Personal and Professional Development for Business - Term Paper Example

Personal and Professional Development for Business Introduction For the success of any organization however big or small, it is vital to note that human resource is very vital. In several researches which have been conducted by various social scientists, it has been found that Human Resource Management is a strategic approach in the proper management and understanding of people who work in the organization as a team and as respective individuals. People are the most valued resources of any organization of which nothing can be achieved without a well-dedicated working force in any organization. Human resource is very vital in the success of every organization's strategy. For any strategy to succeed the crux of the issue is that there will be a strong positive correlation between human resource practices and organization's success (Armstrong, M 2009). In an organization such as Home Office in the UK, it is very useful to note that must proper human resource management for this government department to achieve its goals and objectives. This is a very strategic and fundamental arm of the government because its failure will render the country vulnerable to insecurity and illegal immigration. These negative influence economic growth of the country. The employees should, therefore, feel well motivated in their duties. In the recent years researchers have shown that there is causality between good human resource management and organizations productivity (Godard et al., 2005). Proper management of people would embrace the paradigm of high productivity in line with organizations long term and short term plans. Even though human resource is a very important functional aspect of any organization, it was not clear whether major organizations do proper human resource management. This study that focused on the Home office was aimed at providing a clear link between human resource management and the organization's performance. Findings of the Study The study focused on areas such as employee engagement index, drivers of engagement by employees, employees' plans, awareness and feelings in line with the motivation. The study was conducted among employees of Home office on the general feelings and views on the mentioned areas. The response rate of the study is 47%. Finding about employee engagement index With reference to the table on engagement index, it was established that more number of employees said they would recommend the organization as best place to work and also as a place which inspires them to do best in their job as compared to the previous survey. However, it was showed by the outcome that there was a negative deviation of 1% of the people who felt proud to be known to work in this organization. On the questions on personal attachment and motivation to help achieve objectives, there was zero deviations from the previous survey. Findings on the drivers of engagement by employees In the study the drivers of engagement were measured using nine themes. The themes were then ranked according to their strength of association with engagement. The themes used were as shown in the table on drivers of engagement. From the analysis, it was established that leadership and management change had the strongest strength of association with engagement at 30% score with no deviation from the previous study. However, this theme shows a high significant difference from the highest performers. The second theme was my work and line manager with positive scores of 64% and 61% respectively. My work had a positive difference of 1% from the previous survey whereas line manager had no deviation from the previous survey. Other themes recorded very low strength of association with engagement. It shows that these themes had a negative correlation or causality with strength of association with engagement. For example, my team as well as the inclusion and fair treatment had lowest strength of association with engagement. It was important to note that both had a positive deviation from the previous study in terms of positive scores. While considering the top three themes in detail, the following were established. On the theme of changes in leadership and managing, it was found that there was the highest percentage of those who believe the organization's managers are visible at 41%. This showed a +2 deviation from the previous study. It was established that not most of the employees saw the changes made in the context of their welfare, but they as result oriented with little concern on employees wellbeing. Those changes that directly affected employees positively had negative deviation from the previous survey. About the theme of my work and its strength of association with engagement, there was a positive deviation compared to previous survey in those who were interested in their work, those who were sufficiently challenged and those who feel their job were giving them a sense of personal accomplishment. Otherwise, nothing had changed in terms of employee involvement in decision making and choice on how to do a given work. There was a cause of an alarm on how line managers perform their duties in terms of evaluation, fair evaluation of employees and feedback on employee performance. There was a significant improvement on employee motivation compared to the previous study. One interesting thing about the findings was that most of the employees are still dedicated to working for this organization for a longer time. 50% said they still want to work here for at least three years to come. However, it is appropriate to note that the number who want to leave soon have increased from the previous survey significantly. There was a significant increase in awareness from the previous survey in general with awareness on civil service code recording highest significant increase. Conclusion and recommendation According to the study findings, it is evident that most employees are still dedicated to serving in this organization, but they still feel less appreciated. The management should design strategies to improve employee motivation. Strategies should be well designed to improve general working conditions of the organization. The study has also unveiled that the lime managers lack some basic management skills such as monitoring and evaluation. The study would, therefore, recommend capacity building for managers. Otherwise, the organization was found to be doing fairly on creating awareness among employees. This was a plus for the organization. List of reference Armstrong, M (2009), Handbook of HRM practice, Kogan Page, London and Philadelphia. Read More