Report: Managing the Employment Relationship at Gerard Jones Limited

This report examines the employment relationship at Gerard Jones Limited, a jewelry business facing human resource challenges. The report identifies key issues such as lack of employee engagement, staff shortages, poor communication, an inappropriate organizational culture, and a focus on short-term versus long-term benefits. It further analyzes the impact of poor workforce planning. The report then proposes several changes, including developing a positive attitude among staff, utilizing formal workforce planning processes, implementing evaluation skills and audits, restructuring the organization, promoting innovation, adjusting management styles, and avoiding discrimination. Finally, the report discusses the importance of these changes, highlighting the correlation between strategic, operational, and tactical issues, emphasizing the need for effective management and improved communication to enhance profitability and address misconceptions within the workforce. The report suggests that the company needs to improve communication, adopt better workforce planning and develop a more positive work culture.

MANAGING THE EMPLOYMENT RELATIONSHIP

Table of Contents
Introduction......................................................................................................................................3
Task 1: What are the issues?............................................................................................................3
Task 2: What are the changes suggested?........................................................................................5
Task 3: Why do those changes matter?...........................................................................................6
Conclusion.......................................................................................................................................9
Reference List................................................................................................................................10

Introduction
The following is the report based on the issues faced by the concerned organisation of Gerard
Jones Limited. In addition to above, the information that has further been collected from the
provided case study, that lists out the major issues of management in Human Resource. As
management of the employment has been marked as the main responsibility of a respected
organisation, significant efforts must be made to make the smooth flow of the entire workforce.
Moreover, the issue that has been observed by the Human Resource consultant is further
provided endeavour to get justified by the suggested suitable changes for the organisation.
Task 1: What are the issues?
The role played by a Human Resource Manager is vital in order to manage the situation in both
terms of external and internal atmosphere around the employees and their employers. As
indicated by Beadles et al. (2015, p.6), there is the various issue that is further faced by the
organisation in terms of managing the coordination of both the employees and their employers.
However, as mentioned in the case study of Gerard Jones Limited, the issue that has been further
faced from the aspects of the Human Resource Manager comprises of the sole factor to be the
coordinating that lacks among the employees and the employers. The following are the issues
discussed in the below-mentioned information:
Lack of engagement: The organisation of Gerard Jones Limited lacked in the coordination of
their team members in order to conduct a concerned job. As indicated by Sylvester (2015,
p.121), the decisions that are made within the organisation tend to undergo tough situation for
the entire organisational systems. Moreover, at the time of economic recession in the United
Kingdom, the concerned organisation of Gerard Jones Limited further faced some criticism from
their buyers. In addition to above, the quality of the products that were manufactured by the
organisation was also deteriorating as the ill effect of the above issue of getting engaged
seriously to their responsibilities.
Shortage of Staffs: As indicated by Berbegal-Mirabent et al. (2015, p.2272), the employees that
are attained by the organisation do not increase in a similar manner, as compared to the hard
work that is further required by the organisation. Therefore, the Gerard Jones Limited has made
attempts in terms of raising their markets in order to outstrip the supply of demand. However, as
indicated by Bal et al. (2015, p.126), the Human Resource Manager may further effort in terms
of industrial and demographic information for utilising the factors that further affects the

organisational workflow. In addition to above, the HR manager must make efforts in terms of
motivating their staffs by appreciating their hard work and efforts.
Poor communication: As indicated by Lee et al. (2016, p.35), the lack of good communication
between the organisation and their employees and employers makes the organisation along with
its workplace to be an incomplete structure. Moreover, the employees of the organisation fail to
explain the initial role and responsibilities that should be performed by the employees of the
organisation. As the concerned organisation Gerard Jones Limited deals with the designing and
making of jewellery, the level of effort and experiences that are required by the organisation is
very high. Therefore, the requirement of the words shared by the leaders of the team
management must be continuous and clear.
The inappropriate culture of the organisation: The employees are lacking in terms of the
understanding that is treated in terms of making them aware of the real terms of condition for the
concerned business organisation. In addition to above, the fulfilment of the business requirement
by the employees was not preferable by the HRM department. However, as indicated by Al Ariss
et al. (2016, p.579), there are, employees that through being unaware of the cultural equipment
of the organisation were working with no specific aims and goals; a hat was further not accepted
by the customs of the organisation. Therefore, the need for proper training is required for the
employees before letting them work as a professional worker for designing the jewellery for the
organisation.
Long term vs. short term focus by owners: The Gerard Jones Limited, though being a
jewellery shop, focuses on both short terms and long term benefits. In addition to above, the
concerned organisation acts in the true sense of staff identification. As result of the above, the
organisation as a whole was not ready to make plans both in short along with long term. The
workers working for the organisation comprise of both skilled and unskilled employees.
Therefore, in order to focus on the long-term benefits, the HRM manager must re-align the facts
affecting the long-term benefits along with reducing the labour turnover.
Poor workforce planning: As the origination of Gerard Jones Limited, lacked in the
communication system, the result would be observed mostly in terms of the planning that is
further sought in order to make the organisation gain more benefits as compared to its
competitors. The employees that are employed by the organisation was around 350 in number.

Therefore, if there remains lack of proper guidance by their team leader, the consequences would
be harmful for the entire organisation in terms of the trust they gained from their customers.
Task 2: What are the changes suggested?
As indicated by Naik et al. (2016, p.34), every organisation structures certain measures in order
to cope up with the drowning condition of their organisation. The new managing director of the
concerned organisation of Gerard Jones Limited believes in the efficiency of the workers
engaged with the organisation. As linked with the case study provided, the concerned
organisation of Gerard Jones Limited also efforts to make the below-discussed changes in order
to cope up with its negative consequences. The following are the suggested changes that have
been further encountered from the perspective of a Human Resources consultant:
Developing the positive attitude of staffs: The positivity maintained within an organisation can
only be retained with the motivational sources. Because of above, the initial change would
further effort in terms of fighting back to the labour market. The industry and demographic
information can be further utilised in terms of appreciation that must be provided to every
working staff related to the concerned organisation.
Utilisation of formal processes for workforce planning: The utilisation of formal process is
required in the concerned workplace of Gerard Jones Limited, further seeks to engage the
employees with the benefits of the organisation in a direct manner. In addition to above, an
effectiveness of the holistic planning of the generated framework further tends to involve the
contingency plans. Therefore, these plans would further re-develop the legal relationship
between the employee and the employers off the concerned organisation.
Implementing evaluation skills and audits: The efficient employee of the concerned jewellery
organisation retains the evaluation of skills tend to enhance the existing skills to innovation. As
the organisation deals with the innovation design of jewellery, the employees engaged with such
organisation must also be very efficient in terms of the quality of products that is further
produced by the concerned employee of staff. Moreover, the need for the concerned evaluation
of audits and skills of the organisation and its employees impacts the future scope in terms of the
employee's engagement in e organisational work and responsibilities.
Change to the structure of organisation: The theory of organisational control further tends to
affect the organisational structure of the concerned business of Gerard Jones Limited. Though
being a jewellery shop, the organisational format that is followed by the concerned company,

must be changed as per the modern techniques and availability to the customers. In addition to
above, the members of the board of the concerned organisation have the relevant knowledge
related to the significant functions that must be performed as per the job roles of the production
department. As the business designs the jewellery, the workload that is further given ion the
staffs of the company, initially undergoes changes in terms of-of its organisational structure.
Innovation: As indicated by Adams et al. (2015, p.100), every organisation requires to innovate
their service and products in order to attract more customers. In addition to above, the Gerard
Jones Limited also appoints the skilled and highly experienced labours in order to produce the
most innovative collection of jewellery from their end. Therefore, the managing directors,
personally check the concept that would be further created for the final structure of the well, so
that the customers could appreciate the product thus created, and the efforts made by the
employees are not wasted.
Management style: The managing Director being newly appointed in the organisation of Gerard
Jones Limited has the different perspective to look at an issue. As per the views of new
managing director, the management style of the concerned organisation is required to undergo
the certain change, in order to achieve more benefits. In addition to above, the initial effort that is
given by the organisation must involve the efforts made to overcome the resistance for the
application of Human Resource principles, especially to the newcomers. Moreover, the
responsibility of an HR manager can be justified at this stage of recommendations, where the
concerned manager will attempt to gain the initial division as per the efficiency of the employees
to that of the requirement of the job roles of the organisation.
Avoiding discrimination among staffs: In addition to above, the job roles further divided
among the staffs must be devoid of any sort of discrimination in order to gain high-quality
product at the end of the efforts. Moreover, the designs that are further structured as per the
innovation of the skilled labourers must be appreciated without any discriminating nature. The
Human Resource Manager is solely responsible for creating the line of transparency among their
worker so that every individual can work in a free atmosphere, with all its concentration and
interested.
Task 3: Why do those changes matter?
In addition to above, the there are some elements of challenge that is overcome by the
application of the above-mentioned changes by the concerned organisation of Gerard Jones

Limited. As indicated by Nair et al. (2015, p.6263), the correlation between the strategic,
operational and tactical issues further affects the management of the organisational functions. In
addition to above, the concerned organisation that deals in the designing of jewellery focus on
the factor of profitability that is made possible by working on the strategies that has been further
framed in terms of the suggested changes in the above discussions.
As indicated by Steinbach et al. (2016, p.120), the strategic management is defined as the
managerial activity to stand below the goal setting in order to provide the overall direction of the
organisation of Gerard Jones Limited, moreover, taking the responsibility of workforce, the
Human Resource Management further aims to make their employee work in an effective manner.
In addition to above, the tactic issues of the concerned organisation are faced in terms of the
misconception that is created among the employees and the employers in regards to the
production of an innovation design to he produced jewellery. The organisation of Gerard Jones
Limited is further responsible to initially get affected by the wrong pathways for leading their
employees. Because of above, the workers of the organisation started to work qs per their will,
rather than to follow the preferences of the customers.
In addition to above, the operational issues that have been observed within the organisation are
by the irregular regulation of day-to-day output as per the costs and the required specifications of
different jewellery. The above is the result of the poor communication that prevailed in the
workplace. However, as indicated by McAfee (2016, p.150), as because of the lack of good
communication, the Human Resource Manager initially failed to provide the organisation with
the authentic operational guidance in order to meet the target of the entire organisation.
Moreover, the impact that is further led by the effective Human Resource management in the
concerned organisation and its performances can be easily observed from the satisfaction level
that is enjoyed by the targeted customers of the organisation. In addition to above, the concerned
organisation of Gerard Jones Limited, further appointed a new Managing Directors that further
formulated the different and effective Human Resource practices in the entire organisation.
Therefore, by the application of the above-suggested changes the organisation would further
enjoy more benefits from both employees and their customers.
Moreover, the impact of the human resources practices had further enabled the employees to get
freedom in terms of the discrimination behaviour that was practised before. In addition to above,
the staff motivation is done on a regular basis, in order to make the employees and the employers

to engage with the organisational roles and responsibilities. However, the relation between the
employee and their employers also gets to proceed in a positive direction.
In addition to above, the ineffectual workforce may further lead the planning of an inappropriate
recruitment of the non-desirable employees. This may further lead to the provision of such
responsibilities to such candidates that do not gain a skilled quality is those specific job roles. As
for instances, an employee being experienced in designing jewellery if recruited as an accountant
for the concerned organisation of Gerard Jones Limited will always land to a failure of the
production quality of the organisation. Because of the above, the concerned organisation may
lose its brand positioning in the mind of the targeted audiences.
The costs that are further decided by the organisational heads along with the Managing Directors
are influenced by the low quality of work that is further produced by their employees in terms of
the designs that is given to the jewellery of the concerned organisation. However, the effect of
the inappropriate organisational structure on the design can be further explored by the
management of the concerned organisation situation to be compared to the organisation of other
fields. In addition to above, as the concerned organisation of Gerard Jones Limited, the role that
is further played by the human resources consultant, gives emphasis on increasing the
promotional opportunities for the recruited employees. However, the responsibility of recruiting
and selecting the right candidate for the right job vacancies must be further followed in order to
make the targeted audiences satisfied with the finished good of the organisation.
As indicted by Shazi et al. (2015, p.81), the organisation that deals with the innovation factor in
their daily occupation further requires getting experienced in terms of the benefits and
appreciation gained from their targeted audiences. In addition to above, the benefits gained by
the employees related to the organisation get related to the close coordination of the employers in
order to fulfil the target of the organisation. Therefore, by involving the great workforce, in terms
of harmony and empowerment leads an organisation to achieve the higher level of motivation
along with the increased profit and lower costs. Because of the above, the concerned organisation
gets benefited in terms of remuneration packages inwards rewards along with the equal
distribution of the gained benefits.
As indicated by Asongu (2015, p.225), the effect that is laid by the short terms policies is high as
compared to the long terms policy. The effort that is further given by the motivated employees to
their workforce is of high quality and skills. However, the worker that are not appreciated or

motivated for their efforts do not give further efforts to their job roles and thus makes the entire
organisation suffer for them. The customers, on the other hand, tends to get attracted towards
such an organisation, as in this case the jewellery organisation of Gerard Jones Limited, makes
an effort to purchase jewellery from the organisation that has vast innovation designs terms of
the designed jewelleries. Because of the above implementation of the suggested change, the
organisation would enjoy more profit in terms of motivated employees working for the
organisation.
Conclusion
The information that are collected in the above discussion, explores the strengths and weakness
of the concerned organisation of Gerard Jones Limited, from the perspective of Human Resource
Management. In addition to above, the overall performance of the concerned organisation has
been concluded to the very fact of the implementation of short term policies that were further
applied by the appointed Human Resource Manager. Moreover, the benefits that are further
enjoyed by the concerned employees of the organisation have been further recommended for the
HRM manager to well culture them for an extended employee motivation. It would further result
in greater empowerment and flow of harmony in the entire workforce of the organisation.

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