Human Resource Management Report: Employee Issues and Recommendations

This report provides an executive summary of human resource management issues at Westonwich District Council (WDC). It addresses key themes such as employee well-being, including the importance of connecting with employees, promoting active engagement, developing new skills, encouragin...Read More

HUMAN RESOURCE
MANAGEMENT

EXECUTIVE SUMMARY
Human resource management is helping the organization be able to operate effectively in
different situations. There are changes which the HRM is getting in the organization so that there
are going to be effective working which is going to be present. There are issues which are
discussed in the report which are going to be solved by using the right methods and theories by
the HR so that there is going to be effective working and performance which is going to be
present.

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................4
THEMES..........................................................................................................................................4
Major issues.................................................................................................................................6
Recommendations............................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human Resource management is the backbone of an organization which is going to help
the company be able to operate effectively so that there is going to be effective working which is
going to be present. Making sure that the employees get what they need is going to result on the
satisfaction level of the customers as well. Westonwich District Council is a set of local
government for providing the local population with their needs. The report is going to discuss the
issues which are being faced by the employees of WDC which have to be solved so that there is
going to be effective working which would be present. Employees have to be well satisfied so
that there is going to be higher performance and reaching out to the employees is also going to be
easier for the organization to have which is going to be effective for the brand recognition and
the population is going to get what they expect.
THEMES
Well being of employees
The employees have to be provided with the right well-being in the organization so that
there is going to be effective working which is going to be present. There are 5 steps which are
involved in this framework which are as follows.
 Connect with people
It is important for the HR of the organization to be able to connect with the employees
which are present in the company so that there is going to be decisions accordingly. Employees
of WDC are feeling stressed which has to be solved by the HR so that there is going to be
effective working and efficiency which is going to be present. There is going to be higher
belongingness which is going to be there and that is going to help in the development and more
opportunities are going to rise so that the employees feel more comfortable as well (Li, Sun and
Li, 2019). Balance for the employees has to be found so that they do not feel stressed, and they
are being appreciated for the work they are doing.
 Active
To make the organization be able to operate and function effectively and efficiently in the
market, it is important for the company to make sure that there are right treatment as well which
is being provided to them. Challenges which are being faced by the workforce of WDC have to
be resolved so that there is going to be higher outcomes and the company will be able to make

sure that the demands and needs of the locals are being fulfilled. Positive environment is also
going to be present for a long run which is going to help in making sure that the objectives of the
company are being matched (Junita, 2017).
 New skills
Stress is not going to allow the employees be able to adapt to changes and develop their
own skills in the market which is not good for WDC. There have to be ways to be able to
connect with the workforce by HR so that there are going to be higher productivity which would
be present (Thevanes and Arulrajah, 2017). Westonwich District Council is working in the
market to make sure that the people are getting what they need and expect so that the
government is going to fulfil in their agenda. Improvement in the staff is not going to be visible
till they are not being motivated by appreciating them from time to time.
 Give other a chance
A lot of skills can be learnt from other employees present in the company which has to be
present so that the organization will be able to develop. Westonwich District Council will have to
make sure that there is good kindness which is present so that there is going to be a purposeful
working which is going to be present. Employees have to be positive in nature which is going to
help in further learning which is going to be present (Ko and Ma, 2019). With stress the
employees are going to get frustrated and this is not going to help the other employees as well to
be able to learn new skills and methods to function in the organization.
 Pay attention
Feelings of the employees has to be paid attention to so that there is going to be effective
working which is going to be present. Thoughts of the employees is going to be understood and
better and positive environment is going to rise. Challenges are going to have an issue with
working and the productivity and objectives are not going to be achieved on time. It is important
for the company to make sure that there is effective working (Rihm, Trautmann and
Zimmermann, 2018). The changes in Westonwich District Council have to be positive related to
the employees so that there are going to be higher performance and working which is going to be
present.
Well-being of the employees is important because there has to be good balance which has
to be found so that there would be higher operations which are going to take place. HR will have
to get in these changes which is going to be very helpful for the company and that is going to

make the performance and demands of the locals be fulfilled which is going to be good for the
overall development of the company. WDC is getting in changes which is stressful for the
employees because they are not getting a good balance between personal and professional life
which has to be there (Zhang and et.al., 2019). Result of this section is to understand the
problems of the employees working in WDC so that there is going to be planning accordingly
which is going to be very helpful for a long run which is going to be very essential so that there
is going to be higher outcomes which are going to generate.
Major issues
Effort recognition:
It is one of the major issue which is found among the employees of WDC that the
company is not recognising their efforts which in turn demotivating the employees and due to
this there level of performance is also declining. Employees efforts recognition is one of the
major issue because employees are the main elements in the success of the company and if
employees will be demotivated then it would severely harm the company in the form of retention
of skilled and talented employees which may also leads to declining in the success of the
company. However, WDC in order to resolve this problem may adopt Vroom's expectancy
theory.
Vroom's expectancy theory:
As per this theory employees of the company will be productive and highly motivated
only when the company will make them ensure that they are playing a very important role in the
success of the company and it is only due to their positive efforts the company is leading towards
success (Supatn and Puapradit, 2019). Also, company make them ensure that it will recognize
and appreciate such positive moves of the employees and for that it also guarantee them to give
appropriate rewards.
WDC by following this theory and implementing it in the working operation may
definitely resolve the problem of the employees which will not only helps it in maintaining the
employee's satisfaction but this will also lead to the achievement of more growth and success for
the company.
Increasing stressful situation:

It is also one of the major issue seen in the WDC as per the response of the employees of
it. Employees are facing stressful situation while working in the company which is badly
affecting their level of productivity and performance. Due to such stressful situation most of the
employees found unhappy regarding the company's working policy. It is considered as major
issue because it is the thinking of most of the employees of the company that company is putting
a lot of work pressure on them which is also affecting their personal life and creating a stressful
situation. Thus, WDC has to adopt appropriate model so that this problem would be resolved and
the level of stress will be reduced. For that WDC may adopt Total reward model.
Total reward model:
As per this model companies have to do everything and adopts every strategy for the
betterment of the employees in order to meet the needs of the employees either by providing
benefits to them in the form of financial or non financial rewards or allowing them flexibility in
terms of working and sharing views (Kimura, 2018). This model allows the companies to closely
come in contact with employees and providing and adopting every possible policy or reward for
them so that they will be remained motivated and dedicated.
WDC by adopting this model may help the employees in terms of reducing their stress
level. As per this model WDC may allow flexibility to the employees in terms of working ways
and hours. WDC may also covert the whole task into different segments to make it more
interesting and creative which will not only helps the company in the accomplishment of its
objective but also reduces the level of stress among the employees.

Recommendations
It has been founded that in WDC, employee feels that the stress in their work is getting
increased day by day. They are being pressurised to meet the expectations of the company and
employees are not having any job satisfaction it is the major issue arises in front of the company
so it is recommended to adopt reinforcement theory of B.F. Skinner (Krupić, 2020). This theory
believes that behaviour of any person may get impacted by consequences. It has been stated by
the theory that behaviour of any employees can easily get changed by implementing
reinforcement in work place. In WDC employee are facing more stress while performing their
job. So reinforcement theory can help the company to reduce the issue. The root of this theory is
reinforcement, punishment and extinction. Again reinforcement get segmented into two parts
first one is positive and another is negative.
Positive reinforcement
It is a very strong tool which the management WDC can use to change the behaviour of
the employee. By implementing positive reinforcement employee will put more emphasis on
their job it is one of the best way to let the employee focus on their work. As per this
reinforcement, the top management will give rewards and appreciation to the employees when
they perform extremely well. The extra income, incentive and bonus bring enthusiasm in
employees and they try to bring productivity in their work. In WDC where the employees are
feeling more stress it is recommended that HR and management should impose positive
reinforcement so that employees will not feel stress and they willingly perform the work to get
rewarded.
Negative reinforcement
This reinforcement get implemented when the employees are not performing their job so
the management give them threatening to kick out them from the company so in fear to loose job
they will start working and try to attain their individual goal but in WDC, employees are already
performing well, only they are getting stressful work so in this case no need to apply negative
reinforcement.
Extinction
This reinforcement stop employees to learn behaviour (Farrell, 2020). It is very same as
punishment, management implement this to eliminate the unwanted behaviour of the employee.

But it did not get implemented in WDC as the employees are already devoted to perform their
job they just want to get rid of stressful work.
So it is recommended to the management and the HR of the company to use positive
reinforcement so that employees themselves get promoted and they don't feel stress in their job
by rewarding them and appreciating their work, WDC can overcome such situation and issue.
Apart from this, it founds that the another big issue has been faced by WDC is that most of the
employees are feeling that their work and efforts are not getting recognised and appreciated, only
few people are feeling safe. It is recommended that management should impose Maslow's need
hierarchy theory to motivate the employee.
Physiological needs
These states that each human and employee should fulfil the basic need for survival
such as – food, air, cloth shelter etc. if these needs don't get satisfied employee can't function
well in the organization.
Safety needs
After satisfying the physiological needs, safety need should be satisfy. security of job
and safety is very important for any individual for the survival (Noltemeyer, 2020). Financial
security, emotional security etc. come first for any person. So the employees of WDC should
satisfy such needs.
Love and belongingness
This is the third need which has to be fulfil, it is a social need which any person wants
in its day to day life to stay motivated. It includes friendship, trust, affection, relation with
colleagues all these things will remain the employees of WDC motivated and focused towards
their goal.
Esteem needs
This comes on the fourth level; of Maslow's need hierarchy which shows dignity,
achievements, independence and willingness to get reputation in the society. Because respect
and reputation is very important for any person or employee, because self -esteem or dignity
makes the person motivated towards the life goal as well as the individual goal which they have
to perform in their job.
Self- actualization needs

This is the last stage of Maslow's need hierarchy but it is very important for the individual, it
describes the potential, capabilities, growth and failure of the person in their life and in job as
well (Desmet, 2020.). It shows that employees and individuals are very passionate about their
dreams and goals. It also refers to the passion of individual whether they have interest in writing
or painting, these thing keeps them motivated.
CONCLUSION
From the above report it can be concluded that the major issues is the satisfaction of
the employees who are present in the organization which has to be worked upon. There is a lot of
pressure which is present on the employees which is going to create a limitation on the people
which is not going to be effective for the company to have for a long run. Employees are putting
in their personal best in the organization, but they are not receiving this appreciation which is not
going to be effective for a long run. Employees have to be rewarded and motivated by some kind
of mental or physical reward so that they continue to give in their personal best in the
organization which is going to be very effective for the company for a long run. Issues which are
present in an organization can be solved by the HRM of the company so that there is going to be
effective working and fluency which would be present in the company. There are a lot of
theories which can be used by the organization in order to make sure that there is effective
improvement which is taking place so that there would be better operations and higher brand
value and satisfaction, loyalty of the customers which is going to be present as well.

REFERENCES
Books and Journals
Desmet and et.al, 2020. Beyond Maslow’s pyramid: introducing a typology of thirteen
fundamental needs for human-centered design. Multimodal Technologies and
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Farrell and et.al, 2020. Reinforcement sensitivity theory and goals in tattooed
individuals. Personality and Individual Differences.167. p.110234.
Junita, A., 2017. The interaction between human and organizational capital in strategic human
resource management. International Research Journal of Business Studies. 9(1).
Kimura, and et.al., 2018. Internal model from observations for reward shaping. arXiv preprint
arXiv:1806.01267.
Ko, Y.J. and Ma, L., 2019. Forming a firm innovation strategy through commitment-based
human resource management. The International Journal of Human Resource
Management. 30(12). pp.1931-1955.
Krupić and et.al, 2020. How reinforcement sensitivity theory relates to self-determination
theory. Personality and Individual Differences.155.p.109705.
Li, S.L., Sun, F. and Li, M., 2019. Sustainable human resource management nurtures change-
oriented employees: Relationship between high-commitment work systems and
employees’ taking charge behaviors. Sustainability. 11(13). p.3550.
Noltemeyer and et.al, 2020. The relationship between deficiency needs and growth needs: The
continuing investigation of Maslow’s theory. Child & Youth Services, pp.1-19.
Rihm, T., Trautmann, N. and Zimmermann, A., 2018. MIP formulations for an application of
project scheduling in human resource management. Flexible Services and
Manufacturing Journal. 30(4). pp.609-639.
Supatn, N. and Puapradit, T., 2019. Roles of expectancy on employee engagement and job
performance. JABS.5(2). pp.88-98.
Thevanes, N. and Arulrajah, A.A., 2017. The search for sustainable human resource
management practices: A review and reflections. In Proceedings of Fourteenth
International Conference on Business Management (ICBM)(pp. 606-634).
Zhang, H and et.al., 2019. Human resource practices and migrant workers' turnover intentions: T
he roles of post‐migration place identity and justice perceptions. Human Resource
Management Journal. 29(2). pp.254-269.
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