Illustrates The Human Resource Management †Myassignmenthelp.Com

Question: How To Illustrates The Human Resource Management? Answer: Introduction: Workplace management comprises of managing assets, facilities, technologies andhuman resource management of an organization. The objective of workplace management is to provide a supportive environment to the employees in an organization. The following report is going to illustrate a constructive idea based on the provided case study that pertains to the workplace development of Imagination, a marketing and designing firm. The report encompasses the analysis of the human resource management strategies undertaken by the newly hired HR manager of the company, Georgia. The report also identifies the workplace issues and the corrective measures strategized by the human resource manager (Armstrong Taylor, 2014). Through the process of addressing different managerial issues, Georgia has focused on settling the problems that have been hindering overall development of the organization. The human resource manager in the organization has incorporated both the organizational interest and indiv idual employee interest so as to build a positive bridge between the two (Bratton Gold, 2012). In order to carry out the owners dream to lead a creative workforce within the organization, Neville and Jane, the owners have emphasized on building a plinth of the organization. Background of the Organization: More than 10 years old, the firm has been working with more than one hundred and fifty employees. With such important count of workforce and with special focus on the varieties in the types of such, the firm has been growing significantly. 60 % of the total workforce in the firm is female. 50% of the total workforce in the firm is below the age of 30 (Jackson, Schuler and Jiang 2014). The maximum age group working in the firm is 30-55 that comprise of a constructive workforce. Most of the working groups have families and the firm holds the obligation to take well care of their family members. As the firm works as a third party provider of website and marketing design to many of other organizations, it ought to comprise of the basic understanding of the issues pertaining to the effective chances for the entire case. The clients of the company include small sized, medium sized and big corporate businesses. The firm also includes the government run organizations. The workforce of the fi rm comprises of project manager, graphic designer, marketing associates, web developers and administrative staff. Having such vibrant working staff, the company had felt to provide them with effective in-house services within the firm. This is how; there has been a need for the recruitment of the human resource manager who could focus on overall development of workplace culture (Bratton and Gold 2012). Apart from the payroll structure, the company also pays attention to the professional engagement of the employees. Georgias Idea about Workplace Flexibility: In order to meet the business needs in a better way, the companies often initiate changes in the workplace. The changes might comprise of technology, organizational behavior, mode of operations and the workforce division. Flexibility refers to the acceptance of both the employee and the employers in terms of coping up with the changes in different fields. Flexibilities can be categorized in to two different segments: Formal Flexibility Informal Flexibility Formal flexibility refers to the policies that are officially approved through the human resource management system of a company. In this regard, the acceptance in the change management process needs to be addressed with perfection. Having gone through the case study, it can be stated that Georgia focused on the flexibility of the organizational structure. Since Georgia was recruited to bring some certain change in the organization, the concept has been changing the mode of organizational structure. Earlier the organization had maintained hierarchical structure. This has been taken into certain consideration pertaining to the effective understanding of the process. This has been taken into certain consideration with the effective understanding of the process (Bratton and Gold 2012). Georgia had earlier studied the existing organizational structure. This has remained quite effective in terms of creating the motto for the entire understanding of the fact that this has to be provided wi th the fact that there is a clear understanding of the fact that this has been taken into certain consideration pertaining to the effective understanding of the staffing efficiency of the firm. Georgia has identified that the firm practices a specific type of project that results in a lacuna among the employees during the gap. Georgia has offered a change in the mode of staffing that has prescribed that the firm ought to short list some certain number of staffs that would also ensure cost cutting facility in the process. Georgias idea to reduce the number of permanent staff in the company would definitely ensure cost reduction for the firm as the firm would not be liable to the maximum number of the permanent staff. This process has undoubtedly reduced the cost of the company pertaining to its human resource maintenance. Hiring process of the contingent employees does not engage much obligation of the company. All the contingent workers would be taken on the basis of their skills th us reducing the cost of human resource maintenance during the null period. The flexibility in the structural change from the organic to hierarchical (as a matter of fact in more scattered way) depended upon the change in the organizational structure. Managerial Issues addressed by Georgia: The change proposed by Georgia would provide ample opportunity to the firm to reduce cost of human resource maintenance. However, this would raise several other issues. Since the proposal was to keep fewer numbers of the permanent staff in the organization, it would undoubtedly focus on the process of hiring new staffs and sustaining the older ones who had been loyal to the companies. Moreover, the company has huge liability to the female workers as most of the employees have family that needs to be run through the wage or salary. This is how there is a sheer need of liabilities by both the company and the employees would be addressed with sheer difficulty. Since there is a need to short list the permanent employees, the firm would be looking forward to redundancy. This is how a major issue would undoubtedly emerge. Contingent workers such as the freelancers and independent professional would be addressed during the peak seasons where the firm would receive higher number of assignmen t (Jackson, et al., 2014). This will, indeed, provide adequate human resource to perform the tasks in the peak session. However, the null season would not incur much cost in the paying the permanent workers. Following issues might rise during this process; The employees might suffer from insecurity of losing their job thus resulting in deterioration of competency There is a sheer chance of employee turnover during the lean period Once the firm is affected by over- cost, it would start restricting the expense The firm cannot ensure much work or assignment that would result in the process of evident understanding that has been taken into certain understanding of the process. This is how this has been taken into certain consideration pertaining to the effective understanding that has been taken into the process of effective criteria of the process. Social Issues Addressed by Georgias Proposed Initiative: Georgia has actually addressed the follow up of the employees well being in the organization. As a matter of fact, this has actually addressed the overall fundamental right to be working with the company. The zero hour policy proposed by the organization would threaten the job security of the employees by focusing on the reduction of tenure of the permanent ones. As a matter of fact, wanting a more stable job, the existing employees would initiate to change the job thus resulting in significant employee turnover. In this context Georgia has importantly approached to the social issue of the employees. Taking the labor and human rights policies in to account the human resource structure is going to focus on the basic problem that has been working as a greater challenge for the overall development of the workforce in association with the organization(Armstrong Taylor, 2014). The zero hour contracts has several issues for or against the organizations as well as the employees. In this re gard, it can be stated that in most of the cases there has been certain conceptualization for the entire understanding of the issues pertaining to the effective consideration of the process. An employee, under zero hour contracts, falls in to statutory employment rights. With the basic understanding of the entire case it has been taken into certain consideration that the statutory social condition of the employees would lead to under employment thus seriously causing unemployment in longer terms. As a matter of fact, this has to be taken into certain consideration pertaining to the important factors with the effective understanding of the process that would apply to the greater human resource practice. In zero hour contract an employee is deprived of the facilities that a permanent employee enjoys. As a matter of fact, this has been taken into certain consideration pertaining to the basic h5uman resource ethics that would address to the maximum number of the employees. Since this ha s been taken into certain consideration pertaining to the important action with effective from the issues provided by most of the employers, they would be judged through basic social crisis(Marchington, et al., 2016). Georgias approach to the sense of autonomy of the employees creates an important job option for most of the working employees within an organization. As a matter of fact, this has been taken into certain consideration pertaining to the effective understanding of the fact that the employees are empowered with certain decision making authority in need. Since the organization is found to have approached to the weakening of the power of the employees during the lean period, the contingent employees would be driven towards utter despair when they are not in work. Moreover, they are not provided with the fundamental rights of employment. Since most of the employees in the organization are females, they need to be facilitated with maternity leave, maternity care and other facilities when at work. With the effective understanding of how the employees are directed by the human resource management policies, this has to be provided with a proper plan for the advanced facilitation of the employe es. Georgia, however, has addressed to the general social involvement of the employees by giving them work from home provision. Georgia eventually delves in to the level of satisfaction pertaining to the acceptance of the employees for the change in the organizational pay structure as well as human resource management structure. The company looks into effective understanding of the entire case that has been focused through the effective implementation of the process. In this case the social capital theory of human resource management practices have been taken into consideration. According to the social capital theory of human resource management, there is a clear need for the followings by an employee working in an organization: Information Influence Solidarity Power Social status Opportunities From the aforementioned elements of the social capital theory this has to be taken into certain consideration pertaining to the important section in the effective case. Balance between Organizational Interest and Employee Interest: Georgia has effectively balanced both the organizational as well as the employee interest and that has been effectively positive (Marchington, et al., 2016). Georgia has focused on the change management system in the organizational structure. The higher management body of the organization has proposed a change of such i.e. the change from organic structure to hierarchical structure. However, Georgia believed in the fact that organic structure would be apt for the company. This is how there is no need of changing the structure of the organization. Georgia believed in creativity, teamwork, flexibility and job security of the employees within an organization. In this context, it can be stated that Georgia was highly impactful in bringing the working staff in to flexible job mode thus making them accept the changes with ease. Georgias approach towards the change management approved creativity thus bringing together the forces within a single set of working method. Georgia did not only i mprove the working condition of the employees, but she also provided job security to them. As a matter of fact, she remained supportive to the objective of the company (Sparrow, Brewster and Chung 2016). The companys objective was to reduce the cost in the lean period when there was less flow of project assignments from the clients. This is how in most of the cases the company would remain benefited. Georgia strategically changed the mode of organizational structure however keeping the base same. She believed that the existing organic structure of the company was apt for it however it required certain modification. This is how it was highly important to focus on the strategy to benefit the company as well as to ensure how the well being of the employees is ensured (Sparrow, et al., 2016). This is how the basic structure of the company has remained unchanged with important modifications. According to Georgia, the work-life balance needs to be ensured by the mothers and other female workers who have important contribution to run the family. As a matter of fact, this has been taken in to certain consideration that this effective work-life balance strategy and work from home provision for those female workers who travel a lot for attending the workplace would provide fruitful result for the employees. On the other hand, her approach towards outsourcing would definitely provide important aid to the organizational development and profit. This is how the organization would be able to get rid of over- budget on human resource management. Georgia has also provided a payroll strategy to the organization that would undoubtedly lead towards certain profit. During the peak hours of the project assignments, the employees are offered extra pay structure whereas they are provided with leave during the lean period. Conclusion: It can thus be concluded that the human resource management policies undertaken by Georgia has been quite effective in determining the beneficial factors for the organization. Georgia with her understanding and intelligibility of the want of the workforce of the company has effectively strategized the policies thus reaching towards both the organizational and individual staff improvement plan. She has remained stringent towards her belief of the flexibility of every individual. She has provided the employees with ample opportunity to show their full potential in the workplace. With such strategic implementation of flexibility and change management plan in human resource Georgia has provided the organization with a solid plinth of workforce strength and success. Recommendation and Findings: From the report discussed above a firm conclusion has been drawn. It has clearly been understood that Georgia has focused on the tradition structure of the organization though she has modified its attributes. She has also created a structural balance between the organizational profit as well as employee profit thus leading towards utter success on workplace culture. However, certain changes can be welcomed in need. The zero hour policy that the company had earlier proposed can be retained, however for the newer employees. If the company wants to expand its operations, the additional projects can be handed over to the contingent staffs who would be working as freelancer under the permanent ones. Thus the company would ensure empowerment of the employees and the competency would also increase effectively. References Armstrong, M. Taylor, S., 2014. Armstrong's handbook of human resource management practice. s.l.:KoganAccounting Page Publishers. Bratton, J. Gold, J., 2012. Human resource management: theory and practice. s.l.:Palgrave Macmillan. Jackson, S., Schuler, R. Jiang, K., 2014. An aspirational framework for strategic human resource management. s.l.:Academy of Management Annals. Marchington, M., Wilkinson, A., Donnelly, R. Kynighou, A., 2016. Human resource management at work. s.l.:Kogan Page Publishers. Sparrow, P., Brewster, C. Chung, C., 2016. Globalizing human resource management. s.l.:Routledge.