Analysis of HRM Challenges: Westonwich District Council Report

This report analyzes human resource management (HRM) issues faced by the Westonwich District Council, a local government entity. The introduction highlights the importance of effective HRM in achieving organizational goals and retaining skilled staff. The main body categorizes findings from a council staff survey, identifying key themes such as training and development, job security, and employee satisfaction. The report then identifies training & development and job security as the two key issues requiring immediate attention, providing justifications based on survey results and their impact on employee morale and performance. Recommendations are provided to address these issues, including implementing comprehensive training programs and ensuring job security through various benefits and assurances. The report emphasizes the need for these measures to improve employee engagement, productivity, and overall organizational effectiveness, ultimately leading to better service delivery and a more satisfied workforce. The report references various HRM theories and practices to support its arguments and recommendations.

Westonwich District
Council

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
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..................................1
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..................................................................................................3
Provide recommendations as to how those two key issues can be addressed. The
recommendations should be justified with evidence as to why they might work.......................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Organisation functions based upon effectualness of staff working. Moreover, it can be
attained through effectually managing human resource of entity as well as for attaining business
goals and targets. Also, HRM deals with recruitment as well as selection of competent staff for
firm, training & development session for staff, resolving problems associated to its incentives,
wages and many others. Human resource management assist to retain proficient staff as it has
been undertaken that most of the firm undertakes competent workers as an asset (Akingbola,
2020). It aids staff to adjust with working atmosphere as well as assists to adopt guidelines and
norms of whole firm. Additionally, it also assists to safeguarding the staff rights and prevents its
rights from exploitation. Also, entity concentrates upon improving the proficient staff so that it
may aids them to attain objectives as well as for developing and maintaining the work life quality
into firm. it encourages workers to perform harder for attaining objectives as well as provides
them appraisals and rewards for inspiring them. This report is formed based upon the human
resource management problems faced through Westonwich District Council. It is undertaken as
the government subsidiary that incorporates into practise like housing benefits, promotion
tourism, tax collection and many others. The topics which are discussed in this report are the
problems faced through council, steps which are considers through council for resolving
problems associated with human resource management.
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 problems or issues tackle through council with context to human resource management
may be solved through utilising various tactics as well as functions of human resource
management (Armstrong, 2020). Moreover, the council has determined the various finding based
upon its survey that is performed as per the questionnaires facilitated to staff of council. In
addition to this, there are several findings based upon the responses provided through staff for
determining the problems into council.
• 64% seek towards performing task into morning.
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• 61% identify its task to be rewarding about 13 % enjoying it effectively.
• 44% are satisfied along with various task that they need to perform.
• 72% feel happy as well as supported through its work colleagues, and also 55 % by
its line manager, but only about 20% through senior.
• 71% are satisfied with its responsibility level
• 59% are satisfied along with its atmosphere of physical work.
• In around 21% are satisfied with its pay as well as benefits but no one says that they
are much satisfied.
• 89% describes that its jobs has become enhancing stressful into present times.
• 32% are satisfied with its training & development opportunities.
• 83 % describes that its workload have been enhanced into past years.
• 70% are happy with their advancement openings
• 15% state change is overseen well by the chamber
• 90% state that they sometimes feel stressed when they are working away
• 74% state they feel safe at work
• 88% are content with the council’s fairness and variety rehearses
• 28% are listened to when they are grinding away
• 37% are happy with the ‘amount of discretion’ they are permitted to practice in their
positions
• 36% are content with their employer stability
• 27% state they feel their endeavors at work are appropriately perceived
• 54% are effectively looking for elective business
As per the above findings, this has been determined that the issues of training as well as
development, staff job security and lack of encouragements. Along with this, council may solve
the problem through applying the human resource management functions like conducting the
training & development sessions for staff and improving its competencies that aids them to
acknowledge its roles as well as accountabilities in effective and efficient manner (Bastan,
Ganjavi and Tavakkoli-Moghaddam, 2020). Along with this, training & development of workers
assists to utilise resource of entity in well defined way. Additionally, there are several firms that
facilitate training to its staff at the time of its job or before its jobs as this encourages as well as
aids workers to understand the requirements of firms. Beside this, training & development also
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assists staff to improve the competencies through that they may attain its personals and entity’s
objectives. Rather than this, council may plan several training & development sessions for its
workers as this aids them into development of its staff and accomplish the council’s targets and
objectives effectively and efficiently. According to the Maslow’s hierarchy theory, this has been
described that job security is very essential into staff encouragement as well as this aids workers
to work appropriately and efficaciously. Also, the respective council outcomes of questionnaires
observed that individuals are insecure regarding its job role as well as it outcomes into lack of
workers encouragement and have impact the staff’s performance. For overcoming from this
issues council has to assure that they facilitates job security to its workers as well as also renders
advantages like insurances, health benefits and others. Instead of this, it would aids Council to
boost up the performance of their workers as well as also assists in enhancing the Council’s
performance and productivity.
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 as being a well known institution with much smaller number
of staff that has huge range of services related to local government which they facilitates to
above 75, 000 individuals into West of England. As they are some numbers of problems that they
are facing as well as also desires whole other government sector offices which they are tackling
several monetary issues. As described into last questions, there are several findings which are
developing huge issues for management (Collins and McNulty, 2020). Additionally, the human
resource team of Westonwich district council is much smaller due to its small in size and face
various problems. Few of the key issues which required being address for effective functions are
discussed below:
Training & Development: One of the key which required to be solving issues of training &
development that is also associated with appraisal. As per the questionnaires, this has been
determined that staff of Westonwich district council are not being facilitated with appropriate
training & development session as well as due to which they are going behind whole others. In
addition to this, they are not being facilitated much materials for appraisal of its competencies.
When workers are not trained or improved as they are simple to be outdates as well as lethargic
into its performance and it is going to cost the firm in huge way. Additionally, Westonwich
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district council is not facilitating its workers much training for longer duration and its staff are
not competent for upgrading its set of proficiencies as well as because of that they are not much
capable to perform the task with fuller efforts (Jasim, 2020). During performing training &
development session the entity comes to gain much knowledge about their strengths as well as
weakness of its staff and with understanding it Westonwich district council would become
competent to focus upon weaknesses of staff as well as it may also utilise its strengths for
enhancing their more potential. Also, without appropriate training & development the workers
would not capable to enhance its set of competencies as well as without maximising its skills
they would not gain appraisal.
Without effectual training or the needed set of competencies the staff cannot get appraised.
Moreover, Westonwich district council is also not facilitating them with appropriate training &
development, thus through stopping the window of its appraisal as well as development. in
addition to this, there appraisal are of two kinds position as well as salary appraisal. The salary
appraisal is much ways by that firm enhance salary of competent staff but because of monetary
situation as well as lack of trained and developed workers. Along with this, the ineffective
training & development for entity has become barriers into the position appraisal of workers. In
addition to this, the staff performing into firm are not much qualifies for managing
accountabilities which comes with promotions as well as so they may not be promoted, it has
developed a deficiencies into leadership of entity’s staff (Kargas and Tsokos, 2020). Without
main training & development the personnel of entity is not able to clear the criteria for
promotions. Also, it has affected the business in various manners in comparison to imaginable.
Rather than this, each workers within company has several encouragements in order to stay into
firm as well as for whole the workers for whom this encouragement revolved around promotions,
being into firms has become tough as the key reason what they has joined business is not being
accomplished in well defined way.
Job security: This is considered as other main problem which the Westonwich district
council faces. Moreover, the staffs at respective council are not satisfied with its work as the firm
is not facilitating them job security. In addition to this, around 36 % individuals are satisfied with
its job but around 54% of staff are looking for an alternative job that is facilitating them with job
security. Along with this, when old employees leaves Westonwich district council would be
recruiting new talents upon contracts or temporary basis as well as due to it they are not safe
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within its job. They are also not facilitated with any another job advantages. Because of its bad
monetary situations they are not become competent to provide its staff the key job security that
all desires when they are performing the work due to whole this around 56% of staff are not
satisfied with its job as well s they are also seeking for alternate job due to insufficient appraisal
as well as ineffective job security (Latemore, Steane and Kramar, 2020). Also, Westonwich
district council is performing which they are undertaking several work as well as they are not
facilitating its staff with effective pay which they needs.
Provide recommendations as to how those two key issues can be addressed. The
recommendations should be justified with evidence as to why they might work.
All issues have solutions for this as well as within respective case the problems to both above
described problems may be resolved by undertaking effective measures. These measures are
considered to be the some efficacious human resource management practices (Lopes, 2020).
With assistance of these activities whole issues may be resolved that are there within entity.
Additionally, the recommended solutions for above described issues are discussed underneath:
Training and development program: By facilitating training and develop session to the staffs
within Westonwich district Council they would be rendering it's workers with an aspects by that
it may whole develop in simple manner. These sessions are investment which firm may perform
for the development of their staff members as well as particular training and development
programmes would also let workers for improving it effectively and also this would ultimately
outcomes in profitability of the entity. As when staff improves, they can able to know its fuller
strengths as well as then initiates for performing the activities as per that (Premnath and Arun,
2020). In addition to this, when staff competencies get improved the performance would be
much effectual and efficacious as well as ultimately outcomes for it would be profit enhancement
which firm will obtain. From it entity has to provide several appraisals to staff such as
facilitating them promotion or enhancing its salaries. Additionally, through rendering them more
pay as well as in promoting them Westonwich district Council would be maximizing the staff
encouragement with assistance of this and it would be outcome with performing upon its full
efforts.
Job security: By facilitating the staff with job security Westonwich district Council would be
enhancing the encouragement of workers. Moreover by rendering the job security to staff
Westonwich district Council would be maximizing it's participation with workers as well as it
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would outcomes to retain them the previous staff and by it staff would he seeking for alternate
job options in around 56% of them were seeking for when they were not facilitated with security
of job before. Westonwich District council also has to think about several advantages which they
would be facilitating its staff. In addition to this, they has to facilitates its workers with
incentives as well as whole other advantages (Santana, Morales-Sánchez and Pasamar, 2020).
Additionally, it also has to acknowledge them the advantages of working into public sector unit.
Along with this, when performing into public sector they would be recognizing above average
staff who are performing within public sector unit. When they would facilitate its staff with
training then they would pay them back as profitability as well as it would aids firm to has
effective monetary standing as well as they would then be paying them with incentives.
CONCLUSION
As per the above report this has been concluded that human resource management’s
strategies as well as functions would assists council to resolve its problems in effective and
efficient way. Moreover, it also helpful in gaining various problems faced through staff within
entity that impacts the performance of business as well as employees. In addition to this, human
resource management is undertaken as the key factors which are helpful to manage personnel in
efficient manner as they are they essential part of firm as well as its effectual performance that
would aids entity in attaining objectives of organisation. Along with this, the desires and needs
of staff have to be accomplished through firm as this impacts their performance and productivity
of both business and staff effectively and efficiently.
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REFERENCES
Books and Journal
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Armstrong, M., 2020. Armstrong's Handbook of Strategic Human Resource Management:
Improve Business Performance Through Strategic People Management. Kogan Page
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Bastan, M., Ganjavi, H.S. and Tavakkoli-Moghaddam, R., 2020. Educational demographics: a
system dynamics model for human resource management. International Journal of
System Assurance Engineering and Management, 11(3), pp.662-676.
Collins, H. and McNulty, Y., 2020. Insider status:(Re) framing researcher positionality in
international human resource management studies. German Journal of Human Resource
Management, 34(2), pp.202-227.
Jasim, S.S., 2020. Impact of Human Resource Management Practices on Enhancing
Organizational Performance. Calitatea, 21(174), pp.28-34.
Kargas, A. and Tsokos, A., 2020. Employer Branding Implementation and Human Resource
Management in Greek Telecommunication Industry. Administrative Sciences, 10(1),
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Latemore, G., Steane, P. and Kramar, R., 2020. From Utility to Dignity: Humanism in Human
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Lopes, D.P.T., 2020. Human resource management perspective on innovation. In Innovation
Management. Edward Elgar Publishing.
Premnath, S.N. and Arun, A., 2020. A Qualitative Study of Artificial Intelligence Application
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Santana, M., Morales-Sánchez, R. and Pasamar, S., 2020. Mapping the Link between Corporate
Social Responsibility (CSR) and Human Resource Management (HRM): How Is This
Relationship Measured?. Sustainability, 12(4), p.1678.
Soboleva, Y.P. and et.al., 2020. Human Resource Management in the Healthcare System: the
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Pharmaceutical Research, 12(S1), p.1033.
Song, Z., Gu, Q. and Cooke, F.L., 2020. The effects of high‐involvement work systems and
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