Oldbridge District Council: Analyzing Staff Survey for HRM Strategies

This case study examines the human resource management challenges faced by the Oldbridge District Council, a local government authority. The analysis focuses on a staff survey conducted by the HR manager, Lisa, to assess employee satisfaction and engagement across various departments. The study identifies key findings, including concerns about pay scales, change management, recognition of efforts, workload, and management support. The report delves into the significance of each finding, emphasizing its impact on employee motivation and organizational productivity. The study recommends immediate initiatives to address these concerns, such as salary range adjustments, improved change management strategies, and workload reduction through flexible working practices. Furthermore, the case study explores the role of effective communication and collaboration between senior management and employees to foster a positive and productive work environment. The document provides an overview of the council's services, its workforce demographics, and the context in which these HR issues arise. It also emphasizes the importance of proactive HR practices in maintaining a competitive edge and achieving organizational goals. The study concludes with a discussion on how Lisa should approach the task of drawing up the proposed, ‘You Said, We Listened’, email including her main objectives. The assignment is a comprehensive analysis of HRM issues and strategies within a local government context.

Old bridge District
Council

Table of Contents
INTRODUCTION ..........................................................................................................................3
Which 5 of the key findings from the survey should Lisa be most concerned about?...............3
Choose Three initiatives which Lisa should develop immediately to improve the more
concerning findings. ...................................................................................................................6
How should Lisa approach the task of drawing up the proposed, ‘You Said, We Listened’, e-
mail including her main objectives? ..........................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resource management is the function within organisation which focuses on the
recruitment, management and providing direction and guidance to the people who working
within the organisation. Respective report is based on the Old bridge District council which
provides the various range of services such as tax collection, refuse collection and recycling
many more. The major theme on respective report is based on that HR manager who conduct
staff survey in order to acknowledge the level of satisfaction and engagement among staff.
Respective report covers the key findings after conducting the survey and reason the significance
of findings in leading and managing people at work. Further it elaborates the major initiatives to
improve the concerning findings. At last it includes the approaches related to their new concepts
bring in organisation to remain competitive in marketplace.
Which 5 of the key findings from the survey should Lisa be most concerned about?
For an organisation it is very much important to evaluate the employees satisfaction level
so that they can give one of their best efforts as it enhance their level of motivation ( Anderson,
Fontinha and Robson, 2019.). In context of Old bridge district council that appointed HR
manager in organisation to survey the major gaps and to evaluate satisfaction level or
dissatisfaction in order to remain competitive in marketplace. After survey the major findings
gathered by using questionnaire that are one of most validate source of collection of information
come in primary source.

HR manager Lisa for her the major concerning or findings after conducting the survey in order to
serve their consumers and enhance their motivation level positively in proper manner that are as
follows:
 The major concern that only 21% of the people are satisfied with their pay scale as
mostly people recruited on temporary basis.
 The major finding that only 15% said that change in managed well in organisation.
Change is very much important for organisation. Sometimes people feel resist to accept
changes in their organisation so it is the responsibility of management to provide proper
education to employees regarding changes.
 The finding that Only 27% people's efforts are not properly recognized that create
dissatisfaction within them that enhance their turnover rate within the organisation.
 The finding after conducting survey it has been observed that 83% people suffer from
increased in workload create dissatisfaction within them.
 The another concern or finding after survey that people 80% valued and supported by
their colleagues, 55% by their line managers and only 20% by senior managers.
After conducting the survey observed that there are so many factors that arise within the
workplace and hinders the self interest of people in order to given one of their best efforts to
remain competitive in business environment positively. The major objective to conduct
respective survey is to find out the factors which affect the employees as well as organisational
productivity and gaining potential outcomes (Armstrong and Taylor, 2020.). After conducting
survey it is evaluated that some are the major gaps existed within the organisation that pay scales
are not satisfactory that enhances the turnover rate which hinders the self interest of organisation
as employees not able to give one of their best efforts. The another key finding that people stated
that change within the organisation not managed properly manner. As changes are very much
potential for an organisation. Change management is potential for organisation in order to remain
competitive in marketplace (Ferraris, Erhardt and Bresciani, 2019.). The another major concern
is that efforts of people are not recognized in proper manner as they put one of their best
initiatives but not recognized that create dissatisfaction within the people that lower down their
productivity within the organisation. In that series the concerning area is that higher authority
corporate and shares the roles and responsibilities with one another in proper manner but the
people at senior manager level not corporate with people that create dissatisfaction within them.

So it is very much essential for management to evaluate the importance of respective factors in
the Old bridge District council to remain competitive in business environment by bringing major
reforms in HR practices positively that are as follows:
Importance of Major HR practices:
Pay scale or fair wages:
A salary employee is a worker that gain a fixed amount of money or compensation by the
employer. The dispensation of payroll as per the skills and experience of an individual plays very
much important role for an organisation to keep motivated and dedicated towards achieving
organisational goals and objectives in positive manner (Kaufman, 2019. ). Attracting pay terms
helps to attract one of most talented personnel within the organisation which is the requirement
of Old bridge district council as they always required people who possess expertise in field of tax
collection and recycling.
Change management:
Change management is the chain of activities that provides ease for organisational
transitions. It enables to employees to understand, commit to, accept and positively embrace it to
remain competitive in business environment. It is very much essential for organisation in
competitive world to embrace changes but sometimes due to lack of acknowledgement people
feel resist towards change (Kim And et.al ., 2019.). To solve respective problem organisation
have to conduct training session and have to educate properly about significance of change for
stakeholders so that they can give one of their best efforts. In context of Old bridge district
council they have not able to manage changes in proper manner so HR need to educate properly
about it.
Recognition of efforts:
It is the human nature that every one wants the recognition that not only enhance
motivation but also productivity to give one of their best efforts. In context of Old bridge district
council where employees not properly recognized for their efforts that hinders their self interest
in giving best efforts in future. So it is very much essential for an organisation to use both
monetary and non monetary benefits to enhance motivation level of employees.
Increased in workload:
Increased in workload is one of serious issue from which all people in the organisation
suffered, respective activity enhances the level of stress and lower down the creativity with

productivity of employees (Lee And et.al ., 2019). To overcome from respective negative effect
on employees it is very essential for Old bridge district council to provide flexible working
practices, remote working and hire more employees as per the work so that people not stressed
from work.
Non cooperative higher authority:
For an organisation it is very much essential to cooperative with the subordinates as they
work with on their guidance and subordination (Stewart and Brown, 2019..). In context of Old
bridge district council their higher authority not cooperate with their subordinates such not
properly communication, not sharing roles and responsibilities and not taking any kind of
suggestions for improving results within the organisation. So in context of respective
organisation they have to involve their subordinates in their decision making process so that they
remain motivated and encouraged in giving one of their best efforts.
Choose Three initiatives which Lisa should develop immediately to improve the more
concerning findings.
For an organisation it is very much potential to take proper Initiatives in order to gain
potential outcomes for gaining competitive advantages. In context of Old bridge district council
they by evaluating the major concerning areas take major initiatives that are as follows:
 The major initiatives for improving the satisfaction level of employees in regards of their
salary as people in organisation not pay best wages in against their work that hindrances
their self interest in order to remain competitive in marketplace. Lisa HR manager of Old
bridge district council take initiative that they develop the salary ranges to ensure the pay
paid to them is competitive with other organisation deals in same industry. To be
competitive it is very much important to set benchmarks in regards of jobs within the
same industry by creating pay structure appropriately. They build salary ranges by
conducting the research and development internally or by utilizing the various websites in
order to evaluate average salary in a particular geographical sphere to build most
competitive price into marketplace (Saeed and et.al., 2019.). It is very much crucial to
look all the jobs and determine in series the work is done to set salary accordingly to
employees so that they can give one of their best efforts in organisational as well as self
development. The major advantage of respective initiative that chosen by Lisa to
improve the satisfaction level of their employees that it provides the organisation

consistency in pay in regards of work they presently working for position. Respective
range vary in regards of education, experience or performance level but employees in
same kind of job they know that they earn similar to their colleagues. On other hand but
sometimes the competitive organisations due to gaining higher level of profitability
provide high profits to their employees that create dissatisfaction within the employees.
 The second but important initiative take by Lisa to improve the change management that
is firstly they involve people in the change process as their involvement simultaneously
improves their motivation and provide adequate information regarding significance of
change for organisation. In that series they by setting challenging, achievable and
measurable goals that helps to create competency among the employees and aimed to
provide both monetary and non monetary initiatives to personnel so that remain
motivated and engage one self in change management process in positive manner (Peccei
and Van De Voorde, 2019.). So there are some crucial kind of advantages of respective
initiative in front of organisation that it helps to gain competitive advantage that are
significant for them to gain sustainability. But some major disadvantages also that it takes
huge cost and time to implement and gain potential outcomes out of it. So respective
initiative proved very much beneficial for organisation to lead in marketplace by finding
out major gaps to manage it in proper manner.
 The another major initiative taken by List to reduce the work pressure of employees so
that they can contribute one of their best efforts in organisational as well as self
development that are providing remote working and flexible working practices. By using
respective practices employees can be able to give one of their best efforts as work life
balance is one of most serious concern in front of employees and which leads work
pressure to them. To resolve respective concern it is very much essential to recruit some
permanent employees so that work can be distributed within the employees and they can
give one of their best efforts in organisational as well as for their career growth. The
another major initiatives that helps management is to apply flexible working practices in
which employees they can easily shift their working hours and also relax for some hours
that directly enhance their productivity and sustainability in marketplace. Stress is one of
biggest complaint in front of workforce as they have to work so many hours in a day.
Flexible schedule helps to create an environment for managing better demands. The

another factors which is it decrease absenteeism that directly hinders self interest of
organisation as well as individual in order to remain competitive in marketplace
(Morgeson, Brannick and Levine, 2019). There are some disadvantages also in context
of employees of flexible working practices that it creates difficulty for office based staff
to work as effectively with telecommuting staff. Also it not mention the clear line in
between the home and work that hinders self interest. Some disadvantages in context of
organisation as some sort of employees not work effectively without proper supervision
and it arise feelings of unfairness within employee's. By using respective practice rarely
and in emergence helps to employees to lesser down their stress level.
How should Lisa approach the task of drawing up the proposed, ‘You Said, We Listened’, e-mail
including her main objectives?
For an organisation it is very much important to conduct survey and observations in order
to collect important knowledge and information to evaluate employee satisfaction level. In
context of Old bridge district council they hired HR manager Lisa who conduct a survey to find
out major gaps before employees in order to give one of their best efforts. In that series senior
manager urged that they have to draw up responses and bring a campaign “you said, we listened”
in which organisation analyse the concerns of employees and management take actions to
overcome from problems so that they can give one of their best efforts. To communicate to
employees Lisa HR manager draft a mail in regards of key findings and initiative take in regards
and to share regarding campaign in benefit of employees that are as follows:
Email
Lisa (HR manager)
Old bridge district council
2 January, 2020
To all my colleagues,
Hereby, I am pleased to inform to all that management of our organisation last days conducted
a survey to gain findings and potential factors in regards of employees. After conducting survey
the some key findings that evaluated are:

 Wages are not satisfactory for employees.
 Changes are not properly managed.
 People are under pressure of work.
Respective are the factors that are major concern before organisation and needed to take some
crucial initiatives to improve motivation level and productivity:
 Now in organisation the way of allocating salary by using “Salary ranges” as per
competitors industry.
 To manage changes by providing proper kind of training sessions and rewards should
be provided to employee's while giving their best.
 To lessen down work pressure by providing remote working, flexible working practices
and permanent employees should be recruited promptly.
The another major initiative that bring by management which is “You said, We listened” as
name denoted the objective of respective campaign helps to employees to share or
communicate their grievances in order to taking proper actions to improve the working
conditions. You can drop the mail on organisation's personal mail id: [e-mail]
and grievances should be discussed on every Saturday to take promptly actions.
Thanks and regards
Lisa
CONCLUSION
From the above report it has been concluded that for every organisation it is very much
essential to find out gaps in order to perform well. By using various kinds of ways such as
surveys, observation and questionnaire they can accumulate necessary knowledge and
information regarding findings in organisation for taking prompt actions. There are some major
areas on which every organisation have to work such as satisfactory pay, managing changes,
stressed workers and corporation within people and departments so that personnel can give one
of their best efforts for gaining competitive advantage. As employees motivation level plays very

much great role in organisational productivity and sustainability so by working on respective
areas management can improve the results positively.

REFERENCES
Books and journals:
Anderson, V., Fontinha, R. and Robson, F., 2019. Research methods in human resource
management: investigating a business issue. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Ferraris, A., Erhardt, N. and Bresciani, S., 2019. Ambidextrous work in smart city project
alliances: unpacking the role of human resource management systems. The
International Journal of Human Resource Management. 30(4). pp.680-701.
Kaufman, B.E., 2019. Managing the human factor: The early years of human resource
management in American industry. Cornell University Press.
Kim, Y.J. And et.al ., 2019. The effect of green human resource management on hotel
employees’ eco-friendly behavior and environmental performance. International
Journal of Hospitality Management. 76. pp.83-93.
Lee, H.W. And et.al ., 2019. Effects of human resource management systems on employee
proactivity and group innovation. Journal of Management. 45(2). pp.819-846.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Peccei, R. and Van De Voorde, K., 2019. The application of the multilevel paradigm in human
resource management–outcomes research: Taking stock and going forward. Journal of
Management. 45(2). pp.786-818.
Saeed, B.B., and et.al., 2019. Promoting employee's proenvironmental behavior through green
human resource management practices. Corporate Social Responsibility and
Environmental Management. 26(2). pp.424-438.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.
Tweedie, D. and et.al N., 2019. How does performance management affect workers? Beyond
human resource management and its critique. International Journal of Management
Reviews. 21(1). pp.76-96.

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