The paper presents a brief overview of the functions and role of sustainable human resource management within the organization. It explains that how the company is facing key management and administration issues and obstacles at the workplace. It tells that how the GTR is using effective and unique strategies and policies to maintain an effective and suitable human resource management. On the other hand, it describes that HR planning process to determine in order to gain the long-term targets, mission, and vision of the firm.
Govia Thames link railway is a train managing and operating company which operates and manages the Thames link, Northern and great southern rail franchise in England. Various key management issues are faced by the Govia Thames link Railway related to the pay, basic salary and working hours of the employment. Due to key management issues, most of the people were going on strike. The first key management issue which has been faced by the contractor is payment and salary issue. It is the big key management challenge for the company. In this way, many employees were not performing the task and duties effectively and they get disappointed. It was also affecting the revenue and profit of the company. The management promised that will do 23.8% increment in the base salary of the drivers. Further, key management issue is related to the working hours. In Railway Company, people do overtime and extra work which affects the efficiency and performance of the employees. The management fixed the working hours of the employees which are 35 hours four day a week. But they have not fulfilled these promises. These are the key challenges which have been faced by the management. Along with this, management is not able to provide motivation and some other benefits to the railway drivers. It also creates disputes and conflicts among the employees. Further, the working practices and environment of the railway company is not good thus, it affects the working capacity of the drivers. In this way, employees face many key challenges. They are not able to get satisfaction in the workplace. Sometimes, management does not provide proper training and development coaching to the employees (Nash, Crozet, Nilsson and Link, 2016).
Human resource management can control and manage all these management issues effectively and efficiently. HRM is responsible to resolve the various key issues which are faced by the workers at the workplace. HR team can evaluate and measure the efficiency and performance of the potential and capable employees (Thite, Wilkinson, and Shah, 2012). They should provide incentive, bonus, and remuneration to the workers for their outstanding performance. HRM must provide training and development coaching to the workers to enhance and increase the productivity and quality of the workers. HR Manager is responsible to provide good culture and working environment to the workers. They must maintain proper communication and cooperation among the different department to increase the efficiency and productivity of the organization as well as employees. Increment and appraisal must be done by the railway company according to the performance of the drivers. Appropriate working hours should be fixed by the company. Regular and proper feedback must be taken by the organization to evaluate and measure the effectiveness and quality of the workers. It will help to provide job satisfaction and job security to the workers. In this way, they will feel happy and it will also develop and enhance confidence level of the employees. Now it is assumed that HRM can manage and reduce the key management issues of the workers and it can provide satisfaction to the employees (Preston, Pritchard, and Waterson, 2017).
HR functional activity supports strategic initiatives. The human resource managers are capable to implement the strategic policies and plans in order to reduce the people management issues. The HR functions include recruitment, selection, training and development, performance measurement and evaluation, legal issues and personal policies, compensation and benefits and documentation. Human resources department helps to eliminate the key management issues of Govia Thameslink Railway. For example, skills and performance issues can be resolved by providing training and development coaching to the workers in the organization. Further, the recruitment and selection helps to select the appropriate and potential candidate within the organization. The salary and payment issues can be reduced by maintaining effective policies and rules in the organization. Along with this, Govia Thameslink railway can motivate and encourage the employees by providing compensation and benefits to the workers. It also helps to maintain a favorable culture in the organization. These are the example of HR functions which help to eliminate the key issues and obstacles in the organization. In addition, the firm can reduce the high employee turnover rates by using effective retention strategies in the firm.
HR planning process is an important function of the HRM to manage the current manpower of the company. Human resource management of GTR can successfully implement and execute a sustainable HR planning process to manage and control its current staffing related issues. The HR planning process to manage its current staffing issues has been discussed below (Singh, Darwish, Costa, and Anderson, 2012).
Assessing human resource: It is the primary step of HR planning process. The company can analyze the external and internal environment to find out the strengths and weakness of the organization. Through assessing human resources, HRM can evaluate and measure the skills and qualification of the candidates.
Demand forecasting: Demand forecasting plays a vital role in GTR Company to resolve the current issues of staffing. Demand forecasting may be defined as a process to determine the future needs in terms of quality and quantity.
Supply forecasting: Through supply forecasting, HR managers recruit and hire potential and capable applicants who can perform the task and duties effectively in GTR. The company can recruit employees through internal sources and external sources (Monsuur, Enoch, Quddus, and Meek, 2017).
Matching demand and supply: It is another significant step of human resource planning process. In this stage, HRM maintains a balance between demand and supply of the employees. The matching process provides knowledge and information about the requirement and sources of human resources.
Action plan: It is the final step of human resource planning process. The major activities which are essential to implement the HR plan such as recruitment, selection, training, and development, placement and socialization etc. Through action plan, HRM evaluates and measure the efficiency and productivity of the employees (Stone and Dulebohn, 2013).
Along with this, GRT can use various strategies to manage current staffing issues within the organization. For example, they can improve its recruitment and selection process to reduce staffing issues and it must improve in training and development to attract more candidate around the world. HRM should focus on the key issues and obstacles of the employees. HR manager must focus on the specific profile and position to manage the current issues of staffing. Further, staff supervision and audit must be done by the HRM to handle the staffing issues. In addition, counseling and performance review of the staff must be done by the HR team to minimize the staffing issues within the organization. Proper resources and rights should be provided to the workers to do work effectively and efficiently. Along with this rewards could be provided to the employees for their effective and efficient performance and productivity (Marler and Fisher, 2013).
In addition, GTR should follow the effective and unique staffing process which has been discussed below.
Manpower requirements: It is the first step of the staffing process. The company must focus on the manpower requirements and expectations. It is mandatory to determine the future manpower requirements and expectations.
Recruitment: Through this step, HRM invites potential and solicits candidates in order to meet the goals and objectives of the firm.
Selection: Through selection, the company hires capable and suitable employees to do task effectively and efficiently.
Orientation and development: After selection of the employees, placement and orientation are done by the HRM in GTR Company. Through placement, the company put right person for the right job within the organization.
Training and development: Training and development is the important function of the HRM in order to improve the skills and potential of the workers. Training is given according to the nature of works and activities within the organization (Tabassi, Ramli, and Bakar, 2012).
Remuneration: It is a kind of compensation which is provided by the company for their efficiency and better performance.
Performance evaluation: It is the important step to evaluate and measure the performance and efficiency of the workers.
Promotion and transfer: Promotion and transfer are called the non-monetary benefits to attract more candidates and to manage the staffing issues within the organization.
The Human resource department can use various developmental and effective activities to improve the performance of the GTR employees. It helps to increase the productivity and outcomes of the workers within the organization. Through training and development, GTR human resource department can improve the skills, capabilities, and efficiency of the drivers. It will help to reduce the high employee turnover within the organization and it will also minimize and reduce the absenteeism. In this way, it provides job satisfaction and job security to the workers. Training and development programs are the good and effective tool to address and evaluate the weakness of the workers (Mahmood, Yussof, Soon, and Ling, 2014). These programs provide experience and knowledge to the workers and it increases the consistency and transparency within the organization. It also reduces the learning time and employees learn many things and method to do work effectively and efficiently. It builds and develops team spirit and maintains collaboration and coordination at the workplace. The company can utilize its resources through training and development. Along with this, training and development improve and increase profitability and it develops more positive attitudes and attributes towards profit orientation. The employees can take more effective decisions through effective training and induction. The company can resolve problems and issues with the help of employees by using training and development programs. It is the easy way to motivate and encourage employees for doing work with more efforts and potentials. In this way, it boosts and builds employees motivation at the workplace. Through training and development, employees give a full contribution to accomplish the goals and objectives of the firm. Thus, it increases the revenue and profit of the firm (Buller, and McEvoy, 2012.).
Further, the company can use rewards and compensation system to attract and enhance more applicants in the market. It is the important tool to improve the performance and efficiency of the workers at the workplace. If GTR provides rewards and bonus to the workers then it provides job satisfaction as well as self-satisfaction to the employees. The employees will not leave the job if the company provides rewards and incentives to the workers (Belser, and Rani, 2011). It is one of the most significant functions of the human resource management. Reward system must be maintained by the HRM to improve the efficiency and competencies of the workers. The company can overcome on the competitors by using effective training and development programs and reward system within the organization. Further, GTR can meet its long-term mission and vision by using effective developmental HRM activity. In addition, the company must maintain sustainability and diversity at the workplace to increase and develop the interest of the workers to do work and duties effectively and efficiently. Moreover, HRM should make effective plans, policies, and strategies to improve the performance of the workers (Jamali, El Dirani and Harwood, 2015).
Pay and wages: Minimum wages and pay rates are fixed under the minimum wages act 1948. Minimum wages rates are fixed by the provincial government and central government. The minimum rate of wages and pay comprises basis rate of wages and pay, the cost of living allowances and the basic rate of wages. It may be determined by the hour, month, day and other such larger wage period as may be described by the government (Purohit, 2016). The minimum wages act provides two methods of revision and fixation of minimum wages and pay. In committee method, committees and sub-committees have been set up by the government to hold various queries and inquiries and they provide recommendations with regard to the revision and fixation of the minimum wage (Gorry, 2013). Under notification method, the government applications and proposals are published in the official Gazette for gathering various information of the persons and it also specifies a date on which the application and proposals would be taken into concern and consideration. According to the minimum wages act, the employer is responsible to pay salary and wage on regular basis at least once a month. The minimum wage is fixed and determined on the daily, hourly, weekly and monthly basis. The employer is liable to pay wages in cash within a working day before the completing and expiry of the 7th day after the final day of wage period. Further, workers are entitled and allowed to the wages and base without any deduction such as fine, for damage, for absence and loss of money or goods, and for house recommendations. Further, payment of wages act 1936 has been made by the government to provide proper and regular wages to the employees. The main aim of this act is to provide a guarantee of the payment of the wages on regular basis and without any deductions except those which are described in this act (Bal, Kooij. and De Jong, 2013).
Contracted working times: The working time regulation act came into existence on the 1st October 1998. The law applies to full time, agency, part-time and casual employees from the day they start the work. Under working time regulation act, the limit of average working time is 48 hours per week in which employees may be mandatory to work. Night employees can do work 8 hours work every 24 hours and free assessments are provided to the night workers (Grimshaw, Bosch, and Rubery, 2014). A minimum 1 day off per week is mandatory according to this act. Rest/Break is compulsory if the employees do work more than 6 hours. Further, employees have right to 5.6 weeks paid leave per year. They have right to take annual leave and sick leave. The company cannot get work from the employees after the minimum working hours. Further, the company should maintain other policies and standards related to the wages and working times (Schmitt, J., 2013) Along with working hours, HRM is responsible to maintain good and ethical working environment to do work effectively and efficiently. In addition, there are two-act such as factory act, 1948 and shops and establishment act which are related to the working hours of the employees. Under factory act 1948, working has been fixed for women and young person within the organization. The women cannot be employed beyond the working hours 6 am to 7 pm. Further, children who are below the age of 4 years is not permitted to be employed in the companies and factories( Cerdin, and Brewster, 2014). HRM develops and builds various leadership style of the companies. Now it is assumed that these employment legislation, rules, regulations, and standards are used by the GTR Company to resolve various issues and conflicts among the workers at the workplace (Gurkov and Settles, 2013).
Conclusion and recommendations:
On the above discussion, it has been concluded that the case study is based on human resource management of the Govia Thames links railway company. The company is facing various key management issues and challenges within the organization. It also describes the various legislation and regulations related to the pay, wages and working times of the workers.
Now it has been recommended that GTR should build and develop sustainable human resource management to beat the competitors in the global market. It must focus on the HR planning process to reduce the key challenges of recruitment and staffing. Moreover, the firm should focus on the developmental and effective strategies to improve and develop the efficiency and performance of the workers. The company should try to reduce and prevent the obstacles which are fixed by the company. Further, the organization must focus on the key plans, strategies, and policies of the employees.
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