Leading and Managing Organizational Resource : Home Instead Senior Care docx.

Running head: LEADING AND MANAGING ORGANIZATIONAL RESOURCES
LEADING AND MANAGING ORGANIZATIONAL RESOURCES: AN ANALYSIS OF
HOME INSTEAD SENIOR CARE
Name of the Student:
Name of the University:
Author’s Note:

1LEADING AND MANAGING ORGANIZATIONAL RESOURCES
EXECUTIVE SUMMARY
The report intends to undertake an analysis of the concept of zero hour contracts and the issues
related to the usage of the same by the corporations through the usage of the case study of the
corporation Home Instead Senior Care. The report begins with an introduction to the services
which are being offered by Home Instead Senior Care. Next, the concept of zero hour contracts
is being explained and also the manner in which it is being used by Home Instead Senior Care.
For instance, it is seen that the zero hour contracts used by Home Instead Senior Care are deeply
embedded within the strategic human resource management (SHRM) used by the corporations.
In this relation, it needs to be said that high turnover rate and low staff engagement are the two
major issues that Home Instead Senior Care is presently facing related to the usage of zero hour
contracts. More importantly, the report also highlights enhancement of remuneration which are
being offered by Home Instead Senior Care to its freelance workers, training and rewards and
recognitions as the ways through which the corporation can reduce its turnover rate. On the other
hand, for the resolution of the staff engagement issues the measures like making the workers
aware of the success that they can gain in the corporation, rewards, two-way communication
process, social events and others have been recommended.

2LEADING AND MANAGING ORGANIZATIONAL RESOURCES
Table of Contents
1.0 Introduction................................................................................................................................3
2.0 Overview of Home Instead Senior Care....................................................................................4
3.0 Concept of Zero Hour Contracts................................................................................................5
4.0 Home Instead Senior Care and Zero Hour Contracts................................................................6
5.0 Ways through which Home Instead Senior Care can enhance its Employee Retention............7
6.0 Proposed Staff Engagement Measures for Home Instead Senior Care.....................................9
7.0 Conclusion...............................................................................................................................10
8.0 Recommendations....................................................................................................................10
References......................................................................................................................................12

3LEADING AND MANAGING ORGANIZATIONAL RESOURCES
1.0 Introduction
As stated by Hudson (2019), an important method which is being presently followed by
the different corporations for the attainment of the competitive edge over their rivals or
competitors and also within the business markets of their operation is the effective usage of the
various emerging trends and also the technological developments. O’Sullivan et al. (2017) are of
the viewpoint that the impact of the recent technological advancements had not only
substantially changed the products or the services which are being offered by the different
corporations but also the business models which are being used by them as well as their
workforce planning process. More importantly, there are various corporations which rather than
having a steady or a permanent workforce are taking the help of the “Zero Work Contracts” so as
to have employees as per the workload of the corporations or for that matter as per their
convenience (Bernstein 2019). This in turn had substantially transformed the entire
employability sector and offers various benefits not only to the employers but also to the
employees as well (Bird and Brown 2018).
However, at the same time it is seen that low employee retention rate is an important
problem which the majority of the corporations using this particular staffing policy are presently
facing (Atkinson and Crozier 2019). In addition to this, it had also been seen that ineffective staff
engagement is another problem that the corporation using this particular staffing approach are
presently facing (Heyes et al. 2018). Thus, it becomes important for the corporations to resolve
these two issues so as to derive the desired benefits from the usage of the staffing policy under
discussion here. The purpose of this report is to undertake an analysis of the concept of “Zero
Work Contracts” and also suggest ways through the corporations can enhance employee