Key Issues in Human Resource Management at Westonwich District Council

Human Resource
Management
(Westonwhich district
council)

INTRODUCTION
Human resource management is the practice that helps in managing people in order to
achieve better performance as well as target objectives (Ahmad, 2015). The main objective of
this department is to hire people, work on their development, employee retention, health and
safety etc. The functions of human resource management determine planning, controlling,
organising, directing, organizing and so on. Thus, it can say that, this department basically play
an essential role in an organisation for employee benefits and management practices. This report
is based on Westonwich District Council that provide a range of local government services to its
users who are in the north of England. The pay raise has been restricted to 1% by the firm for
some years now that raise so many issues for the firm results as staff turnover, lack of employee
satisfaction and so on. Thus, this report is going to determine major issues that has been faced by
organisation as well as issues that needs resolve on timely basis. Furthermore, recommendation
to resolve such issues in direct and direct manner.
MAIN BODY
Categorize the findings into themes with a brief discussion of why these are issues or areas for
concern
Westonwich District Council (WDC) is a local government body situated in North
England surrounded by 75,000 people population in nearby village and town. The council
provides some government services to its surroundings. Council Tax collection, refuse collection
and recycling, tourism promotion, administration housing benefit and planning matters are some
of the responsibilities of the council. Council is having 250 employees working for it.
The issues which are occurred in the given case are discussed under:
 Cutting of salary: Cutting of salary is a factor of demotivation to the employees and the
council has restricted the pay rises to 1% as mentioned in the case. The decision of this
restriction may lead the council to experience less dedication of the employees (Albrecht
and et.al., 2015). From the survey it was analysed that out of 81% of respondents only

21% are satisfied with their pay, majority is not satisfied and also these 21% are only
satisfied but not very satisfied.
 Job Stress and high workload: Job stress occurs when the employees are not happy
with their work or with the work allotted by the council. Westonwich is having 89% of
the state jobs which are increasing the stress on its employees. Job stress gives a
demotivation to the employees and hence reduces the efficiency. Employees not only are
experiencing the job stress but are also going through with the work load. 90% of the
employees are feeling work load and which is decreasing the productivity. Due to this
stress and workload 54% employees are seeking for alternative job.
 Lack of Training & Development and Management Change: Training & development
is very important in every organisation for the benefit of employees as well as for the
council. Along with the training &development management should take change steps in
order to go with the environment (Collings, Wood and Szamosi, 2018). Council is neither
focusing on training & development not taking steps to change. Out of the respondents
only 32% are satisfied with their training and development opportunities whereas
majority is not. The council's survey also tells that only 15% were saying that the changes
are well managed by them.
 Lack of involvement in decision making and less amount of discretion: When the
council will involve its employees in the decision making or will listens up their ideas
then they will feel motivated and will bring more efficiency in work. The survey shows
that only 28% people are saying that the council listens to them but the majority is silent
about this. Which means that the council does not involves its employees in the decision
making. Only 37% out of all are satisfied with the amount of discretion which they are
allowed for their job.
 Lack of Job security: The Westonwich District Council is not paying attention to the job
securities of their employees. In the council only 36% employees out of 81% respondents
are happy with their job security and 45% are not. Job security is one factor which every
employees takes care of and are concerned about it. Employees feel happy when the
company or the council thinks for their job security, but here the council is not. In-fact
council is not replacing the posts of those employees who are either leaving the job or are