Human Resource Management: Key Findings and Initiatives

This article discusses the key findings and initiatives in human resource management within the Oldbridge District Council. It addresses issues such as employee support and value, increasing job stress, workload, and employee seeking alternative employment. The initiatives include proper communication, practice of praising and rewarding, and building a healthy and happy work culture.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Key Findings................................................................................................................................1
Initiatives......................................................................................................................................3
E-mail...........................................................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management (HRM) is one of the major functions of an organization.
The main role of the HRM in the businesses or companies to arrange large human resource for
them. The HR manager need to cover various activities in the organization to hire employees or
people. These activities include; post advertisements for vacant job post, accept application
forms of candidates, personal interviews, provide training to new joiner, etc. Human resource
management also responsible for the employees' issues within business environment. Those
activities which are related to the human resources of the company, the HR manger role involved
in each of them. It is also a strategic approach which is uses by the organizations to manage
people in their operations. The HRM giving great contribution in the gaining huge competitive
advantage in the market. Most of the companies are always trying to design it much effective to
improve the employees or staff performance within their particular business environment. This is
discusses the human resources management of the Oldbridge District Council (ODC). It is a
council which basically provides local government services to the rural population of 75000
people in the north England.
MAIN BODY
Key Findings
There are available 5 major key findings from the survey should HR manager Lisa most
concern about.
(1) 80% employees feel supported and valued by their colleagues, 55% by their line
manager, but only 20% by their senior managers;
HR manager Lisa should necessarily be most concern about this key finding, because
according to the survey the there are only 20% of the employees are feel valued and supported
by their senior managers and then 55% by their line manager. In this condition these factors are
enough to decrease work efficiency of that employees (Apenko, 2017). Every employee in the
council put their many efforts to complete various tasks or work to achieve decided objectives of
the ODC. In this case each employee want some appreciation and value by their top-level
management called; line manager and senior managers etc. Some times employees also need
some guidance and addition support from their managers to perfectly cover any work within
council, but according to the survey there are only 20% employees feel valued and supported by
their top-level management. Other 80% employees are still agreed with statement that they are
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not feel valued and supported by their senior managers. This unsupportive behaviour of the
senior managers will decrease the workability of the employees. To perfectly solve this issue in
the council the HR manager need to arrange a meeting with line manager and senior manager to
aware them about this situation. Lisa also need to ask them to give some value and support to the
employees in meeting. This step of HR manager will improve the productivity of the employees
in the Oldbridge District Council.
(2) 90% state their jobs have become increasingly stressful in recent years;
In the survey 90% of the employees are agreed with statement that their jobs have
become increasingly stressful in recent years. This is also a big issue which employees are
currently facing at their workplace. The HR manager need to concern about it, because stressful
work environment for the employees is highly impact to their workability in negative term. Lisa
is need to talk on this issue with their upper managers, because if the council not any legal action
on it, then this issue will badly influence the work culture of the ODC in the future (Brewster,
Gooderham and Mayrhofer, 2016). With stressful work environment any employee can not able
to improve their skills. Currently people in the north of England has good image of this council.
In which it is the major responsibility of the top-level of the give full attention in each relatable
area of the council to properly maintain current image in the people. HR manager need to ask
their upper level managers to develop such organizational strategies within the council to
decrease the stress level of all employees. The managers are also responsible to create an
employee friendly work environment to take productive work from council's staff.
(3) 83% say their workload has increased in the past year;
83% of staff say their workload has increased in the past year. It is also a serious concern
for the HR manager. The manager Lisa need to take some actions on this issue as well. High
workload in the organizations many times too much demotivating to the employees. The top-
level management of the Oldbridge district council need to decrease workload of current staff,
otherwise they not complete their tasks or work properly (Mayrhofer and Brewster, 2017).
Workload basically make a stressful environment for the employees where they not show their
high interest in complete work. In the workload situations the employees are only want to
complete their work somehow without maintaining quality of work. The management of the
council need to take various steps within their organization to decrease work load, like; hire more
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people as employees in council, pay extra to employees for additional work, etc. These steps will
help in solving workload issue of the staff in the council.
(4) 90% say that they “sometimes feel stressed” when they are at work;
According to the survey 90% of staff sometimes feel stressed at their work. This issue is
also enough to decrease the overall performance of the council. The HR manager Lisa need
analyse that what kind of factors are responsible behind stress issue at work. Manager need to
take some personal interviews with the employees to know what things are make stressed them
at work (St Pierre, Hofinger and Simon, 2016). The top-level management necessarily need to
understand basic issues of the employees within the council to systematically manage people at
work. Council need to know what type of work mostly feel stressed to the employees, and then
need to put some effective strategies at workplace to remove complexity from the council's work.
The manager of the council is responsible to take fast solving action on this issue, otherwise
employees become poor at their workability.
(5) 54% are actively seeking alternative employment;
In the Oldbridge district council 54% staff are actively seeking alternative employment.
Means this percent of staff are not satisfying with their current work. Lisa also need to concern
about this issue. It needs to know actual reasons behind why they are looking for alternative
employment. The HR manager also need to inform their upper management about this condition.
Council need to arrange a meeting with those employees to deeply understand why they are
demanding for the alternative employment (Wormley, 2015). Management of the council need to
provide some more benefits to the employees at their current work. So, then they are seeking
alternative employment in the future. The HR manager also need to make a favourable work
environment for the employees, where people are easily able to like their current work
responsibilities. It also needs to build a healthy and positive work culture for the staff where they
never think about alternative employment.
Initiatives
It included three major initiatives below which are helpful to improve the more
concerning findings within the Oldbridge district council.
 Proper communication: The HR manager Lisa need to take initiative to develop proper
communication skills within the council. This initiative is too necessary to avoid some
issues related to the employees in the district council. According to the survey currently
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most of the staff are not feel well at their work, many feel unvalued by their senior
managers. To finely deal with these situations the Lisa need to make an effective
communication environment in the council (Chowhan, Pries and Mann, 2017). With the
help of proper communication employees are easily able to express their views regarding
their work. The top-level management also easily able to understand actual issues of
employees at workplace. Currently the council face lack of proper communication, in
which this the major responsibility of the manager to develop necessary communication
skills within council to remove many internal errors.
 Practice praising and rewarding: On the basis survey report the HR manager also need
to take work on initiative like practice praising and rewarding. Development of this
initiative is very necessary for the company to feel well to the employees in the council's
workplace. In the survey many of the employees said they are not valued by the line
manager and senior managers. In which Lisa need to discuss this topic with their upper
management. According to this initiative the top-level management need to give some
praise, appreciation and rewards to those employees which are really hard-working at
their work place. These appreciations will always make motivated to the all employees to
put more efforts in their particular workplace.
 Build healthy and happy work culture: Currently almost half of the employees are
actively seeking alternative employment. It means they not fully satisfied with their
current work (Cooke, 2018). The manager need take another initiative called; build or
make a healthy and happy work culture in the council which help to the employees to like
their current job. In the healthy and happy work environment employees are always
become able to improve their workability to give their best of the best performance in the
particular workplace. With step, the manager also able to improve overall performance of
the Oldbridge district council. Employees are one of the main resources for the council
which contribute their high efforts in the achievement of council's decided goals.
E-mail
To,
The Chief Executive Officer
Oldbridge District Council (ODC)
England
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Subject: To inform about current situations of the staff within council.
Respected Sir,
Recently we conducted a survey in the council. The main objectives behind this survey
is to properly manage people at the workplace. In this survey we ask many questions to the
employees, where they all are given their respective answer on self basis. According to this
survey we analyse many of the employees are satisfied with their work, but many times they
face stress issue at their workplace. Then we mainly focus of actual issue of employees which
necessarily need to be solved. Currently we have five major key findings from the survey that
should we be most concerned about. There are that five key findings are mentioned below;
 80% employees feel supported and valued by their colleagues, 55% by their line
manager, but only 20% by their senior managers
 90% state their jobs have become increasingly stressful in recent years
 83% say their workload has increased in the past year
 90% say that they “sometimes feel stressed” when they are at work, and
 54% are actively seeking alternative employment
On the basis of these findings we choose three major initiatives to improve and solve
issues based on findings. These initiatives are Proper communication, Practice praising and
rewarding, and Build healthy and happy work culture. The first initiative called; build
proper and systematic communication in the council. With the help of this initiative all peoples
in the council are easily able to understand each other. This provides various ways to the
employees and manager to interact each other. On the basis of Oldbridge council's latest survey,
The communication skills are highly needed in their work environment. There are various
issues are faces by employees, but still their senior managers are not aware about it. The proper
communication will help to the council to solve many of current issues of the employees.
The top-level management, like; senior managers, line manager etc. are need to give
some value and appreciations to the employees. Managers also need to give them some support
at their workplace, because survey says only 20% employees feel valued and supported by their
line manager and senior managers. Praising and rewarding are some best ways to feel staff
valued in the work environment of the council. The final initiative called; build or make a
healthy and happy work environment for the staff. This type of environments in council will
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help in remove stress factor in employees and in other it improves the workability and skills of
staff at their workplace. These all major initiatives will play great role in systematically manage
people at work in the district council.
Regards
Lisa
Human Resource Manager
Oldbridge District Council (ODC)
CONCLUSION
It can be concluded that the Oldbridge District Council need to take various steps towards
properly manage people at work. Currently many of staff facing some issues at their workplace,
in which there are included some initiatives above for the council which helpful to improve
various findings. The top-level management need to build effective relations with their
employees to take productive work from them. According to the survey currently many of the
staff sometimes feel stressed when they are work. This stress factor impact very negatively to the
any organization, because it decreases the work efficiency of employees. To deal with this aspect
in the council, the manager need to implement such important human resource management
strategies in their organization to build and make a positive, healthy and happy work culture for
the staff or employees. This environment will help to the council to improve their employees'
performance at the workplace. They be always motivated to learn new things, and at the final
result it will make able to the district council to improve their overall performance. The manager
need to provide some motivational seminars and training sessions also to their staff, because
these gives huge contribution in the increase understanding level of the staff. Then with the help
of these all factors the manager at Oldbridge District Council easily able to manage people at
work.
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REFERENCES
Books and Journals
Apenko, S., 2017. Human resource management of innovative projects in the context of business
strategy. Strategic Management. 22(1). pp.3-6.
Brewster, C., Gooderham, P. N. and Mayrhofer, W., 2016. Human resource management: The
promise, the performance, the consequences. Journal of Organizational Effectiveness:
People and Performance. 3(2). pp.181-190.
Chowhan, J., Pries, F. and Mann, S., 2017. Persistent innovation and the role of human resource
management practices, work organization, and strategy. Journal of Management &
Organization. 23(3). pp.456-471.
Cooke, F. L., 2018. Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal. 28(1). pp.1-13.
Mayrhofer, W. and Brewster, C., 2017, July. European human resource management:
Researching developments over time. In Human Resources, Labour Relations and
Organizations. (pp. 10-42). Nomos Verlagsgesellschaft mbH & Co. KG.
St Pierre, M., Hofinger, G. and Simon, R., 2016. Crisis management in acute care settings:
human factors and team psychology in a high-stakes environment. Springer
International Publishing.
Online
Wormley, R. 2015. The 12-Steps Process to Improve Your People Management Skills. [Online].
Available through : <https://wheniwork.com/blog/people-management/>.
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