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    Master of Business Administration

    Assignment Cover Sheet

    Student Number 1227055

    Module code 12-13S1OBSHR012-6 Assignment No 1

    Module Title Leading and Managing People (OMAN).

    Module Tutor Janice Johnson

    Due Date 13.11.2012

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    Executive summary:

    In todays fast changing business world, managing things and leading human resource is a

    challenge. Only a qualified and experienced manager can handle both simultaneously andsmoothly. Leading people and managing work will defiantly help in the growth of business.

    There are three key areas of managing and leading people i.e. Vision, strategies and values (Jon

    Minerich, Olive white Americas, www.bus-ex.com.) A manager has to fulfill a certain basic task

    that includes planning, Organization, commanding and controlling. Although there is no

    universal formula what makes a good manager? Some people believe that good managers are

    born, whereas some people support that good managers are made by institution. But there are

    general agreement and understanding between both group quality and competency of good

    manager. Key ingredients of a good manager are intelligence, initiative, self , confidence,

    assertiveness and determination, communication skill, energy and enthusiasm.

    HRM is not a new subject, born; its something which exists since the birth of mankind. Todays

    HRM is a merger of long past history of work and modern work theories. Its a merger of a

    practical work tool and theories of planning. Modern management practice is an effective

    amalgam of past theories and modern psychology and the social sciences. (Human resource

    management, edition 4th

    , Alan Price)

    To effectively manage and lead people modern managers are bound to take some proven

    measures to keep their people happy. Peoples manager has to frequently deal with some tasks on

    day to day basis, for example:

    Expansion of organization, new contract, merger or closer of unit. New innovation, come out of stagnation. Also look for emotional dimension. Enhance or constrain activities according to available funds. Stability, supply and retention of needed staff. New working practice, the introduction of new technology. About Staff hired, redeployed, retained, or sacked.

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    Contents:Page No.

    1.1 Introduction 4

    1.2 History

    2.1 High Performance Working

    3.1 Methodology

    3.2 Cultural Diversity In My Organization

    3.3 Hierarchy of staff

    4.1 Evidence

    5.1 Finding and discussion:

    6.1 Conclusion

    7.1 Recommendations

    8.1 References

    8.1 Appendix

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    1.1Introduction:

    High performance working is new approach of management where involvement employeesand commitment is greater in order to achieve desired the result. In this type of management

    tool, a coherent approach to involve staff is applied for a maximum performance based benefits.

    A high performance working may include activities from HRM by redefining pay, giving

    incentives, timely appraisal & work force development. It can also be achieved by work

    organization, team work and by redesigning job profile. Management and its leader ship also

    plays a important role in HPW by giving employees what they deserve. It is very important for

    organizations over all development because at the end it is going to give significant gain to the

    organization.

    HPW organizations are also defined as many things to many people. (HIPO, Bradley

    .L.Kirkman) For me, High performance working (HPW) is an idea where people management

    gives importance to individual autonomy, active involvement, continuous learning & generous

    reward in order to improve work and benefit. (www.managerspitstop.com). Bringing HPW in

    our center could be a difficult task because of negative approach of employees, costly

    involvement and the daunting a process but when we introduce this it may give us certain

    benefits. By bringing HPW practice and HP workers we can achieve sustainable performance

    which is good for any business in the long run.

    http://www.managerspitstop.com/http://www.managerspitstop.com/http://www.managerspitstop.com/
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    1.2 History:

    Our Institute where I work is a Government Organization. Since 1982 our institute has been

    qualifying Omani allied health staff to enhance the health services in the sultanate of Oman .

    And teaching paramedical science to local candidates in order to fulfill our national policy. Its

    very well supported by the Government, both logistically and financially. The institute has a full

    time team of teachers and managers.

    The Institute is only organization of its type in the country. It runs four paramedical courses in its

    own sprawling campus. Students are enrolled annually for various courses according to their

    grade and choice. Courses are offered in English and on a full time basis. To success fully run

    the courses there is an experience team of qualified managers, teaching and support staff.

    The faculty is a mixture of various nationality which shows cultural diversity in my organization.

    Beside a good number of local staff, we have staff members from the UK, India, Egypt, Africa,

    & the Philippines. All these people bring together a huge mixture of experience which helps not

    only in teaching but in smoothly running day to day activity. As an administrator I have to ensure

    that all this talent is supported by the management. They are given enough freedom to express

    their feeling, share their experience in order to better achieve our target.

    Vision:

    To be the premier provider of allied health care education in the region

    Mission:

    Graduate highly competent, motivated, adaptable and committed allied health care professional

    show, through dedicated team work, can provide varied health services to the community.

    Strategic Goals:

    The institutewill develop quality educational programmers in the various allied health

    professions to meet the needs of the health services of Oman and the region, play an active role

    in providing continuing education for faculty and the allied health professions .seek partnerships

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    with other higher educational institutions to ensure the highest possible quality within its

    Programmers. Stay abreast of and, where feasible, utilize the latest development s, in educational

    and clinical methodologies and technologies, participate in research which will advance

    knowledge in the educational systems of the institute and in allied health professions in Oman.

    Values:

    Ownership of the initiatives , systems and activities of the institute, ambition for progressive

    professional development ,excellence through creativity ,innovation and hard work commitment,

    continuous dialogue and quality management , positive and friendly a working environment

    based on professional discretion ,integrity ,teamwork and mutual respect .

    2.1 High Performance Working:

    High performance working is a relatively new concept in business organization, but it's an

    easy process which can be introduced in an existing module to improve productivity. It gives

    importance to individuals and ideas especially where they work together as a team.

    Organizations which follow HPW are known as High Performance work Organizations

    (HPWOs).

    To achieve HPW most important thing is quality strategy, based on innovative ideas. Te

    HRM team should support by providing exceptionally good candidates at entry level. Highly

    qualified and well trained people should be hired at even higher salary. Our main focus

    should be tapping raw talent so that we can mould them as per our own need. Then a plan is

    developed for systematic personal development where these raw talents can be given

    coaching and used as future talent. Management should also build a close knit relation with

    employees by gaining their faith and providing financial benefits. An employee

    outperforming others is rewarded by giving salary hike or promotion. Further to this the

    management can also think of giving non financial benefits like extra leave or flexible

    timing. This will help to maintain employee work, life balance and enjoy his work as well as

    life. In some case money is not the only motivational force for staff to perform; people also

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    want to enjoy quality life. They want more holidays, because money cant buy everything

    and one such thing is Time.

    So basically HPW is organized work where employee and employer both are happy.

    Employees are happy because management will give them opportunity to learn and grow while

    working, they are also paid a handsome salary. In return worker will give them high throughput,

    better quality product and the financial benefit as a whole. There is now evidence of a robust

    link between HPW practices, productivity and

    Profitability and a range of other performance measures (Ashton and Sung,2002: 10).

    Now this days companies are giving more importance to the quality of work. Emphasis

    is given to lifelong learning and equal opportunity through better reconciliation of working life

    and personal life. HPW is concerned with more than Human Resource Management (HRM)

    Practices alone. Neither is it simply a new management fad. Instead, it signifies an

    Underlying change in the way in which production is organized and businesses are

    Managed (HPW, UKCES).

    However, there is no significant study on how HPW can bring change in to a service sector or

    teaching organization, but looking at the advantages in to private companies implementing HPW

    and getting benefitted, it is a wise idea to try HPW in similar sector or other nave industries.

    There are also some indications that points out the benefits of HPW and organizational

    performance as well as the links between worker, satisfaction, skills use and commitment. Some

    writers have raised concerns about HPW and its performance linkage (HPW, UKCES). Some

    have raised issues about the idea that HPW offers mutual gain for both parties doubting

    employers change of heart.

    Some commentators suggest that the impacts of HPW on organizational Performance

    could be even greater - but further sector studies need to be Undertaken to establish this (see for

    example CIPD, 2003; Boselie et al, 2005).

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    3.1 Methodology:

    Although in my organization there is a well experienced team of managers who work close

    together with other staff, but in the last few months, it was observed that the quality of work

    was down specially some of the new employees are not working up to the expectation. I was

    opportunity given by the higher authority to look into the matter and take action which is

    deemed fit. So to begin with I did a small research to know the root cause of trouble. A set of

    questionnaire is distributed among staff members to understand their issues, without knowing

    their identity.

    The staff in our office is broadly classified in two types:

    The Teaching Staff Administrative staffTeaching staff includes Senior Tutor and trainers, those who are responsible for teaching

    students various subjects. Each teacher is responsible for teaching at least one subject.Besides teaching they are also involve in other duties assigned by seniors. They are headed

    by departmental HODs. Each department has its own HOD who is responsible for its own

    staff and students. They are also responsible for their staffs concern. They work as a bridge

    between management and staff & All HODs report to dean of the Institute.

    At present there are around (70) staff of various nationalities in my organization which brings

    lots of cultural diversity and its consequences. Although most of the time its good to have

    people from around the world, but sometimes it could be a challenge if one is not fullyprepared to deal with it. Modern managers should be skilled and educated to deal with such

    situation. They should be trained by anthropologist to deal with various people in order to

    take best out of them.

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    3.2 Cultural Diversity In My Organization:

    Sr.

    No.

    Nationality Number of staff

    1 Omani 57

    2 British 1

    3 Indian 9

    4 Philippine 1

    5 Egyptian 2

    Administrative staff in my organization is support staff. They help others teaching staff

    member by providing their ultimate support. They take care of various administrative issues

    like issue of manpower, infrastructure or fund. They help teaching staff in solving various

    issues so that teaching staff can concentrate on their own job and give the best result. They

    also take care of any problem caused to our students like admission related work,

    accommodation of students, transportation Etc.

    There are total (22) administrative staffs in my institute. There are clerical staff member for

    basic paperwork. There are various managers like manager for accounts, administration.

    They have been given their individual task to perform. Although they work in different

    directions, but they work closely and coherently to provide best possible support. They keep

    in touch with each other to avoid any communication gap. There is a system of work where

    individuals are given task to perform freely. Their ideas are heard and respected. These

    Individuals work like a small team to solve issue. There is an administrator who supervisesthe work of different managers. During the crisis he independently takes decision to tackle it

    in the best interest of work and employee. The administrator is responsible to report the dean.

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    3.3 Hierarchy of staff

    4.1 Evidence:

    To identify the problem and understand the severity of issue we did one investigation. As

    questionnaire is a good tool to check and evaluate problems so we prepared a set of

    questionnaire, and distributed among 20 staff members. They were asked questions which

    were related to their poor performance and about high performance working. Sample size

    was moderate and includes both old and new staff member. After collecting questionnaire,

    datas were arranged and analyzed to look for reason of low performance and how HPW can

    improve this situation. Following questions were asked and scored them using following

    meter.

    Dean

    HOD's

    Senior Tutors Trainers

    Administrator

    Managers Clerical staff

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    1 = Agree

    2= Not sure

    3= Disagree

    5.1 Finding and discussion:

    >Do you think management plays a active role in the development of centre?

    Most of the employee ( 90%) said that they are not happy the way management is handling

    issues, especially in order to achieve its vision & mission. Their approach is not well planned

    and they are not giving importance to individual employee. In my organization there are

    people from various nationalities and they bring huge experience with them, but

    unfortunately some of the policies of management dont allow them to work freely.

    Suggestion of new employees are either not heard or not respected.

    >Do you think management cares for staff rights?

    7%

    3%

    90%

    Do you think management plays a active

    role in the development of centre.

    AGREE NOT SURE DISAGREE

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    Again 90% of them said they dont think for managers are doing enough to keep employees

    happy. Some of the expatriate staff members were not given holidays in their national

    festival/ religious programme. Some even complained that they were not given time

    concession to attendparents meeting in their childs school or simply to attend a nearby

    health clinic.

    Leaves are employees right, and they earn this leaves by working hard. Wherever possible

    management should arrange & allow its staff to take leave especially during religious

    ceremonies.

    >Are you happy with your present grade and salary?

    1% 9%

    90%

    Do you think management cares for staff

    rights?

    AGREE NOT SURE DISAGREE

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    95% of the staff members said that they are not happy with their present grade and salary?

    Their salary is not comparable with relevant industry. Because of this, they feel down, no

    motivated.

    > Does management helps you during personal crisis?

    0%

    5%

    95%

    Are you happy with your present grade and

    salary

    AGREE NOT SURE DISAGREE

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    80% of the staff members said that they are happy and agree that when it comes to personal

    crisis, management provides help to its staff member. Especially if it is an emergency

    situation with an expatriate staff like arranging visa or emergency withdrawal of passport.

    > Do you think your workplace is safe & comfortable?

    When asked about safety and comfort at the workplace, the response was mixed. 40% of staff

    said that they are happy with safety and comfort level at the Institute, whereas 60 % of the staff

    80%

    11%

    9%

    Does management helps you during personal

    crisisAgree Not Sure Disagree

    40%

    0%

    60%

    Do you think your workplace is safe &comfortable?

    Agree Not Sure Disagree

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    member were not happy with it. They complained about fire hazard and lack of space. Some

    staffs have to share office with other colleagues. Female staffs were not happy to share office

    space. It was hampering their mental peace and they were not able to concentrate on job given.

    > Does your supervisor/Manager deals with you fairly and transparently?

    Big number (85%) of staff suggested that there should be a great level of transparency during

    selection of employee of the year. They complained that in present system best employee is

    handpicked by managers so employees dont have any role in it. Even bonuses are not distributed

    evenly. They suggested that there should be a voting system to choose best employee where

    employees can vote for them.

    > Are you ready to work after office hour/ Shift duty if needed?

    5%

    10%

    85%

    > Does your supervisor/Manager deals with

    you fairly and transparently?

    Agree Not Sure Disagree

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    90% of employees said that they are ready to come in shift or late stay provided institute gives

    them extra allowances. However, some of the female member said they cant come for shift duty.

    >Do you think your opinions are taken into consideration in policy making?

    90%

    9%

    1%

    you ready to work after office hour/ Shift duty

    if needed

    Agree Not Sure Disagree

    23%

    5%

    72%

    >Do you think your opinions are taken into

    consideration in policy making?Agree Not Sure Disagree

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    79% of employees said that they are opinions are not taken into consideration in policy

    making. So they upset to do their work.

    > Is your institute aim & goal clear, understandable & achievable?

    36% of employee not sure if they know about aim & goal of the institute and 19% they dont

    know anything about aim &goal .that main the management not clear their aim and goal to

    the institute staff .That main half of staff dont know about the aim and goal.

    Are you ready to take new task/ Challenges?

    45%

    36%

    19%

    Is your institute aim & goal clear,

    understandable & achievable

    Agree Not Sure Disagree

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    90% of the staff said that they are ready to take new task / challenges in the institute .They are

    ready to take new responsibility in the organization.

    >Do you think element of challenges exist in your institute

    90%

    6%4%

    > are you ready to take new task/

    Challenges?

    Agree Not Sure Disagree

    60%

    25%

    15%

    Do you think element of challenges exist in

    your institute

    Agree Not Sure Disagree

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    60% of the institute staff agrees that element of challenges exist in the institute .And there

    are 25% staff member those who are not sure about it and 15% disagree with that .So here it

    is showing some mix response in this matter maybe due to the management. Line manager

    is not giving chance to make some changes in their day to day duty.

    >Do you ever think to resign from this institute?

    Less than half (40%) of the staff members said that they never think about resigning the

    institute. Big numbers of staffs (50%) were unsure when asked the same question. Only 10 %

    of them replied in yes, if they get better opportunity they may leave the organization.

    40%

    50%

    10%

    Do you ever think to resign from this

    institute?

    Agree Not Sure Disagree

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    6.1 Conclusion:

    From above the discussed evidence and findings we can conclude that there are a number of

    issues with staff related to management decisions.

    High number of staff said they do not see management playing an active role in achieving its

    own target. Manager is not readily accessible; they dont care for staff thought. They even

    dont care about basic human rights by denying them basic facility like leave when needed

    most. Vision and mission was not very clear, was not told to some of the employee. Work

    responsibility is not defined so most of the employees are not clear about their job

    responsibilities.

    Most of them are not happy with salary so they may not be working full throttle as low

    salary is de motivating them to work. They feel management is not taking any step to

    increase their salary so there is a rift between employees and management.

    Secondly, majority of them complained about staff right. They were not given holidays when

    they wanted it most. As it was a clear cut violation of human rights but management failed to

    handle this issue also.

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    7.1 Key recommendation:

    Priority Action Benefit Specific

    intervention

    Time

    frame

    Who will

    do?

    Cost Consequ

    if not do1 Salary motivation Restructure

    pay grades

    By

    current

    semester

    DGET/MOH To be

    analyzed

    by DGs

    Low

    performan

    2 Staff right motivation Arrange

    substitute

    worker

    By next

    semester

    Dean/DGET To be

    analyzed

    by DGs

    Fail to ach

    aim

    3 Active

    management

    Better

    interaction

    &

    coordination

    Change

    manager

    By next

    semester

    DGET/MOH DGET/MOH Poor

    managem

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    8.1 References:

    Institute health sciences, student handbook, , Ministry Of Health , 2012

    The Challenge of Leadership in High Performance Work Organizations. Kirkman , Bradley

    L.;Lowe, Kevin B.; Yaung, Dianne P.Journal of Leadership & Organizational Studies vol. 5issue 2 1999. p. 3-15

    Human resource management, edition 4th

    , Price A ,Cengage Learning, 2011,UK

    Ashton, D. N. and Sung, J. (2002) Supporting Workplace Learning for High Performance

    Working,(International Labour Organisation), 73..

    High Performance Management: ASynthesis of Key Literature ,UK Commission forEmployment and Skills ,Evidence Report 4 , August 2009

    Organizational Behavior , Bachanan .D & Huczynski .A , 7th Edition ,Pearson ,2010 UK

    Purcell and kinnie, 2007

    CIPD, 2003; Boselie et al, 2005.

    www.managerspitstop.com

    http://journals.ohiolink.edu/ejc/article.cgi?issn=10717919&issue=v05i0002&article=3_tcolihpwohttp://journals.ohiolink.edu/ejc/article.cgi?issn=10717919&issue=v05i0002&article=3_tcolihpwohttp://www.managerspitstop.com/http://www.managerspitstop.com/http://journals.ohiolink.edu/ejc/article.cgi?issn=10717919&issue=v05i0002&article=3_tcolihpwo
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    9.1 Appendices:

    Questionnaire

    Name: Staff No:

    Dept: Designation:

    To be filled by individual staff only.

    1. Do you think the management plays active role in the development of centre?A) Agree B) NOT SURE C)Disagree

    2. Do you think management cares for staff rights?A) Agree B) NOT SURE C) Disagree

    3. Are you happy with your present grade and salary?A) Agree B) NOT SURE C) Disagree

    4. Do you think your area of work is relevant to your academic qualification?A) Agree B) NOT SURE C) Disagree

    5. Does management helps you in CPD?A) Agree B) NOT SURE C) Disagree

    6. Does management helps you during personal crisis?A) Agree B) NOT SURE C) Disagree

    7. Do you think your workplace is safe & comfortable?A) Agree B) NOT SURE C) Disagree

    8. Do you think your job is secured?A) Agree B) NOT SURE C) Disagree

    9. Do you think management takes active interest in solving employees issues?A) Agree B) NOT SURE C) Disagree

    10. Do you think element of challenges exist in your institute?A) Agree B) NOT SURE C) Disagree

    11. Do you ever think to resign from this institute?

    A) Agree B) NOT SURE C) Disagree

    12. Does your supervisor/Manager deals with you fairly and transparently?A) Agree B) NOT SURE C) Disagree

    13. Is your salary and emoluments comparable to industry?A) Agree B) NOT SURE C) Disagree

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    14. Is your companys aim & goal clear, understandable & achievable?A) Agree B) NOT SURE C) Disagree

    15. Are you ready to work after office hour/ Shift duty if needed?A) Agree B) NOT SURE C) Disagree

    16. Are you ready to take new task/ Challenges??A) Agree B) NOT SURE C) Disagree

    17. Do you think your opinions are taken into consideration in policy making?A) Agree B) NOT SURE C) Disagree

    18) Any comment you would like toadd.....................................................................................................................................................................

    ..........................................................................................................................................................................