GTR: Introduction to Human Resource Management Report

This report offers a detailed introduction to Human Resource Management (HRM), focusing on its functions and role within organizations. It analyzes key management issues faced by Govia Thameslink Railway (GTR), including salary, working hours, and employee motivation. The report examines how GTR can implement effective HRM strategies, such as training and development, to enhance employee performance and address staffing issues. It outlines the HR planning process, including assessing human resources, demand and supply forecasting, and action plans. Furthermore, it explores effective HRM activities like training, rewards, and compensation systems to improve employee productivity and address challenges. The report also touches upon employment legislations and provides recommendations for sustainable HRM practices.

Running head: Introduction of human resource management.
Introduction of human resource management

Introduction of human resource management.
Table of Contents
Introduction.................................................................................................................................................3
Task 1: Key management issues..................................................................................................................3
Task 2: HR planning process.......................................................................................................................4
Task 3: Effective activity of HR department to improve the performance of the employees......................6
Task 4: Employment legislations..................................................................................................................8
Conclusion and recommendations..............................................................................................................9
References...................................................................................................................................................9
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Introduction of human resource management.
Introduction
The paper presents a brief overview of the functions and role of sustainable human
resource management within the organization. It explains that how the company is facing key
management and administration issues and obstacles at the workplace. It tells that how the GTR
is using effective and unique strategies and policies to maintain an effective and suitable human
resource management. On the other hand, it describes that HR planning process to determine in
order to gain the long-term targets, mission, and vision of the firm.
Task 1: Key management issues
Govia Thames link railway is a train managing and operating company which operates
and manages the Thames link, Northern and great southern rail franchise in England. Various
key management issues are faced by the Govia Thames link Railway related to the pay, basic
salary and working hours of the employment. Due to key management issues, most of the people
were going on strike. The first key management issue which has been faced by the contractor is
payment and salary issue. It is the big key management challenge for the company. In this way,
many employees were not performing the task and duties effectively and they get disappointed.
It was also affecting the revenue and profit of the company. The management promised that will
do 23.8% increment in the base salary of the drivers. Further, key management issue is related to
the working hours. In Railway Company, people do overtime and extra work which affects the
efficiency and performance of the employees. The management fixed the working hours of the
employees which are 35 hours four day a week. But they have not fulfilled these promises. These
are the key challenges which have been faced by the management. Along with this, management
is not able to provide motivation and some other benefits to the railway drivers. It also creates
disputes and conflicts among the employees. Further, the working practices and environment of
the railway company is not good thus, it affects the working capacity of the drivers. In this way,
employees face many key challenges. They are not able to get satisfaction in the workplace.
Sometimes, management does not provide proper training and development coaching to the
employees (Nash, Crozet, Nilsson and Link, 2016).
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Introduction of human resource management.
Human resource management can control and manage all these management issues effectively
and efficiently. HRM is responsible to resolve the various key issues which are faced by the
workers at the workplace. HR team can evaluate and measure the efficiency and performance of
the potential and capable employees (Thite, Wilkinson, and Shah, 2012). They should provide
incentive, bonus, and remuneration to the workers for their outstanding performance. HRM must
provide training and development coaching to the workers to enhance and increase the
productivity and quality of the workers. HR Manager is responsible to provide good culture and
working environment to the workers. They must maintain proper communication and
cooperation among the different department to increase the efficiency and productivity of the
organization as well as employees. Increment and appraisal must be done by the railway
company according to the performance of the drivers. Appropriate working hours should be
fixed by the company. Regular and proper feedback must be taken by the organization to
evaluate and measure the effectiveness and quality of the workers. It will help to provide job
satisfaction and job security to the workers. In this way, they will feel happy and it will also
develop and enhance confidence level of the employees. Now it is assumed that HRM can
manage and reduce the key management issues of the workers and it can provide satisfaction to
the employees (Preston, Pritchard, and Waterson, 2017).
HR functional activity supports strategic initiatives. The human resource managers are
capable to implement the strategic policies and plans in order to reduce the people management
issues. The HR functions include recruitment, selection, training and development, performance
measurement and evaluation, legal issues and personal policies, compensation and benefits and
documentation. Human resources department helps to eliminate the key management issues of
Govia Thameslink Railway. For example, skills and performance issues can be resolved by
providing training and development coaching to the workers in the organization. Further, the
recruitment and selection helps to select the appropriate and potential candidate within the
organization. The salary and payment issues can be reduced by maintaining effective policies
and rules in the organization. Along with this, Govia Thameslink railway can motivate and
encourage the employees by providing compensation and benefits to the workers. It also helps to
maintain a favorable culture in the organization. These are the example of HR functions which
help to eliminate the key issues and obstacles in the organization. In addition, the firm can reduce
the high employee turnover rates by using effective retention strategies in the firm.
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Introduction of human resource management.
Task 2: HR planning process
HR planning process is an important function of the HRM to manage the current
manpower of the company. Human resource management of GTR can successfully implement
and execute a sustainable HR planning process to manage and control its current staffing related
issues. The HR planning process to manage its current staffing issues has been discussed below
(Singh, Darwish, Costa, and Anderson, 2012).
Assessing human resource: It is the primary step of HR planning process. The company can
analyze the external and internal environment to find out the strengths and weakness of the
organization. Through assessing human resources, HRM can evaluate and measure the skills and
qualification of the candidates.
Demand forecasting: Demand forecasting plays a vital role in GTR Company to resolve the
current issues of staffing. Demand forecasting may be defined as a process to determine the
future needs in terms of quality and quantity.
Supply forecasting: Through supply forecasting, HR managers recruit and hire potential and
capable applicants who can perform the task and duties effectively in GTR. The company can
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HR functions
Performance measurement and
evaluation
Termination and Transition
Recruitment
Legal issues and personal policies
Documentation
Training, development and career
management
Compensation and benefits

Introduction of human resource management.
recruit employees through internal sources and external sources (Monsuur, Enoch, Quddus, and
Meek, 2017).
Matching demand and supply: It is another significant step of human resource planning process.
In this stage, HRM maintains a balance between demand and supply of the employees. The
matching process provides knowledge and information about the requirement and sources of
human resources.
Action plan: It is the final step of human resource planning process. The major activities which
are essential to implement the HR plan such as recruitment, selection, training, and development,
placement and socialization etc. Through action plan, HRM evaluates and measure the efficiency
and productivity of the employees (Stone and Dulebohn, 2013).
Along with this, GRT can use various strategies to manage current staffing issues within
the organization. For example, they can improve its recruitment and selection process to reduce
staffing issues and it must improve in training and development to attract more candidate around
the world. HRM should focus on the key issues and obstacles of the employees. HR manager
must focus on the specific profile and position to manage the current issues of staffing. Further,
staff supervision and audit must be done by the HRM to handle the staffing issues. In addition,
counseling and performance review of the staff must be done by the HR team to minimize the
staffing issues within the organization. Proper resources and rights should be provided to the
workers to do work effectively and efficiently. Along with this rewards could be provided to the
employees for their effective and efficient performance and productivity (Marler and Fisher,
2013).
In addition, GTR should follow the effective and unique staffing process which has been
discussed below.
Manpower requirements: It is the first step of the staffing process. The company must focus on
the manpower requirements and expectations. It is mandatory to determine the future manpower
requirements and expectations.
Recruitment: Through this step, HRM invites potential and solicits candidates in order to meet
the goals and objectives of the firm.
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Introduction of human resource management.
Selection: Through selection, the company hires capable and suitable employees to do task
effectively and efficiently.
Orientation and development: After selection of the employees, placement and orientation are
done by the HRM in GTR Company. Through placement, the company put right person for the
right job within the organization.
Training and development: Training and development is the important function of the HRM in
order to improve the skills and potential of the workers. Training is given according to the nature
of works and activities within the organization (Tabassi, Ramli, and Bakar, 2012).
Remuneration: It is a kind of compensation which is provided by the company for their
efficiency and better performance.
Performance evaluation: It is the important step to evaluate and measure the performance and
efficiency of the workers.
Promotion and transfer: Promotion and transfer are called the non-monetary benefits to attract
more candidates and to manage the staffing issues within the organization.
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Introduction of human resource management.
Task 3: The Effective activity of HR department to improve the
performance of the employees.
The Human resource department can use various developmental and effective activities
to improve the performance of the GTR employees. It helps to increase the productivity and
outcomes of the workers within the organization. Through training and development, GTR
human resource department can improve the skills, capabilities, and efficiency of the drivers. It
will help to reduce the high employee turnover within the organization and it will also minimize
and reduce the absenteeism. In this way, it provides job satisfaction and job security to the
workers. Training and development programs are the good and effective tool to address and
evaluate the weakness of the workers (Mahmood, Yussof, Soon, and Ling, 2014). These
programs provide experience and knowledge to the workers and it increases the consistency and
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Manpower requirements
Recruitment
Selection
Organization and development
Training and development
Remuneration
Performance evaluation
Promotion and transfer

Introduction of human resource management.
transparency within the organization. It also reduces the learning time and employees learn many
things and method to do work effectively and efficiently. It builds and develops team spirit and
maintains collaboration and coordination at the workplace. The company can utilize its resources
through training and development. Along with this, training and development improve and
increase profitability and it develops more positive attitudes and attributes towards profit
orientation. The employees can take more effective decisions through effective training and
induction. The company can resolve problems and issues with the help of employees by using
training and development programs. It is the easy way to motivate and encourage employees for
doing work with more efforts and potentials. In this way, it boosts and builds employees
motivation at the workplace. Through training and development, employees give a full
contribution to accomplish the goals and objectives of the firm. Thus, it increases the revenue
and profit of the firm (Buller, and McEvoy, 2012.).
Further, the company can use rewards and compensation system to attract and enhance
more applicants in the market. It is the important tool to improve the performance and efficiency
of the workers at the workplace. If GTR provides rewards and bonus to the workers then it
provides job satisfaction as well as self-satisfaction to the employees. The employees will not
leave the job if the company provides rewards and incentives to the workers (Belser, and Rani,
2011). It is one of the most significant functions of the human resource management. Reward
system must be maintained by the HRM to improve the efficiency and competencies of the
workers. The company can overcome on the competitors by using effective training and
development programs and reward system within the organization. Further, GTR can meet its
long-term mission and vision by using effective developmental HRM activity. In addition, the
company must maintain sustainability and diversity at the workplace to increase and develop the
interest of the workers to do work and duties effectively and efficiently. Moreover, HRM should
make effective plans, policies, and strategies to improve the performance of the workers (Jamali,
El Dirani and Harwood, 2015).
Task 4: Employment legislation
Pay and wages: Minimum wages and pay rates are fixed under the minimum wages act 1948.
Minimum wages rates are fixed by the provincial government and central government. The
minimum rate of wages and pay comprises basis rate of wages and pay, the cost of living
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Introduction of human resource management.
allowances and the basic rate of wages. It may be determined by the hour, month, day and other
such larger wage period as may be described by the government (Purohit, 2016). The minimum
wages act provides two methods of revision and fixation of minimum wages and pay. In
committee method, committees and sub-committees have been set up by the government to hold
various queries and inquiries and they provide recommendations with regard to the revision and
fixation of the minimum wage (Gorry, 2013). Under notification method, the government
applications and proposals are published in the official Gazette for gathering various information
of the persons and it also specifies a date on which the application and proposals would be taken
into concern and consideration. According to the minimum wages act, the employer is
responsible to pay salary and wage on regular basis at least once a month. The minimum wage is
fixed and determined on the daily, hourly, weekly and monthly basis. The employer is liable to
pay wages in cash within a working day before the completing and expiry of the 7th day after the
final day of wage period. Further, workers are entitled and allowed to the wages and base
without any deduction such as fine, for damage, for absence and loss of money or goods, and for
house recommendations. Further, payment of wages act 1936 has been made by the government
to provide proper and regular wages to the employees. The main aim of this act is to provide a
guarantee of the payment of the wages on regular basis and without any deductions except those
which are described in this act (Bal, Kooij. and De Jong, 2013).
Contracted working times: The working time regulation act came into existence on the 1st
October 1998. The law applies to full time, agency, part-time and casual employees from the day
they start the work. Under working time regulation act, the limit of average working time is 48
hours per week in which employees may be mandatory to work. Night employees can do work 8
hours work every 24 hours and free assessments are provided to the night workers (Grimshaw,
Bosch, and Rubery, 2014). A minimum 1 day off per week is mandatory according to this act.
Rest/Break is compulsory if the employees do work more than 6 hours. Further, employees have
right to 5.6 weeks paid leave per year. They have right to take annual leave and sick leave. The
company cannot get work from the employees after the minimum working hours. Further, the
company should maintain other policies and standards related to the wages and working times
(Schmitt, J., 2013) Along with working hours, HRM is responsible to maintain good and ethical
working environment to do work effectively and efficiently. In addition, there are two-act such
as factory act, 1948 and shops and establishment act which are related to the working hours of
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Introduction of human resource management.
the employees. Under factory act 1948, working has been fixed for women and young person
within the organization. The women cannot be employed beyond the working hours 6 am to 7
pm. Further, children who are below the age of 4 years is not permitted to be employed in the
companies and factories( Cerdin, and Brewster, 2014). HRM develops and builds various
leadership style of the companies. Now it is assumed that these employment legislation, rules,
regulations, and standards are used by the GTR Company to resolve various issues and conflicts
among the workers at the workplace (Gurkov and Settles, 2013).
Conclusion and recommendations
On the above discussion, it has been concluded that the case study is based on human
resource management of the Govia Thames links railway company. The company is facing
various key management issues and challenges within the organization. It also describes the
various legislation and regulations related to the pay, wages and working times of the workers.
Now it has been recommended that GTR should build and develop sustainable human
resource management to beat the competitors in the global market. It must focus on the HR
planning process to reduce the key challenges of recruitment and staffing. Moreover, the firm
should focus on the developmental and effective strategies to improve and develop the efficiency
and performance of the workers. The company should try to reduce and prevent the obstacles
which are fixed by the company. Further, the organization must focus on the key plans,
strategies, and policies of the employees.
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Introduction of human resource management.
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