Report: Employee Retention Challenges at Home Instead Senior Care

This report provides a comprehensive analysis of employee retention challenges at Home Instead Senior Care. It explores various factors influencing employee turnover and engagement, including agile working systems, operational management, organizational politics, financial management, and social responsibility. The report identifies specific challenges such as salary dissatisfaction, limited job opportunities, and lack of job rotation, and proposes strategies to mitigate these issues. It examines the impact of zero-hour contracts and recommends improvements in compensation, recognition, and target setting. The report aims to provide insights into reducing attrition rates and enhancing employee engagement within the organization, offering practical recommendations for Home Instead Senior Care to improve its workforce management and overall performance. The report is based on the case study of Home Instead Senior Care and suggests various strategies for improvement.

Running head: MANAGING ORGANIZATIONS
MANAGING ORGANIZATIONS
Name of Students
Name of University
Author’s Notes

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EXECUTIVE SUMMARY
This report provides complete insight about the reasons due to which the organisation failed to
retain their employees. This report also discusses about the involvement of agile working system,
operation management, organisation politics and power, financial management and social
responsibility in retaining the employee. This report also tries to find out the reason behind the
high attrition rate in the market. This report also discussed about the zero hour contracts and its
disadvantages. This report tries to find out the reason behind the high attrition rate and low
employee engagement in Home Instead Senior Care Organisation. The report also recommends
the way to reduce the attrition rate in the organisation and increase the employee engagement.

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Table of Contents
INTRODUCTION...............................................................................................................3
ORGANIZATION CULTURE...........................................................................................4
Agile Working:................................................................................................................4
Operation Management:..................................................................................................6
Organization Power and Politics.....................................................................................8
Financial Management.....................................................................................................9
Social Responsibility.....................................................................................................11
CHALLENGES:................................................................................................................13
Salary Dissatisfaction:...................................................................................................13
Job Opportunity:............................................................................................................13
No Job Rotation:............................................................................................................13
Setting Unrealistic Target:.............................................................................................14
HOW TO MANAGE THE CHANGES:...........................................................................14
Compensation Benefits:.................................................................................................14
Recognition and Reward:..............................................................................................14
Setting Realistic Target:................................................................................................15
ZERO HOUR CONTRACT..............................................................................................15
CONCLUSION:................................................................................................................17
RECOMMENDATION:....................................................................................................17

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REFERENCES:.................................................................................................................18

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INTRODUCTION
Organization is considered as the set up where the individuals from different background
come and works in unison to achieve a common goal. Employees are considered as the lifeline
of any organization because it is the employee who effectively and successfully runs the business
and assisting the organization to gain profit from the market. An organization cannot survive if
the organization does not support their personal interests. Thus, the organization needs to retain
their employees using different policies and practices. It is often seen that an organization invests
considerable period of time and money on a new employee in pursuit to creating them an able
corporate employee. This time and money goes in vain when the employee leaves the
organization. Thus, it is very important for an organization to implement several measures in the
form of policies and practices for retaining the employees. Organizations also need to implement
policies that will engage an employee. Employee engagement is one of the important factors that
determine the performance of the employee in an organization. Organizations having an engaged
workforce always outperform their competitor in the industry. The earnings per share of the
organization increases when the organization contain engaged workforce. Thus, an organization
needs to develop an employee engagement plan (Al-dalahmeh, Khalaf and Obeidat 2018). In
order to retain the employees and increase the engagement of the employees, an organization
needs to develop a superficial organizational culture. An organization also needs to mitigate the
challenges that are associated with the employee retention and employee engagement. These
challenges increases when an organization employs zero contract hour employees. Thus, the
management of the company also needs to develop the policies that can deal with zero contracts
hour employees.

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ORGANIZATION CULTURE
Home Instead Senior Care is a provider based organization based in United States pf
America. The organization covered the area of Luton and Central Bedfordshire. It is a master
franchise organization. The organization has range of professional and caring home service.
Home Instead Senior Care supports the families to provide tailor made flexible care, so that the
individual can leave independently in their own home. This is also the mission of the
organization (Alias, Noor and Hassan 2014). The organization wants to get admired as the
caring service organization in the industry. Organization follows some stringent values in their
operations. The values of the organization may include compassionate and caring, being reliable
and honest and also being adaptable and understanding. The organization follows compatibility
based model. The organization also has a very flexible organization structure. At the top they
have directors and owners, specific care managers and other individual teams who actually
provide different services to the clients. The organization has very strong community
involvement (Bhat and Bharel 2018). The profitability of the organization is increasing as more
individuals are adding up to the client list. In spite of such values and noble work the
organization is still facing problems from employee retention and employee engagement. The
effects financial, operations, information system and leadership on the employee retention and
employee engagement are being discussed in this business report.
Agile Working:
Organisation that empowers their employees to work with a minimum constraints and
maximum flexibility is known as agile working. Agile working insists the employees to choose
their own comfort zone for work, even the place and time are also selected by the employee. As

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per recent research, it is observed that the productivity of the employee increases when the
employer uses “Agile Working” system (Cloutier et al 2015). The organisation that uses such
system were successful in improving the customer service. The use of communications and
technology assists the employer to govern their employees. The organisation that follows the
agile working systems usually uses modern business tools to meet the need of the customer,
increase productivity, improve sustainability and reduce the costs. Agile working system assists
the business to increase the responsiveness and effectiveness, which ultimately boost the
performance of the business. There are several other advantages that are associated with the agile
working systems. They are as follows:
• It increases the efficiency and productivity of the employees
• It helps the organisations to reduce their costs
• The cost concerning the property also decreases
• The cost for other amenities like parking and fuel can also be reduced
• The working hours can easily be increased
• The organisation can successfully meet the customer’s needs
• The organisation can easily increase or decreases the workforce according to the
demand
• The skills of the employees can be utilised in more efficient manner
• The organisation can use more amount for research and development
• Reduction in organisational and personal carbon footprint
• Improved business continuity – less disruption due to weather, office security
issues, travel problems etc.
• Improved staff performance

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• Ability to attract and retaining high quality talent
• Reduced absenteeism and related costs
• Reduced staff turnover with associated costs and reduction in lost knowledge,
skills and experience
• Increased motivation and engagement of staff
Some of the big organisations who adopted the agile working system are
PriceWaterhoueCoopers (PwC), EC Harris and many more. As per the analysis it can be
observed that both the above mentioned organisation saved considerable amount of money after
adopting the agile working system. In case of PwC, the organisation became UK’s No 1 graduate
employer choice after adopting agile working system (Garg and Sharma 2015). In case of EC
Harris, the overall performance of the organisation increases after adopting the agile working
system.
Home Instead Senior Care can adopt agile working system in their operations of the
business in order to improve the efficiency of the employees, which in future will increase the
performance of the organisation.
Operation Management:
Operation management is considered as one of the most important department of any
organization. It involves using of resources which is comprised of staff, equipment, technology
and materials (Gyensare et al 2017). The operation managers usually look after the
organization’s goods delivery to the clients, acquiring and also developing the abilities of the
organization.

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It is the operation managers who are responsible for the organization’s strategy, utilizing
the workforce of the organization and developing the proper manufacturing plant. The operation
manager uses the project management methods and project management tools to accomplish
their key responsibility (Jiang et al 2015). Utilizing the resources available to the project
managers of any organizations the management also looks after the work-in-process levels and
raw materials acquisition, quality control, materials handling, and maintenance policies of the
inventory.
Some of the tools that the operation managers use are economic order quantity formula to
determine when and how large of an inventory order to process and how much inventory to hold
on hand. Some of the major roles that the operation management of any organization plays are as
follows:
• Operation management maintains continuum in every industry irrespective
of the business model and the operations of the business. Planning,
organizing, staffing, monitoring controlling, directing and motivating are
some of the parts of operation management. The operation management
department are also responsible to manage the everyday activities of the
organization. It is the operation managers who make good use of esources
like labour, raw material, money and other resources.
• Operation Management department is the one who actually looks after the
overall productivity of any organization (Lam, Xu and Loi 2018). The
productivity can be termed as the ratio of input to output. This ratio assists
the management to measure the efficiency of the employees and workers
of any organization.

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• Operation management are also responsible to oversee the business
activity of any organization. It is the operation manager who actually
creates strategies for the business in order to align the customer’s
requirement with the business activity. They are actually responsible for
controlling the entire operations of any organization. Thus, operation
management are directly responsible for the overall performance of any
organization.
• It is the operation management who utilizes the resources more efficiently
in order to increase the profit of the organization. The strategy to
efficiently use the employee’s talents and other tangible resources are
looks after by the operation management of any organization (Lv and Xu
2018). Operation manager are also responsible for handling issues like
design, operations, and maintenance of the system used for the production
of goods and services.
Thus, the significance of the operation management in any organization is immense.
Home Instead Senior Care needs to develop their operation management, so that they can
increase their overall performance as well as the profit margin.
Organization Power and Politics
There are few business activities more prone to a credibility gap than the way in which
executives approach organizational life. When the managers support to make rational decisions

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then the stakeholders of the organization are reluctant to think that the managers are using their
superiority position to drive the organization according to their personal needs. In this power
game the most affected class are the employees and workers of the organization. The impact of
the power and politics can also be seen among the shareholders. Due to the rise in politics, the
overall performance of the organization reduces by considerable means, which actually harms
the profit margin of the organization (Memon, Salleh and Baharom 2017). The effects of power
and politics are also reflected in the attrition rate of the employee in the organization. The
strategies of the organization are also being compromised. The power and politics of the
organization also ruins the employee engagement programme of the organization. Indeed, as the
saying goes, when elephants fight, it is the grass that suffers, whenever there is a power struggle
in the organizations, it is those at the bottom and the middle to some extent who suffer the most.
This is the reason why many shareholders and stakeholders, particularly the institutional ones
among them who step in whenever the power games become too intense and impact the financial
and operational performance of the firms.
Financial Management
Financial Management mainly deals with planning, organizing, directing and controlling
the financial activities such as utilization of funds and also raising fund for the organization. The
importance of financial management in an organisation is immense. The main functions of the
financial management are explained below:
1. A financial manager is responsible for taking investment decisions. Investment
decisions includes investment in capital budgeting. The investment decisions may
also include Investment in current asset which are also known as working capital
decisions.

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2. The financial manager is also responsible for raising fund from various sources.
Before investing the financial manager looks after the type of sources, period of
financing, cost of financing and the returns thereby.
3. The financial manager also needs to concern about the dividend decision, which
includes decisions like net profit distribution. Generally net profit divided into
two parts, which includes:
a. Dividend for shareholders- The rate and the amount of dividend are mainly
decided by the finance manager and the executives of the organization.
b. Retained profits- The amount of retained profits are mainly finalized by the
finance manager of the organization. These decisions are being made after
analysing the expansion and diversification plans of the organization.
The finance manager is generally concerned about the procurement of the fund, proper
allocation of fund and also controlling the financial resources of the organization. Thus, the main
objectives can be-
1. The finance manager is mainly concerns about the regular and adequate supply of
funds.
2. It is the finance manager who actually decides the rate of return to the
shareholders of the organization.
3. The finance manager ensures that the fund of the organization are being fully
utilised at least cost.