Cover Page 1
Executive Summary 3
Company Overview 4
Environmental Scan 6
Suggested Improvements 9
Reference Page 12
People management in the workplace is a rather complex situation that involves adequate planning and competent team to undergo this action. This paper evaluates the emerging trend of issues across the Royal Company and offers effective solution paths to the stated problems. This paper uses the human resource tools of analysis to evaluate and give cognitive advice on what and what not to be done in the workplace.
Royal company is a leading firm in the human resources sector. It the leading company across the entire Canada with customer base of 100,000 clients. The company has global branches of up to 50 nationalities. The company was established 40 years ago with the mandate of ensuring excellence and expertise in all of its chains of operations. The company uses the latest transformative technology across all its chin of services and operations. It provides maximum efficiency to the wider customer base. The company offers the following wider range of solutions; employee assistance, payroll, human resources, wellness programs and benefits. The company is notable for international awards due to its concentration in the following categories; power pay, international payroll and lifeworks.
Royal Company work well with a wider array of clients to ensure the following is achieved; optimize workforce, grow businesses, organizations control costs and to minimize risks. The company provides realistic solutions to both the national and international companies. The Royal Company is notable for the 2012 company’s award for being among the top 100 top employers across the globe.
The Royal company array of operations in HR solutions includes;
- Talent recruitment; the company carries out the entire recruitment process for any client; Outsourcing, recruitment on demand basis, recruiting automation, pre-employment screening and staffing are among the top chains of operations for this company.
- Paying talent, the company ensures both partial and fully managed payroll system. Time and workforce management are some of the sectors that the company also ventures upon.
- Deploying talent; Royal-day workforce management program. It provides workforce to any client that requests for such services.
- Developing talent; succession management and training, employee learning and development, as well as performance management.
- Engaging talent; the company offers health and productivity solutions for its clients, who include; employee assistance program, productivity management, wellness coaching and human resource consulting.
Focus on Clients Building:
The Company offers benefits to its customer base in different ways; given the fact that the company has been on operations for quite some time, expertise and quality are ascertained. The company adds value by helping the customers in the following ways;
- The company reduces costs through the reliable and repeatable service. The company offers discount to the loyal clients.
- Time is money; the company management ensures that time is saved to the maximum level possible due to the concern of administrative burden.
- The company ensures maximum compliance through following the industry guidelines, protocol and legislative requirements; therefore, ensuring that, it services are not interfered with, thus, reducing the risks that the clients might be exposed to.
- The company optimizes its workforce and increase productivity through reduction of absenteeism and promotion of employee wellness and engagement.
- The company ensures that; it attracts, assess, hire, and retain the right workforce.
- The Royal Company access a doorstep source for the management of human resource, and payroll processes and services.
Royal Company Support Team
The company provides esteemed services to more than six million Canadians from the far coast to the lower highlands. The 86,000-customer base includes organizations across all the industries in both the private and public sectors. These include businesses that employ one employee to bigger organizations that employ over 110,000 workforces.
In every human resource environment: the management of the company expects a wide array of issues. It includes both the external and internal factors. They play a major role in ensuring that there is total destabilization of services in the ground. Given the fact that this company deals with human resource management; technical problems that arises due to governmental intervention or clients complications affects the smooth running of the company; there are a variety of issues that affects operations of the company, these includes;
Recruitment and Outsourcing;
The recruitment process serves as a major challenge to the company. Clients specify the individuals that they will need to consider for the various vacancies that are available in their organizations. A situation arises when the real selection process is due; looking for the specific qualities and personalities form the candidate serves as the major threat. In most cases, finding the right march for the available position is one of the major threats for the selection panel. In most cases, the quality of the candidates the selection panel shortlist for the various posts might look more similar to those of the clients, but since clients want the specific qualities and qualifications, the entire process of performing recruitment process needs to be done once more in order to determine the right candidate for the position. This greatly affects the quality time that the management should have used in serving other clients.
Another factor that is concerned with the recruitment process is the lack of quality candidates or absence of candidates that suits the position. The management faces a problem in recruiting the candidates for the various posts. This, therefore, is brought about by lack of specialization by the respective applicants for the post. A perfect example is when a client request for the company to shortlist for them candidates that suits water-engineering department. Globally, there is a distinct deficit in students specializing in water engineering. This, therefore, brings about a complex scenario when it comes to the real shortlisting exercise. Finding and determining the right candidate for the position is always expected. This therefore leaves the client in a state of doubt. The clients will seek same services from other competing companies in the market. This serves as a significant tool of consideration that the client’s needs to focus upon before making uniformed conclusions.
Outsourcing can also be a challenge to the company. In most cases, loyal clients request the company to carry out an outsourcing selection process. Given the fact that, candidates will always expect maximum returns for the services that they offer, in terms of monetary gain, such selection may attract few or no applicants that sought to fill the positions requested by the clients. This, therefore, leaves the management in a state of suspense. The management will be overwhelmed on how to satisfy the customer’s needs. Therefore, this always leaves the management with no choice, but to ask the client to consider the full recruitment process, other than outsourcing. The Royal Company is always concerned with providing maximum satisfaction to its client’s base and ensuring that, the same clients subscribe to the company for future services. Poor records in recruitment and outsourcing process leave the company reputation in turmoil. Therefore, cognitive strategy needs to be applied, this strategy can unsatisfactory to the client’s side, and, therefore, this causes conflict of interest between the service provider and the client base. A deep consideration on a strategic approach on such a scenario ought to be devolved.
Training and Safety;
Training of candidates selected for a given position is eminent for any given organization. Training involves introducing the candidates to the real dynamics of how operations are undertaken and how this might affect their reputation. Training in itself involves along of factors within and around it. These factors include; the welfare of the candidate, the general perspective of the workplace ethics and the budget involved. All these factors contribute to the strategic approach towards managing and maintain smooth operations in training of new candidates for a given organization. A deeper consideration by the management ought to be given to the entire training process. The training process determines the capacity of the management to impact code of conduct in the workplace to the given candidates in their workplace destinations. This, therefore, provides an avenue for the client to trust and subscribe for the company’s services in the future scenario. A closer analysis to this concept of training provides an avenue for criticism by the clients. A time, clients are not satisfied with the competency of the candidates. They usually raise their pointing fingers on the company and to the entire training procedure. Client’s belief that the management team in my company provides low quality training methods for their candidates. In real sense, my company always ensures satisfactory training procedures that are standardized and that are applicable in different workstations. The company is always concerned about modeling the candidates to best suit the company’s mode of operations and ones that comprehend success and competency. Any given organization always expect that when a given human resource firm is tasked with undertaking training program for its candidates, maximum consideration ought to be relayed on the extent of how such organizations impacts the knowledge on the candidates. Training of candidates is the most challenging procedure in human resource (Xiaojun 695-A3).
Safety is another avenue that is worth noting in the training process. The safety of candidates is paramount to the client’s concern. This raise or rather creates a concern for the clients whenever they request for our services. Exposing the candidates to a dangerous situation will surpass to the customers withdrawing their future loyalty on the company. Therefore, necessary precautions need to be established. In most cases, candidates expose themselves to grave situations. This is due to their nature of being adventurous. They will always seek adventure with new interventions and will always look forward to experimenting on them. This results to exposing them to accidents. Most clients will not take the liability of the candidates being the course of the accident. They will always raise pointing fingers on the management of the company and better ways of mitigating this cannot be developed by the management.
The workplace arena is facing diversity as a new technology keeps on advancing. The use of a desktop computer is being phased out. Use of I-pads, MacBook’s and laptops is the order of the day at most offices in the recent evolution of technology. This is known as diversity. The workplace setting is another factor that keeps on changing as times goes by. Diversity is taking toll in most workplaces. This factor gives the management a hard time to manage the whole aspect of diversity (Berrey, 352). A time, client’s contribute greatly to spreading out the issue about diversity without them taking the possible solution path of managing and containing it. Therefore, given the fact that, the workplace setting is moving from the use of pen and paper to use of sophisticated technologically feasible equipment. Concisely, the approach to a diversity issue should begin from the clients before spreading out to the company. The management of my company uses all the necessary tools to manage and contain the diversity in terms of technology. The company has invested heavily on technologically feasible products that allows for any type of training procedure to be undertaken by the company. Therefore, diversity in the workplace that is brought forward by different clients serves as an issue to the management. This is due to the simple fact that the management cannot handle and serve all the clients adequately according to their specifications.
Law of Contract;
The company also faces a major setback by the number of employee that it has employed to work as full-time consultants. A challenge arises on low season periods and can be detrimental to any development plan that is on place. The law of contract determines how an employee ought to behave and relate with his respective employer during the viable period of the contract term. Therefore, an employee cannot be laid off duties whatsoever irrespective of the economic period and clientele base. The clause that determines how the employer should treat his employee ought to be abided by to the latter. Given that the company employs a huge number of professionals across different specializations is just but a cutting off a piece of cake. In reality, the company faces tough decisions making strategies on how to cut-off the wages of these professionals. Legally, this is not enforceable and can only be provided for when evaluating the employment clause.
Stiff Market Competition;
Competition is always expected when it comes to a perfect competition market set. The company faces competition from the wider set of market participants in the human resource management firms. Thought, the Royal Company, serves as a market leader, various firms have used different strategies in trying to offset this market dominance by the firm. The presence of the competitors provides a platform of advancing in terms capacity building and being way ahead in terms of goals and strategies. The company has used different methods of approach to containing this competition; customer satisfaction and opportunity creation for different scholars have been the backbone of success factors for the company. Market competition also provides a distinctive analysis of the level of preparedness of the company in terms of the arising opportunities and competence in terms of managing and conceptualizing on them.
Investing in Technology;
Given the fact that the company faces a hard time in coping with diversity; the best strategy to address this is to invest in state of the art technology. Technology is efficient at every step of production. From clients-based services to operations and later on the overall responsibility of the company provides that technology is eminent and useful at every stage. New technology ensures maximum efficiency and effective operation of services at the workplace (Eliasa 458). Technology also eases communication between the clients and the management, the clients does not have to conduct a face-to-face consultation with the management. They can do it at the advanced stage when executing the services.
Employee appraisal involves a series of rewarding the best employee for the good work done. To realize maximum output, the management should organize for an employee appraisal program where they appraise every employee for the job well done (Šalková, 98). This will increase the competence as well as the morale of the employees. This strategy can be used against the competitors who are threatening to offset the effective market control and regulation of the company.
Employee Assistance Program;
Employees play a critical role in the company’s total turnover. Employees face a myriad of challenges in their day-to-day activities. This provides a platform of low output turnover. Some of the challenges that the employees face include; stress, financial challenges and distraction by other employees. Therefore, the management ought to take into perspective the ways of assisting such employees in order to motivate them to work more and more for the better results attaining for the company.
Effective Communication Tools;
Communication is efficient for any worker in the company. Communication brings about, deeper understanding of the employees grievances and how best they can work to attain better results (Soylu 135). Through communication, the company can learn where it is failing and where they are performing better. In general, communication provides a guide of ensuring that, the company heads into the right direction without much retaliation.
Development and Training;
Every workplace is dynamic in nature; nature provides that dynamic actions arise in the workplace due to the advancement in technology. This provides a clear platform on the reason as to why the employees need to undergo constant development and training program (Camelo-Ordaz et al. 133). This will equip them with effective knowledge on how to manage different emerging trends within the business arena by their own. The company ought to budget for this program and execute it as soon as possible.
The company should ensure that they satisfy the needs of its clienteles at all times. Client’s works based on the level of satisfaction that they receive from a given company at any time. Therefore, the company ought to build and ensure that the customer comes first at all chains of its operations. Customer satisfaction brings about loyalty by the customers (Kim et al. 326). This leads to referrals in case a friend consults the customer. Therefore, this leads to rise of the business network.
The management of the company should always that they ensure that, they retain the best candidates as part of its workforce. This adds to the growing number of professionals within the company, hence the company will comprise of experts and not mere workers.
The workplace composition determines whether the company will excel in its chain of operations or act as a market-hanging tool. Having a set of competent professionals ensures that the company is well equipped and is offering competent services among their competitors.
Customer satisfaction is another factor of great concern. Ensuring that a given customer is accorded the right competent services results to capacity building of a greater customer network.
Therefore, people management in the workplace provides a greater insight of ensuring that quality is achieved across all the company’s chain of production.
Berrey, E 2014, 'Breaking Glass Ceilings, Ignoring Dirty Floors: The Culture and Class Bias of Diversity Management', American Behavioral Scientist, 58, 2, pp. 347-370,
Camelo-Ordaz, C, García-Cruz, J, & Sousa-Ginel, E 2014, 'Antecedents of Relationship Conflict in Top Management Teams', International Journal of Conflict Management (Emerald), 25, 2, pp. 124-147,
Eliasa, S, Smith, W, & Barneya, C 2012, 'Age as a Moderator of Attitude towards Technology in the Workplace: Work Motivation and Overall Job Satisfaction', Behavior & Information Technology, 31, 5, pp. 453-467,
Fransen, M, & Ter Hoeven, C 2013, 'Matching the Message: The Role of Regulatory Fit in Negative Managerial Communication', Communication Research, 40, 6, pp. 818-837
Hu, L, Zhiyu, F, Chunlin, L, & Dejun, C 2014, 'The Impact of Relative Leader-member Exchange on Employees' Work Behaviors as Mediated by Psychological Contract Fulfillment', Social Behavior & Personality: An International Journal, 42, 1, pp. 79-88
Kim, S, Egan, T, Kim, W, & Kim, J 2013, 'The Impact of Managerial Coaching Behavior on Employee Work-Related Reactions', Journal Of Business & Psychology, 28, 3, pp. 315- 330,
Korzynski, P 2013, 'Employee Motivation in New Working Environment', International Journal of Academic Research, 5, 5, pp. 184-188,
Price, B 2013, 'Preparing for your Annual Staff Appraisal: Part 2', Nursing Standard, 27, 21, pp. 42-48,
Šalková, A 2013, 'Theoretical Approaches to Employee Appraisal Methods', Scientific Papers of the University Of Pardubice. Series D, Faculty of Economics & Administration, 20, 28, pp. 91-101,
Sheehan, C 2009, 'Outsourcing HRM Activities in Australian Organizations', Asia Pacific Journal of Human Resources, 47, 2, pp. 236-253,
Soylu, A, & Campbell, S 2012, 'Physical and Emotional Stresses of Technology on Employees in the Workplace', Journal of Employment Counseling, 49, 3, pp. 130-139
Spaten, O, & Flensborg, W 2013, 'When Middle Managers are doing Employee Coaching', International Coaching Psychology Review, 8, 2, pp. 18-39
Stickley, AE 2013, '5S Workplace Organization Applied to Facility Management', Army Sustainment, 45, 3, pp. 9-12,
Sun, B, Deane, F, Crowe, T, Andresen, R, Oades, L, & Ciarrochi, J 2013, 'A Preliminary Exploration of the Working Alliance and 'Real Relationship' in Two Coaching Approaches with Mental Health Workers', International Coaching Psychology Review, 8, 2, pp. 6-17,
Xiaojun, Z, & Venkatesh, V 2013, 'Explaining Employee Job Performance: The Role of Online and Offline Workplace Communication Networks', MIS Quarterly, 37, 3, pp. 695-A3,