CSM201: Report on Management and Leadership in Community Services

This report delves into the critical aspects of management and leadership within the context of community service workplaces. It begins by highlighting the significance of human resource management (HRM) policies, such as recruitment, training and development, performance appraisal, and leave policies, in fostering employee motivation and organizational effectiveness. The report then presents strategies for managing teams, including team building, communication, performance appraisal, compensation plans, training, and employee engagement. A case study of a community service organization is used to illustrate issues in the workplace environment. Furthermore, the report evaluates management systems and identifies areas for continuous improvement, emphasizing the importance of employee feedback and communication. In conclusion, the report underscores the importance of implementing effective HRM strategies to enhance employee satisfaction and achieve organizational objectives.

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Management and Leadership in Community Services Workplace
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Management and Leadership in Community Services Workplace 1
Contents
Introduction......................................................................................................................................2
Human Resource Management Policies in Industry........................................................................2
Strategies to manage team...............................................................................................................3
Evaluation of Management System and Areas of Continuous Improvement..................................5
Conclusion.......................................................................................................................................5
References........................................................................................................................................6

Management and Leadership in Community Services Workplace 2
Introduction
The objective of the report is to highlight to information about the importance of human
resource management capabilities in the workplace environment. Good human resource
management practices in the workplace environment helps the leader to increase the
effectiveness of the business actions by continuously working towards single motive in the
business environment. Leadership capabilities keep the actions of the employees intact. The
report highlights a case of poor human resource management activities in the environment due to
which employees have formed different opinions about the organization. Below mentioned are
the details about the HRM practices in the industry and the strategies to improve the condition of
the company presented in the case. More details about the report are mentioned below:
Human Resource Management Policies in Industry
Human resource management refers to the practice of recruiting and managing the
employees in a way that they motivate the employees to work efficiently for the organization.
The human resource management policies in the community service workplace industry involve
the organization to implement actions in such a way that they satisfy the employees from the
practices of the company. The performance of the business is improved using human resource
management practices in the business environment. Some of the HRM policies are recruitment
policy, training and development policy, performance appraisal policy, leave policy etc. (Uslu,
2015).
Recruitment policy refers to the human resource management policy of the organization
that involves recruiting adequate employees for the organization who can successfully add on
their output in the productivity of the company. Proper recruitment strategy will help the
organization to match the person description with the job description and initiate growth
strategies of the organization. Another personnel management policy is training and development
procedure that helps the organization in improving the calibre of the employees. Training and
development activity helps the employees in learning new concepts and dissolving in the system
of the organization that helps in improving the productivity of the business (Stewart, & Brown,
2019).

Management and Leadership in Community Services Workplace 3
Cross-cultural training, IT training etc. helps in resolving the issues faced by the
employees and converting them into competent people. The performance appraisal policy of
human resource management system is one of the crucial policies that help in attracting and
retaining people in the business environment. The industry trends for personnel management
states that the organizations need to provide good compensation scheme to the people so as to let
them stay in the organization. The business should appraise the employees based on the
standards of the industry and according to the performance of the employees. In this way, the
employees will increase their efficiency in the business as they will be incentivized and
promoted based on their performance (Choi, Ravichandran, & O'Connor, 2018).
Lastly, leave policy of human resource management system is important for keeping the
interest of employees in the business. This strategy helps the organization in increasing the
interest of employees in the business process and providing them paid leaves when they require.
It should be noted that these policies could effectively transform the community service
guidelines and directions by improving the structure of the organization. These human resource
management policies help the organization in finding out the right ways to motivate the
employees and retain their interest in the business as well. Implementation of these policies
would help the organization to eliminate the dissatisfaction of different types of employees in the
business (Sánchez, Marín, & Morales, 2015).
Strategies to manage team
Below mentioned is the list of human resource management strategies that the
organization should implement in order to eliminate the problems affected with the employees
and the business:
 Implementation of Team Building and Communication: the human resource management
of the company should focus on implementing team building and communication
strategies in the business environment. This type of HRM activity would help the top
level management to clearly circulate the organizational objective to the lower level
employees of the company implement team building activity in the workplace
environment. This activity would increase the connection of employees with each other
which would enhance the overall performance of the organization (Delery, & Roumpi,

Management and Leadership in Community Services Workplace 4
2017). The organization should regularly take meetings and group discussions so as to
understand the concern of the employees and resolve their issues as well. This activity
would initiate communication between the employees of the organization and let them
understand perspective of each other. Team building activity would also bring
brainstorming ideas in the organization so as to eliminate the problems connected with
the management and the workplace environment as well.
 Performance Appraisal and Compensation Plan: The community service organization
should make use of effective performance appraisal and compensation plan in the
business environment. Performance appraisal and compensation plan would help the
employees to stay in the organization for a longer period of time. This process would help
the organization to again retain the interest of employees in the business after the
previous manager of the company. Performance appraisal system would help the
organization provide benefits to the employees based on the work performed by them
(Bailey, Mankin, Kelliher, & Garavan, 2018). This HRM activity would motivate the
employees to work in a better way so as to improve the overall performance of the
organization. Compensation plan would increase the reputation of the organization in the
eyes of the employees so they will work more efficiently in the business environment.
 Training, Development and Education: training, development and education would let the
employees stay away from unnecessary gossips occurring in the workplace environment.
Training and development would increase the knowledge and efficiency of the employees
to significantly work to provide benefits to the organization (Sparrow, Brewster, &
Chung, 2016). Further, training process would also involve cross-questions and group
discussions that would increase the level of communication in the organization. This
would also make the employees understand the concern of other employees.
 Employee Engagement: lastly, it should be noted that the organization should make use
of employee engagement strategy in the workplace environment. The biggest issue with
the organization presented in the case is that the employees do not communicate with
each other due to which such problems arise in the workplace environment (Cascio,
2015). Therefore, the organization should focus on engaging the employees in the
business environment so that they understand the concern of the business and perform
collective actions that improve the condition of the company. Thus, the employee

Management and Leadership in Community Services Workplace 5
engagement strategy would help the organization eliminate such issues attracted with the
business (Noe, Hollenbeck, Gerhart, & Wright, 2017).
Evaluation of Management System and Areas of Continuous
Improvement
The organization should evaluate the strategies of the company by analysing the
performance and productivity of the business in the external environment. Improvement in the
productivity would explain that the employees of the company have started communicating with
each and the HRM strategies of the company are working effectively. The human resource
management system of the company should be evaluated using the feedback of the employees
and reduce in employee turnover rate. If the employees will get satisfied from the human
resource management activities of the company then the productivity of the business would
subsequently improve. Thus, the organization should evaluate the satisfaction level of employees
in the business so as to measure the human resource management activities (Noe, Hollenbeck,
Gerhart, & Wright, 2015).
Furthermore, talking about the areas of improvement, it should be noted that the
organization should focus on implementing effective communication chain in the business
environment. Proper format of communication will give rise to adequate formal communication
in the environment (Mondy, & Martocchio, 2016). This activity would increase communication
and let the employees form a bond with each other as well. Further, the organization should also
create an effective organizational structure so as to give effectiveness to the HRM practices in
the business environment. Organizational structure would also help the organization initiate flow
of communication in the business environment (Bratton, & Gold, 2017).
Conclusion
Thus, concluding the above mentioned actions in the business environment, it should be
noted that the report highlighted information about the ineffective HRM practices prevailing in
the organization. The case study elaborated views of different people present in the organization
with regards to work and organization. Further, the HRM practices that should be implemented
the company are defined in the paper along with the areas of improvement. Thus, it should be

Management and Leadership in Community Services Workplace 6
noted that by implementing above mentioned strategies in the business environment, the
organization would be able to successfully motivate the employees to achieve organizational
objective in the business environment.
References
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. Oxford University Press.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Choi, B., Ravichandran, T., & O'Connor, G. C. (2018). Organizational conservatism, strategic
human resource management, and breakthrough innovation. IEEE Transactions on
Engineering Management.
Delery, J. E., & Roumpi, D. (2017). Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), 1-21.
Mondy, R., & Martocchio, J. J. (2016). Human resource management. Pearson.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resources
management. Instructor, 2015.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Sánchez, A. A., Marín, G. S., & Morales, A. M. (2015). The mediating effect of strategic human
resource practices on knowledge management and firm performance. Revista Europea de
Dirección y Economía de la Empresa, 24(3), 138-148.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. UK:
Routledge.

Management and Leadership in Community Services Workplace 7
Stewart, G. L., & Brown, K. G. (2019). Human resource management. Wiley.
Uslu, T. (2015). Innovation culture and strategic human resource management in public and
private sector within the framework of employee ownership. Procedia-Social and
Behavioral Sciences, 195, 1463-1470.