Improvement of Human Resource Management at Winchester Homes

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A MEMO REPORT ON IMPROVEMENT OF HUMAN RESOURCE MANAGEMENT TO
IMPROVE PERFORMANCE AND THE QUALITY OF CARE AT WINCHESTER
HOMES
By (Name)
(Student’s Number)
Course Name
Tutor/ Professor’s Name
University Affiliation
Date

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To: The Director Winchester Homes Company
From:
Date:
Re: Improvement of Human Resource Management to Improve Performance and the
Quality of Care at Winchester Homes
The purpose of this Memo is to address human resource management issues at
Winchester Homes, which include; the importance of effective people management in
improving organizational performance and staff wellbeing at Winchester homes.
Secondly, an evaluation of the factors that affect staff wellbeing and performance at
Winchester homes. Thirdly, suitable development techniques that should be adopted by
Winchester Homes in training and developing its staff. Fourth, recommendation of
specific actions to improve staff wellbeing and performance at Winchester Homes.
Importance of Effective People Management in Improving Organizational Performance
and Staff Wellbeing at Winchester Homes.
Effective people management refers to the concept of managing staff in an
organization in a way that optimizes the efficient use of the talents that they possess.
This helps in improving the performance of the individual staff, workgroups, and the
organization in general (Armstrong, 2014). Despite how good organization’s goals,
objectives, and strategies are, they all depend on the organization’s staff to ensure their
effective realization. Therefore, organizational performance is highly dependent upon

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the efficient management people (Foot and Hook, 2011). Some of the importance of
effective people management in promoting organizational performance and staff
wellbeing at Winchester Homes include the following;
Equipping staff with the needed skills: According to Currie (2010), the level and
quality of skills that the staff possess highly influences their effectiveness in executing
their duties. The main human resource function that focuses on enhancing the skills of
the workers in an organization is training and development. Therefore, at Winchester
Homes, the quality of services that the staff deliver to the aged is dependent upon the
level of training they receive in the organization. Effective training and development will
highly promote the performance of the workers and consequently lead to an
improvement in the performance of Winchester Homes.
Increases staff morale: According to Kehoe and Wright (2013), staff morale can
be defined as the attitude, satisfaction, and confidence that the staff have towards their
job and the organization in general. Staff morale highly influences the way the staff
execute their duties. Staff who are well trained but not motivated will definitely perform
poorly since they have a negative attitude towards their job. At Winchester homes, staff
morale is very essential because the company is a service offering organization. Thus
employees’ positive attitude towards their jobs will influence their mode of service
delivery and impact customers’ satisfaction. This will improve the performance of the
organization and highly boost the reputation of Winchester Homes.
Promotes quality decision making: effective management of human resource
empowers them to make decision which are in the best interest of the organization. This
is mainly as a result of the loyalty that the staff gain towards an organization due to how

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well they are managed (Buller and McEvoy, 2012). At Winchester Homes, proper
management of human resource would see the head office delegating decision making
to Home managers who would in turn delegate part of it to the staff. This would improve
organizational performance since employees would be in a position to solve minor
issues in the best way possible without having to consult their seniors.
Factors Affecting Performance and Staff Wellbeing at Winchester Homes
Ineffective appraisal system: Winchester Homes uses an “off-the-shelf” appraisal
system which is characterized with inefficiencies such as; the appraisal is conducted
once a year. Secondly, some managers review actions whilst others wait until the
following year. According to Leatherbarrow et al., (2014) an ineffective performance,
appraisal system does not clearly identify the challenges of employees which would
constitute the focus of the training and development program. This results to failure to
address key skill gaps during training, which consequently leads to continued poor
performance.
Ineffective training and development: the effectiveness of a training program can
be measured on how suitable the training is to the employees in terms of time, cost of
training, and skill gap coverage, and impact on work performance (Bratton and Gold,
2012). At Winchester Homes, the external training program is done only to those staff
who are not on duty thus all staff members do not receive the training. Secondly, the
managers lack the skills to develop themselves and the staff thus they cannot deliver
on-the-job training in the best way possible.