Creating and Managing Sustainable Organizations - Assignment Example

Personnel Resourcing & Development Table of Contents Personnel Resourcing & Development Table of Contents 2 Question 3 Question 2 3 Question 3 4 Question 4 5 Question 5 5 Question 6 5 Question 7 6 Question 8 7 Question 9 7 Question 10 8 Question 11 8 Question 12 9 Question 13 9 Question 14 10 References 11 Bibliography 12 Question 1 What tool would you use to critically evaluate the business environment in which the case study organisation operates in? Business environment includes both internal as well as external environment. The evaluation of the internal environment can be done using the SWOT (Strengths, Weakness, Opportunities and Threats) analysis. The organization discussed in the case can use this tool to analyse its areas of internal strengths, weakness as well as external opportunities and threats so as to harness its strengths to leverage upon the opportunities and to minimise its weaknesses and overcome the threats. In order to analyse the external environment a PESTLE analysis can be used. This tool analyses the Political, Economic, Sociological, and Technological, Legal and Environmental factors. This would help the company take into account the various aspects of the external environment that can impact the organization (Kay, 2010, p.23). Question 2 What are the key components HRP? In any organization human resources are the most valuable assets for any organization and the success of an organization is heavily dependent upon the management of these vital resources of the organization. The key components of Human Recourse Planning include the following: Mission, Vision and Objectives Business Drivers Culture and Values Management of talent Succession planning and Knowledge management Rewards Hygiene, Safety and health Design and Staffing Alumni (Lutchman, 2011, p,129, 130) Proper planning of these vital aspects can help any firm take advantage of the opportunities and generate competitive advantage. In case of Advanced Technical Resourcing the proprieties would be to bring in a change management that would involve a change in all of the above elements so as to make it a preferred organization for prospective employees. Question 3 How does effective resourcing support organizational performance? E.g. Skills requirements, employee flexibility, qualities and attributes of potential employee Resourcing is one of the most crucial steps in the human resource management of an organization. Resourcing includes employee hiring as well as fitting an employee into the overall organization by ensuring a job fit that involves a matching of a person’s abilities with the requirements of an organization. In case of Advanced Technical Resourcing discussed in the case it is important to have specialised persons as otherwise it would result in employee dissatisfaction that could impact the overall productivity of the organization. Finding a good job matching is very critical to the success of the organization (Taylor, 2005, p.5-6). Question 4 What strategies and reward systems could be put in place to encourage and enhance employee performance? In order to induce motivation employees must be motivated about their jobs so that they view their tasks as responsibilities and not just activities. In order to do this it is necessary for business organizations to ensure career development as well as a reward mechanism to rightfully reward the deserving employees. In case of Advanced Technical Resourcing regard there should be a fair appraisal of the employees strictly based on performance. In the context of the mining organization discussed in the case a 360 degree appraisal should be implemented so as to help generate motivation among the workers (Hunt, 2005, p.144). Question 5 How would you measure employee satisfaction? E.g. retention rates, attendance levels, motivation, commitment & performance Employee satisfaction levels are very important in the context of any organization as it determines the overall organizational efficiency. Therefore it is very important to measure the levels of employee satisfaction. In this regard a focus group study involving a primary research can be used to find the employee’s feelings towards their job and career growth in the organization. In case of Advanced Technical Resourcing a group can be formed to look after the interests of the employees. Attrition rates can help give an idea about the retention levels. The mining company can also use a 360 degree feedback to gather such information (Dahlgaard, Kristensen & Kanji, 2005, p.154-155). Question 6 Why is it important to sustain employee engagement? How can this be achieved? In addition to allocating responsibilities it is very essential to induce employee engagement. This is because while the former helps generate only professional terms with the organization, the latter leads to the creation of a partnership between the organization and the employees that help employees take up their tasks as responsibilities and not routine activities. In case of the Advanced Technical Resourcing employee engagement is important in order to ensure retention with the industry facing high attrition rates and unpopularity. This is important as the industry is facing dearth of taken and in order to attract and retain talents it is important to engage employees into a long term commitment with the organization so as to help generate sustainability. One technique could be providing ESOP’s and a flat hierarchy with little supervision that would help generate greater engagement (Russell, 2010, p.7). Question 7 What tool could you use to critically evaluate any recommendations you make? In addition to strategy formulation it is very essential to evaluate and analyse the degree to which these strategies are implemented and are being rendered effective. In case of the Advanced Technical Resourcing a control and feedback mechanism must be used to generate greater effectiveness in the strategies being implemented by the organization. A balanced Scorecard is a very useful technique that can help Advanced Technical Resourcing to evaluate its financial as well as non financial strategies. The components of a balanced scorecard include customers, internal business processes and growth and learning. These can help provide a good feedback and control mechanism for the organization to maintain sustainability (Balanced Scorecard Institute, 2012). This is important as the industry needs to undertake a change in perception and a change management is very essential. However the change management process for Advanced Technical Resourcing would be incomplete without having a control and feedback mechanism. Question 8 What potential costs and benefits can you identify in relation to any proposals for overcoming the issues Precious Metals are facing? E.g. extra financial costs due to increased complexity of recruitment and selection procedures, benefits of attracting staff with appropriate skills and aptitude via a more focused approach? The issues faced by precious metals require investing certain monetary resources. This is mainly because of the fact that the organization is in need of talented individuals that are difficult to find in the market. This is largely due to the fact that the industry has become unattractive to them for pursuing their careers. In this regard it would require either monetary or other benefits in order to lure potential talents to the organizations. However this cost would be overcome by the benefits as the industry is in a growth phase and hence having good talent even at a cost can be overcome by the long term benefits. In case of Advanced Technical Resourcing the costs would include the aspect of bearing higher salaries and other employment options apart from funding the change management process and the benefits would come from the added motivation and attractiveness of the company to prospective employees ensuring availability of a good talent pool. Question 9 What tool would you use to assess the above? Some of the tools that can be used by Advanced Technical Resourcing include the cost benefit analysis as well as financial tools like Net Present Value (NPV). This tool takes into account the projected cash flows for future years and uses a standard discounting rate to calculate the present value of the cash flows. The value of the NPV can be used to assess the financial viability of Precious metals spending certain extra amount towards bringing in fresh talent by offering higher salaries and other remuneration benefits (Hoque, 2005, p.156). Question 10 How might these changes help to stabilise the workforce and improve individual and organisational performance appropriate The improvement in remuneration and a better appraisal policy can help generate motivation among the staff members. Advanced Technical Resourcing would implement a career development plan to improve the career graphs of its employees and to promote learning and job satisfaction. In the presence of a career development plan the employees would be assured about their future in the industry and on observing growth they would tend to provide their best shot at the workplace. This in turn would help in development of a partnership with the organization in which the employees would take up their tasks as responsibilities. This would help reduce defects and improve productivity levels thereby generating competitive advantage (Madura, 2006, p.370). Question 11 What processes would you put in place to ensure any plan is implemented in the right way? How would you monitor the plan and control costs? In order to ensure effective implementation the task would be carried out in a step by step format. Advanced Technical Resourcing would also formulate a set of SMART objectives. A set of SMART objectives can be formulated that includes setting up of objectives that are Specific, Measurable, Achievable, Realistic and Time Bound. Every activity would have a stipulated time frame along with a person assigned responsibility to every task or objective. In addition to this the Balanced Scorecard System would also help ensure control and feedback for the objectives (Richman, 2011, p.32-33). Question 12 Using appropriate internal and external analysis models identify and discuss the principal environmental factors which caused to change its personnel resourcing strategy. The analysis using a PETEL analysis for Advanced Technical Resourcing shows that economic factors are the most important factor that causes the change in personnel resourcing strategy. The demand for mining and extraction as shown in th case is expected to reach 2.7 billion tonnes by 2015. During the past decade when the demand for mining came down there was a lot of unemployment and this sector especially Geology lost attractiveness among the potential employees. This continued till a considerable period of time when the economy bounced back and there was a demand in mining industry. However the void had left a large gap in the talents available leading to change in personnel management strategies (Williams & Green, 1997, p.161). Question 13 Highlight the organisational and individual costs and benefits arising from changes in the ways in which resourced their employees and identify, analyse and evaluate why and how these changes are likely to impact on employee performance in the longer term. A change in the resource management policy of Advanced Technical Resourcing would include better compensation as well as a career development plan along with proper training and development can help generate organizational excellence. Although certain costs would be involved including the burden of increased salaries and other expenses but investing these resources for the long term would help in creating a larger pool of talented workforce that would help leverage the opportunities and generate competitive advantage. Question 14 Identify and analyse the core components involved in the human resource planning process. Consider whether the approach adopted was appropriate and highlight any additional strategies which should be in place in order to ensure the organisation meets its objectives and sustains competitive advantage. The core components of human resource planning process for Advanced Technical Resourcing would firstly involve formulating the new set of vision and mission statements along with the drivers. This would be followed by the cultural set up creation so as to ensure multi cultural and a cosmopolitan culture with equal opportunities for all employees. The most important of these would be staffing and motivation of staff. This would set the tone of the work culture in the organization to a positive state that would help create attractiveness for the job among the individuals. This is very important in the current context as there is a dearth of human resources owning to inadequate opportunities. In addition to these certain other steps like having a flat hierarchy, and a good channel of communication would not only help bring attractiveness about Precious Metals but would also help generate long term sustainable competitive advantage in the market (Agarwal, 1983, p.129). References Agarwal, R.D. (1983). Organization and management. Tata McGraw-Hill Education. Balanced Scorecard Institute. (2012). Balanced Scorecard Basics. [Online]. Available at: http://www.balancedscorecard.org/BSCResources/AbouttheBalancedScorecard/tabid/55/Default.aspx. [Accessed on January 20, 2012]. Dahlgaard, J.J., Kristensen, K. & Kanji, G.K. (2005). Fundamentals of Total Quality Management: Process Analysis and Improvement. Routledge. Hoque, Z. (2005). Handbook of cost & management accounting. Spiramus Press Ltd. Hunt, N. (2005). Conducting staff appraisals: how to set up a review system that will ensure fair and effective appraisal and improve individual performance and organisational results. How To Books Ltd. Kay, R. (2010). An APMP Primer-PRINCE2 Edition. Robin Kay. Madura, J. (2006). Introduction to business. Cengage Learning. Lutchman, R. (2011). Creating and Managing Sustainable Organizations. DEStech Publications, Inc. Richman, L. (2011). Improving Your Project Management Skills. AMACOM Div American Mgmt Assn. Russell, L. (2010). Engage Your Workforce: Infoline. American Society for Training and Development Taylor, S. (2005). People resourcing. CIPD Publishing. Williams, T. & Green, A. (1997). The business approach to training. Gower Publishing, Ltd. Bibliography Anselmo, D. (2010). Marketing Demystified. McGraw-Hill Professional. Langford, D. & Male, S. (2008). Strategic Management in Construction. John Wiley and Sons. Read More