Organizational Behaviour and People Management

This report discusses the case study of Ecological Wastewater Solutions Pty Ltd and provides strategies for team building, communication, staffing, assessment and improvement plans.

Running head: ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
Organizational Behaviour and People Management
Name of the Student
Name of the University
Author’s Note:

1
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
Executive Summary
The main aim of this report is to understand the case study of Ecological Wastewater
Solutions Pty Ltd or EWS. It is a popular organization that is responsible for making waste
water management system for the betterment of the customers. Human resource has the major
role of maintaining a proper balance between the organizations and projects. For each and
every project, a proper planning of human resources is important to execute it with utmost
efficiency. The respective departments of human resources oversee the design of employee
benefits, employee recruitment, development and training, rewards and recognition and even
performance appraisal. This report has demonstrated the various strategies or approaches for
team building planning, communication plan, staffing plan, staff management plan,
assessment plan and improvement plan for this particular case study of EWS.

2
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
Brief Idea of the Case Study..................................................................................................3
Part A: Team Building Component........................................................................................4
Draft Organizational Chart of the Project Team................................................................4
Staffing or Recruitment Plan..............................................................................................4
Team Building Plan............................................................................................................6
Part B: Team Management Component.................................................................................7
Staff Management Plan......................................................................................................7
Communications Plan........................................................................................................8
Assessment Plan.................................................................................................................9
Improvement Plan............................................................................................................10
Conclusion................................................................................................................................10
References................................................................................................................................12

3
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
Introduction
The human resource management or HRM is one of the most basic as well as strategic
approaches to the effective or efficient management as well as control of several
organizational personnel so that all of them could help the organization in gaining the
competitive advantages (Baron, 2016). The human resources even concerns itself with the
several organizational changes as well as industrial relations, which are important for the
maintenance of proper balance in the company with the requirements rising from
governmental regulations or collective bargaining.
The following report outlines a brief discussion on the popular and significant case
study of Ecological Wastewater Solutions Pty Ltd or EWS. They have few noteworthy
objectives of supply chain sustainability, organizational structure and legalities. Recently,
while executing the project of up gradation of IT systems and processes, they have identified
three specific risks. Hence, EWS has decided to make a HR plan for the project.
Discussion
Brief Idea of the Case Study
Ecological Wastewater Solutions Pty Ltd or EWS started their business in 2006 for
delivering an environment friendly waste water management system and treatment of sewage
to the advanced secondary levels. They have provided several benefits to their customers and
have involved in the expanding or growing process of taking on new markets and
opportunities. They have various significant opportunities in their business and hence they
have developed certain objectives. However, it is being noticed that the organization has
faced loss of revenues during their project execution. For their project of up gradation of
information technology systems and processes, the project team of EWS has identified three
potential risks of having inability to the process orders within timely manner, lack of quality

4
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
within the shipping process and competitors taking advantages in any down time. For the
eradication of such potential risks in project, EWS has decided to make a human resource
plan for the betterment of the project of upgrading information technology based systems as
well as processes eventually.
Part A: Team Building Component
Draft Organizational Chart of the Project Team
The organization of EWS has recognized the requirement of establishment of the
number of project teams for achieving the objectives of supply chain sustainability,
organizational structure and legalities (Baum, 2016). The projects, which address each and
every above mentioned objective need the proper management of complexities of several
project teams that are distributed amongst the various backgrounds, time zones and
experiences. All of these individuals are located in Vietnam, China, Australia and Japan
(Jackson, Schuler & Jiang, 2014). They involve representatives from the organizational
information technology, marketing, sales, accounting, legal, manufacturing, and human
resources and even finance departments. The project team comprises of project manager,
project team members, stakeholders including potential suppliers, customers and even
investors (Hoch & Dulebohn, 2013). This particular project team has the core responsibility
of making the project successful and effective in respect to the other projects. There is a
major contribution to each and every project objective and even meeting the business
requirements.
Staffing or Recruitment Plan
The staffing or recruitment plan eventually provides the proper presentation as well as
justification of each and every staff needed to implement that specific project. This staffing
plan requires to recognize the complete personnel that would be supported (Bratton & Gold,
2017). The approaches of the staffing plan for this specific project of Ecological Wastewater

5
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
Solutions Pty Ltd are to be executed properly for recruiting the members. These major
approaches are given below:
i) Estimation of Manpower Requirement: The total manpower of this particular
project is to be estimated in the first step for understanding how much manpower is required
to execute the project efficiently. The finding out of number as well as type of the staffs are
substantially important by the company in near future (Purce, 2014). The manager of the
project should check the qualification background of the people to be recruited in the project.
This is extremely important for work load analysis, work force analysis and the comparison
of these two for finding out of requirements.
ii) Recruitment: The second approach in this particular plan is recruitment. This
refers to the procedure to induce the people for applying for this project job within EWS
(Jackson, Schuler & Jiang, 2014). After assessment of the number or type of the people
needed, the project manager subsequently tries that maximum people must apply for this job
for helping the organization in obtaining more options.
iii) Selection: After the approach of recruitment in the plan, the third distinct is
selection. This particular step refers to the selection of the most appropriate people for filling
the position (Jackson, Schuler & Jiang, 2014). This type of selection could be done with a
specific procedure like tests or interviews. Hence, the best employee is being selected.
iv) Project Orientation: The fourth distinct approach of the staffing plan is the project
orientation of EWS. After the selection, the employee is provided a brief orientation about the
project and hence they would get a better ideology of the project.
v) Training: The project members would be given proper training before the work of
the project is to be completed (Stone & Dulebohn, 2013). This training would help to
improvise the competencies of employees.

6
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
Team Building Plan
Once staffing plan is completed, the next plan is for team building. There are some of
the major and the most important and significant strategies and approaches for team building
of this project of EWS. These strategies would be extremely effective and efficient for the
project of EWS. The strategies would ensure that there is no disruption to the employees or
their ongoing operations (Aswathappa, 2013). The major strategies and approaches for team
building plan to build a team, who would work together for achieving the project goals are
given below:
i) Determination of Project Goals: The first and the foremost strategy of the team
building plan is the determination of project goals. Each and every member of the project
team should have the basic idea of the project goals and objectives so that there is a
transparency of the project outcome to all project members of EWS.
ii) Selection of Budget and Project Location: The second approach of this plan is the
proper selection of project budget and location (Boella & Goss-Turner, 2013). Since, EWS
has aimed to make the wastewater management system, it is quite important for selecting a
proper location and appropriate budget so that excess resources are not being used.
iii) Scheduling of Project Time: The third strategy of this particular HR plan of EWS
project is proper scheduling of the project time. The project should be completed within
provided deadline for avoiding any type of discrepancies and issues.
iv) Establishment of Leadership: The next strategy of the team building of the project
of EWS is the establishment of leadership (Jackson, Schuler & Jiang, 2014). The leadership
team of this project should select a suitable leader for the work, who have appropriate
leadership skills.

7
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
v) Building Relationships between Employees: The fifth important and significant
strategy of the EWs project is building of relationships between several team members
(Brewster, 2017). Every member of the team should have the ability to communicate with the
other members for accurate project execution.
vi) Fostering Teamwork: The entire teamwork should be fostered after the proper
establishment of employee relationships and communication.
Part B: Team Management Component
Staff Management Plan
The staffs of the EWS project should be managed properly with significant strategies.
The staff management is one of the most important and significant requirement for any
project since it is responsible for increasing the overall productivity (Nankervis et al., 2016).
The effective staff management plan for this specific project could be done by following the
strategies.
i) Being Consistent: The first and the foremost effective strategy for staff
management is being consistent (Bamberger, Meshoulam & Biron, 2014). The team leader
should have consistency regarding project execution and he should convey the message to his
team members.
ii) Focus on Clarity and Accuracy in Communications: There should be a major
focus on the clarity as well as accuracy within communications for bringing better success in
this EWS project.
iii) Setting the Project Goal: The third significant and important strategy for the
completion the EWS project is setting of correct project goals and objectives (Anyadike,
2013). Each and every project member should be a have better knowledge of the project goals
and objectives.

8
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
iv) Public Rewards and Recognitions: The rewards and recognitions of the project
teams should be provided publicly so that the staffs get a motivational push from the team
leader.
v) Encouragement of Ideas and Opinions: The ideas and opinions of each and every
project team member should be encouraged so that the members are motivated.
vi) Remaining Transparent: The transparency in the work majorly shows integrity
for the leader and hence trust is built with the other members of the team (Marchington et al.,
2016). This is an important and significant strategy of staff management.
Communications Plan
Communication is one of the major and significant requirement for effective project
teams. It is extremely crucial for communicating efficiently in negotiations for the purpose of
ensuring that the goals are being achieved successfully (Brewster, Chung & Sparrow, 2016).
The effectiveness in communication could eventually help the project team in fostering the
better working relationship between the team leader and its members, hence improving the
efficiency and morale. For this particular project of Ecological Wastewater Solutions Pty Ltd,
there are some of the basic and important strategies that could help in better communications
with the other team members within the project team. In this particular project, some of the
stakeholders are remote (Yadav & Dabhade, 2014). These strategies of better communication
in the project are given below:
i) Providing Undivided Attention: It will the responsibility of the leadership team of
EWS project to provide undivided attention to each and every member of the team without
any type of discrimination. This would help the project leader in understanding the project
without any type of complexities (Bailey et al., 2018). Moreover, the team members would
feel motivated due to the attention given to his or her words.

9
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
ii) Regular Meetings: The next effective strategy for better communications within
the EWS project is meeting regularly. The team leader should hold regular strategic meetings
for the project team. This would provide opportunity for being present while the project
changes and activities could be discussed in the project team (Kavanagh & Johnson, 2017).
These regular meetings would be extremely effective for the project teams.
iii) Making Inclusive: The project team members should be included in every
conversation for maintaining a proper balance in communications within the project team.
iv) Proper Follow Ups: The project leader should undertake proper follow ups of the
project so that the project is not left out at any point (Stredwick, 2013). These follow ups
would be important for providing a better communication planning in the project.
v) Audio and Video Conferences: Since some of the stakeholders of this EWS project
are remote, audio and video conferences are extremely effective to maintain the
communications amongst all of the team members without any complexity.
Assessment Plan
Each of the project team should be assessed properly for evaluating their effectiveness
(Alagaraja, 2013). As this project would be for wastewater management, it is extremely
important to assess their effectiveness to gain utmost efficiency and success. The major and
the most significant goals and objectives of the organizations are easily obtained with the
help of this particular planning. Another important and significant advantage of this part of
human resource planning is the proper prevention of the business from falling in the trap of
shifting workforces (Brewster, Chung & Sparrow, 2016). A requirement of the new critical
set of skills is being fulfilled easily, without any type of complexity. The most significant
strategies for assessing the overall effectiveness of the project team are as follows:

10
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
i) Time Management: The first and the most significant strategy for the assessment of
the project team effectiveness is the time management (Bamberger, Meshoulam & Biron,
2014). It should be checked that how well time could be managed by them for the proper
maintenance of project team.
ii) Measurement of Productivity: The overall productivity should be measured
periodically so that there is no chance of missing out of project progress report.
Improvement Plan
The overall performance of the organizational workers could be easily maximized
with the help of this type of planning in human resource management and the strategic
objectives of an employer are obtained eventually (Yadav & Dabhade, 2014). The human
resources majorly concerns about the proper management of people in any specific company
after providing proper focus to the systems and policies. The improvement plan should be
established properly for finding out the major flaws or shortcomings of the project. The most
significant roles of the human resource department for this detection of shortcomings are
determination whether the performance improvement plan or PIP would be the correct action
for the specific situation. The second role is the administration of every PIP in joining with
the manager for preventing any type of bias within the project (Jackson, Schuler & Jiang,
2014). This would be extremely helpful for the project manager or leader of EWS project as
he would be getting proper support from each and every team member. The third important
role would be providing ongoing guidance to both employee as well as leader throughout the
project plan.
Conclusion
Therefore, from the above discussion, conclusion can be drawn that human resource
planning is the basic process of forecasting the subsequent future requirements of human

11
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
resource for any particular organization and also determining the procedure that how the
existing capacity of the organizational human resources department could be utilized for
fulfilling each and every requirement. This type of planning majorly focuses on the
subsequent economic concepts of demand and supply for that specific organization. The
organizational or project members get a clear idea about these processes of human resource
planning and project does not exceed or fall short of the project requirements. There are four
proper steps in the HR planning, which are current HR supplies, future HR demands, demand
forecasting and finally human resource sourcing strategies and their implementation. The
above report has clearly outlined a detailed description on the human resource planning of the
case study of Ecological Wastewater Solutions Pty Ltd or EWS. The organizational chart and
staffing plan is provided here. Moreover, the team building plan for this organization is also
provided in the report.

12
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
References
Alagaraja, M. (2013). Mobilizing organizational alignment through strategic human resource
development. Human Resource Development International, 16(1), 74-93.
Anyadike, N. O. (2013). Human resource planning and employee productivity in Nigeria
public organization. Global Journal of Human Resource Management, 1(4), 56-68.
Aswathappa, K. E. M. A. L. (2013). Human resource management: Text and cases. Tata
McGraw-Hill Education.
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. Oxford University Press.
Bamberger, P. A., Meshoulam, I., & Biron, M. (2014). Human resource strategy:
Formulation, implementation, and impact. Routledge.
Baron, A. (2016). Human resource planning. In Encyclopedia of Human Resource
Management. Edward Elgar Publishing Limited.
Baum, T. (Ed.). (2016). Human resource issues in international tourism. Elsevier.
Boella, M., & Goss-Turner, S. (2013). Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C. (2017). The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35).
Routledge.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management.
Routledge.

13
ORGANIZATIONAL BEHAVIOUR AND PEOPLE MANAGEMENT
Hoch, J. E., & Dulebohn, J. H. (2013). Shared leadership in enterprise resource planning and
human resource management system implementation. Human Resource Management
Review, 23(1), 114-125.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic
human resource management. The Academy of Management Annals, 8(1), 1-56.
Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems:
Basics, applications, and future directions. Sage Publications.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2016). Human resource management:
strategy and practice. Cengage AU.
Purce, J. (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Stone, D. L., & Dulebohn, J. H. (2013). Emerging issues in theory and research on electronic
human resource management (eHRM).
Stredwick, J. (2013). An introduction to human resource management. Routledge.
Yadav, R. K., & Dabhade, N. (2014). Human resource planning and audit–a case study of
HEG limited. human resource management, 4, 5.