Personnel Management: Analysis, Role of Boss, and Action Plan

This report analyzes the current situation of Art's food company in terms of human resource management, the role of the boss, and provides an action plan to improve the situation.

Personnel Management

Table of Contents
INTRODUCTION...............................................................................................................1
MAIN BODY.......................................................................................................................1
1. Analysis of current situation of organization's human capital....................................1
2. Analysis of the situation.............................................................................................3
3. Role of Roger as a boss.............................................................................................5
4. Employee Empowerment action plan........................................................................8
CONCLUSION...................................................................................................................9
REFERENCES................................................................................................................10

INTRODUCTION
The personnel management is an administrative approach of obtaining and maintaining a
satisfied workforce. It focusses on hiring and training the employees to become more productive.
It is a significant part of every organization concerned with employees. In this report, Art's food
company is taken, headquarters in Sabadell, with 28 years of service experience. It is a catering
organization that works in three areas educational, events and hotels. This report covers the
analysis of current situation of Art's food company in terms of human resource management,
what are causes that led to such situation, role of each worker in the team and at last
development of an action plan to improve the situation.
MAIN BODY
1. Analysis of current situation of organization's human capital
Current position of staff of the Educational area
The Educational area is made up of 19 members which consists of Raquel Torrà, director
of Educational area, 12 area coordinators responsible to supervise the proper functioning of the
service in each area. Remaining 6 workers are two commercial employees, a personal assistant of
Raquel, administrative assistant, office clerk and a product technician. So, the position in which
employees found themselves in are stated below.
Joan: He is a salesman and working with the company for 6 years. The most important thing for
him is doing his job well. He considers himself happy with his current situation because he gets
bonuses for the tenders won.
Enrique: He is also a salesman and just like Joan, he is happy with his work. It's his third year
with the company. For him, the current situation is neither fair and sustainable.
Lorena: She is the assistant of Raquel, her position in Educational area is an indispensable part
for its proper functioning. Being very important in the organization she does not feel valued by
management.
Elisabeth: She is the senior most employee in the organization, managing the routine actions.
She has worked hard on her own without any training. For her, situation is neither good nor bad,
as she is happy with her job.
Julia: It has been just 5 months she has joined the company. She is an administrative assistant
and handles customer service and other tasks. She tries to get unnoticed as she feels unsafe many
times, as she notices work environment is rarefied.
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Anabel: She has been working as product engineer for more than 8 years which makes her
specialized in the field and very well liked by the peers. She has never shared any disagreement
with the management.
Area coordinators are a cohesive group with more stress which encourages conflicts and poor
service quality.
Causes for such employee situation and its consequences
There are several causes behind such situation of the employees of the organization.
Some of them are stated below.
 Workers have to do on an average extra 10 hours a month in order to fulfil their task.
 Lack of motivation is the primary reason as management do not think it is necessary.
 There is no direct communication with the workers and if so, it is very hostile.
 Lack of recognition by the management for good work.
 Employees are not considered as an asset for the organization and not even valued by the
management.
Measures that company needs to implement
 Start by listening: It seems to be very simple but many companies overlook this. In
order to address the employee satisfaction problem it is important to measure the extent
of the problem. This can be done through a small survey in which employees can scale
their satisfaction level. It should include questions like whether they are learning and
growing, do they feel encouraged and motivated etc.
 Communicate frequently and authentically: Communication is an essential ingredient
in employee satisfaction. A thoughtful, weekly or monthly email from the top
management can be can have a great impact on the morale of the employees.
Communicate authentically means acknowledging the success and failure and to be
honest.
 Motivating and Rewarding employees: It very necessary for the organization to keep
motivating their employees as it improves the performance. It is very essential to value
the employees and their work by recognizing them for their performance and making
them realize they are an important the part of the organization.
 Provide positive work environment: Job satisfaction begins by a positive environment
in the workplace. It includes friendly environment, helpful colleagues, attractive offers
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and discount for the employees. All this needed to keep the employees motivated and
loyalty towards the organization.
 Developing worker's skills: Training and learnings makes employees motivated and
confident. Well trained employees feels more productive and capable to take more job
responsibility because of which employees require less supervision, more satisfaction and
efficient enough to meet the customer's needs.
2. Analysis of the situation
Stages of evolution in work teams
For an effective team, it is required for the team to work together collectively to achieve
business objectives. It is a five stage process of team development.
Forming stage: This stage involves induction and orientation program, in which team members
introduce each other. They share about their education, experience, interest etc. Employees also
get to know about the job they will be performing. It's more like a social interaction among the
team members.
Storming stage: This stage is the difficult stage to pass through. It involves conflict and
competition among employees as they evolve. In this stage team members, tries to compete with
one another (5 Stages of Team Development. 2019). Team leader needs to overcome these
obstacles by ensuring that team members listen and respect each others ideas and opinions. It is
the team leader's responsibility to coach and guide team members. If unable to manage these
conflicts, it will result in long term problems.
Norming Stage: It means teams are working efficiently. Conflicts have been resolved or reduced
and unity has been established. At this stage, interpersonal skills are developed and team
members cooperates and begins to focus on team goals. But if the conflicts re-emerge it gets
back to the storming stage.
Performing stage: It is very difficult to reach at this level of team growth. At this level, the
focus of the team is to achieve group goals which means that team members have got to know
each other, resolved their interpersonal conflicts, trust each other and can rely on each other.
Adjourning stage: This is the last stage where most of the team goals have been established. At
this stage, project comes to an end and team members are moving to different directions. Team
leader ensures that members celebrate their success before moving to other teams and projects
and after which same process repeats.
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The Educational Area of Art's Food company is currently in the stage of norming stage as
most of the employees are coordinating with other employees to work efficiently and helping
each other in everything that requires. Apart from this, few workers are selfish, who are happy
and satisfied with themselves. If conflict happens then it will be sent back to storming stage.
Identifying different types of teams
Formal Team: Raquel is the director of the area having a team of 19 workers. She has
experienced and prepared team in operational and commercial sectors. She has a very good
communication skills and characterized by the ability to lead a team. Raquel is aware of the work
environment and tries to relieve such bad environment somewhat but does not know how will
she be able to endure it for long.
Informal Teams: Most of the area coordinators are of helping nature as they help their
colleagues and resolve the conflicts if arises. Lorena feels great with Raquel, along with Anabel,
Enrique, Julia and Elisabeth which form a competent group, helping each other.
Role of each worker
In this, Meredith Belbin's theory has been used to assign roles to each worker. This model
is based on the key 9 roles that has been determined by Belbin which contributes to effective
teamwork. A critical evaluation of the same has been done below.
Shaper: It refers to the person having the ability to face challenges and courage to overcome the
obstacles. These people usually offend people and tries to complete their work on time with
quality and nothing to do with others feelings. In this case, Joan can be given the role of shaper
as he is dedicated towards his work, for him his work is more important than anything. He is
selfish and satisfied in what he is getting.
Coordinator: It refers to the person who is confident and mature enough to coordinate with the
team members, clarifies group goals, promotes decision-making. In this, Anabel is the right
choice (Belbin Team Role Theories. 2019). She has a work experience of 8 years and liked by
her peers and specialized in her field. She can coordinate with other members efficiently.
Resource Investigator: It involves the person who is enthusiastic, a good communicator, tries to
create new contacts and explores opportunities. Enrique could be given this role, as he is a very
confident personality with excellent communication skills. He is extrovert as he gets along with
the other colleagues. He keeps on highlighting his skills to grab new opportunities.
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Team worker and Plant: Plant refers to the person with a creative and innovative mind and
problem solving attitude and dynamic in nature. Team worker refers to the person who is a
cooperative, diplomatic, with positive perception, and a good listener. Both these qualities can be
assigned to Lorena, as she is dynamic, initiator, confident personality, responsible and a helping
hand to anyone who needs it.
Monitor evaluator: It refers to the person with a quality of being strategic, sober and with good
judging accuracy. Julia proves to have this role because being new she sensed the bad work
environment, she decides to keep quite and being unseen and unnoticed to avoid any
controversies.
Specialist: Person with self starting quality, dedicated towards work, single-minded and
provides knowledge and skills if required is known as specialist. Elisabeth can fit this role, as she
is the senior most employee of the organization specialized in her task of managing routine
actions. She was not even provided with any training, she strives to do her job well and has
ability to be heard which highlights her quality.
3. Role of Roger as a boss
Type of power of Roger
Roger is a controlling and authoritarian boss whose main objective is to obtain good
economic results without caring about the workers. He has nothing to do with the situation of the
workers. He is only concerned with the fulfilment of the task on time.
Functions of Roger
Roger Art is the Founder and Director of the organization with a good understanding
about business. He works on the basis of the objectives to be achieved. He's main function is to
attain business success without taking care of other important factors. Areas where he lacks
behind are:
Caring about employees: To be a good boss, Roger should take care of its employees by getting
to know workers needs, personal life and interest. Employees feel valued when the boss shows
such interest. Currently, employees have to work 10 hours extra a month on order to fulfil their
task on time and Roger is of the opinion that employees are supposed to work as what they are
being paid for and also employees should come motivated from home and manage with the
available resources.
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Providing feedback and coaching: Employees requires feedback on regular interval to know
about the performance and are they meet with the expectation of the leaders. Roger should
communicate with the employees about the job performance and provide them training and
guidance on regular basis. This will enhance the motivational level of the employees.
Coordinator: Roger lacks in this part, as he should coordinate with other employees to know
about the current work situation and the requirements. He should work along the management
team to know about the workplace things.
Effective leadership skill to be a good leadership
To be a great leader requires a set of strong leadership qualities that helps in interacting
positively with employees, clients and group members. There are several leadership qualities but
as per the current situation Roger needs to acquire these four skills which are stated below in
order to control the situation.
Positivity: A good leader inspire its team not on the basis of goals but on their exhibited
behaviour, attitude and different perspective about life. It is the responsibility of the leader to set
an example for its followers to look at in hard times (Pardey, 2016). All this requires positivity
within the organization and the person which will reduce stress and brings positive environment.
Roger needs to acquire this skill as employees don't feel safe and positive about the current work
ambience,
Communication: For a good leader, communication is an essential quality. Communication is
the only way to express oneself to front of others. An important part of communication is active
listening (Salas, Dinh and Reyes, 2019). Listening effectively will mediate many communication
problems. Roger should communicate with its workers directly for expressing his views, opinion
and problems related to work which will help in improving the performance and get better
solution for it.
Empathy: It refers to the understanding and open-mindedness that a leader has for
understanding its follower's or team's motivation, problems, dreams and desire so that leader can
form a deep personal connection with its employees. It will also help in strengthening other skills
such as creativity, emotional connection and collaboration. So, Roger should try to acquire this
quality as it is a solution to many organizational problems.
Actions to improve skills
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Communication: Roger to should communicate with its workers periodically regarding job,
work experience, any problem related to work or workplace. This can be done effectively by
bringing positivity in the environment and workers without any hesitation can talk about their
experience.
Motivation and rewards: Being the founder of the organization it is the responsibility of Roger
to motivate its employees towards works. This can be done by conducting training and
development programs for the employees and making them realize that they are an important
part of the organization. As a result, motivated employees tries to improve their performance and
productivity and to maintain their motivation level and performance, it is important to recognize
the employees with rewards for good performance.
Group Cohesion: It refers to the bond between groups and group members. Roger should try to
align the goals of team members to the common objectives so that team member work in
coordination with other each other and avoid any conflict so as to achieve group goals.
Leadership Style
Currently Roger should acquire coach style leadership. In this, Roger will have to focus
on the strength of its team members and also the strategies that will enable its team to work well
together. This style will put emphasis on the growth and success of the employees (Ali and et.al,
2015). This will motivate the employees and create loyalty for the organization. With this
leadership style, Roger will be able to identify areas of improvement and also helps in creating a
strong team.
4. Employee Empowerment action plan
Benefits of Empowerment
When employee are empowered, it means they are provided with certain decision-making
authority rather than following certain set procedures. Some important benefits and
improvements of empowerment are stated below.
Accountability: When employees are given certain decision taking powers to get the things
done, employees feels that the employer trust him and can rely on for the work (Rezayimanesh,
Vaezi, and Alavi, 2015). Employee becomes more accountable and will do the job to the best.
Better customer service: By providing certain power, will help employee to give better service
to its customers on the spot by providing solutions other than the stated one. This makes
customers happy and improves customer base.
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Job Satisfaction: Empowered employees knows that the boss trusts and value them which
increases the level of job satisfaction (George and Zakkariya, 2018). Also, giving employees the
opportunity to tackle with the situation on their own builds confidence among employees.
Improved processes and procedures: An empowered employee can look at the job from
different perspective and can share new ideas to the boss which can help in implementing
changes in the old methods and improve the system (Thompson Jayne, 2019).
Goals:
 To increase job satisfaction
 To reduce employee turnover
Type of inspiration
Raquel can be the good inspiration for Roger as both are from the same organization.
Raquel is the director of the area and very experienced. She is good in communication and has
excellent leadership ability. She has the ability to work in team, improve the working
environment for the employees. If Roger is able to acquire and inspire himself from her will be
good for him and for the future of the organization.
Action plan for Empowerment
This a five step process which is described below:
Clear strategic vision: This is the first step in which employees are made aware of about the
vision of the organization which helps them in actively working towards it. This vision statement
inspires and empowers employees to work for the common goal.
Aligning individual goal with the organization's goal: Empowered employees have
knowledge and confident and to maintain that it is essential to make sure that employees
individual goals are aligned with the organizations goals (5 Ways to Empower Your Employees.
2019). This helps in taking better decisions that are in line with the organizations visions. So,
leader should help employees in setting relevant goals.
Recognize efforts and reward successes: To make employee feel motivated, it is essential to
recognize their efforts and also rewarding them on the basis of performance. In this way,
employees feel valued.
Provide assistance: In this step, try to provide guidance to the employees. For example, creating
open-communication system will empower employees to share new ideas (Parker, Holesgrove
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and Pathak, 2015). Providing them training, assistance and quality feedback will help employees
in becoming empowered.
Don't hover: Sometimes, monitoring employees every move can have a negative impact. So, it
is better to give up control, which is the easiest way to employee empowerment. This helps in
building trust.
CONCLUSION
From the above, it can be concluded that personnel management is very crucial for an
organization. Every organization runs because of its workforce and of properly not managed it
can be a threat for the organization's success. To be successful, requires good leadership ability
and a plan to manage it all.
REFERENCES
Books and Journals
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Ali, N. M., and et.al, 2015. Influence of leadership styles in creating quality work
culture. Procedia Economics and Finance. 31. pp.161-169.
George, E. and Zakkariya, K.A., 2018. An Overview of Employee Empowerment.
In Psychological Empowerment and Job Satisfaction in the Banking Sector (pp. 21-46).
Palgrave Pivot, Cham.
Pardey, D., 2016. Introducing leadership. Routledge.
Parker, D. W., Holesgrove, M. and Pathak, R., 2015. Improving productivity with self-organised
teams and agile leadership. International Journal of Productivity and Performance
Management. 64(1). pp.112-128.
Rezayimanesh, B., Vaezi, R. and Alavi, S. A. R., 2015. Empowerment and customer-oriented
behavior of employees. International Journal of Innovation and Applied Studies. 10(3).
p.825.
Salas, E., Dinh, J. and Reyes, D., 2019. What Makes a Good Team Leader?. The Journal of
Character & Leadership Development. 6(1). pp.88-100.
Online
5 Stages of Team Development. 2019. [Online]. Available Through : <https://toggl.com/stages-
of-team-development/>.
5 Ways to Empower Your Employees. 2019. [Online]. Available Through :
<https://www.entrepreneur.com/article/250993>.
Belbin Team Role Theories. 2019. [Online]. Available Through :
<https://www.businesscoaching.co.uk/files/belbin_team_role_theories.pdf>.
Thompson Jayne, 2019. What Are the Benefits of Employee Empowerment? [Online]. Available
Through : <https://smallbusiness.chron.com/benefits-employee-empowerment-1177.html>.
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