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Human Resource Strategy Essay On Barsetshire County Council

Question

Essay: The essay assignment develops the research, analysis and writing skills you gained from completing the Journal Article Review assignment by applying them to writing an academic essay. The purpose of this assessment task is to develop and assess your knowledge about a key managerial issue. You are expected to cite at least ten (10) academic journal articles in your essay to demonstrate the range of sources from which you derived your knowledge.

The assessment will require students to read the case and answer the question below.

The case:
People Strategy at Barsetshire County Council
You are the Director of HR at Barsetshire County Council and after extensive discussions with your Chief Executive, members of the Council’s Cabinet, other interested parties and your HR colleagues, you drafted a statement for the Chief Executive to issue about the proposed People Strategy. As amended slightly by the Chief Executive, this is set out below.

The People Strategy statement
We see the People Strategy as central to the delivery of effective and improving services. We also accept the need for fundamental changes to the way we work and how we work together and with others.

We need to change the organization’s culture, the way we do things round here. This will require not only changing the way we work but also our behaviours and attitudes. We believe we must become an organization that attracts, supports, enables and retains people who are talented, risk taking, innovative and creative. To do this we must break away from our fairly traditional people management practices of the past and become a sharper, more flexible and resilient organization.

We know the broad challenges for us over the next five years are going to be:

  • Increasing demands on services through growing customer expectations.
  • Changing roles of the County Council arising from the Local Government White Paper and subsequent Local Government Act.
  • Working more effectively with other public services.
  • Delivering services through a range of public and private sector organizations.
  • Resources will get tighter and we will have to do more with less.
  • Our discussions have established that our organizational culture reflects the following principal features:
  • While we have made some progress on working together across directorates and professional areas, we still work predominantly within professional constraints and to defined job descriptions. We often fall back on professional job demarcation and still rely on detailed job descriptions.
  • We have competent operational middle managers but many have yet to acquire leadership skills.
  • Our people still rely on their managers for training and development opportunities rather than seek them for themselves.
  • We have a modern salary progression scheme which allows employees to be rewarded for exceptional performance and which is a step in the right direction, but pay remains our main method of motivating people.
  • We remain cautious about tackling under-performance.
  • Communication between the Council and its staff is still very traditional with messages and information coming from the top down.
  • We believe that these current ways of working do not encourage the behaviours and approaches we need to change the way we work and often form barriers to innovation, creativity and flexibility.

The task: The statement by the Chief Executive has been discussed thoroughly and she has now asked you as Director of HR to draft a position paper which briefly describes the approach you recommend to developing a People Strategy as a basis for further discussion. Prepare this paper in an essay format.

Answer

Introduction:This particular essay has aimed to give a clear vista on how people strategy on an organization like Barsetshire County Council needs to develop their people strategy. Being the director of HR department, the success and failure of organization should be a serious concern. Therefore, this essay has made an in-depth critical evaluation about developed people strategy. People strategy primarily signifies on how an organization can make an approach towards employees. The employees play one of the most significant roles in bringing the success of an organization. Therefore, after going through the overall statement of company’s CEO the organization has decided to develop people strategy, good organizational culture, risk management policy and so on.

Discussion: Jochen (2016) has stated that BCC needs to implement sufficient number of workforces in order to fulfill the growing customers’ expectation. With the gradual trend of market, the customers’ expectation level is increasing gradually. Customers get innumerable opportunities in getting effective services from the employees. In order to increase the number of workforces the organization like BCC needs to implement employee retention plan. Employee retention is a form of people strategy with the help of which employees wish to stay within organization for long. BCC needs to develop work culture within organization. In belonging to the public sector, BCC has to follow a particular shift. Therefore, employees have to follow a strict shift hour at the workplace. However, in order to render a development the business experts of BCC needs to implement rotational duty hour. As per the opinion of Charan, Barton and Carey (2015), employees should feel flexible while maintaining their duty hour. People from various geographical backgrounds and attitudes are the existing employees of BCC. The entire human resource department should have multi-lingual competency. People who are having language barrier do not have to face difficulties in sharing their problems.

As per the statement of CEO, BCC needs to work more in overcoming professional constraints at the workplace. Being the director of HR it is identified that employees are not very confident about the job roles and responsibility. In order to overcome this situation, the human resource managers have hired those employees as per their expertise level. The employees should be provided effective training session based on which they can properly understand their job roles and responsibility. As a result, customer would get superior quality of services. At the same time, the BCC needs to increase their resources as well. Mi (2015) opined that the director of HR has to implant some strategies that are most need for the development of the company. The system of give the extra marks to the well performers and invite them in the competition brings self-challenges that are very important to an employee. This process is the most important part for the director of HR. by maintaining this theory, the director of HR can give the chance to the company to gain their profits in the business market. The director of HR has to need to create a job environment where the entire team will work with friendly behavior (Sides, Grossmann and Lipsitz 2015). Therefore, the employees can know the other employees. Another important key of a good cultural company is by giving the reward and the recognition to the best performers of the company. This system that implanted by the director of HR, give the company a better push towards its success. As a result, the employees can change their faulty behavior or working process and walk towards their success goals.

It is however observed that BCC needs to implement more technological resources within business operation so that the database can be maintained properly. Baker (2015) stated that technological resource can make the entire business operation more systematic and smooth. In quest of expanding the entire process of business in different geographical boundaries, the organization needs to increase their number of financial resources as well. Human resource can implement several schemes on employees based on which they can get better remuneration packages. HR should implement rewards, recognition schemes, incentives, bonus schemes, and so many. Automatically employees would get motivation in delivering the services properly to the customers. BCC needs to work more effectively with other public as well as private sectors as well for increasing their domain of business. BCC needs to follow Local government act more strictly, so that the business experts do not have to face challenges in running the business. In addition, a good rapport with the local government would help the organization in getting government sponsorships. In addition, BCC needs to develop leadership strategies and skills of middle managers. Levy (2015) opined that business managers need to follow participative form of decision-making style with the help of which both employees and the managers can equally participate in forming any kind of business strategy.

It is very important to improve the skill of a middle manager. In this system the improvement of training will help to improve the leadership skill. As a director of HR of the Barsetshire County Council have some responsibilities to maintain the people maintaining strategy (Dichter 2017). The improvement of the middle mangers is the most important part for the growth of this council. Jones (2017) opined that the employees that are need in this reputed council have to learn from their senior. The director of HR is always busy to give the important knowledge to the employees who are working under process of this person. The proper teaching process can give this reputed company the extra marks to gain their profits. It is also important to relieve the stress of employees who are working for the company’s reputation (Vidovich et al. 2015). The director of HR has to give some positive thinking and the processes that can relieve the stress of the employees. Dichter (2017) stated that the director of HR has to put some strategies that can help these employees to overcome the situations. The director of HR has to create an atmosphere that will help the employees to work with great excitement. The director of HR has to give the encouragements to the employees. As a result, the employees can overcome from their stress (Livingston et al. 2014). A director of HR has to perform like a role model to the employees. For that the person can set the bench mark to the employees. The employees can get the positivity by maintaining the path that the director of HR has set for their best performance (Moreno 2018). This expert person has to give the feedbacks to the employees. As a result the employees can change their faulty behaviour or working process and walk towards their success goals.

The director of HR does not work for only money but for the company’s better progress. The trust that is won by this person is the key of success of this BARSETSHIRE COUNTY COUNCIL Company. Gaschler, Marewski and Frensch (2015) stated that having a culture of a director of HR values the transparency that has a great impact on the business also on the employees who are working under this person. It is very important to make a cultural workplace for this company’s growing reputation. With this, the company can get the profits from the business market area. Another important key of a good cultural company is by giving the reward and the recognition to the best performers of the company. This system that implanted by the director of HR, give the company a better push towards its success. The team building activities that are maintained by the director of HR should be done with proper planning. This can help to create the positive motivations among the employees. It is very important to a director of HR to keep the thoughts that feedback channels do not have to be in a formal process. This process should be done in the interesting way. Therefore, the employees can earn the encouragements to their work. This expert has to give the proper senses to the employees about the core values of the company where the entire teams are working. As per Maslow’s Hierarchy theory, five keys are the basic needs of the result that is motivated by a person has attempted and fulfilled work jobs. Udvarhelyi (2014) opined that the five basic needs are physiological, safety, social, esteem and self-actualization. According to Maslow’s theory, these needs can improve the employees’ behavior in the work place. These things are creating the internal pressures that influence the person to change the behavior.

In physiological the director of HR should have to give the basic needs of the employees of this reputed company BARSETSHIRE COUNTY COUNCIL. The basic needs indicate the things like working conditions, reasonable working hours and the necessary breaks to eat and use the bathrooms (Gaschler,Marewski and Frensch 2015). This system will give the comfort zone to the employees of the company. Safety need first. The director of HR has to give the safety like secure compensations such as salary, safe working conditions and job security. These are going to help in the time of bad economy (MacLean and MacIntosh 2015). Social is called as love and belonging. The director of HR has to need to create a job environment where the entire team will work with friendly behavior (Sides, Grossmann and Lipsitz 2015). Therefore, the employees can know the other employees. Esteem needs denotes the sense of the process of reward and the recognition of best performers. As a director of HR, has to need to give the reward and encouragement to the employees who are doing the best for the company’s reputation (Udvarhelyi 2014).

The recognition system can give the courage to work better and better. Self-actualization is the important need of the progress of the employees. The director of HR has to implant some strategies that are most need for the development of the company. The system of give the extra marks to the well performers and invite them in the competition brings self-challenges that are very important to an employee. The decision making power of an employee also improved with this system (Simatele and Simatele 2015). These aspects can make an employee as an expert. The director of HR has to maintain the whole theory to give the best to the employees. With this the company can get their path towards their success and improved the employees, background. This process is the most important part for the director of HR. by maintaining this theory, the director of HR can give the chance to the company to gain their profits in the business market.

Conclusion:
In the above all essay there is a discussion about the people management system that shows the picture of a director of HR. this report has provided the responsibilities of a person who has taken the risk of a company’s success process. The employees are working under this expert person. The strategies that are put by this expert can develop the skill of the employees that is more important for the growth of this BARSETSHIRE COUNTY COUNCIL Company in the business market. Customers get innumerable opportunities in getting effective services from the employees. In order to increase the number of workforces the organization like BCC needs to implement employee retention plan. The entire human resource department should have multi-lingual competency. People who are having language barrier do not have to face difficulties in sharing their problems. In order to overcome this situation, the human resource managers have hired those employees as per their expertise level. The improvement of the middle mangers is the most important part for the growth of this council. The employees that are need in this reputed council have to learn from their senior. This expert person has to give the feedbacks to the employees. As a result the employees can change their faulty behavior or working process and walk towards their success goals. The team building activities that are maintained by the director of HR should be done with proper planning. This can help to create the positive motivations among the employees. It is very important to a director of HR to keep the thoughts that feedback channels do not have to be in a formal process. Therefore, the employees can know the other employees. Human resource strategy essay assignments are being prepared by our HR assignment help experts from top universities which let us to provide you a reliable essay help online service.

References:
Baker, V.L., 2015. People strategy in human resources: Lessons for mentoring in higher education. Mentoring & Tutoring: Partnership in Learning, 23(1), pp.6-18.

Charan, R., Barton, D. and Carey, D., 2015. People before strategy.Harvard Business Review.

Dichter, E., 2017. The strategy of desire.Routledge.

Gaschler, R., Marewski, J.N. and Frensch, P.A., 2015. Once and for all—How people change strategy to ignore irrelevant information in visual tasks. The Quarterly Journal of Experimental Psychology, 68(3), pp.543-567.

Jochen, W., 2016.Winning in Service Markets: Success through People, Technology and Strategy.World Scientific.

Moreno, D.H., Cacione, D.G. and Baptista?Silva, J.C., 2018. Controlled hypotension versus normotensive resuscitation strategy for people with ruptured abdominal aortic aneurysm.Cochrane Database of Systematic Reviews, (6).

MacLean, D. and MacIntosh, R., 2015. Planning reconsidered: Paradox, poetry and people at the edge of strategy. European Management Journal, 33(2), pp.72-78.

Human Resource Strategy Essay


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