Employee management is an important function of any organization in the world. This refers to the process of helping an underperforming employee to improve and prevent a high performing employee to become a weak performer (Alfes et al. 2013). An organization can only perform in an efficient manner if it can implement measures for effective employee management. For designing the framework for efficient employee management, it is important to identify the employee management issues and plan accordingly. There are various types of issues regarding management of the human resources in an organization, such as, selection and recruitment, team management, employee motivation, retention, job satisfaction, conflict management, wage and hour issue, workplace health and safety, leave policy, etc. (Shields et al. 2015). This report aims to recognize the employee related issues within EPIC Company, which is an Australian tax audit and accounting firm, and provide relevant recommendations to overcome the issues and function efficiently. The potential outcome of the report aims to assist the company to make decisions and plan appropriate strategies to mitigate the employee management issues.
EPIC is an Australian audit and accounting firm, which provides professional services like auditing, accounting, tax and advisory services. It was founded in the year 1991. The main aim of this organisation is to provide best accounting and audit services to enhance the service value to the customers. The growth of the company has always been based not only on the skills and experiences of the employees, but also on the ability to embrace the sexual orientation and cultural diversity, thus being recognized as a provider of equal opportunity to all the employees, irrespective of the gender. In terms of sustainability, the company has continued to invest in innovation of new services through acquisition, alliance, and growth. This report will focus on the 4 major employee management issues in the EPIC Company, namely, recruitment of the competent people, team management, motivation and employee retention. The analysis of the issues is expected to improve the recruitment process, interpersonal relationship and organisation of the teams and motivation and retention of the skilled employees.
The report commences with a brief description of the company and the purpose of the report. It is followed by identification of 4 types of employee management issues within the EPIC Company that are affecting the performance of the company, their analysis and recommendations to deal with these issues. Lastly, the report will end with a concluding statement.
There are varieties of employee management issues that affect the performance of EPIC Company. These issues must be resolved in the best possible manner to establish a good working environment and enhance employee productivity. Employees can only perform better if there is a supportive and favorable work environment and opportunities for motivation and job satisfaction (Mone and London 2018). In EPIC, there are 4 major employee management issues were identified, namely, recruitment of the competent individual, team management, and employee motivation and employee retention. The analysis, its implications and recommendations to manage these issues are explained below.
Issue 1: Recruiting the competent person
Selection and recruitment is a very important function of the HR department in EPIC as well as in all type of companies. The job profiles are designed in every company as per the nature of the products or services. Moreover, there are many positions across the organizational hierarchy, which needs different types of skills or expertise and educational background, such as, the managerial positions. Hence, the HR department has the responsibility to select and recruit the right person for the right position in the company. It must have the capability to understand the potential of the candidates based on their educational background, practical knowledge, previous experience, presence of mind, attitude for stability and personality (Rahman and Islam 2012). With this information and judgment, the right candidate is chosen and placed at designated job profile. If the candidate is competent, then over time, he would develop his skills further and grab the opportunities of career growth within the organization. Apart from that, competency of the employees also depends on the resources of the company. If a company cannot provide the right amount of required resources to its employees, their productivity is decreased. Thus, it is important for the HR department of the company to not only assess the potentiality of the new and existing employees as per the job profiles of the company but also arrange for the right type of resources and trainings to further develop their skills and competencies (Burke et al. 2014).
In the initial stage, EPIC Company faces the challenge of selecting and recruiting the right candidates and developing their skills. Being an audit and accounting firm, EPIC needs employees with a sound knowledge of taxonomy, audit, accounts, costing, economics, statistics, and overall commerce. Hence, the HR department faces the challenge of getting the candidates with some knowledge in some of the commerce subjects, if not all, and some experience of handling the audit projects. If the candidates are not competent or lack the attitude to be competent, then their performance suffers. These candidates cannot develop skills or knowledge required to meet the company objectives and thus, the company performance also gets affected. At the same time, providing the right scope and equipment to the employees also helps in the improvement of their skills and competencies, which is also a problem for EPIC. Moreover, often the newly recruited employees lack the knowledge or skills required to fit the new role and thus, they are apprehensive about taking the challenges of different job profiles within the organization. This limits the possibility of growth for both the employees and the company. Thus, placing the right candidate at the right job profile with the right type of equipment and resources is one of the major employment issues of EPIC.
To deal with this issue, the recruitment process should be improved. Other than the interview process, the company should also focus on arranging the required resources, such as, capital, equipment, training programs, recreational scopes and career growth opportunities, to enhance the competencies and productivity of the human resources (Yuan et al. 2018).
Issue 2: Team management
Team management is a very important concept in the modern business world. As stated by Belbin (2012), team management refers to the ability of the individual or a company to monitor, administer and coordinate a team to execute a job. It is depicted as a cooperative process to help the members of a team to perform and achieve a common goal or purpose. The main activities under team management are support and coordination among the team members, team work, effective communication, setting of clear objectives, assigning task as per the ability and competency of the employees, and performance appraisals (Weller, Boyd and Cumin 2014). This also includes the activity of identifying the issues and resolving the conflicts within the team. Fapohunda (2013) states that a team manager must be able to apply the right type of leadership style in improve the productivity of the team members, implement transparent communication and develop and effective team.
Tuckman’s Teamwork Theory can be applied for effective team management. According to this theory, there are four stages of team development, namely, forming, storming, norming and performing (Pelegrini Morita and Marie Burns 2014). According to this theory, forming represents initial phase of team development, in which the individuals come together and try to find their place in the team by gelling up with others. Storming is the second stage, in which people start to think themselves as a part of their team. In this stage, there are conflicts about the purpose of the team, and the process of working to achieve the goal. There are differences in the team work in the storming stage, and this often results in some loss of focus and productivity (Berlin, Carlström and Sandberg 2012). Third stage is the norming stage, which involves the coordination and cooperation among the team members. In this stage, the team members start coming together to form an effective team and a sense of togetherness, developing the processes and defining clear roles and responsibilities. The final stage is called performing, in which the team members coordinate and support each other and focus on performance and increasing productivity. This stage is characterized by the intention of achieving the organizational and individual goals. Thus, it can be stated, that this theory perfectly understands and describes the team building and evolving process, and this is an important concept in understanding the team management process (Seck and Helton 2014). This is beneficial in designing the effective team management measures.
The team management at EPIC is a matter of concern for the higher authority. It has been found that, there is lack of coordination, resulting in conflicts, lack of effective communication, individual conflicts, confusions due to improperly defined roles and responsibilities, lack of commitment and accountability, and absence of trust among the members and on the organization’s management. Thus, these problems in managing the teams affect the organizational performance. The Tuckman’s teamwork theory is relevant in understanding the team management issues. The higher authority of EPIC should be able to clearly identify the issues in team management and relate them with the teamwork theory, which is beneficial for designing the measures. The identified issues in team management fall mostly under the storming and norming stages. The confusions due to lack of clearly defined roles and responsibilities, lack of transparency and effective communication, lack of commitments, all exist in the storming and norming stage. Hence, the company must focus on implementing measures to move towards the performing stage.
To achieve a productive team, with minimum of issues, EPIC should implement the following measures:
These measures can help to address the team management issues and establish a supportive work environment.
Issue 3: Employee motivation
Motivation is one of the primary determinants of the employee and organisational performance. Employee motivation refers to the commitment, energy and creativity that the employees bring to the jobs (Dobre 2013). Motivating employees and increasing the organisational productivity is a major concern of any organization, as lack of motivation can lead to fall in the organisational performance. Employee motivation depends on various factors. Material as well as emotional factors are important for influencing the employee motivation. As stated by Lazaroiu (2015), employee motivation depends on tangible and intangible factors that include remuneration, benefits, career growth and skill building opportunities, supportive work environment, rewards and recognition, sense of responsibility and achievement, etc.
There are many employee motivation theories, and among them, one of the most relevant theories is the Motivation-Hygiene theory by Herzberg. According to this theory, there are some intangible factors, such as, challenging work, involvement in decision making, sense of responsibility and accomplishments, recognition, achievements, and personal growth, are known as motivators (Smith and Shields 2013). These are intrinsic conditions of the job. On the other hand, tangible factors, such as, job security, remuneration, incentives, rewards, benefits, leave policy, work conditions etc. are known as hygiene factors (Herzberg 2017). These are extrinsic to the work and extremely important to increase motivation of the employees. Hygiene factors are mostly responsible for creating job dissatisfaction. An organisation is obliged to provide these tangible and intangible factors to its employees and these are the major determinants o employee motivation (Muogbo 2013).
EPIC faces employee management issues due to lack of employee motivation. It has been found that employees do not get motivation to work as the organization does not pay attention to their wellbeing and provide enough benefits to increase their motivation and job satisfaction. The employees of EPIC reported that the individual achievements or accomplishments are not valued by the higher management. In other words, there is no reward and recognition system in the company and this demotivates them. The employees do not feel interested in putting more effort as their efforts are not values or recognized. They also have reported that the range of salary is quite low for the market standard. Being in the industry of tax auditing and accounting, while the other firms pay quite higher salary, EPIC does not provide the basic salary as per the market standard. Salary and benefits are two very important motivation factors. If the employees are not provided the expected salary as per their skills and capabilities, then their job satisfaction is reduced. Another issue was also indentified in EPIC. The employees reported that the path to salary increment is quite long in comparison to other firms in the market. EPIC increases the salary of their employees after they have spent five years with the company. This is quite a long time and thus, skilled employees leave the company much sooner. Every company usually have a policy of annual increment based on the performance of the employees, which works as a motivator for the employees, however, EPIC does not follow this policy and the employees have to wait for five years to get an increment. This is highly demotivating for the employees and this increases their lack of commitment towards their job. They lack job satisfaction and feel demotivated to put more effort for increasing their productivity. Thus, individual as well as organizational production is greatly hampered, resulting in loss of profits.
As per the motivator-hygiene theory by Herzberg, EPIC does not provide the motivator and hygiene factors properly to increase the motivation of the employees. Neither there are scopes for recognition of efforts, nor do they provide market standard salaries and annual increments. Thus, the skilled and competent employees do not feel motivated to enhance their performance for achieving the organizational goals and objectives. To deal with this situation, EPIC must implement many motivational measures.
Issue 4: Employee retention
Employee retention is another major issue in the industrial world. This is closely related to the employee motivation aspect. The rate of employee turnover would be high if the level of job satisfaction and motivation is low among the employees of any organization. As stated by Davis (2013), employee retention refers to the capability of an organization to retain the employees. It is usually represented by a percentage. Das and Baruah (2013) highlight that retention is dependent on the strategies that are undertaken by the companies to retain their employees. However, retention is also dependent on the level of motivation and job satisfaction of the employees. Thus, organizations formulate strategies and implement schemes and policies to keep their employees, as recruiting new employees and training them for the job profiles require time and cost (Mehta, Kurbetti and Dhankhar 2014).
Herzberg’s motivation-hygiene theory is relevant for illustrating the employee retention also. As per the theory, employee’s job satisfaction is highly dependent on the motivator and hygiene factors. Lack of those factors leads to poor job satisfaction and higher rate of employee turnover (Sankar 2015). Hence, the organizations must put focus on increasing the motivation factors and reducing the hygiene factors. The strategies must be made after assessing the motivation and job satisfaction needs of the employees and implemented accordingly.
This issue can also be explained by applying process theory. A process theory illustrates the procedure of the changes that makes an entity to evolve (Petri and Govern 2012). Vroom’s expectancy theory is a process theory of motivation that explains the process of how people choose from the available actions. According to the author, motivation plays a major role in governing people regarding their voluntary decisions, and the motivation comes from the belief, that, the decisions would reflect their expected or desired outcome (Parijat and Bagga 2014). This theory is based on three factors, expectancy, instrumentality and valence. People expect that more hard work would result in more success. They also believe that there is a connection between the goals and activity and if they work, they would get rewards. Lastly, the degree of value they attach with the rewards is a key determinant of their effort on the job (Yung Chou and Pearson 2012). Hence, the organizations must take measures to increase the perceived value of rewards to the employees, so that they put more effort. For retaining the employees, the companies should try to increase the perceived value of the rewards, by making those more attractive. This will increase the expectations of the employees about the rewards and keep them motivated.
EPIC encounters a high rate of employee turnover due to poor administration procedures, which are not employee friendly. The high level of turnover is not profitable for the company as that leads to continuous recruitment process and training of the new employees. This incurs high cost on part of the company. Lower level of turnover is preferred as it helps the company to maintain its employee related costs. It is found that, as the level of employee motivation is very low due to lack of motivational factors, like, lower salary, five years experience for increment, lack of rewards and recognition etc., and this also results in poor job satisfaction. These factors lead to higher rate of employee turnover. Thus, EPIC must implement strategic measures to increase employee retention by applying the Herzberg’s theory and Vroom’s expectancy theory.
Conclusion
It can be concluded from the above discussion that, EPIC Company, similar to any other organization, faces variety of employee management issues. Among those, recruitment of competent candidates, team management, employee motivation and employee retention are some major issues in EPIC. It has been found that, the company has some policies that affect the efficient performance of the employees. Firstly, there should be modifications in the selection process to hire the competent candidate for the right job profile. Secondly, there should be more transparency in the system, along with effective communication for implementing effective team management. Thirdly, the reward system, salary increment system, incentive structure, and other motivational factors should be updated to make those attractive to the employees, so that their motivation is increased and rate of employee retention is increased. Employee management is a tricky issue, which influences the individual as well as organizational performance. Hence, EPIC Company must consult and implement the recommended solutions to deal with the employee management issues.
References
Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), pp.330-351.
Belbin, R.M., 2012. Team roles at work. Routledge.
Berlin, J.M., Carlström, E.D. and Sandberg, H.S., 2012. Models of teamwork: ideal or not? A critical study of theoretical team models. Team Performance Management: An International Journal, 18(5/6), pp.328-340.
Burke, L., Sayer, J., Morris-Thompson, T. and Marks-Maran, D., 2014. Recruiting competent newly qualified nurses in the London region: An exploratory study. Nurse education today, 34(10), pp.1283-1289.
Das, B.L. and Baruah, M., 2013. Employee retention: A review of literature. Journal of Business and Management, 14(2), pp.8-16.
Davis, T.L., 2013. A Qualitative Study of the Effects of Employee Retention on the Organization. Insights to a Changing World Journal, 2013(2).
Dobre, O.I., 2013. Employee motivation and organizational performance. Review of Applied Socio-Economic Research, 5(1).
Fapohunda, T.M., 2013. Towards effective team building in the workplace. International Journal of Education and Research, 1(4), pp.1-12.
Herzberg, F., 2017. Motivation to work. Routledge.
Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical Investigations, 14, p.97.
Mbah, S.E. and Ikemefuna, C.O., 2012. Job satisfaction and employees’ turnover intentions in total Nigeria PLC in Lagos State. International Journal of Humanities and Social Science, 2(14), pp.275-287.
Mehta, M., Kurbetti, A. and Dhankhar, R., 2014. Review Paper–Study on Employee Retention and Commitment. International journal of advance research in computer science and management studies, 154(5).
Mone, E.M. and London, M., 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge.
Muogbo, U.S., 2013. The impact of employee motivation on organisational performance (a study of some selected firms in anambra state nigeria). The international journal of engineering and science, 2(7), pp.70-80.
Parijat, P. and Bagga, S., 2014. Victor Vroom’s expectancy theory of motivation–An evaluation. International Research Journal of Business and Management, 7(9), pp.1-8.
Pelegrini Morita, P. and Marie Burns, C., 2014. Trust tokens in team development. Team Performance Management, 20(1/2), pp.39-64.
Petri, H.L. and Govern, J.M., 2012. Motivation: Theory, research, and application. Cengage Learning.
Rahman, M.S. and Islam, M.S., 2012. An analytical study on determining effective factors for recruiting right person. ABC Journal Of Advanced Research, 1(2), pp.50-56.
Sankar, M., 2015. Impact of hygiene factors on employee retention: Experimental study on paper industry. Indian Journal of Management Science, 5(1), pp.58-61.
Seck, M.M. and Helton, L., 2014. Faculty development of a joint MSW program utilizing Tuckman’s model of stages of group development. Social Work with Groups, 37(2), pp.158-168.
Senaratne, S. and Samaraweera, A., 2015. Construction project leadership across the team development process. Built Environment Project and Asset Management, 5(1), pp.69-88.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.
Smith, D.B. and Shields, J., 2013. Factors related to social service workers’ job satisfaction: Revisiting Herzberg’s motivation to work. Administration in Social Work, 37(2), pp.189-198.
Weller, J., Boyd, M. and Cumin, D., 2014. Teams, tribes and patient safety: overcoming barriers to effective teamwork in healthcare. Postgraduate medical journal, 90(1061), pp.149-154.
Yuan, C., Wu, J., Li, H. and Wang, L., 2018, July. Personality Recognition Based on User Generated Content. In 2018 15th International Conference on Service Systems and Service Management (ICSSSM) (pp. 1-6). IEEE.
Yung Chou, S. and Pearson, J.M., 2012. Organizational citizenship behaviour in IT professionals: an expectancy theory approach. Management Research Review, 35(12), pp.1170-1186
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download
