University HR Strategy Case Study: Reflective Assessment 1 Analysis

This report presents a reflective assessment of the Aztek Financial Services HR strategy, examining the challenges faced by the company. The assessment highlights issues such as high employee turnover, poor communication between management and staff, lack of performance management, and poor leadership. The report analyzes the external business environment, including political situations, legal and regulatory impositions, and stringent employment legislations, and their effects on organizational operations. It emphasizes the pivotal role of HR management in empowering employees and supporting management in achieving common interests. The analysis draws on various academic sources to support the observations and suggests that the HR department must mitigate issues in the business situation through reviewing employment-based legislations, developing policies to adhere to compensation and other regulations, and elevating communication practices between employees and management for identifying and resolving issues. The report concludes by emphasizing the importance of HR in balancing the interests of shareholders and stakeholders while improving employee satisfaction and organizational performance.

Running head: REFLECTIVE ASSESSMENT
REFLECTIVE ASSESSMENT
Name of the student
Name of the university
Author note

1REFLECTIVE ASSESSMENT
The different changing business environments pose a serious threat to the organizational
operations in the international markets. It has been observed that the political situations creates a
pressure on the operational frameworks of an organization. The intervention of the government
based on legal and regulatory impositions affect the capability of the organisation in retaining the
commitment and trust of the customers. According to Hatum (2017), the HR personnel of an
organization might encounter significant issues due to the clashing interest of the principals or
the shareholders with the stakeholders like the employees. The employees demanding more
compensation might affect the rate of margins earned by an organization, which might result to
reduced interests of the shareholders.
Therefore, the HR personnel of an organization might encounter significant challenges
while acting as an intermediary force between the organizational management and the
employees. Again, the stringent employment legislations in a nation might affect the capability
of an organization in keeping the employees satisfied. The discrepancies in the external
environment with the rising stringency of the labour laws might affect the HR operations of the
venture. Becker and Smidt (2016) opined that the HR management of an organization is directed
towards the development of the different resource based operations while keeping the employees
satisfied and contended with the work process. In this connection, the diverse alterations in the
organizational operations are based on the effective functioning of the different systems in
accordance with the common goals of the venture (Hatum 2017).
The HR of the organization must take the initiative of mitigating the issues in the
business situation through reviewing the employment based legislations and developing policies
for adhering to the compensation and other clauses that are enlisted in the regulations. The
enumeration and adaptation of the legislative frameworks in the policy of the organization would

2REFLECTIVE ASSESSMENT
allow the HR of the organization in driving satisfaction of the workforce. The HR of the
organization reviews the legislative and regulatory requirements while imbibing the same in the
different operational policies for elevating the overall operation of the venture (Patel et al.
2018). It would allow the organization in maintaining the effectiveness of the business operations
while operating as per the common goals of the venture.
On the other hand, it has been observed that most of the employees in the organization
are dissatisfied about the lower grade pays that are provided to the same. In this connection, the
HR must take the initiative of consulting with the hierarchy of management and thereby develop
strategies with the purpose of retaining the commitment of the employees. The collaborative
practices of the HR with the organizational management would allow in elevating the position of
the venture while retaining the trust of the same towards the processes. The short term changes
and long term aspirations of an organization might be fulfilled through communication (Flores,
Posthuma and Campion 2016). Therefore, the concerned organization might take the initiative
of elevating the communicational practices between the employees and the management for
identifying and resolving the issues that are being encountered by the same while operating in
the processes. Therefore, from the above assessment it might be stated that the HR management
plays a pivotal role in empowering the activities of the employees while supporting the
management in achieving their common interests.

3REFLECTIVE ASSESSMENT
References
Becker, K. and Smidt, M., 2016. A risk perspective on human resource management: A review
and directions for future research. Human Resource Management Review, 26(2), pp.149-165.
Flores, G., Posthuma, R.A. and Campion, M.A., 2016. Managing the risk of negative effects of
high performance work practices. Understanding the high performance workplace: The line
between motivation and abuse, pp.15-38.
Hatum, A., 2017. Human resource management as facilitator of creativity. In Mastering
Creativity in Organizations. Edward Elgar Publishing.
Patel, P.C., Li, M., del Carmen Triana, M. and Park, H.D., 2018. Pay dispersion among the top
management team and outside directors: Its impact on firm risk and firm performance. Human
Resource Management, 57(1), pp.177-192.