HI6006 Competitive Strategy Editing Service
Delivery in day(s): 4
BEC is pioneer in providing employee assistance services or program (EAP) in China since 2001. BEC is a leading firm in providing EAP as it has highly qualified employee. BEC serves its customers to provide their employees with psychological assistance to increase job satisfaction and reduce stress. Currently the business of BEC is growing but it has limited resources and limited employees which is increasing the pressure on existing employees. The types of job handled at BEC include interviewing customer employees, designing the project planning, face-to-face and telephonic consulting, designing promotional brochures, etc. At present BEC has adopted matrix organizational structure. Thus, company requires hiring more qualified employees and changing the current organizational structure.
BEC require hiring new employees. New employees are required to be trained on the basis of past experiences and issues faced in the organization. The role of training department in BEC is to design and develop training courses on psychological assistance for clients’ employees, customize training sessions for various customers, initiate employee assistant programs within customer organizations and develop book and other publications on EAP.
Defining job description of employee assistance consultant:
It is important to describe the job of employee assistance consultant to provide employees the required training skills.
There are two managers in the current organizational structure namely project manager and functional manager.
A project manager has following roles and responsibility-
A functional manager has following roles and responsibility-
The qualification required and training needs identified in the case are as follows-
Training needs identified
Graduate and post graduate in psychology
Requires training the staff to comply with government regulations and training them to deal with HR issues such as work life balance workplace behaviour and stress reduction program (Elnaga and Imran, 2013). He needs training on computer proficiency and clinical training.
Training requires clarifying priorities and roles, defining job description and key performance matrix; using action programs, activity logs and scheduling tools; effective communication ways; managing conflict and resolving issues (Elnaga and Imran, 2013).
MBA (HR and Marketing)
Training to manage scarce resources and human resource planning skills; effective ways of communication; managing and controlling skills.
The major issues identified in the given case are as follows:
Current organizational structure is not problem as the business and profit of BEC has increased but the issue is that there is no clarity of responsibilities and work relationships for employees and managers (Ford and Randolph, 1992)
Step 1- objective of training session should be clear
The objective of employee assistance program is to support client organization to improve its attendance, job performance, productivity and job satisfaction.
Step 2 - Scope of training should be clear
The problems handled and dealt with in the organization include the following-
Step 3- Human resource planning
It is found that the demand of BEC services is increasing and the current HR is limited which is increasing their pressure. Thus, BEC require hiring new qualified employees. It is require that human resource planning. There are various models of human resource planning.
The key component of human resource planning is forecasting the number and type of employees required. BEC require professionals with graduate or post-graduate in psychology. There are many sources to fulfil demand of human resource such as educational institutions, recommendation of existing employees, former employees, employment consultancies etc (Ulrich, 2013). BEC can also apply internal supply of employees such as succession planning, replacement charts, departmental estimates and human resource management information systems.
Step 4- Conflict management
While designing future training sessions, Mr. Zheng should understand his leadership styles and should focus on maintaining good relations rather than achieving goal.
To minimize the issues in the organization, the best approaches which can be adopted are –
When to use
What does it imply
Avoiding or withdrawing
When you require more time and want to maintain neutrality but you will have to deal with conflict later
Move away from the situation
Accommodation or smoothing
When you want to maintain good will, peace and harmony
Do not hurt anyone’s sentiments
When the goals are high
Reach a decision taking aspect from both side
When you are sure you are right and accepting demands is unimportant (Alper.et.al, 2000)
Take decision for all
To gain commitment and maintain relationship
Take mutual decision
Currently the business of BEC is growing but it has limited resources and limited employees which is increasing the pressure on existing employees. Thus, company requires hiring more qualified employees and changing the current organizational structure. Current organizational structure is not problem as the business and profit of BEC has increased but the issue is that there is no clarity of responsibilities and work relationships for employees and managers. While designing future training sessions, Mr. Zheng should understand his leadership styles and should focus on maintaining good relations rather than achieving goal. The training program should be compatible with the long term strategy of the organization (Elnaga and Imran, 2013). Mr. Zheng should develop a human resource plan which contains the roles and responsibilities of each employee and a hierarchy of reporting relationship. He should adopt best practice and guidelines and review the training session by taking 360 degree feedback.
Alper, S., Tjosvold, D. and Law, K.S., 2000. Conflict management, efficacy, and performance in organizational teams. Personnel Psychology, 53(3), pp.625-642.
Barker, J., Tjosvold, D. and Andrews, I.R., 1988. Conflict Approaches of Effective and Ineffective Project Managers: A Field Study in a Matrix Organization . Journal of Management Studies, 25(2), pp.167-178.
Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European Journal of Business and Management, 5(4), pp.137-147.
Ford, R.C. and Randolph, W.A., 1992. Cross-functional structures: A review and integration of matrix organization and project management. Journal of management, 18(2), pp.267-294.
Mann, A., 2015. Communication, organisation, and action: Theory-building for social movements. Communication Research and Practice, 1(2), pp.159-173.
McLachlin, R.D., 1999. Factors for consulting engagement success. Management Decision, 37(5), pp.394-404.