University HRM Case Study: Managing Human Resource Services, BSBHRM501

This case study focuses on managing human resource services, particularly within the context of a specific business facing challenges and opportunities. The assignment requires an analysis of the current situation, identification of key issues, and development of a workforce action plan. The plan includes setting objectives, defining performance measures, and outlining strategies with step-by-step plans to achieve the desired outcomes. Key areas of focus include effective communication strategies, employee feedback mechanisms such as 360-degree feedback, and performance appraisal systems. The case study emphasizes the importance of proactive HR management, including consulting with line managers, utilizing both verbal and non-verbal communication, and establishing cross-cultural and anti-bullying cells. The student proposes strategies to address employee concerns and improve overall business processes, stressing the need for adequate resources to support these initiatives and achieve organizational goals.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student:
Name of the University:
Author’s Note:

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Table of Contents
Introduction 3
Importance of the strategies 3
Importance of an effective communication system 3
Processes to be applied for measuring proposed outcomes 4
Conclusion 4
References 5

3HUMAN RESOURCE MANAGEMENT
Introduction
HR managers have to take up the initiative of consulting all the changes with the line
managers so that they are able to put forward a proper collaborative effort. This will be helping
the company to focus over the issues that are currently prevalent and also solve the same. The
forms have been prepared for understanding the issues that are being faced by the employees and
also the managers and other executives (Linton et al., 2016).
Importance of the strategies
The circulation of the forms will be done in the form of a non verbal method that is via
emails. The email will be an official email where all the employees and other executives will be
asked to respond. However apart from the circulation of forms via email, there will be a meeting
where the R executives will verbally declare and explain the motif behind the circulation of the
forms (Vukmir, 2016). This will be beneficial as employees will know that it is for their
betterment. Therefore they will be able to give in a better and also active participation in
understanding about these forms.
Importance of an effective communication system
Communication will be done in a horizontal way here all the employees will have the right
to express their feelings and opinions without any kids of hesitations. Both verbal and also non
verbal communications must be developed. The cross cultural and anti bullying cells have to be
developed so that employees do not suffer from any discriminations or bullrings. A good amount
of fund will be needed for facilitating these activities.

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Processes to be applied for measuring proposed outcomes
360 degree feedback is the method to be used so that the HR officials are able to get a proper
feedback from all the employees so that all the business decisions can be taken properly and
there is no such issue in the business process.
Berke is also another simple tool that must be used that will be helping the managers to know if
their employees have developed the problem solving capacities.
Conclusion
Therefore the managers must take active participation in this and try to call for a meeting
very soon with all these agenda and be able to set the needed budget for developing the training
and support systems.

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References
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compensation of a focused laser beam with up to 0.27 mrad point-ahead-angle over a 1-km
horizontal communication path. In International Conference on Space Optics—ICSO 2018 (Vol.
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Sports Science & Coaching, 11(5), 625-636.
Linton, S. J., Boersma, K., Traczyk, M., Shaw, W., & Nicholas, M. (2016). Early workplace
communication and problem solving to prevent back disability: results of a randomized
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Shannon, A., Boyer, S., & Davis-Street, J. (2018, April). Health Risk Communication-Using Data to
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Shannon, A., Boyer, S., & Davis-Street, J. (2018, April). Health Risk Communication-Using Data to
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