HRM Finallllllllllll2

7/30/2019 HRM Finallllllllllll2

1/24

1

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


2/24

2

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.


3/24

3

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


4/24

4

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/


5/24

5

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


6/24

6

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


7/24

7

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).


8/24

8

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.


9/24

9

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.


10/24

10

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


11/24

11

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


12/24

12

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?



13/24

13

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



14/24

14

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


15/24

15

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?



16/24

16

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


23%

5%

72%

>Do you think your opinions are taken into

consideration in policy making?Agree Not Sure Disagree


17/24

17

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



18/24

18

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?


60%

25%

15%

Do you think element of challenges exist in

your institute



19/24

19

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?



20/24

20

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.


21/24

21

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


22/24

22

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


23/24

23

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


24/24

24

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

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

HRM Finallllllllllll2

Documents

Transcript of HRM Finallllllllllll2