Critical Issues in Human Resources - Coursework Example

?Running head: Human resource Human resource Insert Insert Insert 9 April 5 Task Decide on a fast food company that is not in the UK at present (it may be an existing one, or one that you decide is needed). Select and justify the type of organizational structure that you think is suitable in order for the organization to operate in the UK. An organization structure refers to an organization culture, whereby all processes of an organization including responsibilities, channels of communication and authority are arranged. An organization structure is very important in any organization since it provides a chance for employees and managers to perform their jobs and it enhances the flow of work in the company. Therefore, an organizational structure is aimed at coordinating, regulating, and reducing uncertainty in the employee’s behavior (Ratna 5-9). Nevertheless, the organization structure can be classified in to two; the first is the centralized organization structure whereby authority reigns in the top management and orders given have to be obeyed. This structure mainly applies in the military. The second one is the decentralized organization structure, which gives room for decisions to be made at lower hierarchy levels like in the case of a fast food franchise whereby each restaurant in the chain makes its own decisions, thus responsible for its actions. Fast food companies can be analyzed as Quick Service Restaurant where food is prepared and served very quickly. According to the independent news, Britain’s appetite for fast food was increasing, hence, there is need to introduce more fast food restaurants. The Eagles’ Fast Food Company seeks to operate in the United Kingdom in some years in the future. Due to high competition in fast food business in the United Kingdom, the company should be in a position to achieve a competitive advantage. Therefore, the decentralized organizational structure is the most suitable one mainly because a fast food company yields too many restaurants in different parts of a country for efficiency sakes. Hence, each restaurant must have a subunit manager, such that the authority granted to these managers acts as a way of training them for incase of senior positions in the future. The other advantage is that employees feel empowered, hence yielding satisfaction in their work and eventually, they are motivated to even work harder. In addition, the senior management can have time to focus on the pressing and demanding issues at hand, since the unit mangers are taking care of subunits’ issues. Unlike the centralized organizational structure, which may hinder operational efficiency, the decentralized authority involves employees in decision making thus enhances efficiency in the company. 5.2 Task 2 Identify an organization in the Public Sector. Through your own research, present an analysis of the organization’s approach to employee relations. An employee relation consists of the task involved in maintaining employer-employee relationship, which yields satisfaction, motivation, and morale. Hence, employee relations aims at preventing and solving issues that arise at the place of work involving employees, and could affect their jobs. British council is a public sector organization that enhances awareness of the United Kingdom’s democratic values and processes via working together with other countries to enhance good governance and human rights. However, according to the British council policy, the organization insists that employment relationships must be governed by equality and opportunity. Their policy encourages communication between the employees and management, and further states that it is only through communication that the management is aware of the employee’s needs, expectations, and grievances. Hence, the policy acknowledges that spirit in which the managers and employees interact with each other determines the relations of both parties in the place of work. In addition, the company encourages the training of their staff members. The British council organization cautions a manager to be ware of his actions, since they may contribute to a healthy employee relations or a weaker one. In addition, the British council policy on equal opportunities requires that all employees are treated the same even in the cases of disabilities. In this organization, a manger is required to assist employees through providing advices, in case of domestic or personal problems. These requests are confidential and an employee may be assisted in form of loans. In addition, the organization ensures that health and safety measures are in implemented at the place of work (British council employee relations, pp 3, 4). Nevertheless, British Council does not penalize an employee for raising a grievance; instead, it considers that the grievance was made in good faith. The grievances however must follow a procedure and change is made if need be. In cases of disciplinary matters, if need be, an employee can be suspended to give room for investigation, but his suspension includes full pay. In addition, first and second written warnings are given before an employee can be dismissed, incase of disciplinary cases. Moreover, the organization does not encourage unfair dismissals; hence, it only acts according to the evidence acquired. British organization deals with matters concerning employees very seriously (Disciplinary process and procedure, pp 4, 5). 5.3 Task 3 Choose a job you may be familiar within an organization. Categorize and explain the different rewards associated with that job (you may want to consider these from a Total Reward perspective). Total rewards are the tools used by employers to attract, motivate, and retain an employee. Rewards can vary from recognition and acknowledgement to paid holidays; hence, it is the duty of the employer to be in a position to especially maintain top talent in an organization. Moreover, total reward includes a number of elements such as compensation, benefits, work life, performance and recognition, development and career opportunities. Most employers will provide total rewards to their experience employees; however, they expect employee’s effort, skills, and excellent results. In the case of a human resource officer, his reward in terms of compensation may include variable pay, which is a one time incentive given to the employee as per his performance for that particular year, however this pay is earned through performance. This is in addition to benefits involved with the human resource officer including social insurance that is provides to the employee so as to protect his family from financial crisis and group insurance that covers medical, retirement and savings issues. The other benefit is pay for the time not worked; in this case, the officer may have not reported to work for some time due to a vacation, breaks or for personal reasons. Hence, an organization ensures that the employee’s income is intact. Work life is a reward associated with balancing an employee’s job and his home responsibilities. This includes work flexibility, financial support, and ensuring that the health of the dependants is not at risk. Moreover, an individual’s performance leads to the success of a company; hence, employers focus their reward on performance mostly. Therefore, when performance is rewarded, an employee is further motivated to work harder. When an employee’s efforts are recognized, employers know that the employee’s morale is eventually boosted. The development and career opportunities is another total reward that is aimed at improving the employee’s acquired skills. When the human resource skills are developed, he is able to perform better in the management of employees. Career opportunities arise when an organization plans for employees to improve their skills; it could be through full or half-paid tuition for education advancements in universities and organized trainings and seminars. Therefore, for a total reward strategy to work out, an organization has to draw the right talents for the right jobs to enhance the organization’s success. The organization has to be capable of retaining such employees, and this can be done via a retention strategy that will enhance motivation. Finally, when employees are motivated, regardless of their job status, it is a guarantee that these employees will work hard to achieve the organization’s goals and objectives. A total reward strategy should yield to the commitment, engagement, and satisfaction of employees. Task 4 Assume that a Cinema Assistant has been promoted to the Cinema Manager post. Design and justify an appropriate management development programme for this person. A development programme ensures that the promoted person is able to grow within the workplace, in terms of skills and competence. It mainly introduces employee to their new responsibilities and developing improved performance. This development may be through training; however, it is essential for a manager to have a full clarity of his new roles and responsibilities. In addition, a development programme can be used as a tool for retaining and motivating managers (Tanke pp 119). However, since development programme is linked to motivation, the Hertzberg’s two-factor theory applies here which states that, motivation factors include recognition, achievement, and responsibility. Thus, if employer instills motivation factors at work place, then, employees will be motivated (Tanke pp 208). In case an employee has been promoted, he has to undergo a management development programme, which involves training on the new responsibilities ahead of him/her. Training can be in the form of tuition, which is paid for by the company, and a manager can attend the course on part-time basis. An organization may also choose to send a manager for a week or a month’s seminar to acquire the needed skills to conduct his new duty. In addition, management development can occur within the organization as on-job training, whereby the previous manager can assist the current manager on the pressing issues of management and on the skills required to fit in the position. Career progression and expansion are the main issues related to management development; thus, with this kind of promotion, a manager is not only motivated, but also expands on his career and skills. Most organizations send their employee for training seminars that the company pays for. This should not be the end of the new manager’s development, once back in the office, he should be assisted by senior management until he becomes well equipped with the organization culture. Nevertheless, managers’ development should not be a one-time process; it should be continuous, like twice a year, to enable the manager to grow well in his new field. With such a strategy promoted employees will not seek greener pastures else where, since they are content in their place of work. 5.5 Task 5 Research the idea of “capability procedures”. Explain how they can be used. What is their value to organizations in dealing with poor performers? Capability issues normally occur when an employee’s performance does not reach the targeted organization’s standard. This problem may be due to lack of effective training or the inability to perform his work to the satisfaction of the employer. An employer must however find the reason behind this poor performance and try to find measures of helping an employee out before dismissing the employee. A capability procedure is aimed at enabling managers in ensuring that the performance standards are met. Therefore, capabilities procedures asset in improving an employee’s performance but if the capability procedures fail to improve his performance, he is dismissed. The procedures are aimed at monitoring employee’s performance and establishing a performance procedure; ensuring there is consistency in how employees are given opportunities to achieve the required performance; and assisting in identifying form of support. There are steps involved in the capability procedure; the first stage is the informal procedure, whereby if an employee is failing to meet the performance standards, a letter is sent to the employee indicating the date of the meeting, and the reason for that meeting being due to unsatisfying performance. An employee can also be accompanied by a trade union representative to that meeting. At the meeting, the manager will have an agreement with the employee on the expected performance and he is then given a period of time within which improvement should be evident. However, if there is improvement on the employee’s performance within the given time, then there will be no other meeting. However, if an employee’s performance is still unsatisfactory, then there is stage two of the procedure. The second procedure is the formal procedure/ informal collection. Here, a written report on the unimproved performance is presented to the senior manager. An employee is then required to explain why there has been no further improvement and if he is willing to improve on his performance. The senior manager may opt to instruct the line manager to set reasonable standards for the employee and monitor his performance for the next three months. The third stage is the capability hearing where the staff is informed of the date of hearing, time and the person responsible in conducting the hearing. In addition, the employee is required to bring a witness to support him in his defense. Hence, depending on the weight of defense, a warning may be given and so is the case in the second hearing, however, if performance is not evident in the third hearing, the employee’s services are terminated. However, appeals against the termination can be made to the head office within 14 days. The capability procedure is important to an organization since it requires employees to abide to the terms and conditions of employment. Due to its stages, it assists the organization in dealing with poor performers who do not have a choice in the end, other than improving their performance or facing dismissal. Works Cited British Council. Relationship between the British Council and its Employees: Employee Relations; 16 Feb. 2009. 09 May 2011. http://www.britishcouncil.org/new/PageFiles/6111/Relationship%20between%20the%20British%20Council%20and%20its%20Employees.pdf. British Council. Disciplinary Policy and Procedure: Employee Relations. 2009. 09 May 2011. http://www.britishcouncil.org/new/PageFiles/6111/Disciplinary.pdf. Ratna, Sagar. Tulsian's Business Studies for Class Xii (cbse). Sixth Edition. Ratna Sagar Publisher. N.d. Tanke, Mary. Human resources management for the hospitality industry. Second edition. OH: Cengage learning publishers. 2000. The independent news. Britain's appetite for fast food is proving insatiable. 25 November 2009. 09 May 2011. http://www.independent.co.uk/news/business/analysis-and-features/britains-appetite-for-fast-food-is-proving-insatiable-1826902.html. Read More