HR Strategies for TechSoft Company

This assignment tasks students with evaluating HR strategies at TechSoft Company. It requires identifying the root causes of both HR and non-HR issues, assessing the feasibility of proposed solutions, and considering ethical implications, particularly regarding cost reduction and labor impacts. Students are expected to analyze the role of HR managers in strategy development and recommend improvements to the company's organizational structure and culture.

Running head: HUMAN RESOURCE ISSUES AND STRETEGY
Human Resource Issues and Strategy
Name of the Student
Name of the University
Author Note:

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HUMAN RESOURCE ISSUES AND STRETEGY
Table of Contents
Introduction................................................................................................................................2
Identification of Problems..........................................................................................................2
Strategies and Evaluation...........................................................................................................4
Conclusion and Recommendations............................................................................................6
Reference....................................................................................................................................7

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Introduction
The aim of the current report is to identify the issues that are encountered by the
TechSoft Company. The report will also aim to identify the root cause of the HR issues that
have been encountered by the company due to poor level of management. There are various
issues that are related to HR department. Additionally, there are various Non HR issues that
are also affecting the performance level of the HR department.
In a subsequent section the report will provide Strategies and evaluation method that
the TechSoft Company can apply in order to deal with the HR issues. It is also important to
evaluate the strategies with the help of literature support. There will be various parameters
that are applied in order to evaluate the existing strategies. In the final section, there will be
few recommendations that are provided with the help of the results of the evaluation of the
HR strategies.
Identification of Problems
The main issues that have been encountered by the HR manager of TechSoft are due
to the fact that the HR policy of the company has been implemented without the consultation
of the HR manager. The functioning of the HR manager is limited to implementing the
strategy rather than taking part in the making process of the strategy. The Company is
currently facing financial constraints due to economic crisis in the market. Hence, the issue of
the financial department is directly affecting the functioning of HR department. It is
important for the company to cut down cost on the human resources and employee salary.
Hence, they have to modify the policy of Human Resource Department. There has been lack
of motivation among the workers, which have compromised upon the level of performance.
The company has also encounter the employee turnover rate. This has caused major financial
loss of the company. The company also has not been able to provide perfect training to the

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workers and hence, they are not able to gain the skills that are required in the workplace.
García-Carbonell et al., (2016), have mentioned in the context that it is important for all
companies to motivate the workers by providing Training programs, which is needed to lower
the employee turnover rate and also encourage them to persist longer duration in the
company. Being a software company it is essential for TechSoft to provide high level of
training in order to improve the level of skills within the workers. The Software market of the
current day is undergoing Rapid changes. It is essential for the companies to regularly
improve upon the skills of the workers in order to maintain sustainability.
Out of all the issues that are encountered by TechSoft, the major issue in the context
is due the fact that the Chief human resources officer Natalie and Sheila have not allowed to
take part in the strategy making process of HR department. The CEO of the company, Dennis
has blamed the poor performance level of the department entirely upon the Chief human
resources officers.
As per Malik (2016), it is important for the company to ensure that the workers of the
Human Resource Department including the HR manager and Chief Officer take active part in
the process of strategy making. This will help to ensure that they are able to implement the
process and also improve upon the level of performance level of the workers. The high rate of
employee turnover within the company has also been the major HR issues. This has not
allowed the TechSoft Company to make use of the potential of the workers, whom they have
employed.
It is believed that the financial constraints of the company are the root cause of all
human resource issues. Due to the issues in the HR department, it is not possible for the
company to provide high quality of customer support service. As the cost of the employees is

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reduced, it is not possible for the company to have high level of working motivation. The
workplace reputation of the company is also at stake.
Strategies and Evaluation
The primary strategy that the Tech Soft company needs to implement is to Improve
upon the efficiency level of HR functioning. Lack of participation of HR managers and
officers are one of the most prime concerns of the company. As per the report of Anwaar et
al., (2016), as the job market is filled with competition, the efficiency level of HR department
and HR manager can make an important impact at the bottom line organisational structure.
In order to better develop skill in the company, it is essential for the company to have
effective strategies for the HR department. Haider et al., (2015), have added in the context
that HR functioning process needs to be linked with the operational activities of other
department of the company. This can help to have a better level of coordination among
different departments and will develop business plan can be implemented. With the rise of
challenge in the workplace, it is one of the essential that most of the have effective skilled
workers to deal with all the major challenge. The HR department can process in house talent
Development strategies or even build multi generational terms, in order to strengthen the
process of organisational learning. It is also possible to have customised solution for all the
issues as the HR leaders and in the best position to assist the CEO in all types of strategic
planning activities.
The subsequent strategy that the TechSoft needs to implement used to increase the
human capital efficiency. The company is currently facing financial constraints. Hence, with
the help of this policy, it is possible for them to improve upon the cost efficiency ratio of the
workers. The training that are provided to the workers need to be done in short scale basis.
This will help to ensure that there is low scale of turnover among the employees. The talent

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development process of the employees can also help to improve upon the organisational
performance (Dickmann et al., 2016). It is essential for the CEO to discuss the key elements
related to human capital efficiency. The chief executive officers of the HR department have
better level of understanding regarding the matters related to increasing human capital
efficiency and improving the skill level of the workers. They can also suggest the CEO about
other ways that can help to improve the cost efficiency ratio of human capital. Piening et al.,
(2014), have suggested the Strategy of streamline recruitment, which can help the HR
manager to ensure that only best capable workers, having the ability of quick learning skills
are recruited within the organisation. The officers of the HR department need to have focus
on the metric measurement that can have better level of working talent within the
organization.
After implementing strategy, it is essential to properly evaluate its efficiency with the
help of multiple criteria. The quality of the strategy is dependent upon the extent to which
the problem is being solved. As the HR managers of the TechSoft Company are taking part
in the process of strategy development, it is possible for them to suggest the root cause of
HR issues. Hence, it is possible for the company to develop upon the non HR issues that are
directly or indirectly related to Human Resource Department functioning. The strategy is also
feasible due to the fact that the HR manager of the company to have the skill to involve in the
major decision making process. With the help of their skill related to data management, it is
possible for them to suggest essential steps that can be implemented by the company to
overcome both HR and non HR related issues.
Nevertheless, as the current culture and organisational structure of the company do
not give much priority to the HR officer, this strategy may not fit within the existing culture
of the company. However, it is possible to reduce the cost of the company who is already
facing financial constraints. This can be achieved due to the fact that the HR managers have

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decided to implement human capital efficiency planning method. In spite of the fact that the
training program that is needed to deal with major issues, involves high expenditure, there is
high chance that it will be accepted by the employees. This is due to the fact that it will
encourage them to learn new skills with in the workplace and have personal development.
The strategies are also reversible as it can undergo modification in the future as per the
requirements. As the cost of the labours is decreased, it may not be ethical for the society to
accept these strategies.
Conclusion and Recommendations
It is essential for TechSoft to identify the root cause of HR and non HR related issues.
This can help them to implement effective strategies with the help of the HR department.
As the CEO of the company, it is the duty involves the function of HR in all the major
strategy building process. It is important to mention in this context that with the help of HR
department it is possible to identify the gap of skills among the workers. It is also the duty to
provide respect to the chief executive officers of HR department and also take their opinions.
They also need to be given priority before implementing any important business strategy in
practice.

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Reference
Anwaar, S., Nadeem, A. B., & Hassan, M. (2016). Critical assessment of the impact of HR
strategies on employees’ performance. Cogent Business & Management, 3(1),
1245939.
Dickmann, M., Brewster, C., & Sparrow, P. (Eds.). (2016). International Human Resource
Management: Contemporary HR Issues in Europe. Routledge.
García-Carbonell, N., Martín-Alcázar, F., & Sánchez-Gardey, G. (2016). The views of
Spanish HR managers on the role of internal communication in translating HR
strategies into HRM systems. European Management Journal, 34(3), 269-281.
Haider, M., Aamir, A., Hamid, A. A., & Hashim, M. (2015). A literature Analysis on the
Importance of Non-Financial Rewards for Employees' Job Satisfaction. Abasyn
Journal of Social Sciences, 8(2), 341-354.
Malik, A. (2016). The Role of HR Strategies in Change. In Organizational Change
Management Strategies in Modern Business (pp. 193-215). IGI Global.
Piening, E. P., Baluch, A. M., & Ridder, H. G. (2014). Mind the Intended‐Implemented Gap:
Understanding Employees’ Perceptions of HRM. Human Resource Management,
53(4), 545-567.