Report on HRM Issues and Recommendations: Westonwich District Council

This report provides an executive summary of the HRM issues faced by Westonwich District Council, a government subsidiary. The report delves into employee perceptions regarding work satisfaction, management, training, and the working environment. Key themes such as self-esteem, social security, satisfaction with work, and coordination levels are analyzed based on survey findings. The report identifies two key issues: the need for improved training and development programs and the impact of these issues on employee appraisal and promotion opportunities. It also discusses the importance of addressing financial constraints and the impact of these issues on the organization. Recommendations are offered to address these issues and maintain employee efficiency and effectiveness.

Human resource
management

EXECUTIVE SUMMARY
This report helps in understanding the issues faced by the employees and employer
during the job. This report summarized about the points which plays vital role in the job
satisfaction of the employees and how the reward theories and motivation theories help employer
to motivate employees and how these two issues can be resolved. This report also provides the
recommendations to resolve this issue to maintain the efficiency and effectiveness of employees.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Categorize the findings into themes with a brief discussion of why these are issues or areas for
concern. It is important to consider that some findings may fall into more than one theme or
category and that some findings may not easily fall into any. Your justification for why a
finding falls into a theme or category is, therefore, a key part of this task............................4
Identify two key issues and provide justification for why these are the key issues that must be
addressed first. There is no single correct answer to this, therefore, you will be graded upon
the strength of your justification.............................................................................................6
CONCLUSION................................................................................................................................8
RECOMMENDATIONS.................................................................................................................8
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation functioning depends on the effectiveness of the employees work. This is
achieved by effectively managing the human resources of the organisation and in order to
achieve organisation goals and objectives. Human resource management deals with the
recruitment and selection of the skilled employees for the organisation, training and development
programmes for employees, solving issues related to their salaries, wages, bonuses etc. Human
resource management helps in retaining the skilled employees, as we all know skilled employees
are considered as asset for the organisation. Human resource management helps employees in
adjusting with the work environment and helps in adapting the norms and policies of the
organisation. Human resource management helps in safeguarding the rights of the employees and
prevent their rights form exploitation. Human resource management helps employees in
collaborating and coordinating with each other in order to achieve the goals effectively.
Organisation also focuses on developing the skills of employees so they can help them in
achieving the goals and to develop and maintain the quality of work life in the organisation.
Human resource management motivates employees to work hard in order to achieve goals and
give them appraisals and rewards to motivate them. This report is based on the HRM issues
faced by the Westonwich district council. Westonwich district council is a government
subsidiary which involves in the activities such as tax collection, housing benefit, promoting
tourism etc. This report helps in tackling the issues faced by the council and the steps which
should be taken by the council in order to solve the issues related to human resource
management (Adla, Gallego-Roquelaure and Calamel, 2019).

MAIN BODY
Categorize the findings into themes with a brief discussion of why these are issues or areas for
concern. It is important to consider that some findings may fall into more than one theme
or category and that some findings may not easily fall into any. Your justification for why
a finding falls into a theme or category is, therefore, a key part of this task.
The survey conducted by the Human resource manager in Westonwich district council
revealed many important facts about the perception of employees working in the organisation
with regards to many domains like work timing, issues with management and colleagues,
remunerations, level of training and skills being imparted to them, nature of work, work timings,
working environment in the council etc. It is important for the management in the council to
make a good understanding of these issues first, in order to take further steps for resolving theses
issues. It is then only the management and employees together will be able to work efficiently.
For the purpose of making good understanding of the issues the report has categorised
finding of survey into certain themes. Thematic understanding will not only help management to
make good understanding of the issues but to comprehend the perception of employees as well.
Self-esteem and Social security of employees
The findings revealed that 61% of employees can find their work rewarding whereas only
13% enjoyed the work. Only 44% of employees were satisfied by the kind of work they were
doing. And, the level of responsibility, discretion and recognition with respect to work were
derived 71%, 37% and 27% respectively. Only 28% employees mentioned they were listened in
the council. Stressed working environment came another big problem when 90% employees
agreed to this, 83% felt that workload increased in past years. These issues are a challenge to the
sense of accomplishment for employees in the work. Unless they do not feel their work has
worth for the council, they are contributing in the development of the organisation, employees
will not attain the level of morale required for development council. Self esteem is an important
psychological need for employees. This was better mentioned in Maslow's hierarchy theory.
Besides, the social security and safety of employees is also not seen met from the survey.
21% of employees said they were satisfied by the pay and benefits they received in the
organisation. And clearly nobody in the organisation agreed to be very satisfied from benefits.
Training and development policies adopted by the management were perceived satisfactory by
only 32% employees. Although 70% employees found promotion opportunities satisfying, but

the overall results were not meeting the levels that are desirable. The social security benefits
becomes crucial in any organisation because the ultimate reason for an individual is to work for
it. Growth and good remuneration allows them and their families to lead a quality life and
enhance their social status. The result that 36% employees were only feeling their job is secured
is neither beneficial for organisation nor employees. These results concluded in the finding that
54% employees are trying to seek alternative employment options.
Satisfaction with work and working environment
This theme includes that whether the kind of work, working environment are satisfying
employees or not. Working environment comprise many dimensions such as timing of work,
days of leisure, job assurance, safety environment in office, coordination among staff and
employees etc. To this, the survey highlighted that 64% employees were comfortable with timing
of work. Coming to nature of work 13% said that they enjoyed it, 90% employees found stressful
at workplace, and 83% agreed to increase in workload. Results of coordination among
employees were not satisfactory when it came out that with the senior managers only 20% felt
coordinated and with line managers only 55%. However 72% felt valued and supported by
colleagues. Physical environment in the council was satisfactory for only 59% of employees.
Some positive results under this theme includes, the policy of equality and diversity
followed by management. 88% employees felt happy with this. 50% of employees said
adaptation to change by the management was well managed. But, looking at the results of
listening to employees, job security and discretionary powers delegated to employees, that are
37%, 36% and 21% respectively, calls for many improvements in creating a healthy, happy and
safe working environment for al. Increase in such values will help employees to focus on just
work and do not pay attention to other concerns.
Coordination levels in the Council
Coordination within organisation is of utmost importance to achieve satisfactory level of
efficiency in work and seek targeted results. Coordination means to that the decisions and
perception of one level in organisation is supportive and helpful for the other level. It creates an
understanding environment in the organisation. Also, it helps avoiding misunderstandings,
miscommunication, overlapping of work and useless works. It can be achieved by Human
resource manager by specifying clear guidelines of job responsibilities, accountability and code
of conducts within the council. Also, every employee should be fully aware about the job and

role, that one has to perform in the council. This can better be done by imparting effective
training to employees. But the result from the survey showed the satisfaction level in training
was 32% only. The job of establishing coordination is continuous and not one time job. Also it
exists at inter-departmental level and intra-departmental level.
The issue of lack of coordination raised from the outcomes of survey that 28% employees
felt not valued and supported by colleagues. 55% felt supported by line managers and only 20%
by senior managers. The responsibility of establishing coordination is more important at the
managerial levels. Also the results of being listened to work, 28%, and delegation of discretion,
37%, and amount of recognition received by employees, 27%, points out that coordination level
is poor and need serious improvements.
Identify two key issues and provide justification for why these are the key issues that must be
addressed first. There is no single correct answer to this, therefore, you will be graded upon
the strength of your justification.
Westonwich district council being an institution with very small number of employees
have avast range of local government services that they provide to the more than 75,000 people
living in the west of England. As they are few in numbers they are facing various problems and
also like all other government sector offices they are also facing a lot of financial problems. As
discussed in the previous question there are a lot of findings that are making a big problem for
the management (Bratton and Gold, 2017). Although the HR team of Westonwich district
council is very small and because of their small size they are facing a lot of issues. Some of the
major issue that need to be addressed for the well being and good functioning are :
 Training and development – one of the major or the key findings that needs to be
addresses is the problem of the training and development which is also related to the
appraisal. According to the questionnaire, it is found that the employees of Westonwich
district council are not being provided with adequate training and development program
and because of that they are lagging very behind all the others. They are also not being
provided enough materials for the appraisal of their skill. When the employees are not
trained or developed they easily become outdated and lethargic in their working and this
going to cost the company a lot. Westonwich is not providing their employees with
enough training for a long time their employee are not able to upgrade their skill set and

due to which they are not able to work with their full potential. When doing the training
and development program the company comes to know more and more about the strength
and weakness of their employee and with knowing this Westonwich will be able to work
on the weakness of the employees and they can also use their strength to the maximum
potential. Without proper training and development the employees won't be able to
increase their skill set and without upgrading or increasing their skill set they won't be
able to get appraised (Collings, Wood and Szamosi, 2018.).
Without the proper training or the required skill set the employees cannot be
appraised. Westonwich district council is also not providing them with ten proper training
and development, hence stopping the window of their growth and their appraisal. The
appraisal are of two types salary appraisal and the position appraisal. The salary appraisal
is away through which the company increase the salary of the effective and the efficient
employee but due to the financial condition and the lack of trained and developed
employee. Inefficient training and development for the organisation have become an
obstacle in the position appraisal of the employees as well. The employees working in the
organisation are not qualifies enough to handle the responsibilities that comes with
promotions and therefore they can not be promoted, this have created a deficiency in
leadership staff of the organisation. Without basic training and development the
workforce of the organisation is unable to passed criteria for promotions. This have
impacted the organisation in more ways than imaginable. Every employee in an
organisation have different motivations for staying in the company, and for all the
employees for whom this motivation revolved around promotions, staying in the
organisation have become difficult because the basic reason why they have joined the
organisation is not being fulfilled (Harrison and Bazzy, 2017).
◦ Job security – another key issue that the Westonwich district council faces is the
issue related to the security of the employees. The employees at Westonwich district
council are not happy with their work as the company is not providing them job
security. Although the 36 %people are happy with their job but 54% of the employees
are seeking an alternative job which is providing them with job security. When the
old staff leaves Westonwich district council will be recruiting new talent on contract
basis or temporary basis and because of this they are not secure in their job. They are

also not provided with any other job benefits. Due to their poor financial conditions
they are not able to give their employees the basic job security which everyone wants
when they are doing the job because of all this 56% employees are not satisfied with
their job and they are also searching for an alternative job because of the in sufficient
appraisal and because of the insufficient job security. What Westonwich district
council is doing is that they are taking a lot of work and they are not providing their
employees with the adequate pay that they require (Hewett and et. al.,2018).
The above issues which is mentioned above can be resolved by using the motivation and reward
theories as the maslow hierarchy theory which states that the employees motivation comes
through satisfying it's needs and wants as it motivates employees to work towards achieving the
goals and objectives of the organisation as it helps organisation in maximising the productivity
and efficiency of the organisation. Maslow's theory states that there are are five parts which is
important in the motivation of employees such as the physiological which needs food and
clothing and employee expects that the basic need of food and clothing, self-esteem and self
actualization helps in motivating the employees and job of the individual should be able to fulfil
these needs. Reward model helps in motivating employees as the appraisal motivate employees
to work hard and achieve desired goals and objectives and also it motivate employees to perform
better and it creates the high working culture in the organisation which is beneficial for the
organisation. Reward theory helps in boosting employee morale as it helps employee to develop
it's skills in order to deliver quality performance for the organisation.
CONCLUSION
The above report concludes that how HRM functions and strategies will help council in
solving their issues. This report helps in understanding the different issues faced by the
employees in the organisation which affects the performance of the organisation and also affects
the performance of the employees. This report also helps in understanding that HRM is one of
the key factor in managing the human resources effectively as employees are one of the
important part of the organisation and their effective working helps organisation in achieving the
organisation goals and objectives. This report concludes that the needs and wants of the
employees should be fulfilled by the organisation as it affects the performance and productivity
of the employee as well as of organisation.

RECOMMENDATIONS
Every problem has a solution to it and in this case the problem to Both the above
discussed issue can be solved through taking corrective measure these measures are the practices
of human resource management. With the help of HRM practice all the problems can be solved
which are there in an organisation. The recommended solution for the above stated problems are
as follows:
 Training and development program – through providing training and development
program to the employees in Westonwich district council they will be providing their
employees with an window thorough which they can all easily grow. These program are
the investment that they can do for the upliftment of the employees and this training and
development program will also let the employee to grow more and more this will also
ultimately result in the betterment of the company. As when the employees develop they
realises their full potential and then starts to work according to it. And also when the
company realises the full potential of the employee then they can easily make them do
the task according to that (Lorincová and et. al., 2018). When the employee skills are
developed then the working will become more and more effective and efficient and the
ultimate result for that will be the profit that the company will be enjoying. From this the
company have to give various appraisal to the employees like giving them promotion or
increasing their salaries. By providing them with the increase in the pay and in promoting
them Westonwich district council will be increasing the motivation of the employee
through this and they will be resulting them with working on their full potential
(Marchington and et. al., 2016).
 Job security – through providing the employees with job security Westonwich district
council will be increasing the motivation of the employees. Through providing the job
security yo the employees Westonwich district council will be increasing their
engagement with the employees and this will result in retaining them the previous
employees and through this the employees will not be searching for the alternative job
that the 56% of them were looking for when they were not provided with the job security
earlier before. Westonwich district council also have to think of the various befits that
they will be providing their employees with. They have to provide their employees with
incentives and all other benefits. They also have to make them understand the benefits of

working in the public sector unit. When working in the public sector unit they will be
getting recognized more than the workers that are working in the private sector unit.
When they will provide their employee with training then they will pay them back as
profit and this will help the company to have a better financial standing and they will then
be paying them with the incentives and they will also be providing them (Ogbonnaya
and Messersmith, 2019).

REFERENCES
Books and Journals
Adla, L., Gallego-Roquelaure, V. and Calamel, L., 2019. Human resource management and
innovation in SMEs. Personnel Review.
Bombiak, E., 2019. Green human resource management–the latest trend or strategic necessity.
Entrepreneurship and Sustainability Issues.6(4). pp.1647-1662.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Collings, D. G., Wood, G. T. and Szamosi, L. T. eds., 2018. Human resource management: A
critical approach. Routledge.
Harrison, T. and Bazzy, J. D., 2017. Aligning organizational culture and strategic human
resource management. Journal of Management Development.
Hewett, and et. al., 2018. Attribution theories in human resource management research: A review
and research agenda. The International Journal of Human Resource Management.29(1).
pp.87-126.
Lorincová, S., and et. al., 2018. Strategic instrument for sustainability of human resource
management in small and medium-sized enterprises using management data.
Sustainability.10(10). p.3687.
Marchington, M., and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Obedgiu, V., 2017. Human resource management, historical perspectives, evolution and
professional development. Journal of Management Development.
Ogbonnaya, C. and Messersmith, J., 2019. Employee performance, well‐being, and differential
effects of human resource management subdimensions: Mutual gains or conflicting
outcomes?. Human Resource Management Journal.29(3). pp.509-526.
Olson, E. M., and et. al., 2018. The application of human resource management policies within
the marketing organization: The impact on business and marketing strategy
implementation. Industrial Marketing Management.69. pp.62-73.