Employee Issues and Recommendations: WDC HRM Report

This report provides an analysis of employee issues at Westonwich District Council (WDC), focusing on the challenges faced by part-time and regular employees. The report examines various themes and categories related to employee wellbeing, including relationships, meaning, resilience, vitality, balance, and intellectual engagement. Key issues identified include lack of job security, dissatisfaction with salary and benefits, stressful working conditions, inadequate training, and lack of effort recognition. The report explores theoretical frameworks such as the wellbeing framework, Maslow's hierarchy of needs, and the total rewards model to understand and address these issues. Recommendations include implementing Vroom's expectancy theory to improve effort recognition and adopting the total reward model to reduce stress and improve employee motivation. The report emphasizes the importance of creating a supportive work environment and addressing employee needs to enhance overall wellbeing and organizational performance. The report is a valuable resource for understanding and addressing HRM challenges within a local government context.

Human Resource
Management

Executive summary
Human resource prepared employee issues in company what they are facing. HR helps
organization for developing more in competitive, and they try to make their people management
in such as way that they can easily solve their problems. WDC some employee work on part-
time basis among them few are working on regular basis so that are facing issues such as not
happy with job security. Promotional opportunities, workload and so on.

Table of Contents
INTRODUCTION ..........................................................................................................................4
MAIN BODY...................................................................................................................................4
Themes/categories........................................................................................................................4
Major issues.................................................................................................................................7
Recommendations........................................................................................................................9
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource is set of peoples who make their workforce in organization, industry or
economy. Hence, it is conception of enterprise that is transformed with searching, recruiting and
training along with developments. A constrictive conception in human capital, knowledge which
specific person involve labour, manpower etc (Terziev, 2018). Westonwich distinct council
provides a large range to local government to regulate peoples living in town and villages
surrounding England. In this organization they have very small HR team which includes
manager, officers and executive. Responsibilities of chief is to do collection of tax, refusing
collection and again recycling. Many of workers in WDC are working as part-time job plus few
of authorized employee are working. This report evaluate about employee well-being framework
conflicts furthermore discussion some key issue with models and theories. Along with that to
resolving this issues also mention recommendations that how organization can help them.
MAIN BODY
Themes/categories
Theoretical framework of well-being:
This well-being framework is useful for both personal life and professional life. It also helps to
come to know about the strength and how the gaps can be filled to achieve the objectives of both
personal and professional life. This model has six dimensions.

Relationships:
It is the relation which we have with our family, friends, society, colleagues etc. if a
person is able to balance all of these relations then that person will have proper work life balance
because if he is having good relations with everyone then he or she will be able to focus more on
the work.
Meaning, purpose and direction:
The purpose of this framework is to know that the individual is leading good and happy
life or not. According to the questionnaire only 44% of people are satisfied with the work they
are given and the remaining 37% are not satisfied. This model will give the direction to solve this
issue because once the issue is identified then by making some efforts it can be solved.
Resilience and equanimity:
It includes the inner strength and emotional. In this case study of WDC 64% of people
out of 81% are willing to go for work in the morning (Adamou and et.al., 2020). They believe
Illustration 1: Wellbeing survey framework
Source: The wellbeing framework: a useful tool to support leaders
and their teams in difficult times, 2020

that working early in the morning will bring more effective results. They feel that this is their
strength.
Vitality and energy:
It includes the physical health of the individual which further include good sleep, exercise
and intake of nutritious food. If a person is healthy then he or she will be more focused at
workplace for this they should do regular exercise and sleep on time and also proper diet should
be taken. In WDC their 89% of staff feel that they have stressful jobs. Its is not because of the
workload only but because their staff is also not taking care of their health.
Balance and boundaries:
Proper work life balance is very essential for the life. The success of individual is
depended on the good work life balance. In this case study also it can be seen that all the
employees are not happy with the work and only 55% of employees enjoy work life balance.
Intellectual engagement and flow:
The interest, focus and engagement in the work which is done by the employees. In the
case study 71% of the staff is focused on their work because they are satisfied with the
responsibilities which are being given to them. It means that the employee engagement is more.
Issues at the workplace:
If talking about the working environment only 59% of the employees are satisfied with that
remaining staff is unsatisfied (Elliot, Dweck and Yeager, 2017). Good working environment is
the right of the employees and bad working environment will affect the productivity of the
employees. Company should provide proper resources to the employees which are required for
completion of task.
 In this case study it can be seen that only 21% of the employees are satisfied with
their salary and the benefits which they are getting and the remaining are not
happy and out of that 21% also, no one said that they are very satisfied which
means that company is not providing proper salary or salary on time. It is seen
that salary is the biggest motivator and if it is not given properly then the morale
and productivity of the employees both will be reduced.
 Near about 89 % of employees feel that they have stressful work. It is because of
the increase in the workload. It is the major issue and faced by majority of people,
company should definitely look after this. Stress is very dangerous for mental

health and a person is having stress then he or she will not be able to focus on
their work. Company can organize fun activity on every weekend which help the
employees to release their stress.
 It is seen that 32% from the overall employees are satisfied from the training and
development. Why only 32% only got satisfaction. The reason can be that proper
training is not given from the trainer. If there is lack of effective training then that
can cause delay in work as the employee will not get clarity about their job role
which will cause confusion.
 With the job security 36% of employees are happy while others are not happy.
They do not feel safe and secure at their workplace (Anderman, 2020). Company
should also take care that the personal data of the employees are secured and not
to share without the permission of the employee.
 27% of the staff only feels that their efforts are recognized by the organization.
This is the reason that 54% of the workforce is searching for alternative
employment. Company should appraise their employees and also provide timely
promotion so that they do not search for another job.
Major issues
Effort recognition:
Effort recognition is a very important terms in the workplace which may affect the
working of the company in terms of its success. Since, employees are the asset of WDC so it is
very essential for it to recognize the good efforts of its employees in order to keep them
motivated and resolve their problem related to efforts recognition. It is also an essential fact that
it is only due to the efforts of employees, a company can achieve the success in terms of
achievement of its goal. Efforts recognition is also very important because when the good efforts
of the employees will be recognized by the company then this will develop internal motivation
and satisfaction among the employees which will directly direct and lead them towards the
achievement of company's goal. Thus, keeping the employees motivated is also very essential for
WDC.
In order to resolve this problem WDC may adopt Vroom's expectancy theory which
works on the principle that employees will be motivated only if there is an assurance in them that
there efforts will results in the achievement of objective with the assumption that they will be

rewarded for the achievement of success (Patil, 2020). Since, most of the employees working in
WDC have problem that their efforts are not being recognized which is creating demotivation in
them. Thus, by implementing this theory in the working operation of WDC helps it to resolve the
problem of the employees in terms of effort recognition. By adopting this theory WDC can
reward the employees in terms of appreciation and by providing either financial or non financial
reward to the employees for their good efforts. The providing of reward or appreciating the good
work of employees not only helps in resolving their issue but it will also create a great level of
motivation in them. And due to that motivation they will give their maximum efforts which will
again ultimately benefits the WDC in terms of achieving its goal and objectives.
Stressful working condition:
Another important issue of the employees of WDC which they are facing is the stressful
working condition. Almost all the employees working under WDC are facing this problem that
the working environment of WDC is not good and company is creating too much working
pressure over the employees which in turn demotivating the employees and due to this they are
loosing their interest toward the company. Such stressful situation also decreasing their
performance level and due to this they are not able to contribute to their maximum efficiency
which may proves to be very harmful for WDC in terms of non achievement of its objective or
facing losses in the market due to low performance level of the company. Also this situation
proves to be very harmful for the company because due to this situation employees retention rate
will be decreased which may result in loosing of good and efficient staff by the company. Also,
due to such stressful situation and employees demotivation the performance of the WDC in terms
of meeting competition, may also being affected if this problem will not be resolved.

Source: Schlechter, 2015. WorldatWork total rewards model
Thus, in order to resolve this problem WDC may adopt total reward model. This model
says that employer or company have to do everything possible to the employees in order to keep
them motivated and active which means that WDC have to work as per the model in order to
retain the employees with the company and reducing the stress level. As per this model WDC
may provide the flexible working environment to the employees which will definitely work in
resolving this problem (Bussin, 2018). WDC may also adopt the policy of providing the rewards
to the employees which will not only proves to be helpful in resolving this issue but also
motivates the employees to perform well.
Recommendations
In keeping their employee motivates and helps them in solving their issues which they are
facing in WDC management. Here are some recommendations which are might be important to
keep them long term run-
Maslow hierarchy of needs:
There are basically five different levels and it being started from the lowest level which is
known as physiological needs. While coming towards up there are basic needs which must be
completed by them.
Physiological needs:-
Some basic needs that are being important for survival such as water, food, breathing. In
addition, WDC can help their employee while by fulfilling their requirements in providing them
shelter, food and clothing which is most essential for living (Güss, Burger and Dörner,2017).
Illustration 2: Total reward model

Organization can easily make their support in taking advantage from these needs and their
workforce also helps them in achieve goals and objectives.
Safety and security needs:-
In moving towards up level the requirements have become more complex. In this level
employee wants more security and safety for their jobs at WDC in which they are working.
Generally peoples wants to control their lives. Employee has some expectation from company
with such as financial security must be provided them, health and insurance either accidents
safety are basic needs to be given at workplace. Examples of security needs can be contributing
money for savings, health care this can keep employee more motivated.
Social needs:-
At workplace manager should maintain people management relationship and also make
some efforts towards them. These needs included emotional, friendship, family, social and
community groups (McCleskey and Ruddell, 2020). If employee are facing issues they need to
avoid depression, anxiety and try to solve out their problems. WDC also keep them support
emotional and make their involvement in another work such as doing their own interests work
rather than creating group activities.
Esteem needs:-
This is fourth level which acquires appreciation and respect towards others. These needs
play an important for keeping their employee motivated and try to accomplish along with efforts
that are recognized. Participation in other activity can also help them for encouraging. In WDC
employee must be polite towards others so that they maintain proper relationship with them.
Self- actualization:-
It may be described as full of talents and exploitation etc. In WDC such peoples are
seems them to fulfilling themselves and try to do best in which they are capable to do work. For
this HR in company required to keep them motivated and long term stay while giving them some
rewards.

Intrinsic rewards means where employee can get motivated in working for their
satisfaction and value their challenges that is more meaningful in WDC. While by having regular
communication with employee in this way managers also learn various creative ways so that in
next they can keep in mind for motivating them in having some different ideas. In WDC
employee are allowing taking tasks from outside company in normal work duties. This would
allow them for feel their needs to organization (Zheng and et.al., 2020). As they want to make
connection between their work which they are doing and how it might be related to their
organizations. It depends on choice of managers how they observe or give task as per short term
or long term goals and after completion of tasks which rewards leaders can give. WDC HR
manager generally focused on intrinsic rewards they basically things that employee can be
encouraged by giving them this, and they can easily stay with them for long term run.
Illustration 3: Maslow Hierarchy of Needs
Source: Motivational theories.

CONCLUSION
From this report it can be concluded that Westonwich District Council is facing various
issues in the company. The well-being framework is discussed in which the issues of the
companies are highlighted. Company is facing many issues like they have low satisfaction level
from the company in terms of training and development, the responsibilities which they are
given or work which they have to do. Employees are also not happy with the salary and benefits
which company is providing to them. Company is not providing salary to their workforce
according to the work done by them. Employees are also feels that change is not managed
properly by the company. They are not recognized or appreciated for their hard work and which
is affecting the level of motivation of the employees. Safety and security is also not properly
providing by the company and this is the basic right of the employees. They are also not satisfied
with the working environment. Work environment is that thing within which the employee work.
Improper working environment will reduce morale of the employees. From all of these issues the
major one are related to the salary which the company is providing and training and
development. Their majority of staffs are not happy with the training which they had provided.
They feel that the training is not helping them in their work.

REFERENCES
Books and Journals
Adamou, M. and et.al., 2020. The Wellbeing Thermometer: A Novel Framework for Measuring
Wellbeing. Psychology. 11(10).pp.1471-1480. Available through:
<http://eprints.leedsbeckett.ac.uk/id/eprint/7183/1/TheWellbeingThermometerANovelF
rameworkForMeasuringWellbeingPV-KYRIKIDOU.pdf>
Anderman, E.M., 2020. Achievement motivation theory: Balancing precision and
utility. Contemporary Educational Psychology, p.101864. Available through:
<https://www.marketing91.com/achievement-motivation-theory/>
Bussin, M., 2018. Reward solutions to retention questions. In Psychology of Retention (pp. 395-
413). Springer, Cham. Available
through:<http://springer.nl.go.kr/chapter/10.1007%2F978-3-319-98920-4_19>
Elliot, A.J., Dweck, C.S. and Yeager, D.S. eds., 2017. Handbook of competence and motivation:
Theory and application. Guilford Publications. Available through:
<https://www.guilford.com/books/Handbook-of-Competence-and-Motivation/Elliot-
Dweck-Yeager/9781462536030>
Güss, C.D., Burger, M.L. and Dörner, D., 2017. The role of motivation in complex problem
solving. Frontiers in psychology.8. p.851. Available through:
<https://www.frontiersin.org/articles/10.3389/fpsyg.2017.00851/full>
McCleskey, J.A. and Ruddell, L., 2020. Taking a Step Back—Maslow’s Theory of Motivation:
A Christian Critical Perspective. Journal of Biblical Integration in Business.23(1).
Available through: <file:///home/user/Downloads/548-Article%20Text-1082-1-10-
20201023.pdf>
Patil, M., 2020. Victor Vroom’s Expectancy Theory of Motivation. Available through:
<http://studymaterial.unipune.ac.in:8080/jspui/bitstream/123456789/5202/1/FYB.Voc
%20Retail%20Management%20Victor%20vroom%20expectancy%20theory
%20%281%29.pdf>
Terziev, V., 2018. Importance of human resources to social development. Proceedings of
ADVED. Available through:
<https://www.researchgate.net/profile/Venelin_Terziev/publication/
328404194_IMPORTANCE_OF_HUMAN_RESOURCES_TO_SOCIAL_DEVELOP
MENT/links/5bcb0e6e92851cae21b56a33/IMPORTANCE-OF-HUMAN-
RESOURCES-TO-SOCIAL-DEVELOPMENT.pdf>
Zheng, Z. and et.al., 2020, November. What Can Learned Intrinsic Rewards Capture?.
In International Conference on Machine Learning (pp. 11436-11446). PMLR. Available
through: <http://proceedings.mlr.press/v119/zheng20b/zheng20b.pdf>

Online
McLeod, S., 2020, Maslow's Hierarchy of Needs [Online]. Available through:
<https://www.simplypsychology.org/maslow.html>
Schlechter, A., 2015. WorldatWork total rewards model. [Online]. Available through
<https://www.researchgate.net/figure/WorldatWork-total-rewards-
model_fig2_276908548>
The wellbeing framework: a useful tool to support leaders and their teams in difficult times,
2020.[Online]. Available through: <https://www.hrzone.com/perform/people/the-
wellbeing-framework-a-useful-tool-to-support-leaders-and-their-teams-in-difficult>