HUMAN RESOURCE MANAGEMENT: A Case Study of Westonwich District Council

HUMAN RESOURCE MANAGEMENT

Introduction

This report will discuss the organization Westonwich District Council (WDC) who is providing a range of services to the local government. As the HR manager at WDC, a survey has been conducted in the organization that what people are facing in the organization what are the benefits and limitations they have in the company. The report has discussed some findings and issues with the particular theme or concept they have in the organization. From all the issues or findings two key issues which are to be addressed first in the company are job security and training and development. For these key issues, some recommendations are also given in the report.

Categorizing findings into the themes of issues

Job Security: The first issue which has been identified in the Westonwich District Council (WDC) is that the people who are working there are not properly satisfied with their jobs. Only 36% of people feel secure in their jobs because, from 250 employees many people work, they’re on a part-time basis. Job security is that in which a person feels that they are having proper security for their job and they will not get dismissed at the workplace. Nowadays people are working in more than two jobs and that’s why they are not feeling secure in their job because of part-time working in different jobs. External outsourcing can decline the job security of a person with the occupations they have in WDC. The behaviour of the employees also depends on the job security of the employees. The concept of behavioural theory fits best with the issue of job security which employees are facing in Westonwich District Council. Job security is that assurance which employees are having in the company and 64% of people don’t feel secure in their job at WDC (Jennings and Stoker, 2017).

Satisfaction: The next issue which has been identified in the Westonwich District Council (WDC) is that the employees are not satisfied with the payrolls they get in the job and with the benefits they get in the job. The amount of money or the payment the employees are receiving from the company is not that much according to their hard work which they are giving to the company. The employees are also not getting the benefits for which they are capable of in the company. Only 21% of employees are satisfied with their job in WDC and they are also satisfied with the benefits and pay they are getting or receiving in the company. 79% of people are not satisfied with their benefits and pay in the company WDC. The concept of motivation theory fits best with the issue of satisfaction in the job because if the employees are motivated properly in the job, they will look for the benefits positively and they will also enjoy or like the pay they are getting in the job. The employees are expecting the benefits related to the health insurance, their annual leave, and the sick leaves which they are deserving for in the company. The payroll of the employees is depending on the working conditions and the circumstances of the job in the company (Hoskins, Leonard and Wilde, 2018).

Management: It is that issue in Westonwich District Council (WDC) which many employees are facing because whenever some changes are done in the company the management system of WDC is not able to manage everything which is going in the company. Only 15% of the employees say that changes that are being done in the company are well managed by the management system of WDC. Rest 85% of the employees think and say that WDC is not able to manage the change properly. The WDC does not understand the change of process, the business is not able to understand the resistance which the employees want in the company. The curve of change is also not considered by WDC which is affecting the employees a lot. The change which is being done in the company needs to be properly explained to the employees so that they can easily adapt to that change. The concept which fits best with the issue of change in WDC is a human capital theory in this the employees look for the change which a human can accept in the business (Wang et al, 2020).

Employees' efforts: This is the issue which Westonwich District Council employees are facing because only 27% of people say that the work, they do for the company is being recognized and identified by the company properly. Rest 73% of people say that the work they do in the company or for the company, they are not getting that much effort for their work. Wrong acknowledgment is something in which the efforts of the employees are not known in the organization. The work which employees are doing they are not getting praised or admired for their work which is reducing the trust of people and with this, the company is lacking with their employees. If the employee’s efforts are ignored in the company then it will lower their turnover charges in WDC. The employees whose efforts are not recognized in the business they can make or create a team culture that is strong enough and the outcome of the business is also impacted by the recognition of efforts from the employees. The company believes that sometimes the employees are too busy in their work that they are not able to take the time or make time for the culture of business in WDC (Staniford et al, 2020).

Development and training: This is the issue in which 68% of people are not satisfied with the development and training that WDC provides to the employees because of this the employees are not able to grow properly in the company. By looking at the surveys only 32% of people say that the opportunities they get in the development and training process are satisfying them. The employees have to deal with the regular change which is done in the process of training and development. In the process of development and training, the employees have to deal with the conflicts which are done in the management system of an organization. The training which employees are getting in WDC is not proper and accurate according to 68% of people because they are not satisfied with the process of training in WDC. Because the training of employees is not done properly the employees are not able to develop in the company effectively and properly. The development of employees refers to the growth they can have in the company, refers to the work-life balance which the employees are not able to manage properly. By all these happenings the employees seek an alternative or second option for themselves in WDC (Fleckenstein and Lee, 2018).

Two key issues with its justification

1. Job security: Job security is the issue that should be addressed first because the employees of WDC are facing the problem of their job security they are not happy with their work-life so that's why they don't feel secure in their job. Security in the job is a must because the employees must know that where they are working in the company, they have proper security of a job for the employees. If the person is new in the market then employment security is difficult to discover in any one organization. The factors which are affected by job security are downsizing, new technology, outsourcing, recession, and globalization. Many people work in more than two companies for increasing their job security because they believe that by working in more than two companies their one job will be secure always. For the security of the job, the employees must feel positive about their work with proper handling of pressure and living a life full of less stressfulness (Windsor-Shellard and Gunnell, 2019). The fear of job security can affect the mental and physical health of a person by which they can feel they are less motivated and less positive in their job. To gain job security in WDC the employees must show their values to the company that they are loyal and helpful towards the company and that will make sure that their jobs are secure in the company.

In this, the employees need to help every member of the organization so that they can get easily recognized in the company and can increase their job security. If the person is not success ding in the company and automatically the job security of the person will decrease in WDC. If the employees are not working properly in the organization or not offering the value in the company that the company needs the job security of the employees won’t be there. When the management system of WDC is not proper the employees will not feel secure in their job and they will not be happy with their work balance in their life (Kianto, Saenz and Aramburu, 2017).

26% of people also say that they don’t feel secure working in the environment of WDC and when the employees are not properly listened to in the company, they have a fear of losing the job, and security of job becomes less in that state. 41% of people have said that from the surveys that they are not satisfied with the work environment which WDC is providing to the employees. When the employees are getting less pay or less amount of money in the company, they don’t feel job security in the company. The benefits for which the employees are capable of receiving are not able to be received properly because of the unmanaged management system of WDC. The senior manager of WDC does not support the employees properly that the reason they don’t have job security in the company WDC (Morrissey, 2017).

2. Development and training: From the survey which is done in WDC the 68% of the employees in WDC are not satisfied with the training and development they are getting in the company. The employees say that their training is not done properly in the organization because the rules and regulations of the company are very different and employees are having problems in achieving, realizing, and accomplishing that compliance. When there is a change in the management the training of the employees is affected by the change in the management system. The employees say that with the lack of training their development and growth are affected by the WDC management system. The training of the employees is affected when they are having inappropriate plans and programs in the company when the interest of employees is lacking behind their training is not done effectively and the management system also lacks behind in managing the training and development of employees (Field, 2018).

When the cost of training is high in WDC the people are not able to afford the expense of training which is lacking the employees in getting trained in the organization. The amount of work the employees are giving to the company WDC in return they are not getting the proper development and growth in the company by which the employees are feeling stressed in the company and not giving their best in the organization. 56% of the employees say that they are not happy with the work they are required to do in the company which is affecting their development in the company and they are not able to grow properly in the organization. Only 28% of people say that they are listened to properly in the organization rest 72% of people say that they do not listen in the company properly which is affecting their development in the company, which means they are not able to grow in the company by which they are seeking for the alternative employment in different organizations. The employee’s development is affected when there is a sudden change in the market of WDC and the planning process changes differently with the upcoming processes. When the financial management and cash flow of the company are not managed properly the employees suffer in their development process because they are not able to get what they are deserving for in the company WDC. The problems which employees are facing in the company is not solved at the right time of training then it can surely impact their development in the organization which can lead them to work less and their productivity will also get a decrease in this case. When the development is not there in the employees, they are not able to get promoted in the company by which their growth is not increasing in the organization. When the pay and benefits are less for the employees, they lack in the development process because they are not properly encouraged in the company and their efforts are also not recognized in the organization of WDC (Fortwengel, Gospel and Toner, 2019).

Recommendations

Job security can be solved in WDC if the employees and the manager both know that how they have to communicate with the people that will bring both of them in a comfortable situation of working in the company. The employees should understand their goals of the company and how it can be achieved properly in the organization. The commitments which the company has made earlier should be filled properly for the employees so they can get assured that their job will not go anywhere in the organization. The employees must stand out loudly in the company so that they can get recognized by everybody in the company WDC. The employees should use their expertise to grow the skills they have which will improve their job security in the organization. The employees should willingly help others and give a total contribution to the company by which their job security will get an increase in the company WDC (Delery and Roumpi, 2017).

Training and development issue can be solved in WDC if the manager of the company reduce the hectic schedule of employees so that they can with flexible working hours in the company which will help the employees to develop more in an organization. This can be done when face to face training is avoided by the company. A distributed workforce should be there in the company so that the problem of training and development can be solved and this can solve if the company uses specific tools and techniques (Shamim et al, 2016). The company should provide different habits of learning to the employees which will help them to grow in the training process and help them to develop more in the organization. A complete analysis should be done by the company by which the findings can be solved in the organization.

Conclusion

The report has concluded that there are many issue or findings which have been identified in the company WDC. Job security, satisfaction, management, efforts of employees, and training & development are the issue which has been discovered by the findings of the HR manager. The report summarizes two key issues critically the first one is job security and the second one is training and development. The report has also analysed why they are the main key issue that needs to be addressed in the organization WDC. The report has analysed some recommendations that how these issues can be solved in the company WDC.

References

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