This report discusses the key issues faced by employees and employers at Westonwich District Council in terms of job satisfaction, training and development, and job security. It also explores the use of motivation and reward theories to address these issues and improve efficiency and effectiveness.
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Human resource management
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EXECUTIVE SUMMARY This report helps in understanding the issues faced by the employees and employer during the job. This report summarized about the points which plays vital role in the job satisfaction of the employees and how the reward theories and motivation theories help employer to motivate employees and how these two issues can be resolved. This report also provides the recommendations to resolve this issue to maintain the efficiency and effectiveness of employees.
Table of Contents EXECUTIVE SUMMARY.............................................................................................................2 INTRODUCTION...........................................................................................................................4 MAIN BODY...................................................................................................................................4 Categorize the findings into themes with a brief discussion of why these are issues or areas for concern. It is important to consider that some findings may fall into more than one theme or category and that some findings may not easily fall into any. Your justification for why a finding falls into a theme or category is, therefore, a key part of this task............................4 Identify two key issues and provide justification for why these are the key issues that must be addressed first. There is no single correct answer to this, therefore, you will be graded upon the strength of your justification.............................................................................................6 CONCLUSION................................................................................................................................8 RECOMMENDATIONS.................................................................................................................8 REFERENCES..............................................................................................................................11
INTRODUCTION Organisation functioning depends on the effectiveness of the employees work. This is achieved by effectively managing the human resources of the organisation and in order to achieveorganisationgoalsandobjectives.Humanresourcemanagementdealswiththe recruitment and selection of the skilled employees for the organisation, training and development programmes for employees, solving issues related to their salaries, wages, bonuses etc. Human resource management helps in retaining the skilled employees, as we all know skilled employees are considered as asset for the organisation. Human resource management helps employees in adjusting with the work environment and helps in adapting the norms and policies of the organisation. Human resource management helps in safeguarding the rights of the employees and preventtheirrightsformexploitation.Humanresourcemanagementhelpsemployeesin collaborating and coordinating with each other in order to achieve the goals effectively. Organisation also focuses on developing the skills of employees so they can help them in achieving the goals and to develop and maintain the quality of work life in the organisation. Human resource management motivates employees to work hard in order to achieve goals and give them appraisals and rewards to motivate them. This report is based on the HRM issues facedbytheWestonwichdistrictcouncil.Westonwichdistrictcouncilisagovernment subsidiary which involves in the activities such as tax collection, housing benefit, promoting tourism etc. This report helps intackling the issues faced by the council and the steps which shouldbetakenbythecouncilin ordertosolvetheissuesrelatedtohumanresource management (Adla, Gallego-Roquelaure and Calamel, 2019).
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MAIN BODY Categorize the findings into themes with a brief discussion of why these are issues or areas for concern. It is important to consider that some findings may fall into more than one theme or category and that some findings may not easily fall into any. Your justification for why a finding falls into a theme or category is, therefore, a key part of this task. The survey conducted by the Human resource manager in Westonwich district council revealed many important facts about the perception of employees working in the organisation with regards to many domains like work timing, issues with management and colleagues, remunerations, level of training and skills being imparted to them, nature of work, work timings, working environment in the council etc. It is important for the management in the council to make a good understanding of these issues first, in order to take further steps for resolving theses issues. It is then only the management and employees together will be able to work efficiently. For the purpose of making good understanding of the issues the report has categorised finding of survey into certain themes. Thematic understanding will not only help management to make good understanding of the issues but to comprehend the perception of employees as well. Self-esteem and Social security of employees The findings revealed that 61% of employees can find their work rewarding whereas only 13% enjoyed the work. Only 44% of employees were satisfied by the kind of work they were doing. And, the level of responsibility, discretion and recognition with respect to work were derived 71%, 37% and 27% respectively. Only 28% employees mentioned they were listened in the council. Stressed working environment came another big problem when 90% employees agreed to this, 83% felt that workload increased in past years. These issues are a challenge to the sense of accomplishment for employees in the work. Unless they do not feel their work has worth for the council, they are contributing in the development of the organisation, employees will not attain the level of morale required for development council. Self esteem is an important psychological need for employees. This was better mentioned in Maslow's hierarchy theory. Besides, the social security and safety of employees is also not seen met from the survey. 21% of employees said they were satisfied by the pay and benefits they received in the organisation. And clearly nobody in the organisation agreed to bevery satisfied from benefits. Training and development policies adopted by the management were perceived satisfactory by only 32% employees. Although 70% employees found promotion opportunities satisfying, but
the overall results were not meeting the levels that are desirable. The social security benefits becomes crucial in any organisation because the ultimate reason for an individual is to work for it. Growth and good remuneration allows them and their families to lead a quality life and enhance their social status. The result that 36% employees were only feeling their job is secured is neither beneficial for organisation nor employees. These results concluded in the finding that 54% employees are trying to seek alternative employment options. Satisfaction with work and working environment This theme includes that whether the kind of work, working environment are satisfying employees or not. Working environment comprise many dimensions such as timing of work, days of leisure, job assurance, safety environment in office, coordination among staff and employees etc. To this, the survey highlighted that 64% employees were comfortable with timing of work. Coming to nature of work 13% said that they enjoyed it, 90% employees found stressful atworkplace,and83%agreedtoincreaseinworkload.Resultsofcoordinationamong employees were not satisfactory when it came out that with the senior managers only 20% felt coordinated and with line managers only 55%. However 72% felt valued and supported by colleagues. Physical environment in the council was satisfactory for only 59% of employees. Some positive results under this theme includes, the policy of equality and diversity followed by management.88% employeesfelt happy with this. 50% of employeessaid adaptation to change by the management was well managed. But, looking at the results of listening to employees, job security and discretionary powers delegated to employees, that are 37%, 36% and 21% respectively, calls for many improvements in creating a healthy, happy and safe working environment for al. Increase in such values will help employees to focus on just work and do not pay attention to other concerns. Coordination levels in the Council Coordination within organisation is of utmost importance to achieve satisfactory level of efficiency in work and seek targeted results. Coordination means to that the decisions and perception of one level in organisation is supportive and helpful for the other level. It creates an understanding environment in the organisation. Also, it helps avoiding misunderstandings, miscommunication, overlapping of work and useless works. It can be achieved by Human resource manager by specifying clear guidelines of job responsibilities, accountability and code of conducts within the council. Also, every employee should be fully aware about the job and
role, that one has to perform in the council. This can better be done by imparting effective training to employees. But the result from the survey showed the satisfaction level in training was 32% only. The job of establishing coordination is continuous and not one time job. Also it exists at inter-departmental level and intra-departmental level. The issue of lack of coordination raised from the outcomes of survey that 28% employees felt not valued and supported by colleagues. 55% felt supported by line managers and only 20% by senior managers. The responsibility of establishing coordination is more important at the managerial levels. Also the results of being listened to work, 28%, and delegation of discretion, 37%, and amount of recognition received by employees, 27%, points out that coordination level is poor and need serious improvements. Identify two key issues and provide justification for why these are the key issues that must be addressed first. There is no single correct answer to this, therefore, you will be graded upon the strength of your justification. Westonwich district council being an institution with very small number of employees have avast range of local government services that they provide to the more than 75,000 people living in the west of England. As they are few in numbers they are facing various problems and also like all other government sector offices they are also facing a lot of financial problems. As discussed in the previous question there are a lot of findings that aremaking a big problem for the management (Bratton and Gold, 2017). Although the HR team of Westonwich district council is very small and because of their small size they are facing a lot of issues. Some of the major issue that need to be addressed for the well being and good functioning are : Training and development – one of the major or the key findings that needs to be addresses is the problem of the training and development which is also related to the appraisal. According to the questionnaire, it is found that the employees of Westonwich district council are not being provided with adequate training and development program and because of that they are lagging very behind all the others. They are also not being provided enough materials for the appraisal of their skill. When the employees are not trained or developed they easily become outdated and lethargic in their working and this going to cost the company a lot. Westonwich is not providing their employees with enough training for a long time their employee are not able to upgrade their skill set and
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due to which they are not able to work with their full potential. When doing the training and development program the company comes to know more and more about the strength and weakness of their employee and with knowing this Westonwich will be able to work on the weakness of the employees and they can also use their strength to the maximum potential. Without proper training and development the employees won't be able to increase their skill set and without upgrading or increasing their skill set they won't be able to get appraised (Collings, Wood and Szamosi, 2018.). Without the proper training or the required skill set the employees cannot be appraised. Westonwich district council is also not providing them with ten proper training and development, hence stopping the window of their growth and their appraisal. The appraisal are of two types salary appraisal and the position appraisal. The salary appraisal is away through which the company increase the salary of the effective and the efficient employee but due to the financial condition and the lack of trained and developed employee. Inefficient training and development for the organisation have become an obstacle in the position appraisal of the employees as well. The employees working in the organisation are not qualifies enough to handle the responsibilities that comes with promotions and therefore they can not be promoted, this have created a deficiency in leadershipstaffoftheorganisation.Withoutbasictraininganddevelopmentthe workforce of the organisation is unable to passed criteria for promotions. This have impactedtheorganisationinmorewaysthanimaginable.Everyemployeeinan organisation have different motivations for staying in the company, and for all the employeesforwhomthismotivationrevolvedaroundpromotions,stayinginthe organisation have become difficult because the basic reason why they have joined the organisation is not being fulfilled (Harrison and Bazzy, 2017). ◦Job security –another key issue that the Westonwich district council faces is the issue related to the security of the employees. The employees at Westonwich district council are not happy with their work as the company is not providing them job security. Although the 36 %people are happy with their job but 54% of the employees are seeking an alternative job which is providing them with job security. When the old staff leaves Westonwich district council will be recruiting new talent on contract basis or temporary basis and because of this they are not secure in their job. They are
also not provided with any other job benefits. Due to their poor financial conditions they are not able to give their employees the basic job security which everyone wants when they are doing the job because of all this 56% employees are not satisfied with their job and they are also searching for an alternative job because of the in sufficient appraisal and because of the insufficient job security. What Westonwich district council is doing is that they are taking a lot of work and they are not providing their employees with the adequate pay that they require (Hewett and et. al.,2018). The above issues which is mentioned above can be resolved by using the motivation and reward theories as the maslow hierarchy theory which states that the employees motivation comes through satisfying it's needs and wants as it motivates employees to work towards achieving the goals and objectives of the organisation as it helps organisation in maximising the productivity and efficiency of the organisation. Maslow's theory states that there are are five parts which is important in the motivation of employees such as the physiological which needs food and clothing and employee expects that the basic need of food and clothing, self-esteem and self actualization helps in motivating the employees and job of the individual should be able to fulfil these needs. Reward model helps in motivating employees as the appraisal motivate employees to work hard and achieve desired goals and objectives and also it motivate employees to perform better and it creates the high working culture in the organisation which is beneficial for the organisation. Reward theory helps in boosting employee morale as it helps employee to develop it's skills in order to deliver quality performance for the organisation. CONCLUSION The above report concludes that how HRM functions and strategies will help council in solving their issues. This report helps in understanding the different issues faced by the employees in the organisation which affects the performance of the organisation and also affects the performance of the employees. This report also helps in understanding that HRM is one of the key factor in managing the human resources effectively as employees are one of the important part of the organisation and their effective working helps organisation in achieving the organisation goals and objectives. This report concludes that the needs and wants of the employees should be fulfilled by the organisation as it affects the performance and productivity of the employee as well as of organisation.
RECOMMENDATIONS Every problem has a solution to it and in this case the problem to Both the above discussed issue can be solved through taking corrective measure these measures are the practices of human resource management. With the help of HRM practice all the problems can be solved which are there in an organisation. The recommended solution for the above stated problems are as follows: Training and development program – through providing training and development program to the employees inWestonwich district council they will be providing their employees with an window thorough which they can all easily grow. These program are the investment that they can do for the upliftment of the employees and this training and development program will also let the employee to grow more and more this will also ultimately result in the betterment of the company. As when the employees develop they realises their full potential and then starts to work according to it. And also when the company realises the full potential of the employee then they can easily make them do the task according to that (Lorincová and et. al., 2018). When the employee skills are developed then the working will become more and more effective and efficient and the ultimate result for that will be the profit that the company will be enjoying. From this the company have to give various appraisal to the employees like giving them promotion or increasing their salaries. By providing them with the increase in the pay and in promoting them Westonwich district council will be increasing the motivation of the employee through this and they will be resulting them with working on their full potential (Marchington and et. al., 2016). Job security – through providing the employees with job securityWestonwich district council will be increasing the motivation of the employees. Through providing the job securityyotheemployeesWestonwichdistrictcouncilwillbeincreasingtheir engagement with the employees and this will result in retaining them the previous employees and through this the employees will not be searching for the alternative job that the 56% of them were looking for when they were not provided with the job security earlier before.Westonwich district council also have to think of the various befits that they will be providing their employees with. They have to provide their employees with incentives and all other benefits. They also have to make them understand the benefits of
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working in the public sector unit. When working in the public sector unit they will be getting recognized more than the workers that are working in the private sector unit. When they will provide their employee with training then they will pay them back as profit and this will help the company to have a better financial standing and they will then be paying them with the incentives and they will also be providing them (Ogbonnaya and Messersmith, 2019).
REFERENCES Books and Journals Adla, L., Gallego-Roquelaure, V. and Calamel, L., 2019. Human resource management and innovation in SMEs.Personnel Review. Bombiak, E., 2019. Green human resource management–the latest trend or strategic necessity. Entrepreneurship and Sustainability Issues.6(4). pp.1647-1662. Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave. Collings, D. G., Wood, G. T. and Szamosi, L. T. eds., 2018.Human resource management: A critical approach. Routledge. Harrison, T. and Bazzy, J. D., 2017. Aligning organizational culture and strategic human resource management.Journal of Management Development. Hewett, and et. al., 2018. Attribution theories in human resource management research: A review and research agenda.The International Journal of Human Resource Management.29(1). pp.87-126. Lorincová, S., and et. al., 2018. Strategic instrument for sustainability of human resource management in small and medium-sized enterprises using management data. Sustainability.10(10). p.3687. Marchington, M., and et. al., 2016.Human resource management at work. Kogan Page Publishers. Obedgiu, V., 2017. Human resource management, historical perspectives, evolution and professional development.Journal of Management Development. Ogbonnaya, C. and Messersmith, J., 2019. Employee performance, well‐being, and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes?.Human Resource Management Journal.29(3). pp.509-526. Olson, E. M., and et. al., 2018. The application of human resource management policies within the marketing organization: The impact on business and marketing strategy implementation.Industrial MarketingManagement.69. pp.62-73.