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

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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