SHR018-2 Human Resource Management Assignment Sample
Module code and Title: SHR018-2 Human Resource Management Assignment Sample
Introduction
Human Resource Management is the systematic approach of supporting and nurturing employees thereby establishing a positive working environment for the employees. It includes recruitment, development of the company, training and so on. This case study focuses on analysing and evaluating a case study from the Prestwood High School.
In this assignment, efficient ways have been stated to enhance the performance of the managing staff along with an effective action plan as well as SMART analysis that would help in enhancing HR training. It is followed by mentioning various factors that can help in staff motivation and their retention in the organisation.
Findings
Question 1
The staffs have not been performing well according to the case study, and hence, managerial interventions need to be taken into consideration. There are two options that have been given for the achievement of this task. The first option is that of goal setting, the other is that of coaching and mentoring. Both of these options have a place in the management of people. However, considering the fact that the survey conducted in the school yielded the result that there were inconsistencies in the curriculum and a clear lack of targets for student’s leads to the first option being the more suitable of the two.
Goal setting is a valid management technique that enables managers to push their subordinates to stretch their limits and achieve greater performance. According to Locke and Latham, (2019, p.2), it has been found in various independent research that goal setting increases the performance of individuals. This is the reason despite being 50 years old, the “Goal Setting Theory” is of utmost relevance.
The personnel in the school tasked with various duties have not set academic goals that stretch the abilities of the students to their limits. Rather the staffs often praise the students for low-quality work. This needs to be substituted with academic goals that the students need to achieve through hard work and dedication. Thus creating a culture of hard work and excellence that benefits the students and the reputation of the organisation.
Goal Setting also leads to motivation and gamification that enables individuals to be more committed and engaged toward the task at hand (Fortes et al. 2018). This causes the students to apply themselves fully to their academic goals and achieve higher performance at school. Hence, goal setting by the management solves the issue of less being expected of the students.
There is however another issue that has been identified and that is the curriculum plans vary from subject to subject. This is also a derivative issue of a lack of goal setting, as there is no standardisation of targets. At the school level, all subjects are equally important; hence, the setting of goals needs to be uniform across disciplines.
According to the case study, the plans are made in a haphazard way and broad assumptions have been made regarding things that students know with no evidence. This is an example of poor planning and this is the place, the second option proves to be more useful. A softer coaching and mentoring approach may be taken along with a goal setting approach to help the staff build a better academic curriculum.
Mentoring for both students and staff is needed for the development of the resources and processes (Jones and Smith, 2022). However, the goal-setting theory is applicable here as well. This is because the management, according to the case study, found that the educational plans were insufficient for setting up proper curriculum milestones. Hence, the setting of goals integrated into the plan is one way of achieving this end.
Another factor in this context is the motivation that is partly achieved by setting proper goals for both students and staff. However, goal setting may not work if the people are not engaged in the process. People usually have extrinsic motivation in most cases rather than intrinsic motivation (Locke and Schattke, 2019).
This indicates the fact that employee motivation and retention policies need to be adopted as well so that the institution does not face a shortage of staff in the long run. That being said, the goal setting option can be noted to be the most effective for the situation the institution is in at the present.
Question 2
In accordance with the case study provided, several issues have been identified such as limitations in the HR training that are not even accredited by the CIPD. As per these issues, a couple of targets have been identified and evaluated below using the SMART framework-
Target 1: Organisation of proper HR training programs
| Specific | Measurable | Achievable | Relevance | Time bound |
| The target specifies to make necessary implementations in order to improve the HR training program. | The mentioned target measures the efficiency of the operations of the HR department along with its capabilities. | This target helps in achieving enhanced HR flexibility. | Improvements in the HR training program helps an organisation identify its goal, aiding in development of leadership skills that increases the productivity of the organisation with improved quality of the work being provided. | 6 months |
Table 1: SMART analysis of the target
Target 2: To achieve CIPD accreditation.
| Specific | Measurable | Achievable | Relevance | Time-bound |
| The target specifies to achieve the required qualification necessary for CIPD accreditation and also to qualify in the Experience Assessment. | The mentioned target measures the skills of the professional that are accredited with the CIPD. They are considered to be specialists in the field of HR training. | This target helps an individual to acquire professional skills that are required to become a HR training specialist. | CIPD qualifications are accepted globally and are viewed as a standard of excellence. It is considered as a commitment towards the development of the individual in the future, valuing the knowledge and ethical practices in the particular profession. | 7 months |
Table 2: SMART analysis of the target
| Targets | Strategy/action | How to achieve | Key success factors | Resources required | Time required |
| To ensure complete reductions on the HR issues | To focus on the benchmark set by the competitor in the market and to align the training program with the operating goals of the management in the organisation. | Establishing a professional network with colleagues through various societies like Human Resource Management helps to provide information about the activities of others and also by viewing g various social media sites. The targeted HR training programs should be designed after knowing the goals and objectives of the organisation for better productivity. | The key success factors include improved HR operations within the organisation along with CIPD certification. | Both financial and human resources are required in order to achieve the concerned target. | 6 months |
| To acquire the necessary qualifications that are required for getting the CIPD accreditation | To study the various courses and undergo training that is essential to obtain the CIPD qualification. | Emphasising on building knowledge and experience consistently to effectively manage people. | The key success factors include gaining professional skills and knowledge, enhanced people management skills | Both financial and human resources are required in order to achieve the concerned target. | 7 months |
Table 3: Detailed action plan
With reference to the above-mentioned targets, these strategies can play a leading role to encounter with the various issues faced by Prestwood High School.
Question 3
Staff motivation is important as demotivated employees are more likely to feel poor attachment with their work. The solution to this issue can be Employee motivation, training, and development of employee satisfaction.
Employee motivation strategy
Based on the perception of the goal setting theory, setting goals is the most essential aspect for improving the performance of individuals (Locke and Latham, 2019). Thus, at first, the manager needs to set proper goals for guiding employees regarding their performance improvement and work efficiency. Regarding this, the manager needs to take employee motivation strategies such as fulfilling the requirements of employees.
In this regard, the manager should be focused on properly communicating with employees to generate a proper understanding regarding the requirements of employees and satisfy them. This kind of initiative would help the manager to enhance employee engagement by influencing their emotions to feel valuable within the institution. According to Sudiardhita et al. (2018, p. 6), motivation is the factor that influences people to persist in their efforts to become successful. This motivation can be achieved through needs and encouragement (Sudiardhita et al. 2018).
Employee relationship development initiatives
Positive employee relationships help in the building of employee engagement in the workplace (Knight et al. 2019). This helps in the retention of the employees and the threat of them being dissatisfied is eliminated to a significant extent. The employees may be anxious or depressed due to the criticism and also because they may feel insecure about their employment. Having positive relationships with the employees makes sure that they are secure in their employment and are motivated to make constant efforts to apply themselves fully to the cause of the organisation. This also gives the management more opportunities to ensure more employee satisfaction measures are applied.
Resilient employees are created when there is proper work engagement that can overcome various types of professional challenges (Malik and Garg, 2020). Hence, employee relation building and other employee retention policies need to be used to make sure that employee resilience is built. This ensures that the employees are taken care of so that they find confidence in their endeavours for the company and stay engaged. On the other hand, these employees need to be motivated through employee retention policies and various facilities along with proper goal-setting measures.
Prioritising work-life balance
Work-life balance is one of the most important aspects in the lives of an employee. It needs to be acknowledged that they also have another life outside the office premise. In case of maximum private jobs, the employees are asked to join work early and are even made to work after office hours. This makes them inevitably look for another job as they fail to maintain the work-life balance that hampers both their mental and social well-being (VERMA and GAUTAM, 2022).
Also, in case of remote working, there are a lot of advantages provided to the employee like having a flexible working schedule which is very helpful in case of both working parents (Sasmita, 2019). In contrast to this, even in case of remote working the employees are expected to work overtime as they are working from their residences.
This hampers employee satisfaction as they are unable to give sufficient time to their family. Hence, the employees should be made to work only from the scheduled working hour no matter where they are working from. This will not only lead to employee satisfaction and retention but also help the employees maintain a work-life balance.
Managing with trust
Open communication is one of the most effective ways of building trust among all the members working in an organisation (Al-Kurdi et al. 2020). An employee is most likely to put in all his efforts and hardwork if he observes the company to be proceeding in the right direction and it also helps tem trust the particular company. The leaders of the organisation guiding the workforce should not rely and portray his power because of his position.
Rather, they should depend on factors like transparency, trust and thereby strengthening their bond with the entire workforce that they are leading. Instead of being selfish and opportunistic, the leaders should be capable of persuading the employees to collaborate with and thereby support the leader. This would help in enhancing the business performance of the organisation and also contributing to employee retention.
Conclusion
From the study, it can be concluded that setting a proper goal along with effective coaching and monitoring can help in improving the performance of the staff working for an organisation. In this case study, it is observed that the plans that are implemented are constructed in a haphazard manner making assumptions about the things that students hardly have any knowledge about.
In order to overcome these issues, an effective action plan has been suggested that would improve the HR training. Also, strategies for employee motivation along with building trust among the workforce are some of the crucial factors that can aid in employee motivation, satisfaction and their retention.
References
Al-Kurdi, O.F., El-Haddadin, R. and Eldabi, T., (2020). The role of organisational climate in managing knowledge sharing among academics in higher education. International Journal of Information Management, 50, pp.217-227.
Fortes Tondello, G., Premsukh, H. and Nacke, L., (2018), January. A theory of gamification principles through goal-setting theory. Hawaii International Conference on System Sciences.
Jones, J. and Smith, H.A., (2022). A comparative study of formal coaching and mentoring programs in higher education. International Journal of Mentoring and Coaching in Education.
Knight, C., Patterson, M. and Dawson, J., (2019). Work engagement interventions can be effective: a systematic review. European Journal of Work and Organizational Psychology, 28(3), pp.348-372.
Locke, E.A. and Latham, G.P., (2019). The development of goal setting theory: A half century retrospective. Motivation Science, 5(2), p.93.
Locke, E.A. and Schattke, K., (2019). Intrinsic and extrinsic motivation: Time for expansion and clarification. Motivation Science, 5(4), p.277.
Malik, P. and Garg, P., (2020). Learning organization and work engagement: The mediating role of employee resilience. The International Journal of Human Resource Management, 31(8), pp.1071-1094.
Sasmita, J., (2019). A comparative study on work-life balance of nursing staff working in private and government hospitals.
Sudiardhita, K.I., Mukhtar, S., Hartono, B., Sariwulan, T. and Nikensari, S.I., (2018). The effect of compensation, motivation of employee and work satisfaction to employee performance Pt. Bank Xyz (Persero) Tbk. Academy of Strategic Management Journal, 17(4), pp.1-14.
VERMA, D. and GAUTAM, R.S., (2022). The Effect of Education on Working Women for Work-Life Balance. Iconic Research and Engineering Journals, 5(9), pp.458-592.
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