Global League Equine Welfare: HRM, Leadership, and Change

This report provides a comprehensive analysis of human resource management (HRM) strategies, leadership styles, and change management approaches applicable to the Global League for Equine Welfare (GLEW). It emphasizes the adoption of a soft HRM approach, promoting employee well-being and long-term organizational goals, and contrasts it with hard HRM. The report advocates for democratic leadership, highlighting its benefits in fostering employee participation, innovation, and a strong workforce. It also addresses the importance of managing organizational change effectively, outlining steps such as defining change, determining its impact, developing communication strategies, providing training, and implementing support structures. Furthermore, the report discusses the role of a regional liaison officer, systematic learning and development, and employee unions within GLEW, suggesting that work flexibility can be implemented through team meetings, flexible working hours and a path goal leadership approach.

The Global league for equine
welfare (GLEW)

TABLE OF CONTENTS
PART – A........................................................................................................................................3
PART – B........................................................................................................................................7
1. Role of regional liaison officer................................................................................................7
2. Systematic learning and development provision.....................................................................9
3: HRM approach......................................................................................................................10
4: Employee unions...................................................................................................................11
REFERENCES..............................................................................................................................13
Books and Journals....................................................................................................................13

PART – A
Human resource management is a strategic approach for motivation, development and
management of the business of the organisation. This is again can be done in two different
methods, by hard HRM strategies or Soft HRM strategies. Hard HRM focuses more in the
traditional business outlooks while soft HRM on the other hand deals with the progressive
outlook. Hard HRM is used to identify the work force which will help in on boarding and
manging people which suits best for the organisation (Cregan, and et.al., 2021). It bring in
regular changes in the number of employees working, it provides a little transparency related to
the business operations. Hard HRM will look into having a less employee turnover rates and
giving no power to the employees. The appraisal systems in such HRM condition looks after
both good and bad performances while the leadership style is more old fashioned. Soft HRM
helps in treating the employees as being the most important part in the organisation. This creates
more progressive point of view. This approach will make the staff members treat as an
individuals. This approach of HRM is mainly for the staff where the action includes motivating
them by rewards and appreciation. Soft HRM focuses on long term planning for the organisation
as well as the complete workforce. It bring an open and transparency business approach which
will helps in creating an effective communication among the individual working for the
organisation. The pay scale in soft HRM is kept very competitive which relies on salary
benchmark and bonus offers. There is a high level of employee empowerment with appraisal
systems which can identify the training opportunities for the personal development of
employees. The leadership is more democratic types. Soft HRM approach is much better
approach for an organisation such as Global league for equine welfare. It will bring in the
modern approach in the business world (Goyal, and Patwardhan, 2020). It will help to treat the
employee with respect and make them commit to the goals and objectives of the organisation. It
will help n retain the great talents for the organisation while giving them more competitive offer.
The work environment will be more relaxed and encouraging which help the work will go
smoothly when the employees are happy. The main advantage of using soft HRM is to having an
approach of keeping the morale of the employee high. They will feel more valued and more
supportive to the needs and requirements of organisation. It will build up the levels of motivation

thus having high production rate for the work of organisation. The working staff will me more
loyal to the organisation and will stay eager to continue to work for the organisation. This will
help in reducing the costs on recruitment process and given higher retention rates. This in turn
will help in encouraging a positive company culture and will help in bring in employee with
same mindset. Therefore, soft HRM approach must be followed by the director of human
resource management in the GLEW.
The most effective leadership and management style is the democratic style which will
help in the organisational success. Great leaders help the business grow and improve during
some crisis situation with their problem solving skills (Michael, 2017). Autocratic style of
leadership can be demeaning to the organisation and its employees but democratic leadership is a
complete opposite. A democratic leader will work in such a way that will allow the complete
participation of the employees in the decisions and activities related to the organisation.
Democratic leadership can also be termed as participated form of leadership where one allows
giving equal participation for every individual in the decision making process. The meaning of
democracy is run by people and this type of leadership can be flawed but is still the best
approach to handle an organisation. This leadership style involves not just the leaders and higher
management staff but also the employees working within the organisation. Here leaders speak
out the final thing but the employees are equally allowed to participate in the process of giving
their ideas regarding the problem on the table and thus it is shared leadership. Leaders as well as
the organisation are nothing without having productive and efficient staff members to maintain
the consistency of the work. Democratic leadership encourages more collaborative approach
within the organisation which will help in achieving success along with mutual respect and not
losing the power of authority (Aust, Matthews, and Muller-Camen, 2020). Democratic
management style is where is the managers are involves in the making decision responsibly
while considering the input from the employees. This management style can vary its style of
management in being consultative, participative and collaborative style. Communication in the
organisation with this form of style is both top down and bottom up makes the team a cohesive
one. It brings in the diverse perspective which is involved in the decision making. Employees
hold a part in the decision making process before the manger does the final decision. Employees
thus feel very valued and will result in boosting their motivation and the rate of productivity.
Some advantages of democratic leadership and management style are:

Increased staff productivity: Democratic style helps in encouraging the employee management
and more inputs from their side (Fiaz, Su, and Saqib, 2017). This is helpful for increasing their
morale and boosting their performance. Employee and satisfied with their job role when they
believe that their opinions matter.
Diverse ideas: It provides a window for the management to approach and consult anyone from
within the organisation regarding any matters. In the case where the inputs come from the
employees will make it easy for the seniors to have better chance to make corrections in the
decision. It will increase the chances to attain some benefit from this decision to the organisation
as much as possible.
Innovation and creativity: During the time of collaborations as a team can result in bringing
new and fresh ideas to the table. Team members are encouraged to use innovation and creativity
in their ideas and deliver the best results.
Builds a strong workforce: Employees work together as one within the democratic style. They
will spend a lot time in making their team stronger. The employees will understand the power of
team work and trust while having mutual respect for one another as well as the management.
Democratic leaders are not bias and show no sign of favouritism and thus the choices are made
from the best results.
Manging the change in the organisation is important to support the smooth transition and
guide the employees through the changing situations. It is important to have an effective
approach for dealing with changes happening in the market place. Some ways to handle change
are:
Defining the change and aligning with the goals of business: This is a critical step for every
organisation to manage the change. It is important to manage the change by articulating things
and then to conduct a vital review against the goals and objectives of the organisation along with
the performance of the employees (Al Khajeh, 2018). This step will make sure that the change
will carry the organisation in the forwards direction considering the business strategies, finance
and the ethical responsibility of the organisation. It will help in determining the value of change
and will quantify the efforts and inputs to be invested in the changing process.
Determining the impacts of change: When the employees are clear with the reason behind the
change then the next step is to determine the impact of change at different levels of the
organisation. This can be done by first reviewing the effects on business and how it will flow

along through the structure of organisation and the individuals working there. This type of
information can be gained with the help of forming a blue print about different activities such as
the areas where the training and support are required in order to mitigate the impacts of change.
This step results in determining the impact of change on organisation and employees as well as
the ways in which the change can be received.
Develop communication strategy: All the employees working within the organisation are
supposed to move on while considering the change. Communication is the key to achieving any
desired. It is important to communicate the change to the employees. This can be done by
deciding on the most effective approach in determining the effective means of communication
for the team and its members which can be bring to the board of the organisation. The strategy
for communication must have a timeline about how the change will be communicated, there
must a key message for the employees along with the communication channels and platforms
which are supposed to be used in the process.
Providing effective training: By the step, change is open in the organisation and therefore it is
important to create the workforce accordingly. Employees must be trained and structured by
teaching the appropriate skills and knowledge required to operate in an efficient way during the
time of change. Training process can done with the help of online learning courses and modules
by also giving blended learning approach by face to face training sessions (Meydita,
Puspitaningtyas, and Murdiastuti, 2021).
Implementing and supporting structure: Having a support structure s important to assist the
employees emotionally and practically. It will help in assisting the change and building
proficiency of the technical skills. This will help in achieving desired business results. Changes
can lead to redundancies which can result in providing support such as counselling services and
many more like this.
It is important for organizations to have an flexible working culture within the organisation
approach. This is important because by providing a flexible work culture employees can be
influenced to take innovative approaches for product development by which there problem
solving skills can be improve and hence I will also so Pro wide high level of work productivity to
the corporate through which overall high work productivity can be accomplished. There are
several approaches through which work flexibility can be implemented within the Corporate and
following are the steps with which work flexibility can be implemented within the corporate.

Scheduled team meeting can be e Herald by which employees can have and proper
understanding about company's performance within the market area and hence with this
approach it can take appropriate measures to improve its overall work productivity.
Similarly work flexibility can be implemented bi setting specific working hours respective of the
time slots hence with this approach employees can schedule there working accordingly by which
proper balance of work life and personal life can be accomplished. This is an important step for
the Corporate due to the fact that it has to guarantee that it is being able to to maintain an
efficient working well empowering employees to manage their personal life as well that will
provide high level of benefits that will increase their loyalty and engagement towards the work
culture available within the company. Flexibility can also be implemented bye implementing
path goal leadership approach in which employees are being motivated to find and best
alternative approach for task completion with which they can complete their task within the
specific deadline and hence will resource corporate with high work productivity as well as
efficient position within the market place this happens because it is able to take suitable
measures to meet the customer requirements and hence with appropriate measures customer
loyalty towards the corporate can be increased.
PART – B
1. Role of regional liaison officer
As the GLEW plan needs to expand as their main motive is to expand and improve the human
treatment of equine animal everywhere (DeVaro and et.al 2019). This objective can only be
fulfilled when GLEW has proper dedicated staff that can work voluntarily and provide best
treatment for the animal. This is the responsibility of regional licence officer is that the make
sure that all the required treatment is being provided to the animals and especially the need to
find out what are the causes of difficult issues and disease which is spreading within the group of
animals. As GLEW continuously facing issues of employees as they are not getting dedicated
employees who can work effectively and provide best treatment to the animals and therefore this
organisation is looking for hiring a recruiting various employees and volunteers. They have made
with the other organisation as well so that they may get best employee is but still the covid-19
crisis and they are again facing issue of shortage of staff. They are focusing on internal and
external hiring of employees from various market and source so that they can fulfil the demand

and requirement of employees and animals do not have to face and difficulties due to lack of
employees. But there are few advantages and disadvantages of internal and external market from
where this organisation will hire employees and volunteers.
Advantages of recruitment from internal market
Reduced time in hiring
When the organisation goes for internal market hiring then it will reduce the time, because they
will get dedicated employees and especially those volunteers who want to serve for animals. As
this job is for those who have dedication towards working for the animals and to save them such
employees can only work and help GLEW to achieve their goal and objective.
Less cost
Cost will be low organisation make hiring from internal market. As we are well versed with the
market and how many employees they need to hire and what kind of employees they want so it
will become less costly for them.
Disadvantage
Limited applicants
This is one of the biggest disadvantage of internal market is that they will get only limited
applicants so your organisation bound to hire them because they do not have any option. In such
case they do not get desired and dedicated employees.
Advantages of external market recruitment
New skills and talent
In the external market organisation will get more skilled and talented employees because in the
external market organiser will get more choices to select the suitable employee for their
organisation (Modi and et.al 2018).
Competition
In the external market competition is there so employees also try to give their best and therefore
organisation can easily get best employees, which they are looking for.
Disadvantage
Costly method
Recruiting employees from external market can be costly for the organisation because they need
to select required employee from thousands of employee and it will become costly for the
organisation. Apart from this it will also take a lot of time to select best employee out of many.

2. Systematic learning and development provision
Learning and development is necessary for the volunteers then only they can produce quality
product to the organisation (Samuelson and et.al 2019). Apart from this it is the responsibility of
GLEW that must provide proper learning and development opportunity to the new employees
because they are not well versed with the organisation and the work. Main get proper training
and development then they will more effectively because they know what they have to do and
how to use various Technologies developed get this knowledge as well. When the employees do
not get proper training and education about the uses of various new technologies than the
chances of errors and mistakes will also get increased in the organisation. This will put negative
impact on the organisation and GLEW will not attain its objective. Is the main motive of GLEW
is to provide better treatment for animal this can only become possible when employees are
highly educated and trained then only they can treat various animals. As they are volunteers so it
is very necessary for the organisation to provide them better quality training and also motivate
them because lack of motivation within the volunteers will not provide best outcome to the
organisation and GLEW will not attain their main objective. For that GLEW will have to
implement learning program for them and it is very beneficial for the voluntary service will
because they will learn new techniques and new education about the usage of different tactics.
Training will help the new volunteers to know their responsibility and work so that the situation
of conflict will not arises and all the volunteers will perform their job effectively (So, and et. al
2019). It will also strengthen their skills and knowledge. This program will help them to provide
satisfactory result to the organisation as well because when the employees do not get proper
training then they will not able to generate expected result and outcome to the organisation. On
the other hand It is the responsibility of organisation that they must provide well – organised
programme to them so that they may learn each and every skill. Along with this it is also the
liability of organisation that the most communicate all their expectations from the volunteers as
his organisation is facing a lot of issues due to covid-19 so they must communicate all the issues
as well as their objectives so that new volunteers can perform as per their objectives. On the flip
side training and learning program will also give confidence to the volunteers as they are new to
the organisation but when they get proper training and education they will feel privileged and try
to give their 100% so that organisation attend all the objectives as soon as possible. Apart from
this when the employees and you volunteers get proper training and learning then they will not

get hesitated to take any challenge and they can face any situation if they have proper learning
and training.
3: HRM approach
Global league for equity welfare is having a large number of employee work force through
which it is being able to develop its strategy and take actions accordingly in such a way that it is
being able to achieve and higher work productivity (Paddock and et.al, 2019). Now since
company's employees are having a proper understanding of the work requirement and the pattern
in which the operations have to be done due to which they are able to improve their working as
per the developed strategy. There are several associated factors which can be taken into
consideration for evaluating the employee performance at Global League for equity welfare.
Employees performance can be tracked through several factors like managing the time and
number of brakes which they have taken within the working hours (Lin, Myall and Jarrett, 2017).
This is an important step because it is important for the corporate to self evaluate its overall
productivity and because of which by monitoring working hours of employees with the number
of brakes which they have taken to complete the given task businesses can identify the working
capability of the employees and hence on that basis suitable strategy can be developed to attain
the desired target.
There are several associated task as well which can be implemented by the corporate and this
include elements like performance management tracker which tracks The working process and
the targets which the employee is able to achieve. Hence on that basis appropriate strategy can be
developed accordingly in such a way that, specific strengths of the employees is being identified
and appropriate measures this can be used to improve the weak areas (Manthorpe and et.al,
2018). Through this the company is facing in terms of taking suitable measures to improve its
working within the market place.
In order to improve the employee working at Global League for equity welfare
reinforcement approach can be used in which employees can be motivated by providing specific
tangible rewards on the basis of their performance within the company. This can be in the form
of additional financial benefits or specific vouchers or any other method by which employees can
be motivated to implement innovative steps within their working by which overall company
working can be enhanced. Similarly by detecting benefits which are being provided to the
Employees the chances of repeating errors on the working place can be reduced by the corporate.

While also there are several associated factors which has to be taken into consideration for
the implementation of the appropriate strategy development by which company’s performance
within the marketplace can be analysed. In terms of Global League, since the corporate is having
a high level of brand awareness because of which it has to guarantee that appropriate measures
are being taken by which higher work productivity can be accomplished. With which desired
measures can be taken to take appropriate measures to use organizational strength to achieve the
target. Therefore in order to attain this primarily organizational teams are often being developed
accordingly.
4: Employee unions
Employees often develop specific groups within the company so that they are being able to
collaborate there working with each other and by which the overall problem solving time which
they are facing can also be reduced. This often leads to development of unions within the
businesses which are being made by the employees groups to secure the employee rights and
limits businesses for violating the employee legislation laws. Several non-union forms of
employees are often being developed within corporate like GLEW. Due to which it becomes
necessary for the corporate that it download its strategy in such a way that it is being able to
mentioned in UN efficient relationship with the employees. Hence therefore appropriate
measures have to be taken such that higher work productivity is being attend bye influencing the
employees to self evaluate there working and take appropriate managers by which the overall
associated work load which the company is having can be divided (Aitken and et.al, 2020). This
is an important step for the corporate due to the fact that it has to guarantee that appropriate
measures are being taken. By which the employees can be influenced to collaborate their
working while also at the same time by which new ideas can be generated by collaborating new
ideas and skills.
Organisational teams are after being developed by corporate through which it guarantees that it is
being able to achieve specific organisational situation. That is why selection of employees for
development of team is being done in such a way that each member is having a proper
understanding about its respective field and is highly being motivated to collaborate its working
to develop an out of the box product by which specific customer requirement can be
accomplished by integrating several other associated factors. This is an important step for the
businesses because by developing a product which is new Andrea within the Marketplace hands

on that basis customers can be influenced accordingly to pay premium pricing that will result in
efficient economic growth and sustainable work productivity (Simmons and et.al, 2017). It is an
important step for the business is that it is being able to influence its employees to collaborate
their working in such a way that their problem solving skills can be improved and can learn new
knowledge and understanding about the various associated factors. Primarily this can be seen in
various situations in which the businesses are being able to evaluate the the external market
working and the desired work requirement and on that basis by taking appropriate measures
overall services which is being provided to the clients can be enhanced.