Managing People: HRM Policies, Training, and Engagement Report

This report examines the crucial role of Human Resource Management (HRM) in enhancing employee engagement, particularly within the context of West Sussex Home Care. It delves into the significance of robust HRM policies, including training and development initiatives, and their direct impact on staff motivation, productivity, and overall organizational success. The report highlights key HRM principles, such as recruitment to retirement, and emphasizes the importance of aligning HRM strategies with the specific needs of the healthcare sector. It explores the benefits of training and development programs, including skill enhancement and improved patient care, while also acknowledging potential drawbacks. Furthermore, the report discusses the link between employee engagement and effective HRM, emphasizing how engagement contributes to better decision-making, higher earnings, and resilience during economic downturns. The conclusion underscores the importance of strategic HRM in creating a positive work environment and driving organizational goals.

Managing People
(BA Business Management)
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Table of Contents
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
Question 1: Organization needs robust and progressive HRM policies. Training and
development and employee engagement and how these are linked to HRM strategy................3
Concept of Human Resource Management.................................................................................4
Key principles of Human Resource Management......................................................................4
Organization needs robust...........................................................................................................5
Training and development...........................................................................................................5
Employee engagement and how these are linked to HRM strategy............................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................8
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Introduction
Managing people can be defined as characterizing different practices that include the start
to finish procedures of ability procurement, ability enhancement, and ability maintenance while
offering proceeded with help for the business and direction for the workers of an association.
Basically, in present world it has become hard within healthcare industry to hire qualified
individuals or to reduce the high turnover ratios of employees (Hughes and et. al., 2019).
Basically, this is done by HR department of a business or any other agency dealing
among one particular or different sectors. In present context, company which is chosen for this
report is West Sussex Home Care, which is serving patients with assistance with medication,
self-care, like bathing, grooming, using the toilet and dressing. Also, this essay will be enclosed
with key principles and concepts of Human Resource Management where the particular question
that has been chosen is “Organization needs robust and progressive HRM policies.”
Main Body
Question 1: Organization needs robust and progressive HRM policies
Every single business organisation is going through ample number of difficulties when it
comes to manage working individuals at a workstation. In the same way, if it is talked about
healthcare sector then it is also going through various problems while engaging employees, train
them and developing various effective HRM strategies. Here, it can be said that it is pretty much
needed by organisation to keep on delivering appropriate training and development sessions to
staff members so that appropriately employee engagement could effectively be improvised.
Away with this, it can be said that in order to become a vigorous association intends to have the
versatility and adaptability to have the option to make something happen, to make changes, and
to quickly accept up business open doors and address difficulties (Leroy and et. al., 2018).
On the other hand, it has also been anlysed that progressive HRM policies aid a company
whether it is dealing at small or high level within healthcare sector in engaging staff members in
much effective and in efficient manner. Therefore, if it is talked about West Sussex Home Care,
which was dealing with many issues like less engagement of employees among different tasks,
which not only impacted upon productivity but was also impacted on profitability as well.
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Concept of Human Resource Management
Human resource management can be defined as implication of the executives for the staff
members at a workstation. Specifically, HRM is indeed process that connects staff members to
organizations & aid both them to achieve common goals. Various methods, processes, &
activities are structured to help both staff & organizations in achieving goal. In present context, if
it is talked about West Sussex Home Care, then it will be needed by this company to follow this
concept of HRM in order to gain number of benefits like increasing engagement of staff
members towards its goals and objectives (Hughes and et. al., 2019).
Key principles of Human Resource Management
In present context, some of crucial HR Key principles that are needed to be followed by
West Sussex Home Care in order to improvise the employee engagement then some of these are:
Recruitment to retirement, HR is related to the management of personnel through enrolment until
departure. Company includes job arrangement, commitment, planning & development,
placement, Company of compensation & wages, progression, movement, withdrawal,
implementation analysis, grievance handling, association of government support, job evaluation
& rating of credibility and sub-employment review (Hughes and et. al., 2019). Also, Hire for
attitude, recruit for skills where it is needed by West Sussex Home Care to focus upon mentality
is part for worker towards commitment and achievement. Subsequently, HR leaders can stress
mindset, rather than comprehension. Recruiting the individual with a good personality is better &
has no expertise though with a pleasant temperament and prolonged periods of experience. In the
occurrence which members have such a reasonable attitude, they will still be able to maintain the
data, skills and capabilities that become essential for making their duties workable throughout
the workplace (Ross, Ressia and Sander, 2017).
Including this, another principle that came in front, which is required HR department of
West Sussex Home Care to follow is Shed complexity, wed simplicity, because it has been
analysed that individuals today like to work in level associations instead of tall ones. Tall
associations regularly have orders with a bureaucratic attitude that doesn't work in the current
setting. Therefore, these are said to be some of the crucial principles, if HR department of West
Sussex Home Care will follow, then it will start delivering right outcomes in much effective and
in efficient manner as well (Wirtz and Lovelock, 2017).
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Organization needs robust
Since, West Sussex Home Care is dealing with number of issues like less engagement of
staff members which also raised high turnover ratio of the employees. Therefore, it is pretty
much needed by West Sussex Home Care to come up with effective HR strategy, based on the
requirements of staff members. This is where, different strategies that can be developed in
relation to empowering staff or motivating them are like stronger compensation policy, effective
training sessions to enhance their skills and traits, development of various retirement plans,
delivering appropriate and secured environment would help employees of West Sussex Home
Care to deliver right service to consumers based on their requirements (Aithal and Kumar, 2016).
Training and development
In present context, development along with training are said to be the two elements which
involves enhancing their effectiveness of organizations and about the persons within themselves.
Development is often seen as being associated to rapid improvements in organizational
suitability through ordered instruction, whereas progress being associated with advancing long-
term managerial & workforce goals (Hackett and et. al., 2018). Therefore, it is considered to be
an effective approach i.e. training and development sessions, that may help West Sussex Home
Care in gaining competitive advantages as this would help them in motivating staff towards
different desiread goals of both long and short term. Away with this, it can be said that training
and development may help West Sussex Home Care in delivering appropriate motivation to staff.
This could be understood with a good example where, demotivated employee will perform less
as compatred to motivated ones, here, it is needed by HR manager of West Sussex Home Care to
come up with an effective training session but before that it is also needed to conduct analysis
based on the needs and requirements of staff (Bader, Schuster and Dickmann, 2019).
This would help HR manager to get the appropriate knowledge about different sections in
which every single individual at workplace needs attention and progress. With the help of this,
appropriate training session can effectively be made right on time, in present context, it is said
that for companies to keep developing, continuous planning & training programs of its
employees are essential for the associations. Rivalry as well as the state of business keep
evolving, yet consequently it is basic to keep learning and get new aptitudes. Away with this,
training programs are specifically focusing on staff of West Sussex Home Care this will help
organisation in in bringing the best outcomes for their patients. also, it can be said that with the
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help of training and development staff members of this home care will directly start improvising
their own skills and also may become able to enhance where productivity through finding the
different innovative skills in much effective and efficient manner (Klikauer, 2018). Focusing
upon the different aspects an organisation like West Sussex home care can easily analyse the
different weaknesses and ask staff members to work on them considering the training sessions as
this will not only improve their productivity but of the care home as well.
On the other hand, certain benefits of training & development are: it directly lead the
staff members to look among different aspects where they can improve their existing skills and
my also find the new and innovative skills. This will help up west Sussex home care in looking
among different aspects which were lacking in order to deliver the best service to the patients.
Basically, improvised skill not only help staff in delivering the best shot of medication to the
vulnerable but it will also help care home to gain number of competitive advantages as well.
On the other side, some of disadvantages of training and development where there will
be several, some of disadvantages of training and growth are: it's an costly method requiring the
selection of appropriate trainers and the participation of non-revenue workers. There seems to be
a chance that perhaps the worker may be forced to leave work just after training & development
period.
Henceforth, these are said to be some of the crucial advantages and disadvantages that are
required by West Sussex Home Care to understand before developing any effective HR strategy
towards improvising the employee engagament towards different desired goals and requirements
of West Sussex Home Care.
Employee engagement and how these are linked to HRM strategy
In present time, employee engagement can be defined until the stage that organizations
concentrate on how to enhance organizational fulfilment, improvements do not necessarily lead
to improved execution. The conditions which make workers "satisfied" to the jobs are in so many
cases related circumstances that disappoint high-performing members. Top entertainers grasp
transformation, look for improvement activities, and stir things up (Psychogios and Prouska,
2019). Company like West Sussex Home care want all staff to be kept accountable for achieving
performance, while low entertainers remain irresponsible, stick to daily business, or reject
reform. Also, if it is talked about West Sussex Home Care then it is pretty much needed by its
HR manager to develop an effective HRM strategy to improve the employee engagement. It is
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important because, engagements leads a company like West Sussex Home Care to comprehend
their motivation, where, and how they fit in.
This prompts better dynamic. Associations with a drew in workforce outflank their
opposition. They have a higher gaining per share (EPS) and recoup all the more rapidly after
downturns and monetary misfortunes. Commitment is a key differentiator with regards to
development and advancement. To more readily comprehend the necessities of your association,
managing a representative commitment review is vital. This isn't equivalent to a fulfillment
review. Therefore, it is needed by West Sussex Home Care to develop an effective HR strategy
to deliver different services to their patients in much effective and in efficient manner (Kahn and
Baum, 2020).
Conclusion
With the help of above mentioned report, it is being concluded that Human Resource
Management, plays an effective role when it comes to engage employees in much effective and
in efficient manner. Away with this, it is also summarised that developing an effective HR
strategy and delivering appropriate training and development sessions directly lead employees to
enhance their skills and this may also help them in improving the employee engagement at
workplace, which will directly put positive impact upon productivity and profitability as well.
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References
Books and Journals
Hughes, C. and et. al., 2019. Managing People and Technology in the Workplace', Managing
Technology and Middle-and Low-skilled Employees (The Changing Context of
Managing People).
Leroy, H. and et. al., 2018. Managing people in organizations: Integrating the study of HRM and
leadership.
Hughes, C. and et. al., 2019. References', Managing Technology and Middle-and Low-skilled
Employees (The Changing Context of Managing People).
Hughes, C. and et. al., 2019. Middle-skill-level Employees and Technological Environments',
Managing Technology and Middle-and Low-skilled Employees (The Changing Context
of Managing People).
Ross, P. K., Ressia, S. and Sander, E. J., 2017. Prelims', Work in the 21st Century (The Changing
Context of Managing People).
Wirtz, J. and Lovelock, C., 2017. Managing People for Service Advantage. World Scientific.
Aithal, P. S. and Kumar, P. M., 2016. Organizational behaviour in 21st century–'Theory A'for
managing people for performance. IOSR Journal of Business and Management (IOSR-
JBM), 18(7), pp.126-134.
Hackett, J. and et. al., 2018. Primary palliative care team perspectives on coordinating and
managing people with advanced cancer in the community: a qualitative study. BMC
family practice, 19(1), p.177.
Bader, B., Schuster, T. and Dickmann, M., 2019. Managing people in hostile environments:
lessons learned and new grounds in HR research.
Klikauer, T., 2018. Managing People in Organizations. Macmillan International Higher
Education.
Psychogios, A. and Prouska, R., 2019. Managing People in Small and Medium Enterprises in
Turbulent Contexts. Routledge.
Kahn, M. J. and Baum, N., 2020. Managing People. In The Business Basics of Building and
Managing a Healthcare Practice (pp. 43-46). Springer, Cham.
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