Communication Practices in Organisations

This report discusses the importance of effective communication in organisations and its impact on productivity, creativity, and employee engagement. It also analyzes the policies and procedures used to enhance communication and the relevant legislations. Furthermore, it evaluates how organisational structure affects communication methods.

People in
Organisation

Table of Contents
INTRODUCTION ..........................................................................................................................4
SECTION A- COMMUNICATION PRACTICES.........................................................................4
1.1 An analysis of the benefits to organisations of effective communication........................4
1.2 An analysis of the policies and procedures that are used to enhance communication within
organisations...........................................................................................................................5
1.3 An explanation of legislation relevant to communication within organisations..............6
1.4 An evaluation of how organisational structure impacts on the communication methods
used.........................................................................................................................................8
1M1 An analysis of the impact new technologies have on organisations’ communications
systems and practices...........................................................................................................11
SECTION B- TEAMWORK.........................................................................................................12
2.1 An assessment of the benefits of teamwork to both individuals and to organisations.. .12
2.2 An analysis of why teams might fail to meet their objectives........................................14
2M1 An evaluation of the impact of leadership styles on teamwork...................................15
2D1 An analysis of the application and effectiveness of teamwork in a given organisation.15
SECTION C- REMOTE WORKING ...........................................................................................16
3.1 An explanation of the implications of the different ways in which people work ‘remotely’.
..............................................................................................................................................16
3.2 An evaluation of common working practices used by those working remotely in different
contexts.................................................................................................................................17
3.3 An analysis of leadership styles appropriate for remote working..................................18
SECTION D- SUPPORT AND MONITORING STRUCTURE..................................................20
4.1 An explanation of how Human Resource departments can provide support and monitor
people within the workplace.................................................................................................20
4.2 An assessment of the policies and procedures designed to support and monitor people in
the workplace........................................................................................................................21
4D1 An evaluation of the impact of legislation on employee relations management in different
organisational contexts.........................................................................................................22
CONCLUSION .............................................................................................................................23

REFERENCES..............................................................................................................................24

INTRODUCTION
People in an organisation represents to the human resource and employees playing vital
role in success and growth of the company. Workforce of an entity are the pillars of it enabling it
to perform in the prescribed form, completing tasks in given time frame and implementing all
strategical plans into action, facing real situation for attaining organisational goals and objectives
(Wójcik and et. al., 2020). The current report is developed on Century Ltd. a wholesaler of
electronic and telecommunication parts and technical equipments. Century Ltd. was founded in
2003 a privately owned firm which is facing problems in managing their workforce causing
absenteeism, staff turnover and reduction in productivity as sales units are describing due to
demotivated employees and low moral of working. The report covers an in-depth evaluation of
practices and procedures required to perform in relation to workforce and to keep them satisfied.
The assessment acknowledges several aspects for gaining knowledge about the cause of
problems. At first communication practices are evaluated where benefits, procedures and
legislations of effective communication are identified along with the impact of organisational
culture and structure over it. Moving forward, teamwork and its benefits for organisation and
individuals will be identified with determining the reasons for failure of teams objectives.
Moreover, remote working styles and their implications on the organisation will be examines as
well as leadership style that is best to adopt by leaders for those who are working remotely. At
the end, support of HRM to the staff while developing policies and procedures for monitoring
them and their performances are also highlighted.
SECTION A- COMMUNICATION PRACTICES
1.1 An analysis of the benefits to organisations of effective communication.
Communication creates the foundation of organisational success, growth and effective
achievement of goals and objectives (Kools and Stoll, 2016). Effective communication and
interaction practices makes sure that all information is reaching to all relevant parties, reducing
any chances of miscommunication and misunderstanding which can lead to dissatisfaction and
lack of trust. It is the responsibility of managers and top level individuals to make sure that
effective communication practices are flourishing in the firm in several forms oral, written,
formal, informal and others. Benefits of effective interaction are presented underneath in context
of Century Ltd.:

 Increases Productivity is the foremost advantage of effective communication and
interaction. A crucial but essential function of managers of Century Ltd. is to generate
culture where effective communication is flourishing. This practice will rendering better
clarity to employees about their duties and goals resulting in higher productivity and
increased number of sales.
 Higher level of creativity and employee engagement in firm will automatically
improve as workforce will be kept informed which motivates them to search for new
innovative ideas of working (Ahmad, and et. al., 2017). Effective interaction with
personnels will increase their feel of belongingness which makes them more participative
and engaged in work assigned to them. The workforce or Century Ltd. will be more
involved in company and improvise their practice for making sales and stay motivated for
working efficiently.
 Reduced staff turnover and absenteeism is the most effective benefit in case of
Century Ltd. as this is the major issue of the firm leading to unsatisfactory results and
sales units. Effective communication practices will lead to better relationships between
managers and personnels and they get rapid solutions of any issue they are facing while
working in office and outside the workplace.
1.2 An analysis of the policies and procedures that are used to enhance communication within
organisations.
Communication practices which are utilised and flourishing in organisational culture
needs to be developed before developing strategies and documenting them. It is very necessary
for Century Ltd. for developing their effective communication strategy and identify practices in
accordance to it and then document them in form of company's policy and procedures. Keeping
staff informed is the core task for encouraging their interest, keeping them motivated and
improving inputs (Burzová, 2019). The suggested policies and procedures which are useful for
Century Ltd. for enhancing communication within the workplaces are as follows:
 Develop two way communication practice- This is the best communication policy
which is currently used by most organisations for interacting with staff and keeping the
flow of information. The two way communication practice once adopted by Century Ltd.
will induce employee engagement in operations and keep them motivated enough to work
appropriately.

 Ask for feedback- This is procedure which is followed in two way communication
where staff is asking for suggestions and point of views of staff. Century Ltd. is
recommended this practice as it will enable the firm to increase creativity by getting new
innovative recommendations from staff for performing activities and operational plans
resulting in improvised productivity and sales.
 Introduce employee participation- By keeping staff informed and asking for their
suggestions brings creativity and improves their motivation standards which
automatically engages workforce in entity and results in higher participation. This policy
of is also recommended to Century Ltd. for reducing absenteeism and staff turnover as
they will be receiving job satisfaction and recognition (Santa, 2015).
 Develop Protocols- One of the best form of increasing communication flow in Century
Ltd. is by introducing protocols. For example, in case of addressing several number of
employees with same form of communication managers of Century Ltd. can make use of
emails. This is one of the easiest way to reach to maximum personnels and by following
all protocols in formal manner.
 Team Briefing- This is a method which refers to bringing the whole team of
subordinates together and sharing information by making face to face communication
aimed towards the respective topic. This will enhance communication within Century
Ltd. as employees and managers are together and engaged in the process together.
1.3 An explanation of legislation relevant to communication within organisations.
Legislations refers to the laws and regulation prepared and enacted by law makers that
are present on either national, local or state. Few legislations are developed by governments and
legislators in relation with organisational communication as well. These legislations bound the
company to follow them in order to keep staff informed and let them know about all the required
information.
Legislations are only applicable when the company has specified number of employees
providing basis for good and strong communication practices for all types of organisations. Few
legislations which are required to be followed by Century Ltd. in order to maintain good and
effective communication practices are presented below in next section:
 Data Protection Act, 1998 GDPR, 2018- This is a regulation which is developed by the
Parliament of United Kingdom which contains rules and policies in relation to employees

or workforce personal information. The act basically regulates how and when employee
personal information should be used and can be used by the company. It is an essential
act which protects the rights of employee and their personal data against the public.
 Freedom of Information Act- This is an act which offers access to information required
by public authorities like Government and local authorities a swell. Through participation
of this act the employee gets the freedom of accessing and gathering information about
several agencies. This is a significant act for communication within the office and
organisation as it assist in spreading awareness about respective issues, opinions and
knowledge for avoiding any errors and problems throughout the whole organisation and
in the communication flow.
 Privacy and Electronic Communication- This regulation was by European Union (EU)
that is concentrated on right for privacy while using e-communication tools for sharing
information with one another. Staff need of Century Ltd. Needs to be aware of this act
and stay focused while contacting customers on behalf of the company. The law needs to
be practised while making communication with buyers on organisations behalf for
making customers feel safe about their private information.
 Information and Consultation of Employees Regulations, 2004- This regulation is
shorten to ICE, applicable to those organisations who have employee base of 50 or more
employees like Century Ltd. This act renders employees and representatives right to be
informed and ask or consult everyday issues to the management. For instance, related to
health and safety, standard pension. The entity have to comply with it and keep people
informed and also staff has the rights to ask the employers for such rights if they do not
introduce new arrangements voluntarily (Cox, Lowe and Winter, 2019). The personnels
of Century Ltd. have the right to consult about the present and future economic and
employment situation and any threats to their jobs.
 The Companies Act, 2006- This act replaced The Company's Act 1985 and updated in
1989 bringing in new elaboration of Corporate Social Responsibility that involves
considerate interest of workforce. This law states that relationships between employee
and employer requires collective consultation with relevant trad union or employee
representatives. Century Ltd. is under obligation to reflect upon the impacts of their
actions and decisions on the people under this act.

 Employee Relation Act, 1996- This act of employee legislations for communication
renders people of organisation that is Century Ltd. rights to get written statements with
specified terms and conditions of employment, payroll, working hours, holidays and
disciplinary actions. Along with it they are entitled to have pay statements, with gross pay
and fixed deductions and their net pay. Moreover, these statements should be properly
refereed to employee tribunal as well (Rees and French, 2016).
1.4 An evaluation of how organisational structure impacts on the communication methods used.
Organisational structure is framework provided by management and directors of
company outlining the flow of certain activities for attaining goals and objectives of company. In
such activities communication is also involved, organisational structure decides the flow of
communication in the entity. The management make use of several methods and procedures for
boosting the flow of information in the entity amongst, management employees and external
parties as well.
The organisational structure highlights upon the hierarchy levels which impacts upon the
communication flow. There are different organisational structures through which organisations
work and communicate. The organisational structure and flow of communication in respective
methods are elaborated below:
Major organisational structures which are very commonly used in companies around the
globe according to their size, scope and diversity are Functional, Divisional or Multi-divisional,
Matrix and Flat.
 Functional Structure, is the oldest and traditional form of organisational structure which
is used by companies. This structure divides the company in smaller groups based on
different functions and operations of it. That means, the company is divided in different
departments and their functions are prescribed as well (Thomas, 2019). For instance, If
Century Ltd. is adopted functional structure then the organisation is divided into
marketing, finance, Human resource and other functional departments. The
communication flow will be vertical form top to bottom and vice-a-versa.

Illustration 1: Types of Organizational Structures,
2018
(Source: Types of Organizational Structures, 2018)
 Divisional or Multi-divisional Structure, is the second most common form of structure
which is mostly adopted by large and geographically diversified organisations (Chuang,
2019). The structure divides the company according to the geographical locations and on
the basis of markets as well. Under this form of structure each division operates on their
own, procure, manage and control resources by themselves according to the internal and
external conditions surrounded by it.
Illustration 2: Division Market Based Structure, 2018
(Source: Division Market Based Structure, 2018)

Illustration 3: Division Geographical Structure, 2018
(Source: Division Geographical Structure, 2018)
 Matrix Structure- The third organisational structure is Matrix which is a combination of
both functional and divisional structure (Heinisch and Mazzoleni, 2016). A hybrid
structure employees may need to report to two bosses due to duplication of tasks. It is
more complex structure which makes communication flow complex too but most
effective of the other two structures discussed. The complications occurs due to the
situation and the requirement for reporting to different bosses. The large organisations
with complex operations and cross functions use this form of organisational structure.

Illustration 4: Types of Organizational Structures, 2018
(Source: Types of Organizational Structures, 2018)
 Flat Structure, is the newly developed and determined structure that is favourable for
the small and medium sized businesses. This flat structure is most commonly used by
new business start-up's but beneficial for SME's as well. The flat structure provides the
required flexibility and adaptability to the firm (Kearney and Kruger, 2016). Century
Ltd., also use flat structure for their operations through which communication flow is
made flexible, rapid and decision-making being improved efficiently. Through flat
structure being followed in company the communication is more open and flexible
enabling people to work fast as rapid decisions are made reducing the time consuming
long communication processes.
1M1 An analysis of the impact new technologies have on organisations’ communications
systems and practices.
The new technologies and advanced devices have been introduced in market and rapidly
being adopted by businesses for several operations and practices. In the same ways for
communication as well such devices and technologies are utilised in the firm by the management
and employees for interacting. For instance, earlier letters were posted for rendering written

information which use to take 4 to 7 days in conducting the communication, but now emails are
used for the same letters and which reaches to the recipient in just few clicks. This example
implies that communication systems and processes are affected by the new technologies and that
is a positive impact. Now Century Ltd. make use of such devices and tool such as internet and
intranet for communicating with staff and management. Emails, voice calls, fax and other tools
are used for interacting internally and externally with staff and other parties for rendering
information and getting reverts or feedbacks (Kurki and Wilenius, 2016). As well as for the retail
firm like Century Ltd. customers do play a key role in revenue generation and profitability of the
company. Hence, new technology can assist and support Century Ltd. in developing effective
communication with customers for taking reviews and feedbacks about the products and services
received. Effective communication with customers enables Century Ltd. to develop healthy and
long term relations with them and helps in enhancing value of their Customer Relationship
Management (CRM)
SECTION B- TEAMWORK
2.1 An assessment of the benefits of teamwork to both individuals and to organisations.
Teamwork refers to the process of working collaboratively with group of people for
attaining goals and objectives. This is most often considered as crucial part of business growth
and success as it is very common that people or colleagues are working together in different
situations and trying their best to perform with their utmost potentials. Teamwork is an act where
employees or individuals try to work together and cooperate using their personal and
professional skills and rendering constructive feedbacks rather than engaging in any personal or
professional conflicts with each other.
This is an essential practice to be practised in workplace for better outcomes and
productivity. Team-working environment is must for Century Ltd. for reducing its issues of
increasing staff turnover and unproductive results (Uitermark, 2015). It has benefits for both
employees and employer which are specified as under:
BENEFITS TO EMPLOYER AND EMPLOYEE:
 Foster creativity and learning- It is a feature of team-working that creativity thrives
when people are working together. Century Ltd. will be automatically benefited of team
working environment as it will develop healthy relations amongst staff, better

engagement in organisation and leading to reduced number of absenteeism and better
brainstormed ideas will be introduced. Also, staff will learn new things which develops
their skills and competencies favouring them in present and future professional
development.
 Builds trust- When people work together they develop relationships not only on
professional level but personally as well. They start trusting each other despite few
conflicts occasionally they have strong bonds which reflects in their work as they develop
better strategies of work when more than one expert brain is working for one efficient
task. Employees are benefited by their bonds as they can rely on one another helping each
other in difficult situations and also enhancing competencies.
 Create Synergy- The major benefit to both Century Ltd. and its employees of teamwork
is a synergy is developed amongst. This will provide both the parties a value of
cooperation which will offer them greater outcomes and development. The developed
synergy can offer Century Ltd. a unique competitive position and also help employee to
be more productive resulting in higher rewards for their performances.
 Sense of Belongingness- Teamwork and synergy between employees and organisation
that is Century Ltd. Will bring a sense of belongingness in mindsets of individuals. The
feeling of self belonging will induce employee motivation and automatically their
performances which will lead to better work done and gain of higher outcomes.
Employee of Century Ltd. Will be benefited as well, as a belongingness feel offers them
better understanding of each other and leads them to develop good relationships with one
another professionally and personally.
 Team's and Personal development- Team work is a very advantageous practice for both
employee and employer. It offers improvement options to not just the company but the
workforce as well. By considering the case of Century Ltd. employee working together
will bring more expertise to the table as not just one but many expert minds will be
putting their expertise on the idea which is very helpful for Century Ltd. In bringing the
best outcomes. Also, employees will be gaining higher knowledge by getting to each
others point of views and embracing them having an option to develop themselves with
the together working practices.

2.2 An analysis of why teams might fail to meet their objectives.
Teams in a firm can fail in meeting their objective due to many reasons which are either
situational or permanent. Most of the time the causes which failed a team are temporary and
situational. Some of these issues which caused failure in goal achievement by the teams of
Century Ltd. are elaborated under:
 Lack of Communication- A major factor which is attached to teams success and
effective performance is their communication. Thus, lack of communication amongst
team members themselves and the subordinates with the leader is a major cause of the
failure for the team in their performance standards, goals achievement and other related
aspects. It is a important factor for Century Ltd. and its member to be in well responded
communication flow and practices to be undertaken for higher understanding of different
opinions, gaining clarity and most importantly for knowing the exact objectives behind
the team being formulated and project being executed together.
 Lack of effective and shared leadership- The act of Leadership and leaders role plays a
major role in team effectiveness and goal accomplishment. Leaders have to develop
efficient vision and aims for the team from which get clarity about the purpose of
bringing them into a group. The lack of leadership efficiency caused failure of teams in
Century Ltd. leading to inefficiency of employees and unproductive results that are not
contributing to organisational aims and targets (Shah, 2019).
 Lack of mutual accountability- Teamwork is an act where people work together, trust
each other and their capabilities and have a healthy relationships which leads to mutual
accountability. In Century Ltd. employees do not hold any bond with one another
moreover, they were working for themselves rather than for common objective. In
addition to it personnels do not hold any trust or accountability which caused failure in
meeting team objectives and ineffective team
 Lack of training and management support- Manager, leaders and top level
subordinates designate work to staff according and establish teams on the basis of job
requirements and expertise of individuals. Once they have completed this job efficiently
now it is their responsibility as well for keeping people informed and support them in
tasks. On the contrary in Century Ltd. such support of management, leaders or any
individuals were not provided to people and team members by their leaders causing

failures and unsatisfactory outcomes of their performances. Staff were not trained and
oriented properly which kept their moral down and lack of inputs were provided.
2M1 An evaluation of the impact of leadership styles on teamwork.
It is critically evaluated that influence of leadership style on group work is both positive
as well as negative. Participative leadership style allow employees to give their suggestions and
ideas at the time of decision-making which enhance the confidence level of team members and
also develop a positive mind set towards achievement of objectives and goals as well. The
negative aspect of the following leadership style will be in longer term as sometimes leaders can
lose their power and imposition over employees. More friendly and casual relationship is
developed amongst them which hinders the performances as with close relationships leaders
lacks in making orders to staff when required. Also, at the time of change imposition it becomes
difficult for leaders to manage staff and encourage them to work according to change and new
work dynamics. In Autocratic leadership style, the decision is taken by higher authorities and
team leader only. This decline the creativity and motivational level of team members so it is
essential for an organisation to make adopt leadership style which has a positive influence on
productivity and efficiency of team work (Small, 2017). This leadership style and work practice
is beneficial for the leaders of Century Ltd. When a new employee enters the organisation and
they need proper guidance and supervision to perform better and know the expectations of the
company form them.
2D1 An analysis of the application and effectiveness of teamwork in a given organisation.
It is analysed that team work is more effective as compare to the individual working in
terms skills, inputs, knowledge and so on. Due teamwork the overall efficiency and productivity
of Century Ltd. is enhanced and has positive impact on the profitability and revenue of company.
In addition to this, team work assist respective company to develop good relationship among
employees which in turn leads to employee retention and satisfaction as well. The concept of
team work is effective for Century Ltd. as the major benefit its provided to the firm is of higher
standards of employee satisfaction and motivation. People are working together in team which
enhances their work practices as more brains are being utilised this automatically increases
productivity of their performances. The motivation factor arises as positive environment is
developed within the firm which results in healthy relationships amongst staff which keeps them
happy and encourage them to work more productively. Moreover, team work increments the skill

sets of members as everyday they learn something new from one another and practices it in their
job roles which increases the performances and efficiency of Century Ltd.
SECTION C- REMOTE WORKING
3.1 An explanation of the implications of the different ways in which people work ‘remotely’.
Remote working is a concept where experts and professionals has the opportunity for
working from home around any place in the world in their flexible time frame and according to
their working conditions. Remote working was a vague concept in past, companies and
management were not aware about the efficiency of remote working. But in today's world remote
working is one flourishing idea through which firms as well as professional both are gaining
advantages and enjoying its benefits. Remote working is becoming mainstream nowadays.
Remote work is a style which removes the barriers of having a traditional office for
conducting business and making people work efficiently. Now any one can work, form any
where in the world. The talent is managed and most importantly employment opportunity is
generated. There are few ways that can make this approach beneficial for Century Ltd., therefore
few ways of remote working and their implications over the firm are discussed are as under:
 Brings out creativity and improves productivity- The remote working practice is time
and cost saving, reducing the day to day expenses of the business. In the same it brings
out the creativity and effectiveness of employees too. People working form their
comfortably surroundings works innovatively by extending their boundaries and
developing new more productive ways of work. The implication of such remote working
practice will enable Century Ltd. to gain more productive results as employee
performances because staff is motivated as they have the flexible working conditions.
 Clear and Effective communication- In relation to the concept of remote working
effective communication and clarity is must. As people are working form their
comfortable surroundings but they have to conduct clear communication with teams and
management for having clarity of task and for rendering the effectiveness of work.
Coordination and collaboration of work is difficult in remote working conditions for
which the employee's of Century Ltd. Have to be focused about other wise it can
negatively affect their performance and ultimate objectives (Koen, Willis and Mastrofski,
2018).

3.2 An evaluation of common working practices used by those working remotely in different
contexts.
Remote working environment and work practice is very adoptable and dynamic for the
employee but for succeeding and working effectively the professional have to make use of some
practices and methods. These best practises of remote working that are commonly used by
experts are elaborated underneath in context of Century Ltd.:
 Investing in Technologies- Remote working is style is in trend a lot and regularly being
induced with changing work environment and business practices. Thus, one bets practice
which can be adopted by employees who are remote working is making investment in
technologies. Work form home option can be used by personnels of Century Ltd. but
without appropriate technologies it will not be possible. Thus, those who are working
remotely should be investing more in modern technologies for their work convenience
and for gaining the benefit of the remote working conditions.
 Cultural Diversity- This is a major practice to be embraced by the worker working
remotely as they will be facing multiple situations while working remotely. Sometimes
employee holds huge expertise but lack of language knowledge may lead to a barrier in
their performance as they will face issues in understanding foreign languages and
developing communication. Thus, it is a common work practice which remote working
employees adopts.
 Connect with all the team mates- The employees of Century Ltd., who are working
remotely have to make sure that they are connected with the team members and working
collaboratively. While working remotely being in connection is hard with everyone but
individuals have to do so and be in close touch with every teammate and coordinating
tasks. For instance, if the marketing team member is collecting information and
conducting market research while working remotely they have to be in touch with the
team for knowing the topic and the agenda for conducting the research.
 Create boundaries between work and personal life- The staff who are working form
their comfortable environments have to be very particular about their work and
completing it on time. It is mandatory that the tasks are assigned and completed on time
in the given time frame for which a balance had to be made between the personal life and

working needs. The deadlines of work had to be met and for which staff have to be
efficiently working over their tasks and fulfilling their responsibilities.
 Teleconferencing- This is a common practice in which people working remotely engages
in for completing work faster and maintain coordination. Teleconferencing is a common
tool or approach that is adopted by the employees or professional while working
remotely. The efficiency it provides is for increasing coordination and communication
between the subordinates and other team members.
 Flexible work Hours- The key advantage attached with remote working is flexible
working hours for the employers and employee both. While working form home the
professional has the flexibility to work with their comfort and according to their work
hours.
3.3 An analysis of leadership styles appropriate for remote working.
Leadership refers to the action and ability of an individual known as leader of leading a
group of people in an organisation for the purpose of completing tasks in time with most creative
and productive manner. Leaders are those who are being followed by the followers and who
inspire other for working in a respective manner for achieving the objectives and setting new
pathways for others to follow (Van Der Schoor and Scholtens, 2015).
Leadership styles are different form each other holding separate ways of leading and used
by leaders according to the changing situations. The most effective leadership style for Century
Ltd. employees who are remote workers are as follows elaborated through Path Goal Theory of
Leadership:
Illustration 5: Path Goal Theory of
Leadership, 2020

(Source: Path Goal Theory of Leadership, 2020)
 Directive leadership- This form of leadership is adopted by leaders when new
employees are hired in Century Ltd. for remote working where leaders gives direct
guidelines for fulfilling the expectations and render what is exactly needed by the firm.
This leadership can be adopted for freelancing work (Duffield and Whitty, 2016).
 Participative leadership- In this leadership the leaders of Century Ltd. Will make the
team members participate in decision-making process for rapid and more creative
operations. The leaders have to make sure that effective communication tools and
channels are used for keeping collaboration and cooperation in teams (Shanahan and et.
al., 2015).
 Supportive leadership- This leadership style is where leaders will make sure that
employees are happy and satisfied while working remotely with all the policies of remote
working with Century Ltd.
 Achievement leadership- Here leaders have enough knowledge about the capabilities
and skills sets of employee's. The push their boundaries and set complex objectives for
staff to meet which provides people to have more chances to explore their potentials and
keeps them motivated too (Henderson and Bigby, 2016).
SECTION D- SUPPORT AND MONITORING STRUCTURE
4.1 An explanation of how Human Resource departments can provide support and monitor
people within the workplace.
Human resource department a functional unity which is established for managing and
controlling the people of company and fulfil the human resource need of the firm. The human
resource department is responsible for recruiting, selecting, monitoring, controlling and
managing the workforce of company. The functional unit is liable to provide support to people as
well as they keep staff motivated and encouraged towards the job roles and duties assigned in
order to contribute towards the success and goals of the firm. Century Ltd. is facing huge
difficulties in managing and monitoring their staff members.
The company's sales and revenue units are going down due to lack of motivation and low
morals. The entity has to develop and adopt effective Human Resource management practices for
reducing staff turnover and improving their performances (Roulstone and Hwang, 2015). The

Human resource department can provide support to people and monitor them effectively in
Century Ltd. By several practices. These few practices and methods are as follows:
SUPPORTING AND MONITORING PEOPLE:
 Structured governance and business care development- The first and foremost action
which is needed to be adopted by the human resource department of Century Ltd. is to
provide a functional structure to workforce which will guide them and render clarity for
performing different tasks. Moreover, it will help the Human resource executives to
measure and monitor them as they have few common grounds and comparative
parameters for conducting measuring and monitoring.
 Rewarding employees- In order to support staff Human resource department or
executive of Century Ltd. have to make sure that the staff is being rewarded regularly for
their performances. Their are several types of rewards which are known as extra benefits
as well which are needed to be provided to employees. Motivation is the major element
which is provided through it. Workforce induces their performances with the motive of
earning higher rewards and benefits which directly affected the revenue units of Century
Ltd. This reward technique will also help in keeping track of employee performances and
gain knowledge about the need for rendering trainings to staff or not. The rewarding
systems will help Century Ltd. in talent management as the staff turnover reduces
(Haines-Gadd, 2015).
 Receiving feedbacks and regular communication- Another most important and
influential way of rendering support to people in the entity and keeping them encouraged
is to make use of effective communication systems and to receive regular feedbacks for
knowing the problems and requirements of staff which enable in offering job satisfaction
to individuals. The HR executive of Century Ltd. Should be in touch with employee
conduct regular meetings for knowing the problems they are facing while working and
effectively resolve their issues which makes them more productive. The feedbacks are the
best source for monitoring the needs of staff as well as for making plans to keep them
motivated in present and in future as well for better and improved performances and for
keeping staff with the brand for longer period of time.

4.2 An assessment of the policies and procedures designed to support and monitor people in the
workplace.
The human resource department looks over all the activities related to workforce and
people in organisation. The department works for the development and need satisfaction of both
the company and for employees. In relation to the same few policies and procedures are
generated by the HR team for supporting staff and keep monitoring function active (Wheatley
and et. al., 2019). The employees are expected to work in accordance to the work policies
enforced and make sure that expected level of performances are being met. The set of HR
strategies in relation to Century Ltd. are as follows:
 Coaching and Training- The first active practice which can and should be undertaken
for monitoring employees by the manager of Century Ltd. is of training and coaching
them. A trained employee will be having more knowledge and skills which they will
practice while performing their job roles with higher morals. Thus, the manager time will
be saved as employee are expert enough to handle their work on their own with less
supervision. Managers can make use of their expertise in some other work areas for
higher results and productivity.
 Performance Reviews- It is a practice of reviewing and measuring the performances of
staff. This is a monitoring practice which will enable managers of Century Ltd. To know
their employees better by gaining knowledge about their strengths and weaknesses and
accordingly assign them work. Also, manager will receive a clear and thorough statement
of performances of personnels that provides future benefits to both the company and the
workforce.
 Code of Conduct- The code of conduct is a huge head of regulations which involves
number of polices for several sub heads such as attendance policies, mobile and social
media usage while working and use of office property. The code of conduct developed
for employee of Century Ltd will render them efficient idea about the day to day
practices which they need to perform as a employee of the firm. Moreover, the rules and
regulations present in the document is a support for long term to the individuals always
directing them and guiding them (Gutenbrunner and et. al., 2015).
 Policies and Procedures Health and Safety guidelines- Developing a safe and healthy
working environment and workplace for staff is the responsibility of management and

Human resource department of the company. Employee safety and well-being should be
the top priority of Century Ltd. The Human resource executive shave to look over the
factor and develop a document with all the required information about the safety
procedures and dealing with emergency situation at work. The health and safety guide
includes the equipment handling, managing and safety guide as well.
 Policies and Procedures for Harassment and Discrimination- The most concerning
and considerable policy for supporting and monitoring workforce is of the procedures
developed for treating employees equally and making sure that the individuals are not
facing any harassment or being part of discriminative activities. The policy and a
framework needs to be published for protecting employees against any discrimination
and harassment taking place or being part of any such actions.
4D1 An evaluation of the impact of legislation on employee relations management in different
organisational contexts.
The legislations and laws developed by government for the sake of protecting the rights
of employees and workers working in different organisations needs to be followed. The
companies align their regulations and structure according to the laws provided for working in
accordance to it and make sure that employees are benefited and rendered their rights (Heales
and et. al., 2016). In same manner these legislations developed for employee relations
management impacts the company in several context such as in Century Ltd. the employee
relations act 1996 is followed which is for staff to be informed about the changes taking place.
Any change taking place in Century Ltd. has to be communicated and discussed with staff
members and they have to kept informed.
CONCLUSION
The above report is acknowledging and incorporates numerous aspects and areas related
to workforce for managing and controlling them effectively summarising the need for talent
management and for which to keep people motivated and satisfied with the job role, working
environment and most importantly with the organisational procedures. The first segment of the
assignment is developed over communication suggesting its biggest benefit over operations and
smooth running of business. Moving along the organisational structure as well plays a major role
in making effective flow of information being flourishing in the entity. Teamwork is the next

phenomena discussed showcasing the necessity for people to work collaboratively and cooperate
with each other while working for a common goal. Teams fails due to many reasons and the
reason which caused failure in the company of teams is lack of effective leadership and
accountability of people on one another. Furthermore, examination of remote working concept is
performed in which common working practices like setting goal and removing barriers are
identified which are essential for the individual to be concerned about who is working remotely.
Effective and most beneficial leadership styles for the firm is determined that are autocratic,
directive, supportive and achievement. At last in the report procedures and polices are identified
which are necessarily to be examined by the human resource department of the entity for
rendering support to people and also to keep track of their performances and accordingly
encourage the workforce.

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