Strategic Human Resource Management Case Analysis Of Chum Hum Australia

Analysis of Chum hum Australia’s Problems

The assignment tests the ability to analyse the strategic management human resource management case of Chum hum Australia. The company provides cultural initiative workplace, though some of the employees were not responding. The staff complained about the analytical behaviour of the company. It was a common practise in the company that the managers were asked to send greetings to the team in order to motivate them towards success. One of the managers left his position and leaked the manual of training thus revealing that the company provides a sheet to greet the team members. As a result many employees resigned on that very day. It was a great matter of concern for the company as they are losing some of the good engineers and performers thus the assignment describes the problems of Chum hum with the help of relevant theories of strategic human resource management, practical solutions are also recommended in order to help Chum hum through an organizational programme.

Chum hum Australia is facing many problems due to the resignation of its employees. The relevant theories of HRM strategic management help chum hum in diagnosing their problem. Maslow’s theory of HRM provides a rich and comprehensive view of human needs. The theory explain different fact such as why different people behave differently, need of motivation, factors looked up by the managers and the need for inspiring the subordinates. According to Maslow, the behaviour of a person can be changed by creating pressure on the needs of the employees. He proposed that motivation results in fulfilling the five basic needs of human and they are:

1. i) Physiological needs: the needs comprises of water, food, clothing and shelter which is very much important for human survival. Physiological needs are accounted by the managers in order to provide comfortable working condition and reliable working hours to its employees. Chum hum is facing problems in satisfying the employees with the physiological needs as the staff are complaining about the analytical behaviour of the company (Dar et al. 2015).
2. ii)Safety needs: it includes those needs that provide sense of security and well being of an employee. Financial security, personal security, protection from accidents and good health are all included in the safety needs by Maslow. One of the manager of chum hum  left his position and leaked the manual of training thus revealing that the company provides a sheet to greet the team members. The employees did not feel the compensation of job security as a result many of the employee’s starts resigning. It is a reason of concern for chum hum as the company is losing many of its experienced engineers and performers (bin Atan et al.2015)

iii) Esteem needs: it refer to the needs of self esteem and respect where self respect is more important than giving respect to other employees. The managers of chum hum must be accounted for self esteem to the manager of chum hum as the company lacks it. It can be provided by praising and recognition for the well performance of the employees. Additional responsibility of the managers is to provide a reflect of belief towards the employees that they are a valued employers of chum hum (Rasouli et al. 2013).

1. iv) Socialneeds: social needs are very much important for a person so that they cannot feel lonely, isolated or depressed. It is the responsibility of the managers to provide an account for the social needs of the employees.  The company provides cultural initiative workplace, though some of the employees were not responding. It shows that the employees are not working as a whole. So it is the prior need of a company to encourage teamwork and promote good work life balance(Boxall 2014).
2. v)Self – actualization need: it describes the need of a person by for reaching a position of full potential. As the need is individualized it is the task of the manager to account for the need by providing work that is challenging, employees are invited to participate in decision making process and by providing the employees flexibility and autonomy in their jobs (Weiand Xiaomei 2013)

According to Herzberg’s two factor theory the managers of chum hum are wondering why the personnel policies and fringes are not helping increasing the motivation of employees towards their job.  It was sated that Chien (2013), the research work made was simple and logistic and build around questions. The company found that when employees talked about good or satisfactory feeling mentioned intrinsic feature of their job and when the employees are dissatisfied by their jobs they talked about extrinsic features. Therefore the maintenance and motivational factor of Herzberg cab be used by chum hum for solving the problems related with strategic HRM system (Park and Ryoo 2013).

Relevant Theories of HRM Strategic Management

To achieve success, it is very important for an organization to retain a positive and motivated staff. It helps in increasing the employee’s turnover expenses and also it has a negative effect on the morale of the company. It is a prior need for a company like chum hum to implement an employee retention program in an effective way to make sure that the key workers are employed and they are helping in maintaining the performance of job and productivity. Chum hum can effectively get benefited by employee’s retention programme because of having a direct effect on the employer’s bottom line. Employee retention practises helps in supporting the productivity of an organization. As recruiting a new employee and provide them training takes a lot of time and therefore the productivity of chum hum is getting hampered and the comparing is also losing some of its important experienced engineers and performers. Therefore it is very much important for chum hum to retain their employees by following some retention strategies through a more appropriate organizational programme.

To keep the employees working from chum hum, following recommendation must be used.

1. i) Higher the best and forget the rest:employee’s retention begins during the job interview. Retention of an employee in the company fully depends on the decision of an employee not on the company. It is a bit balancing act and the only probability of influencing an employee starts after hiring the employee for the company.
2. ii) Needed metrics should be provided to the employees:it is very much important to provide feedback to the employees on their work. Employees not only want feedback but they also want to know the results of their work to have a concrete pride on.

Iii) Healthy work of employees should be recognized: an employee cannot be expected to work like a robot. To help the employees to keep them operating at their most efficient level and keep them out of the harbouring ill, it is the responsibility of the managers to provide the employees a healthy work life (Yang et al. 2012).

1. iv) Be the best:it is the most important priorities of the company like chum Hun to be at the top when compared especially with   the competitors. So it is very important to understand the competitive advantage by the employers (Hayes et al.2015)
2. v) Providing employees with option:job training must be provided by the company to its employees. it is very much import to provide mentorship and different cross trainings for the improvement of skills of the workers. This is the one of the main factor that helps in employee retention (Nwokocha and Iheriohanma 2012).
3. vi) Keep close eye on the management: there is a relation that exists between a manager and an employee’s job satisfaction. 80 per cent of an employee’s turnover is caused because of the managers. So it is very much important for chum hum to train their managers to handle the technical aspect of the company properly (Dumbrigue et al. 2013).

vii) Cohesive strategy: it is very important for chum hum that is Australia to have friendly relation with its employees that will be helpful in employee’s retention process (Ghosh et al. 2013).

Conclusion

It is concluded that Chum hum Australia is facing many problems due to the resignation of its employees. The relevant theories of HRM strategic management help chum hum in diagnosing their problem. Maslow’s theory of HRM provides a rich and comprehensive view of human needs. The theory explain different fact such as why different people behave differently, need of motivation, factors looked up by the managers and the need for inspiring the subordinates. To achieve success, it is very important for an organization to retain a positive and motivated staff. It helps in increasing the employee’s turnover expenses and also it has a negative effect on the morale of the company. It is a prior need for a company like chum hum to implement an employee retention program in an effective way to make sure that the key workers are employed and they are helping in maintaining the performance of job and productivity. Retention of an employee in the company fully depends on the decision of an employee not on the company. It is a bit balancing act and the only probability of influencing an employee starts after hiring the employee for the company. Therefore it is very much important for chum hum to retain their employees by following some retention strategies through a more appropriate organizational programme. To keep the employees working from chum hum, following recommendation must be used.

References

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Boxall, P., 2014. The future of employment relations from the perspective of human resource management. Journal of Industrial Relations, p.0022185614527980.

Chien, J.C., 2013, January. Examining Herzberg’s Two Factor Theory in a Large Chinese Chemical Fiber Company. In Proceedings of World Academy of Science, Engineering and Technology (No. 78, p. 1417). World Academy of Science, Engineering and Technology (WASET).

Dar, A.T., Bashir, M., Ghazanfar, F. and Abrar, M., 2014. Mediating role of employee motivation in relationship to post-selection HRM practices and organizational performance. International Review of Management and Marketing, 4(3), p.224.

Dumbrigue, C., Moxley, D. and Najor-Durack, A., 2013. Keeping students in higher education: Successful practices and strategies for retention. Routledge.

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