An assessment of two current issues and causes that identify key priorities within organisations that will affect product/service delivery (AC 1.4)
| An issue that identifies with key priorities at work is the service delivery from BMC employees to the customers. People professionals should prioritise how they support the employees through the process to create a positive work environment that creates value for them and for the organisation. Organisational managers are responsible in delivering training and providing good working environment where employees feel motivated. This relates to the Herzberg two factor theory that acknowledges the satisfaction and dissatisfaction factors to promote organisational value through effective service delivery at work. Another issue that the organisation should prioritise is the need to focus on employee wellness. This is essential, especially at this time when employees are facing challenges related to Covid-19 effects. The management at BMC needs to focus on improving the people side of the business and investing in human capital to develop high-performing workers. Failure to invest in human capital and consider employee well-being is an attribute that has had a significant impact on reduced levels of employee satisfaction. This has been associated with low production, which detaches employees to the organisation (Schiemann et al., 2018). The results are as explained in the case where BMC employees report a high turnover rate, and if not effectively addressed, this might negatively impact business performance. RodrÃguez-Sánchez et al. (2020) further explain the organisational role in investing time and resources to ensure employees become committed to the organisation. This enhances the development of improved workplace programmes that also enhance improvement in employee retention rates. |
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Discuss key themes that currently shape the work area of people practice and how these impact the provision of people solutions (AC 3.3)
Mental well-being
The mental well-being theme has gained the attention of many employers, managers, leaders, people professionals and employees. Some organisations have been taking a reactive approach to managing mental health challenges instead of ensuring that they are prepared to deal with the issue (CIPD, 2018). For example, public companies are considered more proactive than private companies in addressing mental health issues. The issues arise from an increased workload, lack of work-life balance, and increased work stress resulting from poor relationships between employers and employees. Professionals and scholars have been discussing the issue to help monitor and manage the challenges associated with employee mental health. The capability of an organisation and the management to shape the mental health wellness status at work would make the employees realise their potential. Stress levels reduced, and there would be positive relationships at work. The results would be improved employee productivity and increased performance, which enhances organisational development and success. Managers at BMC should prioritise the management of employee mental health and strive to ensure that employees are not stressed due to the mentioned factors.
New technology New technologies in different organisational functions are a theme that shapes the nature of work and people engagements to deliver improved results. An example of the developed technologies is the Applicant Tracking System (ATS) and gamification technologies used in the recruitment and selection process (Nikolaou, 2021). Technology-based recruitment has eased the work processes and made it easier for employees to effectively complete their assigned roles and responsibilities. The mentioned technologies help identify the right candidate and make the process faster and easier for the employees. For example, when engaging in massive recruitment for BMC employees in the new Manchester premises, the ATS would effectively select candidates from a pool of the many candidates who may have applied for the jobs. Additionally, through gamification, employers and managers get to identify personnel who can easily manage business issues instead of recruiting people who provide responses regarding what they may have prepared before the interviews.
