HRM Report: Analyzing Employee Satisfaction at Old-bridge Council

This report analyzes the HRM practices of the Old-bridge District Council (ODC), based on a survey of employee satisfaction. The report identifies key findings, including low levels of employee recognition, communication issues, dissatisfaction with change management, and limited training opportunities. The analysis emphasizes the need for Lisa, the HR manager, to address these concerns by implementing initiatives such as using Lewin's change model, providing flexible working options, and improving pay and benefits. Additionally, the report outlines how Lisa should approach the "You said we listened" email task to address employee concerns and improve communication. The report underscores the importance of technology in HRM and recommends seeking employee feedback to improve current and future HRM strategies. The report concludes that by addressing these key issues, ODC can improve employee satisfaction, retention, and overall organizational efficiency.

Old-bridge District Council

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
Findings that Lisa should take care about with justification.......................................................1
Three initiative which lisa should develop.................................................................................2
How should lisa approach task of you said we listened e mail...................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management (HRM) is the process of employing people, training them,
compensating them, developing policies relating to them, and developing strategies to retain
them. In this the managers of organisation needs to be engaged in making sure that their
employees feel satisfied in their firm and also proper training and learning needs to be provided
to them so that they can grow and also enhance productivity of firm. It has also been analysed
that HRM is one of the most important function that needs to be followed by every enterprise. In
this the managers can also be engaged in doing planning and controlling the use of resources so
that productivity can be increased. Present report will lay emphasis on case study of Old-bridge
District Council (ODC) provides a range of local government services to a predominantly rural
population. It will lay focus on the key findings from the survey should Lisa be most concerned
about. Paper will also discuss about the initiatives that needs to be taken by Lisa for current and
future development of human resource. It will also focus on 3.How should Lisa approach the
task of drawing up the proposed.
TASK
Findings that Lisa should take care about with justification
Here, a survey was undertaken in council in order to find out employee satisfaction and
various other things. There are various things that has been understood by the survey. It has been
analysed that Lisa needs to lay emphasis on making sure that the efforts of employees are been
properly recognised. It has also been analysed that only 27% of employees are satisfied and feels
like they feel appreciated. It is one of the most important factors in managing people at work as
if the employees at workplace are not satisfied, they will tend to leave firm and also will increase
employee turnover in organisation. In order to manage the satisfaction and motivation level of
employees, Lisa can be involved in making use of the Maslow hierarchy theory where she can be
engaged in satisfying the basic and psychological needs of employees so that they feel
recognised (Chelladurai and Kerwin, 2018). It has also been analysed from the survey that only
28% people listened to when they are at work. So in order to improve this Lisa needs to be
engaged in providing employees with training and learning so that their communication and
listening skills can be improved. This will assist Lisa in reducing down the errors that has been
created by employees through not listening. This will also assist her in enhancing the
productivity of work and they will also be able to achieve their set goals and objectives. From
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the survey it has also been analysed that only 15% of the employees has agreed that changes are
well being maintained by the council so for this, Lisa needs to make sure to make use of Kurt
Lewins change management model, as this is really required in dynamic environment. This
model will assist Lisa in enhancing confidence level of employees while they are working
dynamic environment (Stewart and Brown, 2019). It is also really necessary that during the time
of change proper assistance is been provided by management to employees so that they can be
able to increase employee belongingness during the time of change. The survey has also
provided the details that 33% are satisfied with their training and development opportunities. It
means that Lisa also needs to be involved in providing proper training to employees so that their
skills and abilities can be increased and also they will be able to achieve their set target and
objectives. It has also been analysed that training can also increase the efficiency of employees.
From the survey it has also been summarised that 21% are satisfied with their pay and benefits,
but no-one says they are ‘very satisfied’ (Nankervis and et.al., 2019). This means that Lisa needs
to be engaged in making sure that employees are paid according to their work and not less. This
will also increase the satisfaction level of workers and they will be able to work more effectively.
So these are the major areas on which Lisa needs to lay focus on this will increase the
productivity and operational efficiency of council which is really necessary for the growth. They
will be able to achieve objectives. Apart from that, it is found that only 20% employees said that
they are given support by senior manager. This means that in council manager do not support
them. it clearly shows due to that employee work in stress and they are not able to maintain
balance between work life.
Three initiative which lisa should develop
It is necessary for Lisa to take some initiatives in order to improve the employee
satisfaction within council. Also, through that initiatives it will be easy for her to maintain a
positive environment and retain staff. besides that, from survey it is found that there are a lot of
concern which exists within council. So, these needs to be solve so that employees are retained.
For that it requires to take some initiatives by HR.. this will be useful in solving concern.
thus the 3 initiatives taken are described below
Use Lewin mode to implement change- here it is first initiative in which Lisa must implement
change with help of Lewin model (Memon, and Tariq, 2020). This is because the model will
enable in implementing change in effective way. In that they can follow 3 stages of model and
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first of all awareness is created regarding change within council. Thus, it will give insight to
staff that what change is being implemented and how and where. Hence, for that Lisa needs to
be give training to staff about use of model. It is also really necessary that during the time of
change proper assistance is been provided by management to employees so that they can be able
to increase employee belongingness during the time of change.
Provide flexible working- this initiative can be taken by Lisa in which she must provide flexible
working to employees. It is because in survey it is found that most staff feel stressed at work.
Thus, by providing flexible working it will result in reducing stress among employee. They
will feel relaxed and work freely. So, for that a policy needs to be formed where worker work
stress free. In that Lisa can provide them work from home, paid leaves, flexible working
hours, etc. so that positive culture is maintained. The staff will also not feel pressurised at
work. Furthermore, they will be able to maintain work life balance. Other than this, senior
manager must support them in effective way. So, if they provide support then it staff can
complete work on time and get free (Hameed, and Naeem, 2020).
Providing pay and benefits- the HR Lisa can take this initiative to provide more benefits and
pay to employee. For that a performance system can be developed through which performance
of staff is measured and on basis of that pay and benefit is provided. Alongside, the benefits
provided should be increased so that employee satisfaction is gained. Here, benefits such as paid
leaves, bonus, incentive, short trip etc can be given to staff on basis of their performance. With
that they can be motivated as well as their needs are fulfilled. along with that, if benefits is
increased it enable in creating a positive feeling in mind of staff. so, their satisfaction needs to
be gained in order to retain them for long term. With this initiative it will be easy to reduce
turnover and increasing efficiency of staff as well.
From all above initiatives it is stated that increasing pay and benefit is suitable. This is
because in when staff get high pay and benefit it results in gaining their satisfaction. besides
that, benefit can also include paid leave and flexible working. Therefore, it will be easier to
retain them as they will be automatically encouraged when they get high benefits. In addition,
by offering high pay change can be implemented in effective way and it will also state that
their efforts are recognised and on basis of that benefits are given to them. therefore, council
should rise benefits of staff to retain them (Zhou, Fey, and Yildiz, 2020).
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How should lisa approach task of you said we listened e mail
It is essential for Lisa to take some approach through which issues are solved by taking
initiatives. For that she needs to write an e mail to CEO regarding approach of You said we
listened.
To
The CEO
Olbridge council
Sub- Approach of you said we listened
This is to inform you that in survey done it is found that there are several
concern which exist within council. So, these concern has highly impacting on employee
retention. Therefore, an approach is taken of You said we listened by HR. The main
purpose is to listen to issues faced by employees and solve it immediately by taking
relevant measures. Thus, you said refer to any compliant made my staff and we listened is
HR has solved it. with that approach it will be easy for HR to find out that what concern
is there and how it is solved. For example – if staff is not getting support from senior
manager then they can freely approach to HR. By listening to their concern measure will
be taken to solve it. similarly, if any employee feel stress at work then they say to HR
regarding it. this will enable in solving issue.
However, this approach will be highly beneficial for council as it will make it easy
for listening to employee concern and solving it by taking relevant measures. Thus, it will
bring out some positive outcomes as staff will easily communicate with HR.. besides that,
there will be strong relation developed between HR and workers. This will led to create
positive environment. Apart from it, this approach will fix responsibility and accountability
of HR towards listening to any concern and taking effective measures. So, HR will be
eligible to give answer to employee questions. It is require to change things within council
by initiating this approach
Besides that, it is evaluated that the main objective of Lisa behind this approach is
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to listen to employee issues which are facing. This will enable them to open up with HR
and raise issue which they face. Another objective is to solve those concerns raised by
taking proper measure. It will led to initiate some HR practices, policy, etc so that
employee feel comfortable and their satisfaction is gained. The last objective of Lisa is to
motivate staff to communicate with each other and HR. It will allow staff to take support
of HR in case of any concern. So, it will enable in communicating things in quick time.
Moreover, this approach will benefit for long term to council. Through it, HR
will be engaged in maintaining positive culture and finding out reason why staff are
working in stress. The concern will be directly reported to HR and quick action is taken
in it. thus, in this way all problem will be solved and it will led to gaining satisfaction of
staff. they will be retained for long term as well.
Thus, i will be highly obliged if you give permission to start this approach through
which staff issues are solved.
Thanking you
Lisa
HR manager
Current and future developments in HRM : Lisa needs to be involved in making sure that for
managing the human resource of council she is making use of the current and future technology.
It has been analysed that Lisa can be engaged in asking for feedback from employees so that the
gaps in their services can be fulfilled (Noe and et.al., 2018). This will also assist in achieving
their goals and objectives. It has also been analysed that they can make use of advanced
technology so that the needs and demands of workers can be fulfilled. This will assist them in
growing.
HRM locally and internationally
There is difference between local and international HRM. It can be stated that in local
HR there is hiring of staff locally. The talent and resources are hired from local country.
However, in IHRM HR is managed at international level in order to gain competitive
advantage. There is also change in HR practices as well which is followed. Alongside it is
found that IHRM is complicated as compared to local. It is because here new practices and
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laws are considered. Also factors such as cultural, social, political etc is considered. So, external
factors impact to great extent while in local internal factors like policy, management, etc.
influence it. in international different HR system are set whereas program of single nationality is
developed (Heilmann, Forsten-Astikainen, and Kultalahti, 2020).
How to implement HRM strategies
It is necessary to implement HRM strategies in effective way. This is because if
strategies are not implemented properly it leads to impact on HR operations. There are 8 steps
in it which are defined as
Align HR needs with business practice- here, HR needs is integrated with business practice. It
means gap is identified between needs and staff satisfaction.
Regular check in- the strategy must be monitored within specific time period. It can be either
monthly or weekly. So, here policies might be set as well
HR strategy development- the strategy must be communicated with staff. for that it require to
train and develop staff as well.
Organisation and performance- the performance of organisation is evaluated to identify work
force optimisation (Memon, and Tariq, 2020).
In this way HRM strategies are implemented within organisation
CONCLUSION
From the above study it has been summarised that during the time of change proper
assistance is been provided by management to employees so that they can be able to increase
employee belongingness during the time of change. It has also been analysed that proper human
resource management has been done in council so that productivity of employees can be
increased. They have also been involved in making use of current and future trends related to
HRM in order to grow. It has also been analysed that this has assisted them in achieving the set
target and mission. It has also been analysed that change is managed adequately in council as it is
one of the most important factors in managing people at work as if the employees at workplace
are not satisfied, they will tend to leave firm and also will increase employee turnover in
organisation. This has assisted the council in growing and also this has supported them in
reducing down the errors that has been faced by them.
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REFERENCES
Books and Journals
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Hameed, Z., and Naeem, R.M., 2020. Do green HRM practices influence employees'
environmental performance?. International Journal of Manpower.
Heilmann, P., Forsten-Astikainen, R. and Kultalahti, S., 2020. Agile HRM practices of
SMEs. Journal of Small Business Management, pp.1-16.
Memon, M.A. and Tariq, A., 2020. Satisfaction matters: the relationships between HRM
practices, work engagement and turnover intention. International Journal of Manpower.
Nankervis, A. and et.al., 2019. Human resource management. Cengage AU.
Noe, R.A. and et.al., 2018. Fundamentals of human resource management. McGraw-Hill.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Zhou, A.J., Fey, C. and Yildiz, H.E., 2020. Fostering integration through HRM practices: An
empirical examination of absorptive capacity and knowledge transfer in cross-border
M&As. Journal of World Business, 55(2), p.100947.
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