London School of International Business: HR Business Issue Analysis

This report, authored by Anwar Ali from the London School of International Business, provides a comprehensive analysis of a critical business issue from a Human Resources (HR) perspective. The report focuses on identifying and evaluating key HR challenges, particularly those related to employee relations within an organization. It delves into various aspects, including employee retention, recruitment strategies, productivity management, compliance and training, health and safety protocols, diversity and discrimination issues, outsourcing considerations, payroll management, and addressing employee queries. The report also includes a detailed literature review, drawing on various scholarly sources to support its analysis. Furthermore, it outlines the research methodologies employed to establish project aims and objectives, followed by suggestions for achieving better future outcomes. Ultimately, the assignment aims to offer a clear understanding of the multifaceted issues faced by HR departments in the context of business operations.

Running head: ASSESSMENT OF A BUSINESS ISSUE
Assessment of a Business Issue
Name of the student: Anwar Ali
London School of International Business

1ASSESSMENT OF A BUSINESS ISSUE
Executive Summary
The objective of this project is to primarily emphasize on one of the business issues from an
HR perspective in an organisation. This part explains the issue related to business that are
faced by HR while maintaining employee relations in the organisations. The identification of
the issue as well as evaluation of the issue is critically assessed. The research methodologies
are clearly established with the aims and the objectives. The suggestions for better future
results, using these research methodologies are also provided in this section. Lastly, it can be
concluded that this assignment will make a clear vision about the issues from HR point of
view related to the business.
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Table of Contents
Task 2: A business issue analysis from HR perspective................................................4
2.1. Introduction.........................................................................................................4
2.2. Identification and evaluation of a business HR issue..........................................4
2.2.1. Literature Review.........................................................................................7
2.3. Research methodologies for establishing project aims and objectives.............10
2.3.1. Aims of the project.....................................................................................10
2.3.2. Objectives of the project............................................................................10
2.4. Suggestions for better future results..................................................................11
2.5. Conclusion.........................................................................................................12
References....................................................................................................................13
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ASSESSMENT OF A BUSINESS ISSUE
Name Anwar Ali
Task 2 A business issue analysis from HR perspective
Identification and Evaluation of a business HR issue
Research methodologies for establishing project aims and objectives
Suggestions for better future results
Word Count 2829
Date 05/04/2019
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Task 2: A business issue analysis from HR perspective
2.1. Introduction
In today’s society, technology has been ever evolving. This is the major reason that
evolvement of the project completion is processed. Despite the advancement of the
technological aspect, the main aspiration that can be stated is that department of management
has not been such highly altering in nature. In the society of commercialization and
paradoxically competent employees which has competition as the foci of attention. This is the
main reason that prosecution of the project is performed in a better manner. Implementation
of the human resource management helps in better functioning of the employees of the
business organization. This report will discuss about the identification and evaluation of the
business HR issues (Reilly and Williams 2016). This report will also discuss about the
appropriate research methodologies for proper understanding of the project aims and
objectives. Suggestions regarding the prosecution of better future result prosecution
methodologies will also be stated in this report (Wilton 2016).
2.2. Identification and evaluation of a business HR issue
There are several issues related to the HR department and the employee relations in
the business is one of the concern in international situations (Shen, Tang and D’ Netto 2014).
Security is one of the difficult issue among them. The common issues related to the employee
relations are briefly described below:
Employee Retention: Most of the HR works is related to the hiring of the talented employees
but there is also one important aspect of the HR department that is Employee Retention
(Cloutier et al. 2015). The lifeblood of any organization is its employees, who provides the
skills as well as the experience that is required to maintain the levels of productivity. Thus the
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retention of the employees is a key responsibility of HR. This process is a balancing act
keeping in mind the incentives, the company culture as well as the remuneration of the
employees. The HR department of any organisation should maintain all these three aspects in
the right combination so that the employee gets satisfied with the company’s culture and
environment to work with (Kossivi, Xu and Kalgora 2016). The department needs to
maintain accurate track records to ensure whether the perfect combination of these three parts
are being delivered to the organisation’s employees.
Employee Recruitment: The HR department faces a major challenge in the recruitment of
skilled as well as motivated employees even if the pool of candidates is very large. It is very
essential to manage the recruitment process effectively and centrally from the HR department
(Nikolaou and Oostrom 2015). The details of each candidate must be reviewed properly and
compared with every candidate present in the pool. An HR must be responsible for storing
applications of candidates for future references depending upon the company’s employment
retention policies. If the HR keeps the selection of the candidates preselected then at the time
of the selection in future, cost reduction for the interview process gets minimised (Goldstein
et al. 2017). A Human Resource manager is responsible to verify whether a candidate is
actually fit for the job role provided.
Productivity by the employees: The HR department also faces problems maintaining the
productivity of the employees. The HR needs to keep a constant track of the employee’s
productivity, failing which will decrease the performance rate of the organization (Maduka
and Okafor 2014). The HR must be responsible for the management of the employee’s day to
day productivity report and also to measure the accurate amount of improvements made. The
HR manager should ensure the employee’s comfort in the work environment and also a good
work atmosphere should be maintained.
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Compliance and training: As training is a crucial part of the employee’s professional
development, the HR department must be aware of that when and what types of training is
required by the employees. The training sessions must be held by the HR department in order
to enhance the productivity of the employees (Keep 2014). The HR needs to maintain a track
of every employees so as to measure the number of employees that are taking specific types
of training sessions.
Safety and Health: The HR department also has a responsibility for maintaining the health as
well as the safety of the employees working in the organisation (Loeppke et al. 2015). The
HR ensures employee safety at workplace and also checks whether the company is meeting
the legal obligations as provided. For this reason the HR department maintains a software
which keeps the data of safety as well as health analysis of the employees for quick retrieval
and to access easily.
Diversity and Discrimination: The HR also keeps a record of the diversity of the employees
working in an organization. It is the responsibility of the HR to keep a track record of the
incidents that are happening in the workplace (Casico 2015). Then the HR should take the
initiative in maintaining the disciplinary decorum as described in the company’s policies. The
HR should have the access to the software which will quickly verify whether any of the staffs
are suspected to be a part of any anti disciplinary activity in the organization.
Outsourcing: The HR also keeps a record in the company’s outsourced employees that the
organization hires to meet up with the organization’s performance (Han and Bae 2014). The
HR maintains a record of the permanent employees in the organization with the information
of the employees that are outsourced by the company. Scholars measures the firm’s
performance in various ways. Outsourcing helps to enhance the organizations performance
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which leads to the profitability of the organization ensuring the invested capital to be very
less.
Payroll: The HR also maintains a track record of the payroll of the employees that are hired
as well as the employees that are working there (Howard, Turban and Hurley 2016). To
maintain the employee relations it is necessary for the HR to maintain the morale of the
employees via paying the exact payroll they deserve. The HR also keeps a record of the
employees who are liable to get hike in the payroll system. This is effectively done by using
the dedicated softwares for payroll of the employees.
Employee queries: The HR department can be said to be the medium between the
organization and the employees. Thus, the HR faces a lot number of queries regarding the
organization that should be critically cleared to the employees (Kavanagh and Johnson 2017).
The responsibilities of the employees needs to be defined by the HR and any query regarding
the organization needs to be fixed by the HR or else in future it may be difficult for the
employees to have a misconception about the organization resulting in the enlargement of the
gap between the company and its organisation.
2.2.1. Literature Review
According to Oladapo (2014), business HR issues that are present in the prosecution
of the business, management includes proper management of the employee retention.
Employee retention in the business organization acts as one of the most important aspect of
the HR management functionality. This retention of the employees helps in retaining the
talents that already exists. Employees acts as the lifeblood of each organization. A huge lot of
revenue is spent on training the employees of the organization. This training helps the
business organization to thrive in a better manner. This is the reason that most of the
multinational company mainly focuses on training their employees in a manner that affects
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the business organization in a better manner. Human Resource Managers are responsible for
providing efficient condition for the employees to stay in the business organization. This lead
to the fact that the management. Employee retention is a fine balancing path in between the
company culture and the employees present in company. This is the main reason that human
resource angers are proclaimed one of the integral prospect of the business organization.
Several steps are implemented in order to commence the entire phenomenon is diverged in
different mannerism. The main functioning includes that differentiation in between the
treatment of the newly employed employees and other experienced employees. In case same
treatment is provided to the experienced and the newly hired employees, conflict in between
the HR managers and the employees might appear. Experienced employees needs to be
treated in a better manner whereas the newly hired employees are needed to be treated in a
strict manner. This strict treatment from the human resource managers will help the new
employees to be serious in their training period and learn as much as possible, which will
help them in their future run.
According to Hassan (2016), compensation is one of the major aspect that is to be
taken into consideration. Employee packages are the sole reason that e employees have been
working in the business organization. in case the employees are provided with proper salary
packages, retention of the employees gets easier. This is the main reason that the completion
of the projects are related to the commencement of the retention of the employees directly. In
case the employees get better package by switching company, it is obvious that the
employees will certainly switch their companies. Human resource managers are responsible
for having a check over the basic needs that are required by the employees. Providing the
basic wages in time, providing the employees rental allowance. Provisioning of incentives on
overshooting the target that are set, is one of the major aspect of the business function of the
Human Resource managers. In case the employees are provided with proper salary in proper
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time along with the promised variables, retention of the employees gets easier. This
provisioning of the salary and other aspects acts as an issue that might affect the job role of
Human resource manager in a negative manner.
According to Holmes and Stubbe (2015), betterment of the work place, relationships
are one of the most important aspect of the management. Retaining of employees will get
easier. In case these duties are not performed in, a better manner will affect the business
organization in a drastic manner and this might act an issue for the functioning of the
employees. In case the work environment is not good, employee retention will get difficult.
Human Resource managers are responsible for maintaining the environment of the business
organization. The Human resource managers needs to set up different programmes to
maintain the positive environment of the business organization.
According to Haar et al. (2014), maintaining of the job and work life is one of the
main issue that is required to be resolved in order to project the commencement of the
business processing in better manner. Assuring that each employee gets a better life balance
and socio economic balance is one of the major concern of the Human resource manager. In
case proper balance is not maintained and the work that are allotted to them destroys their
work life balance, retention of their employees will get difficult. This issue has to be treated
with higher concern by the human resource managers. This section includes the fact that the
human resource managers not only have to keep a check of the employees but also on the
managers of the employees as the task that are allotted to the employees are done by them.
According to Bradler et al. (2016), recognition and providing feedback to the
employees are also another aspect that is needed to be kept in mind for retention of the
employees. In case the employees of the organization does not get proper recognition for
performing in a better manner, motivation for performing for the organization might
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decrease. Hence, retention of the employees will again get difficult. Data analysis of the
performance of the employees are the issue that is present in the functioning of the Human
resource managers as per the previsioning of the recognition to the better performers of the
organization.
2.3. Research methodologies for establishing project aims and objectives
2.3.1. Aims of the project
The aim of the project is to focus on the identification of the issues faced by the HR
department. The above outcome is availed after using certain research methodologies. The
research methodologies that are taken into account are qualitative and quantitative research
methods.
2.3.2. Objectives of the project
The objective of the project is to clearly identify the issues that are faced by an HR.
The collection of the information related to the topic is to be critically assessed and utilized to
put up the detailed summary as provided above (Simpson et al. 2016). The analysis of the
information is to be done in terms of the goal that is to be achieved. The analysis of the
process and the outcome of the HR department’s issues is identified using all the possible
ways of research methodologies.
Research may be stated in different ways based on the research methodology, the
created knowledge, and the investigation of the research problem (Quinlan et al. 2019). There
are many research methodologies that are used to establish project aims and objectives. But
for the above topic we had used the two important methodologies. They are as follows:
Quantitative Research: This research methodology is totally based on the numbers. This
research aims to measure the amount as well as compares the values with the past ones
providing the future aspects which can be projected in the future period. This research deals
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with the development and employment of the mathematical models that is to be provided to
pertain the phenomenon (Barnham 2015). The process of measuring provides the relation
between the mathematical expression and empirical observation of the quantitative relations.
Moreover this research methodology is named as quantitative as it deals with the quantitative
data.
Qualitative Research: The qualitative research deals with the collection, analysis as well as
interpretation of data after the observation done by, what the people say and do (Bryman
2017). This research indicates to the definitions, characteristics, symbols, meanings as well as
the description of the things. With the help of this research the employee relations are
analysed and then critically assessed by the HR department.
2.4. Suggestions for better future results
The suggestions based on the research processes above can be said that to implement
a system that will allow the consistency, efficiency and communication between all the team
members as it could reduce the conflict that may arise at workplaces (Bin 2015). The
implementation of the timekeeping softwares in the workplace is necessary which will
encourage the employees to keep a track of their own schedules and also manage them in an
efficient manner. This will also prevent the overtimes that is not needed by the employer, so
as to provide the correct pay grade to every employee that is deserved by the specific
employee. Leave Management softwares may be implemented in the workplace which will
keep open information to the employee as well as the employer about the correct number of
leaves available to the employees. Dedicated payroll softwares should be implemented to
maintain the employee’s payroll in a very structured manner. The HR must be responsible for
maintaining the productivity measurement of the organisation. The productivity of the
employees is hampered due to the lack of performance of the employees. This can be
enhanced by maintaining effective employee relations that is by taking frequent sessions with
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