Human Resource Planning

Proposing Leadership Development For The Management Team In The Case

The given case in the study mentions that Dale Lodge, a summer sports camp is successfully providing its services in different sites. The leadership issues in the business have developed wide challenges for business growth (Khan and Sheikh, 2012). The company has presently adopted a directive leadership style which has pressurised employees with high targets and distinctive policies. Moreover, it has also trust and loyalty with employees have also been adversely affected with the same.

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Eric Berne's transaction theory focuses on analysing the interpersonal measures with the people and enriches your relations with them. The core focus of theory is on building positive relations with human resources. The application of the theory in modern business aspects helps in encompassing communications, management, personality, relationships, and behavior. This will help the business unit in enhancing the management and leadership aspects of the company (Middlemiss, 2012). The theory also known as parent-child adult theory analysis different aspects of human behavior and develops strategic analysis to deal with the same. As per the given case, the stated theory will help Dale in analysing the individual personalities of the individuals, enhance communication in the company, and understand and implement repetitive patterns of behavior to attain effective business results. It will be favorable for analysing and understating the human aspects of developing a positive culture and employee competitiveness in the market (Kehoe and Wright, 2013).

The modern business aspects have denied the traditional views regarding the application of one theory. The current definition of contingency leadership analyses that an effective leader has to adopt different leadership styles in different business situations to attain effective business results. In order to evaluate a clear understating of the same Vroom expectancy theory will be applied in the study. For the given case, the mentioned leadership styles and their effective application will help the management team in attaining favorable business results for the company (The Vroom-Yetton-Jago Decision Model, 2013).

Autocratic

Here the leaders have complete control over the decision making power. The camp company has adopted this approach in regular business practice however it has resulted in pressurizing the employees and minimising trust and loyalty (Mathis and Jackson, 2011). To overcome this situation the management must use the approach in contingency of or situation of emergency. It will help in effective management and quick results.

Consultative

This is an approach where companies gather information from the team and others and then make the decision. This is an effective approach to enhance trust and loyalty in the business while enhancing leadership and management. The team may use this approach for regular business practice as it will enhance the trust and engagement of employees in the company (Beckett and et.al., 2013).

Collaborative

This approach is the one where the team adopts a collaborative approach to work and attain results. This is a well-integrated measure for the business unit but may result in chaos and confusion if applied in large teams thus this strategy may be applied by the business with small teams to enhance creativity and innovation working environment.

Analysing Effective Reward Strategy For The Given Case

The company is facing considerable competition in terms of consumers and employee retention. The business operations of the company are well organized and managed however it is facing subsequent challenges. In order to attain effective business results the organization must develop its reward system. According to Colbert, Barrick, and Bradley, (2014) concept of psychological contract has effectively developed in modern business practices. It helps in analysing the mutual aspects of expectations and outcomes for the business. It helps the business unit in defining and developing effective business relations for the employees thus attaining an effective impact of understanding the employee need. For the given case this theory will help in analysing the internal needs and demands of the employees and understanding the expected outcome as well (Hahm, Jung, and Moon, 2013). The directive leadership and high targets for the employees reduced employee efficiency and brand loyalty for the company. The psychological contract will help the business unit in attaining compassion, trust, empathy, fairness, and objectivity. This will help in developing an effective base for the reward management strategy of the company. The company can develop well-defined objectives for the business expectations and possible business outcomes expected out of the business as well (Lawler and Bilson, 2013).

In order to plan the reward strategy of the business Armstrong Grid will should be implemented by the company. This will relate the different aspects of reward and motivation with a strategic analysis of the business. It will enhance business operations and create a planned measure to enhance business growth in the market (Kuusilehto-Awale, 2013). The total reward management grid will help in developing effective business reports for the business.

The above analysis of the company will help in effectively analysing the gap between current and future planning gap which will help the business in attaining effective business results. The growth aspects of the company will also be adhered for the same.

Evaluating Effective Measures To Justify The Success Of The Methods

The success of planning and development can be assessed by evaluating the success of the program of plan for company. The current business unit has adopted a different means of planning and development to enhance business growth in the market which has helped in attaining favorable business results (Porter-O'Grady, 2014). The evolution of leadership may be assessed by applying equity theory. This will help in managing fair balance to ensure a strong and productive relationship for the company and business as well. The theory undertakes and motivation and psychological aspects of employees to reflect actual business growth in the market (Vaccaro and et.al., 2012). Application of the theory in the present case will help in managing a balance between employee input and outcome thus analysing the gap in performance (Adams' Equity Theory, 2013). It will help the company in evaluating the business results in financial and nonfinancial aspects (Davies, 2003). The inputs of the business will be employees' efforts, productivity, loyalty, skills and knowledge, flexibility, determination, etc. on the basis of the same rewards and recognition in terms of financial (salary, benefits, perks) and nonfinancial (recognition, growth, development. Leadership, etc) will be analysed. De-motivation, dissatisfaction, or low retention will reflect ineffective results for the business thus on the basis of the stated theory the business unit may develop and enhance the current business operation of the organization (Kelly, 2006).

In addition to this Dale can also apply the Kirkpatric model of evaluation to attain effective business results for the employees. The four stages of the model will help in analysing and understating the individual needs and demands of the employees hence attaining effective business results the four levels in which performance evaluation will be done include:

Reaction

The team must evaluate the gestures, expressions, and reactions of the employees to attain reflective ideas about their performance.

Learning

This method will focus on analysing the enhancement in employee knowledge and understating along with performance development (Freeman, 2010).

Behavior

This factor will focus on employee contribution, performance, and engagement in the team and business operation.

Results

The evaluation on the basis of employee satisfaction, competitiveness, and employee relation and motivation will be analysed by the business unit (Kirkpatrick's Four-Level Training Evaluation Model, 2015).

Conclusion

The core focus of the business unit in the current scenario is on enhancing growth and competitiveness in the market through integrated operations and effective service strategies. The given case in the study mentions that leadership issues in the business have developed wide challenges for business growth by assignment assistance experts in the UK. It also analysed the aspects of reward management for the case scenario. The overall analysis of the report helped in developing an extensive analysis of the topic and revealed associated factors measures with the same. Hence, it can be analysed that well-developed leadership, reward, and management help an organization in attaining high success measures in the economy.

References

• Dann, R., 2012. Promoting Assessment as Learning: Improving the Learning Process. Routledge.
• Kaushal, Gr., 2010. Case Study Solutions - Human Resource Development. Macmillan.
• Khan, M. and Sheikh, N., 2012. Human resource development, motivation, and Islam. Journal of Management Development. 31(10). pp.1021-1034.
• Middlemiss, S., 2012. The legal impact on employers where there is a sham element in contracts with their workers. International Journal of Law and Management. 54(3). pp.209-221.

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