Human Resource Management Report: Employee Issues and Solutions at WDC
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AI Summary
This report examines human resource management issues within Westonwich District Council (WDC), a local government organization serving a rural population. The report analyzes employee engagement, work environment, training and development opportunities, compensation, and work-life balance, identifying key problems through employee surveys. Major issues include lack of recognition, inadequate work environment, limited training, and insufficient compensation, leading to decreased engagement and satisfaction. The report highlights two major issues: compensation and lack of career development opportunities, supported by reward models and motivation theories, such as Maslow's hierarchy. The findings emphasize the need for improved employee well-being, better compensation strategies, and enhanced training programs to address the identified challenges and improve overall organizational performance.

Human Resource Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
Employee engagement............................................................................................................3
Work environment..................................................................................................................4
Training and Development opportunities...............................................................................4
Compensation.........................................................................................................................5
Work life balance...................................................................................................................5
Two major issues....................................................................................................................5
CONCLUSION................................................................................................................................7
Recommendations............................................................................................................................8
REFERENCES..............................................................................................................................10
INTRODUCTION...........................................................................................................................3
Employee engagement............................................................................................................3
Work environment..................................................................................................................4
Training and Development opportunities...............................................................................4
Compensation.........................................................................................................................5
Work life balance...................................................................................................................5
Two major issues....................................................................................................................5
CONCLUSION................................................................................................................................7
Recommendations............................................................................................................................8
REFERENCES..............................................................................................................................10

Executive Summary
Human resource management is the managing of people within a company which plays
an important role in the functioning of various roles and responsibilities in a department. It is the
management of workforce in a company which helps company in achieving overall goals and
objectives. In this report Westontwich a local government organisation is providing services to
rural population in which they have been facing major issues in the operations. Employees of
company have been facing various issues which has impacted overall performance and
productivity. For this company has conducted survey between employees which leads to
identification of various issues.
Human resource management is the managing of people within a company which plays
an important role in the functioning of various roles and responsibilities in a department. It is the
management of workforce in a company which helps company in achieving overall goals and
objectives. In this report Westontwich a local government organisation is providing services to
rural population in which they have been facing major issues in the operations. Employees of
company have been facing various issues which has impacted overall performance and
productivity. For this company has conducted survey between employees which leads to
identification of various issues.
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INTRODUCTION
Human resource management is the process of managing people of an organisation to
achieve better performance. It is one of the important function which focuses on hiring people
required to be filled to perform various jobs. HRM has been given wide recognition in businesses
due to consideration of human resource as important function which ensures whether company
reaches success or not. Thus, Human resource department has given important position which
helps in attaining business goals and objectives of an organisation. Human resource performs
various functions such as hiring, recruiting, training and development, safety and health
consideration, compensation and maintaining employee relations etc. Westonwich District
Council (WDC) is a local government body who provides range of services to a predominantly
rural population of 75000 people living in the surrounding villages in north of England. This
report includes various key issues faced by employees of the organisation with providing
effective solutions and recommendations.
Employee engagement
Employee engagement is the amount of recognition they have been given for their efforts
in workplace. It is the participation of employees in the decision making and developing of goals
and objectives. It is known as management by objectives in which supervisors and subordinates
come together for the development of plans and objectives to achieve aligned with overall goals
and objectives of company. It helps in motivating employees in reaching their goals effectively
due to engagement of them in the development of plans, team and individual goals and
objectives. In Westonwich, employee faces lack of support and less valued by the senior
managers which leads to discouragement in gaining feedback for their efforts. Work recognition
is one of the major concerns of employees as 73 per cent employees have state that their work is
not being recognised properly. Only some of the employees have felt that their efforts are
recognised properly. This has led to less work satisfaction which can be seen from 54 per cent
people are actively seeking for alternative employment opportunities (Boon, Eckardt, Lepak and
Boselie, 2018). Only 36 per cent people have stated they are happy with their work and feel job
security. Employee discretion is another issue in the company where employees are not allowed
to decide and have freedom in their job. These concerns have led to major issues leading to less
Human resource management is the process of managing people of an organisation to
achieve better performance. It is one of the important function which focuses on hiring people
required to be filled to perform various jobs. HRM has been given wide recognition in businesses
due to consideration of human resource as important function which ensures whether company
reaches success or not. Thus, Human resource department has given important position which
helps in attaining business goals and objectives of an organisation. Human resource performs
various functions such as hiring, recruiting, training and development, safety and health
consideration, compensation and maintaining employee relations etc. Westonwich District
Council (WDC) is a local government body who provides range of services to a predominantly
rural population of 75000 people living in the surrounding villages in north of England. This
report includes various key issues faced by employees of the organisation with providing
effective solutions and recommendations.
Employee engagement
Employee engagement is the amount of recognition they have been given for their efforts
in workplace. It is the participation of employees in the decision making and developing of goals
and objectives. It is known as management by objectives in which supervisors and subordinates
come together for the development of plans and objectives to achieve aligned with overall goals
and objectives of company. It helps in motivating employees in reaching their goals effectively
due to engagement of them in the development of plans, team and individual goals and
objectives. In Westonwich, employee faces lack of support and less valued by the senior
managers which leads to discouragement in gaining feedback for their efforts. Work recognition
is one of the major concerns of employees as 73 per cent employees have state that their work is
not being recognised properly. Only some of the employees have felt that their efforts are
recognised properly. This has led to less work satisfaction which can be seen from 54 per cent
people are actively seeking for alternative employment opportunities (Boon, Eckardt, Lepak and
Boselie, 2018). Only 36 per cent people have stated they are happy with their work and feel job
security. Employee discretion is another issue in the company where employees are not allowed
to decide and have freedom in their job. These concerns have led to major issues leading to less
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employee engagement. This can be seen from large number of employees feel less engaged and
valued as 28 per cent of employees are listened to when they are at work. However, 71 per cent
employees are satisfied with their level of responsibilities given in the job. This results in
building of major issue of lower engagement and work satisfaction between people.
Work environment
Work environment is referred to as the physical and organisational behaviour which helps
in forming work culture in a company. These are the environment which focuses on the well
being of employees in a company. It is consist of various health benefits provided to employees
of a company. It includes various factors such as psychological, physiological and other well
being concerns such as control of various pollutions, availability of basic amenities and health
and safety etc. The environment influences work performances of employees leading to healthy
and congenial relationship where open communication and professionalism is maintained. In
Westonwich, 59 per cent employees are satisfied with their work environment which reveals lack
of infrastructure and facilities in the company (Bratton and Gold, 2017). This leads to
discouragement in the performance of employees with lack of facilities and environment of
work. It affects employee behaviour and personality in the company due to bad physical
environment.
Training and Development opportunities
These are the major concerns in the well-being of employees in which proper concern is
given for development needs of employees. Training and development of employees are the
important factors for the achievement of overall goals and desired performance. It helps in
providing employees work satisfaction and feels valued or engaged in the company. In
Westonwich, only 32 per cent employees feel satisfied with the training and development
opportunities available in the company. Also, 89 per cent employees state that their jobs have
become increasingly stressful lately. This shows amount of pressure they face in completion of
their jobs and difficulty level. This leads to lack of training and development opportunities given
to employees (Chelladurai and Kerwin, 2018). With changing workload and pressure requires
tapping of development needs of employees. This brings major issue in which lack of training
and development needs lead to lack of effective performance of employees.
valued as 28 per cent of employees are listened to when they are at work. However, 71 per cent
employees are satisfied with their level of responsibilities given in the job. This results in
building of major issue of lower engagement and work satisfaction between people.
Work environment
Work environment is referred to as the physical and organisational behaviour which helps
in forming work culture in a company. These are the environment which focuses on the well
being of employees in a company. It is consist of various health benefits provided to employees
of a company. It includes various factors such as psychological, physiological and other well
being concerns such as control of various pollutions, availability of basic amenities and health
and safety etc. The environment influences work performances of employees leading to healthy
and congenial relationship where open communication and professionalism is maintained. In
Westonwich, 59 per cent employees are satisfied with their work environment which reveals lack
of infrastructure and facilities in the company (Bratton and Gold, 2017). This leads to
discouragement in the performance of employees with lack of facilities and environment of
work. It affects employee behaviour and personality in the company due to bad physical
environment.
Training and Development opportunities
These are the major concerns in the well-being of employees in which proper concern is
given for development needs of employees. Training and development of employees are the
important factors for the achievement of overall goals and desired performance. It helps in
providing employees work satisfaction and feels valued or engaged in the company. In
Westonwich, only 32 per cent employees feel satisfied with the training and development
opportunities available in the company. Also, 89 per cent employees state that their jobs have
become increasingly stressful lately. This shows amount of pressure they face in completion of
their jobs and difficulty level. This leads to lack of training and development opportunities given
to employees (Chelladurai and Kerwin, 2018). With changing workload and pressure requires
tapping of development needs of employees. This brings major issue in which lack of training
and development needs lead to lack of effective performance of employees.

Compensation
These are the rewards and benefits given to employees for completion of their job
effectively and efficiently. It is the remuneration provided by the employer to its employees in
exchange of work done with the help of predetermined pay policies. In Westonwich, company
has been facing financial challenges and it has restricted pay rise to 1 per cent for some years. It
has also imposed various restrictions on the recruitment of employees. This leads to more
opportunities for promotion in the company. Company has been hiring people on temporary
contract basis. From the confidential research questionnaire it has been recorded that 61 per cent
has found their work as rewarding and only 13 per cent enjoy it greatly. Also, only 21 per cent
employees are satisfied with their pay and benefits with no one addressing it to be very satisfied.
However, 88 per cent people are satisfied with the council's equality and diversity practices of
company (Delery and Roumpi, 2017). This leads to impact the behaviour of employees due to
inadequate compensation offered to employees. It affects the morale of employees due to unmet
needs of recognition and security in the company.
Work life balance
It is the balance between professional and personal lives of employees which leads to
satisfaction level they have from their work. In this employees expresses their level of
satisfaction from their workplace and lead a meaningful life. Work life balance is important
concern for an organisation which helps in improving performance of employees. In
Westonwich, 55 per cent are happy with their work life balance and 36 per cent are satisfied with
their job security. Also, 89 per cent employees states that their jobs have become increasingly
stressful in recent years. They have been facing problem of pressure due to increased workload
in the past years amount to 83 per cent employees. Thus, this results in unbalanced and stressed
work life of employees in the company.
Two major issues
From the above analysis of employee issues faced by people of organisation it can be
ascertained that two major issues are compensation and lack of career development opportunities
in the company. Following models can help in better understanding of major employee issues in
the company:
Reward model- These are the rewarding model which helps in determining manners
from which employees can receive desired benefits. It includes total reward model which
These are the rewards and benefits given to employees for completion of their job
effectively and efficiently. It is the remuneration provided by the employer to its employees in
exchange of work done with the help of predetermined pay policies. In Westonwich, company
has been facing financial challenges and it has restricted pay rise to 1 per cent for some years. It
has also imposed various restrictions on the recruitment of employees. This leads to more
opportunities for promotion in the company. Company has been hiring people on temporary
contract basis. From the confidential research questionnaire it has been recorded that 61 per cent
has found their work as rewarding and only 13 per cent enjoy it greatly. Also, only 21 per cent
employees are satisfied with their pay and benefits with no one addressing it to be very satisfied.
However, 88 per cent people are satisfied with the council's equality and diversity practices of
company (Delery and Roumpi, 2017). This leads to impact the behaviour of employees due to
inadequate compensation offered to employees. It affects the morale of employees due to unmet
needs of recognition and security in the company.
Work life balance
It is the balance between professional and personal lives of employees which leads to
satisfaction level they have from their work. In this employees expresses their level of
satisfaction from their workplace and lead a meaningful life. Work life balance is important
concern for an organisation which helps in improving performance of employees. In
Westonwich, 55 per cent are happy with their work life balance and 36 per cent are satisfied with
their job security. Also, 89 per cent employees states that their jobs have become increasingly
stressful in recent years. They have been facing problem of pressure due to increased workload
in the past years amount to 83 per cent employees. Thus, this results in unbalanced and stressed
work life of employees in the company.
Two major issues
From the above analysis of employee issues faced by people of organisation it can be
ascertained that two major issues are compensation and lack of career development opportunities
in the company. Following models can help in better understanding of major employee issues in
the company:
Reward model- These are the rewarding model which helps in determining manners
from which employees can receive desired benefits. It includes total reward model which
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encompasses five elements such as compensation, well-being, recognition, extra benefits and
development. This help in optimising performance of an organisation leading to provide
employee work satisfaction. It also helps in motivating employees with fulfilment of various
unmet needs and monetary benefits. This model frames strategically aligned elements with the
business goals. This helps in providing benefits to employees with aligning their needs and well-
being at emphasis. This model helps in providing motivated and productive workforces that feel
appreciated and rewarded for their contributions. This drives the organisation to lead towards
greater success. Following are the domains for well- being of employees which help in leading a
healthy life in work-
Physical- In this for the well-being of employees various elements are considered for
their physical health, mental health, working environment, physical safety and
accommodation etc. These are the areas which affects employee performances and
overall health. Employees have stated that they are facing issues in working
environment which can affect their health and safety. It is one of the major issue in
which company should ensure various physical well-being of employees.
Values- These are the areas which influences employee behaviour in a company. It is
consist of various ethical standards, psychological contract and spiritual expression which
has deep impact on the working of employees. This helps in directing and motivating
employee behaviour aligned with company's value system. Employees have stated they
feel less valued by senior managers and feel their efforts are less recognised. This affects
their work satisfaction and morale.
Personal Development- It is one of the major element in the development of employees
which helps in growth and survival of employees. In this autonomy, career development,
lifelong learnings and creativity is considered for the growth and development of
employees. Employees are not satisfied with their training and development opportunities
leading to less career development.
Emotional- It is consist of emotional intelligence of employees which helps in
developing positive relationships and social responsibility in a company. It plays an
important role in the well-being of employees which leads to better relationships and
improved performances. Employees have stated that they are not being heard well which
development. This help in optimising performance of an organisation leading to provide
employee work satisfaction. It also helps in motivating employees with fulfilment of various
unmet needs and monetary benefits. This model frames strategically aligned elements with the
business goals. This helps in providing benefits to employees with aligning their needs and well-
being at emphasis. This model helps in providing motivated and productive workforces that feel
appreciated and rewarded for their contributions. This drives the organisation to lead towards
greater success. Following are the domains for well- being of employees which help in leading a
healthy life in work-
Physical- In this for the well-being of employees various elements are considered for
their physical health, mental health, working environment, physical safety and
accommodation etc. These are the areas which affects employee performances and
overall health. Employees have stated that they are facing issues in working
environment which can affect their health and safety. It is one of the major issue in
which company should ensure various physical well-being of employees.
Values- These are the areas which influences employee behaviour in a company. It is
consist of various ethical standards, psychological contract and spiritual expression which
has deep impact on the working of employees. This helps in directing and motivating
employee behaviour aligned with company's value system. Employees have stated they
feel less valued by senior managers and feel their efforts are less recognised. This affects
their work satisfaction and morale.
Personal Development- It is one of the major element in the development of employees
which helps in growth and survival of employees. In this autonomy, career development,
lifelong learnings and creativity is considered for the growth and development of
employees. Employees are not satisfied with their training and development opportunities
leading to less career development.
Emotional- It is consist of emotional intelligence of employees which helps in
developing positive relationships and social responsibility in a company. It plays an
important role in the well-being of employees which leads to better relationships and
improved performances. Employees have stated that they are not being heard well which
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may affects their emotional health in the company. Also, they sometimes feel stressed
leading to bad emotional health and stability.
Work- It is consist of fulfilment of work demands with the help of job analysis and
descriptions. This leads to major changes in the performance of employees which result
in management of change in company. Also, company should focus on the job security of
employees with providing sufficient autonomy in performing job. Employees are facing
major issue due to increased workload conditions and half of them are not happy with
their work life balance. Most of them are not happy with their job security leading to
major issue in the company.
Thus, company should focus on redressing employees major issues with application of
reward model. It should consider employees career development opportunities with the help of
effective training and development.
Motivation theories- These are the psychological motivational theories which helps in
determining needs and wants of people for achievement of goals and objectives. In this
motivation level of employees are analysed which leads to determination of hierarchy of needs
present in human beings. Following are the theories can be used for analysing and finding ways
for sustainment level of motivation in employees:
Maslow's hierarchy theories- It is one of the popular theory for motivation in which
needs of human beings are categorised on a pyramid (Stewart and Brown, 2019). It helps in
providing motivators with presence of unfulfilled needs. These are as following:
Physiological needs- This is present at the bottom of the pyramid based on the physical drives of
a human being. It includes need for food, water, sleep and shelter etc. These are considered
survival and basic needs of a person. This is one of the basic need which can be fulfilled with
less resources and can be achieved easily by the employees.
Safety needs- In this safety needs are become important after satisfaction of basic needs. It is
consist of physical safety against fire, accidents and assault or any other dangers. It also include
emotional safety in which security against frustrations, fear and unemployment etc. This need
can be fulfilled with providing adequate safety from external threats and danger. For this
company ensure that working conditions are safe for the health of employees. It has been stated
from employees that working conditions are not sufficient for their well-being.
leading to bad emotional health and stability.
Work- It is consist of fulfilment of work demands with the help of job analysis and
descriptions. This leads to major changes in the performance of employees which result
in management of change in company. Also, company should focus on the job security of
employees with providing sufficient autonomy in performing job. Employees are facing
major issue due to increased workload conditions and half of them are not happy with
their work life balance. Most of them are not happy with their job security leading to
major issue in the company.
Thus, company should focus on redressing employees major issues with application of
reward model. It should consider employees career development opportunities with the help of
effective training and development.
Motivation theories- These are the psychological motivational theories which helps in
determining needs and wants of people for achievement of goals and objectives. In this
motivation level of employees are analysed which leads to determination of hierarchy of needs
present in human beings. Following are the theories can be used for analysing and finding ways
for sustainment level of motivation in employees:
Maslow's hierarchy theories- It is one of the popular theory for motivation in which
needs of human beings are categorised on a pyramid (Stewart and Brown, 2019). It helps in
providing motivators with presence of unfulfilled needs. These are as following:
Physiological needs- This is present at the bottom of the pyramid based on the physical drives of
a human being. It includes need for food, water, sleep and shelter etc. These are considered
survival and basic needs of a person. This is one of the basic need which can be fulfilled with
less resources and can be achieved easily by the employees.
Safety needs- In this safety needs are become important after satisfaction of basic needs. It is
consist of physical safety against fire, accidents and assault or any other dangers. It also include
emotional safety in which security against frustrations, fear and unemployment etc. This need
can be fulfilled with providing adequate safety from external threats and danger. For this
company ensure that working conditions are safe for the health of employees. It has been stated
from employees that working conditions are not sufficient for their well-being.

Social needs- These needs relate to social belongingness which is consist of love, affection,
friendship and association with groups. It includes needs for establishing human relations which
is important for satisfying social belongingness needs. In this to fulfil social needs of employees
company must ensure employee engagement with the help of utilising democratic or
participative leadership style. This helps in sustaining work culture which encourages employee
participation in the company.
Esteem needs- These are the ego needs which includes self esteem and esteem for others. It
relates to the need for self respect, self confidence, independence, achievement and feeling of
personal worth. External esteem refers to those needs including status, power, prestige, reward
and recognition etc. These become important motivators in organisation for feeling satisfied with
the help of promotions, recognition, praise and position etc. This need can be fulfilled with
providing opportunities for promotions and employee recognition for their good performance. It
can be achieved via rewards and increase pay structures.
Self actualisation needs- This has been placed at highest level which is also known as self
realization needs of a person. It reflects the desire for reaching full potential of an individual. It
helps in providing self fulfilment which is achieved with the help of continuous self development
and is rarely satisfied. For this need to be fulfilled company should encourage involvement of
employees in major decisions and provide opportunities for tapping potentials of employees.
Thus, this theory helps in finding motivators for completion of lower level need to reach
higher order needs of human beings. Also, it helps managers in finding varied techniques for
motivating people depending on their needs. It leads to anticipation of each employee’s personal
needs and providing opportunities to motivate them (Boon, Eckardt, Lepak and Boselie, 2018).
Company can use these motivators for fulfilment of their needs leading to increase motivation. It
should address compensation issue with increase pay structures.
CONCLUSION
From the above analysis it can be concluded that employees has been facing various
challenges and issues which leads to unsatisfactory performance. These issues include physical
work environment, unsatisfactory pay and benefits with low work life balance, stressful jobs,
lack of training and development opportunities, increased workload, ineffective change
management team, less freedom in performing jobs, lack of recognition and low job security.
friendship and association with groups. It includes needs for establishing human relations which
is important for satisfying social belongingness needs. In this to fulfil social needs of employees
company must ensure employee engagement with the help of utilising democratic or
participative leadership style. This helps in sustaining work culture which encourages employee
participation in the company.
Esteem needs- These are the ego needs which includes self esteem and esteem for others. It
relates to the need for self respect, self confidence, independence, achievement and feeling of
personal worth. External esteem refers to those needs including status, power, prestige, reward
and recognition etc. These become important motivators in organisation for feeling satisfied with
the help of promotions, recognition, praise and position etc. This need can be fulfilled with
providing opportunities for promotions and employee recognition for their good performance. It
can be achieved via rewards and increase pay structures.
Self actualisation needs- This has been placed at highest level which is also known as self
realization needs of a person. It reflects the desire for reaching full potential of an individual. It
helps in providing self fulfilment which is achieved with the help of continuous self development
and is rarely satisfied. For this need to be fulfilled company should encourage involvement of
employees in major decisions and provide opportunities for tapping potentials of employees.
Thus, this theory helps in finding motivators for completion of lower level need to reach
higher order needs of human beings. Also, it helps managers in finding varied techniques for
motivating people depending on their needs. It leads to anticipation of each employee’s personal
needs and providing opportunities to motivate them (Boon, Eckardt, Lepak and Boselie, 2018).
Company can use these motivators for fulfilment of their needs leading to increase motivation. It
should address compensation issue with increase pay structures.
CONCLUSION
From the above analysis it can be concluded that employees has been facing various
challenges and issues which leads to unsatisfactory performance. These issues include physical
work environment, unsatisfactory pay and benefits with low work life balance, stressful jobs,
lack of training and development opportunities, increased workload, ineffective change
management team, less freedom in performing jobs, lack of recognition and low job security.
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These issues are faced by most employees with considering two major issues which has high
influence on the performance of employees. The key issues include less rewarding opportunities
or pay benefits and lack of motivation among the employees. These issues have become major
problems which prevents high performance levels of employees. Employees have been facing
low motivation in performing work due to unsatisfactory needs or unmet requirements. This
leads to failure in the achievement of goals and objectives of employees. Thus, these factors have
impacted work life balance of employees leads to influence behaviour of individuals. It is require
ensuring that employees are motivated with increased work satisfaction level and higher
engagement in the company. These factors lead to the understanding of resolving their problems
in the workplace.
Recommendations
It is recommended for Westonwich District Council to implement motivational theory of
maslow’s need hierarchy and total reward model. This leads to formation of new plans and
modification in existing policies of pay and benefits towards employees. To avoid various issues
faced by employees in the organisation, it is recommended to improve the pay scale and
recruitment policies of company. As company has been facing bad financial performance, it can
be improved with the positive work environment and collegial work culture. This will help
company in improving overall organisation performance with addressing various issues faced by
employees. It leads to improvement in employee productivity as workforce plays major in the
success and failure of an organisation. It is important for the company to ensure proper well-
being of their employees for accomplishing goals and objectives. HR manager is recommended
to understand key issues of their employees which will help them in leading a better work life
and gets job satisfaction. Motivation is one of the major issues in the company. It has been
recorded that most of the employees feel rejected to look forward for work in the morning and
performing of their jobs effectively. Several employees have stated that they feel pressurised and
stressed in the company. They find difficulty due to increase workload, this can be mitigated
with proper training and development needs of employees. Employees have been sometimes
feeling stressed when they are at work for this it is recommended to have council sessions with
their senior authorities. Company needs to improve its work environment which can influence
better employee performance with changing behaviour. Employees stated that amount of
discretion is less in exercising their jobs which hampers their work performance. They feel less
influence on the performance of employees. The key issues include less rewarding opportunities
or pay benefits and lack of motivation among the employees. These issues have become major
problems which prevents high performance levels of employees. Employees have been facing
low motivation in performing work due to unsatisfactory needs or unmet requirements. This
leads to failure in the achievement of goals and objectives of employees. Thus, these factors have
impacted work life balance of employees leads to influence behaviour of individuals. It is require
ensuring that employees are motivated with increased work satisfaction level and higher
engagement in the company. These factors lead to the understanding of resolving their problems
in the workplace.
Recommendations
It is recommended for Westonwich District Council to implement motivational theory of
maslow’s need hierarchy and total reward model. This leads to formation of new plans and
modification in existing policies of pay and benefits towards employees. To avoid various issues
faced by employees in the organisation, it is recommended to improve the pay scale and
recruitment policies of company. As company has been facing bad financial performance, it can
be improved with the positive work environment and collegial work culture. This will help
company in improving overall organisation performance with addressing various issues faced by
employees. It leads to improvement in employee productivity as workforce plays major in the
success and failure of an organisation. It is important for the company to ensure proper well-
being of their employees for accomplishing goals and objectives. HR manager is recommended
to understand key issues of their employees which will help them in leading a better work life
and gets job satisfaction. Motivation is one of the major issues in the company. It has been
recorded that most of the employees feel rejected to look forward for work in the morning and
performing of their jobs effectively. Several employees have stated that they feel pressurised and
stressed in the company. They find difficulty due to increase workload, this can be mitigated
with proper training and development needs of employees. Employees have been sometimes
feeling stressed when they are at work for this it is recommended to have council sessions with
their senior authorities. Company needs to improve its work environment which can influence
better employee performance with changing behaviour. Employees stated that amount of
discretion is less in exercising their jobs which hampers their work performance. They feel less
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valued from their senior manager and have not been recognised for their efforts. This leads to
impact relationship between employee and employer or management of company. For this it is
recommended to employ effective strategies for development of good employee relations which
will lead to increase engagement and commitment towards the company. In this case, it has been
recorded that other major issue is rewarding system of company in which only 21 per cent
employees have stated that they are satisfied but not very satisfied with their pay and benefits.
This shows drastic dissatisfaction from compensation structure followed in the company. For this
it is recommended to deploy rewarding models in the company which is well known for its
rewarding system. This helps company in better workforce performance and highly engaged or
committed employees. This would help company in better financial performance due to
motivated and committed employees with application of fair remuneration and increased
benefits. Also, employee feel more engaged and empowered in performing their jobs and execute
roles and responsibilities efficiently (Bratton and Gold, 2017). Thus, it is recommended to the
company for deploying effective strategies framed with the help of above analysis of reward
models and motivational theories. Also, it is recommended to make plan of actions for redressing
various employee issues and find alternatives to satisfy and motivate employees. This will lead
to increase work satisfaction of employees and high level of engagement in the decision making
of routine work. For this it will help in better engagement with the management of company and
highly motivated workforce.
REFERENCES
Books and Journals
Boon, C., Eckardt, R., Lepak, D.P. and Boselie, P., 2018. Integrating strategic human capital and
strategic human resource management. The International Journal of Human Resource
Management. 29(1). pp.34-67.
impact relationship between employee and employer or management of company. For this it is
recommended to employ effective strategies for development of good employee relations which
will lead to increase engagement and commitment towards the company. In this case, it has been
recorded that other major issue is rewarding system of company in which only 21 per cent
employees have stated that they are satisfied but not very satisfied with their pay and benefits.
This shows drastic dissatisfaction from compensation structure followed in the company. For this
it is recommended to deploy rewarding models in the company which is well known for its
rewarding system. This helps company in better workforce performance and highly engaged or
committed employees. This would help company in better financial performance due to
motivated and committed employees with application of fair remuneration and increased
benefits. Also, employee feel more engaged and empowered in performing their jobs and execute
roles and responsibilities efficiently (Bratton and Gold, 2017). Thus, it is recommended to the
company for deploying effective strategies framed with the help of above analysis of reward
models and motivational theories. Also, it is recommended to make plan of actions for redressing
various employee issues and find alternatives to satisfy and motivate employees. This will lead
to increase work satisfaction of employees and high level of engagement in the decision making
of routine work. For this it will help in better engagement with the management of company and
highly motivated workforce.
REFERENCES
Books and Journals
Boon, C., Eckardt, R., Lepak, D.P. and Boselie, P., 2018. Integrating strategic human capital and
strategic human resource management. The International Journal of Human Resource
Management. 29(1). pp.34-67.

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate
strategy. Policy and practice in European human resource management, pp.22-35.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Nankervis, A., Baird, M., Coffey, J. and Shields, J., 2019. Human resource management.
Cengage AU.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Brewster, C., 2017. The integration of human resource management and corporate
strategy. Policy and practice in European human resource management, pp.22-35.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Nankervis, A., Baird, M., Coffey, J. and Shields, J., 2019. Human resource management.
Cengage AU.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
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