MPM722 Human Resource Management

MPM722 Human Resource Management

MPM722 Human Resource Management

Introduction

Every organization is affected by some or other problems. Organizational issues need to solve by every organization to achieve growth.  The following report will discuss about the various problems faced by the employees with the help of case study.  Different alternatives and solutions have been explained in this report to increase the work efficiency of the employees. HR of the organization is asked to set objectives for the employees in the report. Different types of theories have been explained in the report relates to increase the work efficiency. Different types of organizational issues and cultural differences have been explained and at last, the report will discuss the ways methods and theories which will increase the employee efficiency in the organization.

Discussion

People of the organization are obligated to hire new staffs and overview the activities of the organization.  Organizational issues are the conflicts faced by the employees of the organization in relation to their needs, income and wants of the employees. An organizational issue affects the behaviours of employees towards the success of organization. Byrne, Akido & partners provide professional services of auditing and accounting to Australia and Japan. There are various issued faced by the organization in both the countries in terms of employment engagement (Nicklin and Spector, 2016). In Japan, they are facing the problem in terms of employee’s engagement due to outdated use of outdated system in the business activities of the organization. Australia has been facing the problem of employee’s performance in relation to their task. They use annual appraisal method and human resource management performance indicator for employees. This problem affects the overall productivity of the organization. So HR staff needs to provide alternatives and solutions to improve the efficiency of the Byrne, Akido & partners in the following ways which have been discussed below:

Proper training: To increase the efficiency of the Byrne, Akido & partners organization, employees need to get trained regarding the work they are doing. They should be encouraged and motivated towards the task.  A leader of the organization needs to increase the skills of the employees for the success of the organization (Ford, 2014). 

Provide responsibility:  The best and effective way to achieve the efficiency of the employees is make them obligated about the work. They must be answerable to their supervisors for the task they have undertaken. This encourages the employees to take complete and proper responsibility of their task so that they can be answerable to the manager of Byrne, Akido & partners.

Hold meetings:  Byrne, Akido & partners must hold meeting to make effective plans and policies for their work. This wills the help the organizations to know the problems arising in the level of efficiency level of employees. They must discuss the objectives and goals of the organizations with their subordinates to achieve the efficiency level.

Supportive leaders:  HR of the organizations must support their employees in every manner (Mikkelson, et.al.2015).  Managers of the organizations must communicate with the employees to solve their issues.

Set Goals:  HR need to set the goals for every employee in the organization. They need no to be over burdened with the work. They may reduce the working efficiency of the employees which affects the profitability of the business.

Provide complete information: HR of the Byrne, Akido & partners needs to share complete and proper information at every level of the organization. They must involve employees in the decisions making process. This will create feelings among employees that are the part of organization and gives their best to achieve goals.

Culture: The environment of business organization must be good and friendly (Atmojo, 2015).  Employees must free to work with the organization so that they can improve employee behaviour.

Constant feedbacks:  Work of the employees requires proper and time and time feedbacks. This will help the organization to find out the negative and positive aspects of the task employees facing while performing.  Feedbacks help the employees to not the repeat the same mistake in future.

Key performance measures: Byrne, Akido & partners must use high level of key performance indicators to measures the efficiency o the organizations. Low level of indicators may reduce the efficiency of the organizations. They key performance indicator helps in the comparison of employee’s performance on the basis of different criterion of the Byrne, Akido & partners (Parmenter, 2015). 

Incentives:  Rewards and incentives are best ways to increase the efficiency of the employees. On the basis of incentives, employees of the Byrne, Akido & partners are more dedicated to their work. They would try to attain the goal in the best manner like before. Incentives process helps the organization in less employee’s turnover. Employees will be retained in the organization for the longer period of time

Delegation: Delegation is an important process in the organization. HR of the organization must equally divide the work among employees which will help in improving efficiency.

So above the following ways in which Byrne, Akido & partners can improve the efficiency of the employees could be enhanced which increases the profitability and income of the organization.

To increase the efficiency of the employees of the Byrne, Akido & partners needs to uses different theories in the organization.

Employee engagement theory: This theory describes employee’s engagement in the organization. This theory describes the various strategies in which organizations would achieve goals (Truss et.al.2013).  Leaders of the organizations make sure the all the employees in the organizations are properly engaged in their work so that they put their best efforts to achieve and improve of the employee. According to this theory, employees of the organizations must communicate with the employees to find out their expectations, needs and issues. This will help in motivating and give power to employees to created good working business environment. Employment engagement covers the three concepts which are job satisfaction, employee commitment and employment empowerment. Employers of the organizations must make employees comfortable which increases the productivity. If the employee is not satisfied with the job then it won’t contribute to the goals of the organizations. Commitment theory implies the situation where employee would feel responsible to the work. This theory focuses to create the responsible environment for employee so that employee can develop in-built feeling to work. The employer of the organizations must be given power and authority to make decisions in the organization (Anitha, 2014).  

So, overall employee engagement in the organization is mainly responsible for the growth of the business. Employees must be providing timely rewards and incentives to develop motivation along them.  Leaders of the organizations must imitative ands support their employees in order to improve the level of efficiency of employees to achieve the organizational objective of Byrne, Akido & partners.

Cultural difference

Organizational culture is consists of various values, norms and traditions of the employees in the organization.  The culture shows the organization’s employees to interact with the people from various cultures. Every individual in the organization must follow different and develop culture skills in the organizations which essential for the employees to improve efficiency (Moran et.al .2014).There are certain skills and capability which every employee needs to develop as examined below:
1. Time: people in the organizations have different issues and problems related to time in relation to their work, socializing and family.
2. Team Building: people in the organization would like to do things and task alone, however some persons from as from different culture would like to work as team member. So this can be problem and issues faced by the organization to achieve the success.
3. Communication style: every employee of the organization must know how to deal with the different communication style people in the organization vary from different culture.
So above is the working culture differences theory that affects the organization which needs to be analysed to improve the efficiency of the employee.

Performance management theory

Performance management is the process in which employees of the organization are well aware about the objectives and goals. Performance management is the process of those activities which implies that organizational objective has been achieved effectively and efficiently.  This theory focuses on the efficiency of the organization that how and what manner they to be achieved. Performance management theory implies that there are many theories to improve the motivation and efficiency of the employees and organization (Hutchinson, 2013). The three most important theories to increase the efficiency are control theory, goal setting theory and social cognitive theory.
The HR of the organization must clearly find out the challenges and factors faced by the organizations and what they want to attain. They must give importance on following facts:

1. The performance management system is well and effectively working with the organization policies.
2. Examine and evaluated the performance management system of the organization.
3. Employees are motivated to their level of work with the help of following theories which are explained above.
4. HR managers of the organizations will motivate the employees and created self direct motivation training to reduce the cost and increase efficiency and productivity of employees.
Every organization must follow proper human resource management to achieve the success of the organization. But before achieving the success of Byrne, Akido & partners in Australia and Japan, they have to deal with the different obstacles in performing their commission. So HR staffs of Japan and Australia have to face different issues and problems so that work productivity and long term retention of employees in the organization could be achieved (Cummings and Worley, 2014).  Employees efficiency in the organization could be increase with the help various methods, models and theories. There are different HR issues along with their solutions have been discussed below in relation to case study.

Various Methods, models and theories to increase employee efficiency in the Byrne, Akido & partners in Japan and Australia have been discussed below:

Retention:  Retention is the most important task for the Byrne, Akido & partners in Japan and Australia. This will help minimizing their employee’s turnover rate. All the employees in the organization must feel that they are part of the organization and they are valuable belongings of the organization as they are filled with technical knowledge, capability and skill to keep the organization at the top and organization must make effective methods to retain them for the longer period of time (Festing and Schäfer 2014).

Productivity: work productivity is the major issue in Australia. Byrne, Akido & partners focuses and aims to enhance their work productivity with minimum cost. So HR staff of both the organization must evaluate the issues and problems arising to employees to increasing efficiency and productivity.  They must analyse that why the organization is not achieving work productivity and many other issues such as problems arising in resources and staffs. So HR staffs must train the employees and should provide alternative solutions in the above case to increase the efficiency (Deepa et.al.2014).

Payroll:  It is written documents of number of employees and their remuneration. HR is abiding with the many activities and within this process he may forget to pay their employees on the daily basis. So HR must maintain their payroll system so that they will able to find amount for the employees at right time. They used use various methods to measure the work efficiency of the employees.

Disciplines: A major issue faced by the organization is the discipline which needs to be solved to increase the productivity.  If there is no discipline in the organization, then employees would neglect their responsibilities and create conflict among the workers that leads to consuming time and at last helps in reducing the work productivity (Zeb et.al.2014).

Goals and objectives:  Employees of Byrne, Akido & partners must be aware with the objective and goals of the organization. If the employees are not aware about the objective, they will be less productive. So HR staffs of Japan and Australia must clearly state the objectives of the organization so they can work effectively and efficiently (Cording et.al.2014).

Incentive:Employees will perform to their best ability if they motivated by the incentives methods. This is the best way to increase and enhance the efficiency and effectiveness of the employees. HR staff must analyse the needs of the employees and provide various bonus and incentives (Wojtaszek, 2016).

There are various theories to improve employee’s efficiency:

Path- goal theory:  This theory was given by Robert J. to increase the motivation and provide directions to the employee to increase their efficiency. According to this, leaders and HR staffs of the organization must provide effective directions and support employees to increase their work efficiency (Phillips and Phillips 2016). This theory has been explained with and connected with various leadership styles:

Directive leadership style:  In this style, HR of the organization instructs the employees to how to perform their task and work. They guide employees in achieving the goals of the organization.  Employees need to follow the advices of the HR to complete the task assigned to them. Employees will me more clear and responsible towards their work according to this leadership will which improve and enhance their work efficiency (Goswami et.al.2014).

Achievement oriented: HR of the Byrne, Akido & partners will set goals and objectives for the employees so that they can perform at their best level. The main objective of this theory is to increase level of confidence among the employees. They will motivate their employees and expect them to perform at highest level in the organization. This style will work best when the organization is facing various challenges and obstacles in the organization (Chemers, 2014).

Supportive leadership: this style will help in encouraging employees by supporting their employees. They support employees and solve their various queries and problems arising to them in achieving organizational goals.

Participative leadership:  This style will help in encouraging and enhancing employee the motivation and efficiency with involving them in decision making. They must be feel the part of the organization.HR of the Byrne, Akido & partners in Japan and Australia  will take views and suggestions from their employees which automatically enhances the work efficiency of the employees to achieve the goals of the organization (Polston-Murdoch, 2013).

Herzberg’s two factors theory of motivation:  This theory was given by Frederick Herzberg which states hygiene and motivational factors that affects the work efficiency of the employees in Byrne, Akido & partners in Japan and Australia.   According to these factors, there are some factors satisfaction and dissatisfaction factors in the organization.

 Hygiene factors do not motivate the employees to perform at their best level. Absence of these factors in factors in the organization would leads to employees to increase their productivity level. They are required to be avoiding by the organization. A motivational factor of this theory helps the employees to increase their performance level. These are known as satisfied factors which include:

  • To motivate the employees, there must different opportunities available to them for the growth.
  • They must be appreciating for their work by HR (Mitchell, 2013).
  • They must be responsible and unanswerable of their work to their superiors.
  • Task should be clear so that employees can take them as a challenge ans perform at their best ability.

So, Byrne, Akido & partners organization should adopt this theory to enhance the work efficiency of employees by reducing hygiene factors and motivating employees by providing rewards and incentives to work better. This theory mainly focuses on employee’s job enrichment which will improve ad enhance the work efficiency and quality of the employees in the organization (Temminck et.al.2015).

So, the methods and theories discussed above can be used by Byrne, Akido & partners to increase the work efficiency of the employees.  Employees of the organization must be provided with proper training so that goals and objective of the organization could be achieved.  HR of both the countries must focuses on motivating employees with the help of different theories. Issues and problems to arising to employees must be solved by the Byrne, Akido & partners which will encourage them to increase their work efficiency. 

Conclusion

From the above evaluation, it can be evaluated that organization must use various methods to enhance the efficiency of the employees. Various alternatives and solutions have been discussed above to achieve the goals of the organization. The motivational theories have been discussed to increase the level of confidence in employees so that they can perform at their best level.  To remove the culture differences in the organization, working culture theory has been explained.  With the help employment engagement theory, employee’s involvement in the performance of organization has been discussed. Objective and goals of the organization have been explained above with the help of performance human resouces management theory.  To achieve the growth and increase the work productivity of the organization methods, techniques and theories has been discussed in the report.

References

Books and journals

1. Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management.
2. Atmojo, M., 2015. The influence of transformational leadership on job satisfaction, organizational commitment, and employee performance. International research journal of business studies, 5(2).
3. Chemers, M., 2014. An integrative theory of leadership. Psychology Press.
4. Cording, M., Harrison, J.S., Hoskisson, R.E. and Jonsen, K., 2014. Walking the talk: A multistakeholder exploration of organizational authenticity, employee productivity, and post-merger performance. The Academy of Management Perspectives, 28(1), pp.38-56.
5. Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.
Deepa, E., Palaniswamy, R. and Kuppusamy, S., 2014. Effect of performance appraisal system in organizational commitment, job satisfaction and productivity. Journal of Contemporary Management Research, 8(1), p.72.
6. Dobre, O.I., 2013. Employee motivation and organizational performance. Review of Applied Socio-Economic Research, 5(1), pp.53-60.
7. Festing, M. and Schäfer, L., 2014. Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal of World Business, 49(2), pp.262-271.
8. Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
9. Goswami, A., Li, M., Beehr, T.A. and Goffnett, S.P., 2014, January. Path-Goal Leaders’ Behaviors and Subordinates’ Personalities: Resulting Subordinates’ Behaviors. In Academy of Management Proceedings (Vol. 2014, No. 1, p. 11888). Academy of Management.
10.Hutchinson, S., 2013. Performance management: theory and practice. Kogan Page Publishers.
11. Mikkelson, A.C., York, J.A. and Arritola, J., 2015. Communication competence, leadership behaviors, and employee outcomes in supervisor-employee relationships. Business and Professional Communication Quarterly, 78(3), pp.336-354.
12. Mitchell, G., 2013. Selecting the best theory to implement planned change. Nursing Management-UK, 20(1).