSION...........................................................................................................................................8
REFERENCE..............................................................................................................................................9

INTRODUCTION
Every organisation encompasses human resource. Human resource management (HRM) includes
all decisions of management and practices which directly affects individuals or people who work for the
enterprise. The main functions of HRM are to link between top management and employees, to maintain
adequate manpower, improve motivation of workforce, to create the good and healthy environment and
arrange training and development program for them. Training and development are such systematic
process which enhances skills and capabilities of individuals, and that helps in growth of both corporation
and workforce (Cascio and Boudreau, 2010). It is essential for both existing as well as newcomers within
the workplace.
This report is based on the situations of all corporations of UK due to Brexit. This study will
assist the reader to know about various problems faced by HR managers of all organisations. It includes
various factors which affect economy of UK. It will also aid in understanding the importance and impacts
of training and development program to overcome from the current situation of the country.
TASK 1
At present, employees of UK are not satisfied with their jobs due to lack of motivation. It is the duty of
HR managers of every firm to facilitate various types of motivational techniques to escalate their workers
to improve its productivity and profitability. Due to UK's vote to leave EU, it has highly effected
employment in the whole country. It is the main reason for employee turnover. Management needs to take
initiatives to reduce it. For this, they should improve employees' morale. There are following four
methods through which workforce is up skilled:
Seminars and webinars: Attending a seminar or conference is a very important to up-skill
employees. Through this, attendees can learn many new things related to industry, market conditions and
much more information (Boxall and Purcell, 2011). It is one of the best ways to improve skills and
knowledge of individuals. The webinar is a virtual seminar which is cost effective to train staff of an
organisation. It helps workforce of an entity to get knowledge about various things related to business.
With the help of this method, individuals may learn more things in a short period.
Job rotation: It is such method where trainees or employees perform various jobs across different
functions within the workplace. They will be rotated to different jobs to perform several tasks which are
related or non-related to their original jobs (Bamberger, Biron and Meshoulam, 2014). This assists

individuals to gain cross-functional knowledge that will up-skill them. While performing various types of
jobs, it opens new opportunities to them, reduces their boredom increases their skills and knowledge, etc.
Job mentoring: It includes availing an experienced person to new or unskilled one for providing
proper guidance related to his or her job. The mentor will help newcomer or a person with fewer skills in
understanding the job, advice and instruct them. Generally, in every organisation, one mentor is offered
for one person who helps to boost their knowledge.
Committee Assignments: It is a way where management assigns an actual problem of the firm to
the group of individuals and asks them to find the solution for it (Farndale, Scullion and Sparrow, 2010).
While working in a team or group, employees may improve their skills like team management,
communication, interpersonal, leadership, problem-solving skills, etc. Therefore it helps in enhancing
skills of the workforce.
Importance of training and development
Training and development are one of the main functions of HR managers of a corporation. It
enhances skills and capabilities of employees which are important in the growth of a company. Due to the
Brexit, current conditions of employees in organisations are getting worst day by day (Bratton and Gold,
2012). For this, training and development program play an important role in improving it. Therefore they
are essential for following purposes:
Improve employee retention: Employee turnover becomes one of the biggest problems of every
firm due to Brexit. Providing an effective training and development program reduces, arise of such
problems. When individuals have opportunities to grow and develop, then they will focus on their jobs,
and decrease employee turnover.
Improve morale: When an employee is educated by facilitating different development programs
then they feel valued and increase their efficiency (Hislop, 2013). They feel motivated from this which
will boost their morale and affects working of an entire organisation.
Improve productivity: the productivity of county is getting worst with effect from Brexit. It can
only be improved by an effective training program. If management provides an effective teaching and
education to their employees, then they feel motivated. Through this, they work with the full efficiency
which will aid in improving quality and productivity of corporations. This will in turn assists in the
growth of the economy.

TASK 2
Training and development is an important function of HR managers of an organisation. It is essential for
job performance, employee retention, motivation, the increase in production and profits, etc. For this,
management in the UK needs to develop strategies to reduce pessimism of employees (Armstrong and
Taylor, 2014). These are discussed as under:
 One to one interaction: It is the duty of HR managers of every firm to overlook the performances
of employees. For better functioning within the premises, Management should make the strategy
of one to one interaction monthly. As the managers of UK are facing several problems related to
employees, so through this strategy an individual can interact with another. This interaction can
be made in various ways. Activities should be held within the workplace to relive the stress of
works. These can be of different types such as pin art, jigsaw puzzles, squeeze balls, sand timers
and more other activities which boost their energy and decrease pressure of work. Under training
and development program, this strategy is very useful to train employees at different levels. Here,
people interact with each other that improve their communication skills as well (Gruman and
Saks, 2011). It is very common at within an enterprise that some people hesitated to communicate
to their colleagues and superiors. But by adopting this strategy management may reduce it among
all the employees and they can work without any hesitation.
 Time management: Another strategy that should be applied by HR managers i.e. time
management. It simply means that distribution of work according to time. Behind the success of
any business time, management plays a vital role. Proper guidance and deadline of work assist
employees to manage their work in the effectual way (Jackson and Parry, 2011). If people do
receive any instruction in the proper way, then it may cause to strain and confusion to them.
Therefore, this strategy helps workforce to manage their work according to time available. While
facilitating training and development program, trainer educates trainees how to manage their time
while working in a corporation. Here, all things are explained to new comers related to their
work, and that will help in effective working of them. At present, employees of UK are not
satisfied with their jobs so; this strategy encourages them to work within a specified period.
 Praising employees: It is the way to encourage workers and employees of UK. Every person in
an organisation wants to be praise for performance by his/her superior (Hendry, 2012). It is very
useful tip for managers to reduce stress among the workforce and which should not be partial to
anyone. In any organisation whether large or small, a small gesture of encouraging is essential to
motivate individuals for their performance. Under this, only those persons are encouraged who
are smart thinkers, hard workers and give their best in growth and development of the enterprise.

While providing training to employees, trainer trained them how to perform their jobs within the
workplace to praise by their superiors. It is the duty of HR managers of the firm to observe the
performance of people at the workplace and is judged accordingly. Through this method, workers
of UK who are affected by Brexit will be encouraged and increases job satisfaction level among
them.
TASK 3
As discussed above that training and development is very important for employees of UK in
growth and development of an economy. Every enterprise in the UK needs to develop such strategies
which provide effective training and development program to encourage their employees and workers. If
they are not trained effectively, then there will be many consequences for it. In the present situation of
Brexit, employees feel discourage and their morale also decreases. To improve such worst situation
training and development program of workforce play an essential role in it (Decker, Riley and Siemer,
2012). If this program is being cut off by HR managers in the UK then it causes to several problems
which are discussed as under:
 Employee turnover: Employee turnover is the situation where workers quit their jobs and left the
organisation due to various reasons. The main reason behind this situation is the lack of training
and development program. People left the organization when they are not satisfied with their
work. This is arising in every organisation but overcoming from this management make various
strategies. In the above discussion, HR managers of UK are facing several problems due to
Brexit. People within the workplace feel discourage and not willing to work which can be
improved by proper education to them. If this process of providing knowledge and encouraging
them is cutting back by management, then discouragement among them will increase, and there
will not remain any other option for employees (Taylor, Osland and Egri, 2012). It may lead to a
high number of employee turnover that effects the growth of the economy of UK.
 Lack of motivation: Motivation is the method which is used by managers of every firm to
encourage and motivate their employees towards work. The main source of this comes from an
effective education program for the workforce of the enterprise. Workers in UK are not motivated
by its employers and they do not feel that they are part of the enterprise. It is the policy of each
and every entity that every person working in a firm should feel that they are the part of such
enterprise and they have to perform their jobs accordingly. Without proper education related to
the job, a person cannot work effectively. If a proper training is not provides to any person, then it

will lead to decrease in job satisfaction level. If people are not praised by their superiors then it
reflects the lack of motivation and that result in decrease in employees’ morale.
 Poor performance and shortage of skills: The training and development program is held to
improve a performance of employees within the organisation. People are trained to boost their
knowledge and skills related to their jobs. Any person in an organisation cannot work
continuously with a particular job (Glendon, Clarke and McKenna, 2016). It is the duty of the
employer to promote its employees time to time as per their performance. The performance of
employees is judged by their employers, and if an effective learning program is not setup by
management, then it will directly affect performance of workers. In the absence of this program,
it may lead to a shortage of skilled persons within the organisation. Employees in the UK are
affected very badly by Brexit. Through training various new and innovative techniques are
explained which should be used by them to improve production and working of the enterprise.
Therefore, lack of this may directly affect the productivity and profitability of the company.
TASK 4
Employment legislation plays an important role in every organisation. In the UK also, it has a
great importance. This legislation is made by the government of UK to facilitate various facilities to
employees as well as employers about their employment (Thompson, 2011). It is important to provide
protection and job security to both of them within the workplace against any malpractices. It includes
various laws such as equality and discrimination, working rights, equal pay, unfair dismissal, wages,
working time regulations, etc. The HR managers in the UK need to consider following employment
legislation to protect rights of its employees:
 Equality Act, 2010: This act was passed by UK government in the year 2010. It was enacted to
facilitated equal pay to both men and women for equal work. It replaces previous acts such as
equal pay act 1970, sex discrimination act 1975 and equality provisions in protection act 1995. It
includes all the above acts or in other words it is the merger of above acts. Before passing this
law, people were not treated equally within the organisation (Mondy and Martocchio, 2016).
They were discriminated by age, sex, disability, race, religion, maternity and pregnancy,
marriage, sexual orientation, etc. Women who work for the same time as men were not treated
equally regarding pay. For example, at the time of recruitment manager in an office both men and
women applied. Women are more capable and qualified compare to men. But while selection
process, a man is selected for the job who is less qualified then women candidate. Therefore, to

protect women and other employees from such discrimination this Act was enacted. Thus, it is
very essential for HR mangers of UK to adopt this Act to protect rights of employees.
 Employment rights act, 1996: This act was passed by the parliament of UK which creates a
framework for modern labour law. This act is the merger of previous legislations such as
contracts of employment act, employment protection act, wages act and redundancy payment act.
This was passed by the government to protect the existing labour law (Tang and Tang, 2012). HR
managers in the UK need to consider this act to protect various rights of employees within the
organisations. This includes all laws related to employment from joining of a firm to the exiting
from it. It involves various provisions which should be followed by every person in the
enterprise. An employee in an organisation has some basic rights related to his/her job like to
receive minimum wages or salary, to make an agreement or contract while entering into any
premises, right to get knowledge about the function of his/her organisation, to receive the bonus
and extra pay for overtime, etc. These are some basic rights which every employee should have
(Shuck and Wollard, 2010). In violation of any of the above rights, individuals may claim for the
compensation. Therefore, management in the UK needs to concentrate on these rights and adopt
these to overcome from various problems which arise within the workplace.
CONCLUSION
This report concluded the situation of organisations of UK due to Brexit. The HR mangers in the
UK are facing several problems related to employees. This study describes various methods like seminars
and webinars, job rotation, mentoring and committee assignments through which skills and knowledge of
employees are boosted by management. Training and development are very important for new and
unskilled employees which assist them in improving productivity, morale, reducing employee turnover,
etc. HR mangers in UK need to develop different strategies like one to one interaction, time management
and praising employees for their performance to reduce employee turnover. For improvement of
performance of workforce in the UK, management should provide effective training and development
program to enhance their skills and capabilities. In the absence of this it may lead to the lack of
motivation, poor performance, lack of talent and skilled human resources, etc. Due to Brexit HR
managers of UK required to adopt employment legislation which includes equal pay and rights to all
employees within the workplace.

REFERENCE
Books and Journals
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Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
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Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
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management. Journal of World Business. 45(2). pp.161-168.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc Press.
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Hendry, C., 2012. Human resource management. Routledge.
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leadership. Sage.
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Thompson, P., 2011. The trouble with HRM. Human Resource Management Journal. 21(4). pp.355-367.