Comprehensive Report: Analyzing HRM Issues and Solutions at GTR

This report provides an in-depth analysis of Human Resource Management (HRM) issues within Govia Thames Link Railway (GTR). It explores key management challenges, including compensation, working hours, and employee dissatisfaction, and examines how these issues impact the company's performance. The report delves into the HRM planning process, outlining objectives, manpower management, forecasting, and the importance of training and development. It also evaluates developmental activities, such as counseling, and performance appraisal systems, designed to improve employee performance and productivity. Furthermore, the report discusses relevant employment legislation concerning pay, wages, and benefits, and offers recommendations to address the identified challenges and improve overall HRM practices within GTR. The content is contributed by a student and available on Desklib for study purposes.

Running head: Human resource management
Human resource management

Human resource management
Table of Contents
Introduction.................................................................................................................................................3
Task: 1 two management issues in GTR.......................................................................................................3
Task: 2 HRM planning process.....................................................................................................................4
Task 3: Developmental activity that GTR’s HR department can improve their employees performance....6
Task 4: Employment legislation in GTR........................................................................................................7
Recommendations and conclusion..............................................................................................................9
References...................................................................................................................................................9
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Introduction
The report talks about the roles and responsibilities of the human resource management.
It explains the roles and responsibilities of HRM within the organization. The report is based on
the Govia Thames link railway company. It explains that how the company is dealing with
various key management issues at the workplace. It also tells that how the company is using
human resource planning process to reduce the staffing issues within the organization.
Furthermore, it describes the developmental activity to deal and manage the performance of the
railway drivers and other workers.
Task: 1 two management issues in GTR
Govia Thames link manages and operates the railway department. It is the railway
operating company which manages and operates the Thames link, Southern and Great Northern
rail franchise in England. Along with this, it provides various airport services to the people. It
operates and manages approx 238 stations around the world. There are various key management
issues entertained and faced by the human resource management of the Govia Thames link. The
company faces various issues such as basic pay, salary, compensation and working hours of the
job (Thompson, 2011). The people are going on strike due to the human resource management
issues within the organization. The major issue in the company is compensation and incentives
which affect the performance and efficiency of the workers in the organization. Basic salary and
pay is the primary issue in Govia Thames link which is faced by the contractors at the workplace.
The company does not provide suitable remuneration and salary to the railway drivers and other
workers thus various challenges are faced by the company. Many people do overtime but the
company does not pay for overtime and extra work in the organization. Therefore, it affects
productivity and quality of the employees. They do not feel happy in the organization and they
get disappointed (Belser and Rani, 2011).
The company has committed to increase the salary and basic pay of the employees. But
they do not increase the salary and basic pay of the drivers. Hence, they do not perform the task
and duties effectively and efficiently. Along with this, the company has fixed the working hours
of the workers which should be 35 hours four day a week. But the employees have to do work
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more than fixed hours. These challenges and key issues are faced by the Govia Thames link. In
addition, the company is not able to provide other allowances and benefits to the workers. They
do not motivate and encourage the performance and efficiency of the workers. Apart from this,
the environment of the company is not good and effective. The firm is not able to provide
training and development sessions to the employees at the workplace. All these issues are faced
by the company in Govia Thames link (Thite, Wilkinson and Shah, 2012).
Now the company needs to manage and control all these issues to increase and maximize
the profit and revenue of the company. The company must improve the sustainable human
resource management. They should increase the salary and basic pay of the railway drivers and
other workers. Along with this, Govia Thames Link provides remuneration, bonus, rewards and
other benefits to the potential and capable employees within the organization. The organization
must focus on the working environment and culture of the company. HRM should take care of
the basic facilities of the workers. Apart from, training and development sessions must be
conducted by the firm to increase and improve the performance of the new workers. They should
maintain proper coordination and communication with workers. If the employee is facing any
problem and issue then HRM must resolve these issues and problems within the organization
(Preston, Pritchard and Waterson, 2017).
Govia Thames Link must fix the working hours of the drivers and other employees to
provide satisfaction and job security to the workers. In addition, the contractors should focus on
the services of the company. Regular feedback and reviews should be collected by the company
to analyze and evaluate the productivity of the employees. All these issues and challenges must
be reduced by the company to manage and control the people management issues of the GTR
(Monsuur et al, 2017).
Task: 2 HRM planning process
Human resource planning process is an important and essential function of the HRD to
manage and operate the employees of the company. HRM can successfully implement a
sustainable and effective human resource planning process to operate and manage its current
staffing related issues and challenges. The HR planning process has been discussed below
(Brown, 2013).
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Objectives of the human resource planning: The human resource planning process should be
matched with overall plans and programs of the GTR. It will help to fill the future vacancy of the
company.
Current manpower stock: The current manpower stock should be maintained and controlled by
each and every department of the GTR. It will help to reduce the shortage of the manpower
within the organization (Marler and Fisher, 2013).
Supply/Demand forecasting: GTR should check and evaluate the demand and supply of the
manpower within the organization. This process helps to maintain a balance between demand
and supply of the manpower in the global market.
Determining net requirement: GTR must evaluate and analyze the demand and supply of the
manpower before deriving at any conclusion. It is the important step of the human resource
planning process within the organization (Budhwar and Debrah, 2013).
Redeployment and redundancy: In redeployment, the surplus workers in one department are
transferred to another department where the shortage of employees estimated. Further, in
redundancy where surplus workers cannot be redeployed.
Employment program: It is required to prepare the programs of the recruitment, selection,
promotion, and transfers to attain the long-term goals and objectives of the firm (Marescaux, De
Winne, and Sels, 2012).
Training and development: It is an important step of the human resource planning process to
provide experience and knowledge to the railway employees. Through training and development,
the employees can understand the working environment and culture of the GTR.
Evaluation of human resource planning: After implementing the planning process, HRM
should evaluate and analyze the effectiveness and efficiency of the human resource planning.
These are the important step of the human resource planning to manage and operate its current
staffing related issues and challenges (Mandip, 2012).
Apart from this, Govia Thames Link uses various other strategies and policies to resolve
the staffing issues. For example, the company can use reward and compensation system to
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reduce the employee turnover within the organization. In addition, the company must focus on
the conflicts and disputes of the employees which are raised at the workplace. The firm should
conduct an audit to review and handle the staffing and recruitment issues within the organization.
Proper utilization of resources must be done by the company to increase and maximize the
revenue and profit of the company. Along with this, the company should use effective staffing
process to appoint the potential and capable employees in the organization. The staffing process
includes the estimating manpower requirements, recruitment, selection, placement and
orientation, training and development. Now it is assumed that the company must focus on the
staffing process to manage and control the recruitment and staffing issues within the
organization. In addition, the company must appreciate the potential and competent employees
for improving the performance of the workers (Parry, 2011).
Task 3: Developmental activity that GTR’s HR department can improve
their employee's performance
Effective and unique activities are used by the company to improve and enhance the
performance and productivity of the GTR workers. It also helps to maximize the outputs and
productivity of the employees. The company can use counseling activity to improve the quality
and efficiency of the workers. It provides knowledge, information, and experience to the railway
employees for increasing the revenue and profit of the company. Counseling helps to improve
the skills and competencies of the workers. The firm should appoint a counselor to provide
counseling session to the workers. It can create a culture of greater synergy in GTR learning and
development. It helps to increase the self-awareness of the employees. Counseling also helps to
improve the self-esteem of the railway drivers and other workers in GTR. It helps to develop and
improve a favorable outlook and healthier lifestyle in the organization (Gilbert, De Winne, and
Sels, 2011).
It also improves and enhances the behavioral tendencies of the railway workers within
the organization. It reduces mental stress, frustration and personal issues of the workers related to
the work. It also helps to reduce and prevent the absenteeism within the organization. It
determines the personal growth and success of the employees. Counseling develops and
increases the level of confidence of the employees. It also helps to explore and expand thoughts,
ideas, and knowledge of the workers. It helps to maintain collaboration and cooperation between
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employer and employee. It helps to attain the long-term goals and objectives of the company.
Counselor motivates and inspires to the employees to do work with more effectively and
efficiently within the organization. The employees share their problems and issues with a
counselor to get good output within the organization. It also helps to develop and build team
spirit within the organization. Along with this, the company uses effective and unique counseling
techniques and strategies to improve and enhance the performance and efficiency of the workers
(Jiang et al, 2012).
Apart from this, the company can use performance appraisal system to attract and retain
more railway employees within the organization. The company should provide compensation
and other allowances to the workers to increase the level of satisfaction of the workers in the
organization. HRM is the backbone of each and every company to run the business activities and
operations smoothly. Furthermore, the company should use the recruitment and development
strategies to recruit the competent and capable employees in the GTR. In addition, the company
must focus on the grievances and conflicts of the employees to carry the business activities
efficiently and effectively (Allegretto, Dube and Reich, 2011). Apart from this, Govia Thames
Link must focus on the reward system to encourage workers for doing work successfully. In this
way, the company can meet its long-term goals and objectives within the organization. It will
also help to prevent the strike of the workers in GTR. Apart from this, the company must fulfill
the needs and requirements of the railway employees to enhance the efficiency and productivity.
Along with this, the company should implement some other strategies and plans to increase the
productivity and performance of the railway drivers. The appropriate working hours should be
fixed by the company to make happy to the employees in the organization (Gruman and Saks,
2011).
Task 4: Employment legislation in GTR
A) Pay and wages: There are various rules, legislation have been made by the government to
provide satisfaction to the employees within the organization. The payment of wages act 1936
has been made by the government. Along with this, minimum wages act 1948 has been made by
central government and provincial government (Bhorat, Kanbur, and Stanwix, 2014). The
minimum wages and pay include basis rate of pay, wages, basic rate of wages and cost of living
allowances. The minimum wages act 1948, provides minimum wages and pay in certain
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employment. The company should provide minimum wages to skilled and unskilled workers.
This act is statuary not legally binding by the companies. Further, payment of wages rules, 1937
has been made by the government to provide appropriate wages to the workers. Apart from this,
payment of bonus act 1965, has been implemented by the government to provide a minimum
bonus to the workers. Further, GTR has made rules for the overtime, vacation pay and statutory
holidays (Patro, 2016). Proper records must be maintained by the company within the
organization. In addition, the company also uses leadership styles to influence and control on the
supervisors in the organization. According to minimum wages act 1948, the employer is liable to
pay basic salary and wages to the employees on regular basis in a month. The minimum wage
and basic pay is determined and fixed on the daily, hourly and monthly basis. Along with this,
employee’s rights act 1996 has been made by the government to protect the rights of the
employees. In addition, the company should make some other rules, strategies, and policies
within the organization (Acharya, Baghai, and Subramanian, 2013).
B) Contracted working times: There are various rules and regulations have been made by the
government. The factories act 1948, has been implemented by the government to determine the
working hours of the employees within the organization. According to this act, every adult who
has completed 18 years of age they cannot work for more than 48 hours in a week and 9 hours in
a day. The employees cannot exceed more than 10 hours in a day within the organization. If an
employee is working extra hours then the company provides extra incentives and bonus to the
workers (Singh et al, 2012). Further, health and safety act also has been made by the
government. The working time legislation act came into in existence on the 1st October 1998.
This act applies all full-time, part-time and casual employees and agencies within the
organization. According to working time regulation act, the average working hours is 48 hours
per week in which employees may be essential to work. The night workers cannot do work more
than 8 hours in a day. Along with this, free assessment should be provided by the company to the
night workers. In addition, meal break should provide to the workers in GTR. Along with this,
5.6 weeks paid leave per year should provide to the employees. The company must provide sick
leave and annual leave to the employees. Further, the firm should provide favorable working
environment and culture to the employees. The female workers cannot do work beyond 6 am to 7
pm within the organization. Along with this, children cannot do work who is below the age of 14
years. It is restricted by the government in every organization. Furthermore, the company should
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not abuse the children’s and female workers at the workplace. These rules and legislation have
been made by the government (Heyes, 2011).
Recommendations and conclusion
Now it is recommended that GTR should focus on the human resource management
strategies, plans and policies to resolve the key management issues within the organization. It
must focus on the human resource planning process and working time of the railway workers
within the organization to improve the performance of the employees. Along with this, GTR
must focus on the grievances and conflicts of the railway employees to do work effectively and
efficiently.
On the above discussion, it has been concluded that the case study explains the key issues
and problems of the Govia Thames link. Thus, the company develops and builds sustainable
human resource management to resolve and overcome these issues within the organization. It
uses effective tools, techniques, and methods to reduce these key management issues in GTR.
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