Managing People and Teams for Low Productivity - myassignmenthelp

Question: Discuss about theManaging People and Teams for Low Productivity. Answer: Introduction This study deals with explaining the concept how to manage team and people at workplace. The present workplace is running under crisis of human resource where there is a need to control over issues such as widespread absenteeism, low productivity as well as protracted industrial action and negative media attention (Sparrow, Brewster Chun 2016). It is for this reason the study focused on acting as a Boutique consulting firm to solve the issue as far as possible. Most of the Boutique HR consulting firms have recently entered the HR consulting space. This HR consulting had now grown altogether to be an $18.5 billion industry. Nowadays, companies have too many choices when they start looking for a quality HR firm with whom they desire to work. In case of small and medium sized enterprise, it starts with quality as well as delivery and relationship that matters the most to them. Even now, personal as well as professional relationships matters the most and emerging technology cannot suppl ement it by any chance (Armstrong Taylor, 2014). Analysis The SMEs firms can offer economy of scale, national scope, and individualized service, huge return on investment, discounts as well as excellent customer care and custom care. It is the responsibility of the service provider and the firm to remain connection and deliver the service a it is considered as survival for the boutique firm (Beardwell Thompson, 2014). The main focus should rely upon maintaining relationship between client firm as well as HR vendor. For this boutique firm, the main emphasis lies upon reputation, results as well as outcomes. It is important for the smaller to maintain as well as manage the talent base of HR professionals with careful manner as they are treated as valuable assets for the firm. By doing this, company will get access to better and customized solutions. The company will even get greater return on investment as well as higher quality HR consultants who are committed towards their work. This study had decided to undertake a new initiative known as Benefits Boutique. This is an innovative way where company can create rewarding as well as flexible and engaged employee culture for their human resources working at that place. It is desired to create a mutually supportive as well as successful culture at HR consultancy as well as with the Benefits Boutique (Marchington, et al., 2016). Launching this new initiative is costly but valuable at the same time that defines positive impact on the lives of team members and not depends upon the bottom line of the profits in any ways. It is important to take into consideration two factors that include health and well-being and how it helps in driving greater levels of performance. Conclusion It is important to consider the fact that money alone does not act as a perfect key driver to promote a number of behaviors in any sales oriented business. This new initiative targets at reinforcing the commitment level among the staff members in a way where they are rewarded and the delivery is based on a work-life balance Reference List Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Beardwell, J., Thompson, A. (2014).Human resource management: a contemporary approach. Pearson Education. Marchington, M., Wilkinson, A., Donnelly, R., Kynighou, A. (2016).Human resource management at work. Kogan Page Publishers. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge.