Case study of Gerard Jones Limited - Issues Of Managing Coordination
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Added on 2020-02-05
Case study of Gerard Jones Limited - Issues Of Managing Coordination
Added on 2020-02-05
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MANAGING THE EMPLOYMENT RELATIONSHIP
Table of ContentsIntroduction......................................................................................................................................3Task 1: What are the issues?............................................................................................................3Task 2: What are the changes suggested?........................................................................................5Task 3: Why do those changes matter?...........................................................................................6Conclusion.......................................................................................................................................9Reference List................................................................................................................................10
IntroductionThe following is the report based on the issues faced by the concerned organisation of GerardJones Limited. In addition to above, the information that has further been collected from theprovided case study, that lists out the major issues of management in Human Resource. Asmanagement of the employment has been marked as the main responsibility of a respectedorganisation, significant efforts must be made to make the smooth flow of the entire workforce.Moreover, the issue that has been observed by the Human Resource consultant is furtherprovided endeavour to get justified by the suggested suitable changes for the organisation. Task 1: What are the issues?The role played by a Human Resource Manager is vital in order to manage the situation in bothterms of external and internal atmosphere around the employees and their employers. Asindicated by Beadles et al. (2015, p.6), there is the various issue that is further faced by theorganisation in terms of managing the coordination of both the employees and their employers.However, as mentioned in the case study of Gerard Jones Limited, the issue that has been furtherfaced from the aspects of the Human Resource Manager comprises of the sole factor to be thecoordinating that lacks among the employees and the employers. The following are the issuesdiscussed in the below-mentioned information:Lack of engagement: The organisation of Gerard Jones Limited lacked in the coordination oftheir team members in order to conduct a concerned job. As indicated by Sylvester (2015,p.121), the decisions that are made within the organisation tend to undergo tough situation forthe entire organisational systems. Moreover, at the time of economic recession in the UnitedKingdom, the concerned organisation of Gerard Jones Limited further faced some criticism fromtheir buyers. In addition to above, the quality of the products that were manufactured by theorganisation was also deteriorating as the ill effect of the above issue of getting engagedseriously to their responsibilities.Shortage of Staffs: As indicated by Berbegal-Mirabent et al. (2015, p.2272), the employees thatare attained by the organisation do not increase in a similar manner, as compared to the hardwork that is further required by the organisation. Therefore, the Gerard Jones Limited has madeattempts in terms of raising their markets in order to outstrip the supply of demand. However, asindicated by Bal et al. (2015, p.126), the Human Resource Manager may further effort in termsof industrial and demographic information for utilising the factors that further affects the
organisational workflow. In addition to above, the HR manager must make efforts in terms ofmotivating their staffs by appreciating their hard work and efforts.Poor communication: As indicated by Lee et al. (2016, p.35), the lack of good communicationbetween the organisation and their employees and employers makes the organisation along withits workplace to be an incomplete structure. Moreover, the employees of the organisation fail toexplain the initial role and responsibilities that should be performed by the employees of theorganisation. As the concerned organisation Gerard Jones Limited deals with the designing andmaking of jewellery, the level of effort and experiences that are required by the organisation isvery high. Therefore, the requirement of the words shared by the leaders of the teammanagement must be continuous and clear.The inappropriate culture of the organisation: The employees are lacking in terms of theunderstanding that is treated in terms of making them aware of the real terms of condition for theconcerned business organisation. In addition to above, the fulfilment of the business requirementby the employees was not preferable by the HRM department. However, as indicated by Al Arisset al. (2016, p.579), there are, employees that through being unaware of the cultural equipmentof the organisation were working with no specific aims and goals; a hat was further not acceptedby the customs of the organisation. Therefore, the need for proper training is required for theemployees before letting them work as a professional worker for designing the jewellery for theorganisation.Long term vs. short term focus by owners: The Gerard Jones Limited, though being ajewellery shop, focuses on both short terms and long term benefits. In addition to above, theconcerned organisation acts in the true sense of staff identification. As result of the above, theorganisation as a whole was not ready to make plans both in short along with long term. Theworkers working for the organisation comprise of both skilled and unskilled employees.Therefore, in order to focus on the long-term benefits, the HRM manager must re-align the factsaffecting the long-term benefits along with reducing the labour turnover.Poor workforce planning: As the origination of Gerard Jones Limited, lacked in thecommunication system, the result would be observed mostly in terms of the planning that isfurther sought in order to make the organisation gain more benefits as compared to itscompetitors. The employees that are employed by the organisation was around 350 in number.
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