Role and impact of HR and leadership approaches in staff retention and enterprise performance Assignment Sample

PART 1 - HR Strategies and Leadership Approaches for Business Growth

Examine the impact of different HR and leadership approaches in the growth and retention of talent

The aim of the study is to intend the issues’ faced by the Wework in retaining diverse, flexible and multigenerational personnel. Wework was established in 2010 with the goal to form environment where individuals can come up jointly to create a better and efficient working place. The firm has its global presence which provides inspiring spaces, flexible solutions and experience within the community (Hoick, 2023). The company is reimagining the employees to assist everyone to be productive, connected and motivates. The mission of Wework place of work is the enclosure to generate a feeling here each feels welcome to the reliable self at workplace. A workplace where dissimilarity are not only long-awaited and principles but also serve up as necessary for the company’s accomplishment.

Firm’s group called ECGs (employee community group) has started as proletarian efforts that have becoming compassion of the corporation culture and values. This group brings up the society throughout the globe to get closer to celebrate wonderful experiences. ECG group serve up as assets for the staff through assisting in diversity, excellent place of work connected with company’s values, goals, beliefs and objectives (Adigüzel and Kulo?lu, 2019). The company has developed the leadership training programs for hiring managers as well as leaders. A varied and comprehensive place of work is one that constructs everybody, in spite of doing inequality. The firm’s staff should feel uniformly concerned in as well as hold up in all areas of the place of work. The dissimilarity stuck between diversity, enclosure as well as being in the right place is that diversity is the symbol of diverse individuals within an association. Inclusion is making sure that everybody have an equivalent chance to put in efforts, authority each part, stage of a place of work and fit in is ensuring that everybody feel protected at the workplace. For the growth of day-to-day knowledge that increase a flourishing corporation culture. They are the teams that strength to overcome issues as well as make a place of work where workforce experience they robust. Their exclusive talents essence, as well as personal requirements are is bothered for by their leaders and supervisors (Anwar, and Abdullah, 2021). When firms practice the very person acts of recognition, enclosure, distinction, as well as sympathy, which is while they can attain for everyone.

At WeWork employees today are feeling more globally connected than ever before. With the complexity of the work atmosphere, managers as well as leaders must take on the cooperative aptitude to improve the opportunities of every individuals working. Technological changes are the part of every industry (Ouakouak et al., 2020). Wework has implemented human judgements, enthusiasm, understanding and creativity of the entire employee to understand the full support of growing technologies, agility as well as efficiency to deal with issues of a growing marketplace. The company has included the range of age group in their staff to add value. Young staff is hired rapidly to deal with the developing technologies and implement the changes easily. They have the ability to gain knowledge from the experience can help the company in decision making process. The collaborations on new knowledge with the wisdom of the past understanding bring up the improved output within the organization (Yamin, 2020). The company can guide and direct young employees by conducting effective training initiatives, this brings them motivation to work harder for the organization.

Inclusive approaches

Wework on the side of continuum offers personalize approaches for all the employees depending on the requirements and characteristics. They focus to give way improve performance among all levels of its workforce. This includes way of carrying out open training opportunities for every employee to provide advance opportunities as an outcome of deliberate performance and improvement (Papa et al., 2020). The company is developing a diverse team of employees which will contribute to enhance level of morale, perception of justice, motivation, retention and loyalty. This will help the company to conquer the shortage of talent by growing a range of employees which is essential for the business development. By implementing this approach company assesses talent with the goal of accomplishing to recognize their strengths and weaknesses, developmental drivers and requirements. This will make possible company to operate at all level.

Talent development initiatives are not an isolated activity or event. Wework have to integrate into its overall skill workforce on the basis of commitment, retention, succession plan and acquisition. The company has linked this with their culture, mission and vision. The corporation by focusing more on these initiatives can make a coherent as well as reliable understanding for its workforce and improve their efforts. Learning and development programs will help Wework to train its employees to enhance their performance. The training is conduct on the basis of learning of employees and their pReferences (Tian et al., 2020). This assists the corporation to improve confidence, engagement and better performance of the employees. Recognizing learning styles is vital in a fast-paced place of employment and in a cut-throat marketplace where workforce is obligatory to study new abilities and procedure on a regular basis. Consideration the way and person be trained greatest can help Wework to create more efficient training initiatives and enlarge worker productivity as well as job contentment.

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Strategic reward system, practices as well as policies help in sustaining the advancement with regards to both company and employees. This depends on person to person based on their performance. Wework provides flexible work opportunities, fair rewards, benefits and pay packages. Moreover, this is the most proficient way to attract new talent. The firm has identified six pay benefits within their organization which mainly include performance recognition, business strategy, human resource strategy, work life balance, company’s culture and career opportunities (Vahdat, 2022). The company can also improve its policy by implementing opportunity for promotion, fair treatment to its staff, reward transparency, personal development, supportive line managers and many more options. These are some non financial rewards which attract the employee to work with full enthusiasm and motivation.

PART 2

Evaluate the role of leadership growth in mounting employee engagement, developing creativity as well as enhancing enterprise performance

Transformational leadership

Transformational leadership is a leadership approach which inspires as well as motivates employees to accomplish a mutual vision and objectives. Leaders who fall under this category are visionary, charismatic and supportive. These leaders offer coaching, feedback and recognition to its team for growing in their career. Leadership helps in creating innovation by forming learning, culture of faith and openness within Wework. The leaders of Wework communicate an understandable and persuasive vision of the future. This aligns with the interest and values of the employees with the task and strategy. They create a stimulate problem solving sessions, providing resources and also brainstorming to build strong connection with employees (Wassem et al, 2019). This helps in promoting team work as well as respecting various ideas and thoughts. Transformational leadership can lead to efficient performance as well as productivity of employees by exceeding their outputs and expectations. This can create a greater satisfaction along with commitment. These leaders make their team feel valued, respected, involved and appreciated. Transformative leaders do not have fear of facing challenges, as an outcome employees feel empowered to share their thoughts and opinions. Transformational leaders also take courage and support their team suggestion to grow together as a team. They encourage coaching and team building ability to built confidence among employees, which helps them to face sudden changes in internal as well as external factors.

Servant leadership

Servant leadership refers to the method or approach of leadership which focus on authorizing as well as providing workforce rather than control them. This is based on the through that leaders are servants that seeks to appreciate and meet the requirements, goals & interests of their employees. These leaders help in supporting inclusion as well as diversity within the firm by cheering the culture of faith and trust. The major principle of servant leaders of Wework is to actively listen to employees, customers as well as stakeholders (Yamin, 2020). The company’s leaders by listening actively can demonstrate appreciation, understanding, interest and gain deep considerations of their wants, expectations, needs as well as challenges. One more key standard of Wework leaders is to authorize others to produce, build up as well as give. Authorizing employees give them the self-reliance, ability and affluence to make resolution, resolve efforts, as well as innovate (Zehir et al., 2020). This also includes offer them with coaching as well as mentoring to facilitate them advance their ability information and performance. The company by approve its team can encourage an ability of control, engagement as well as self-confidence amongst them. This creates development and growth for them to platform their varied point of view, talents and data.

Suggestions for HR systems and processes

• Effective performance management system: This is a systematic procedure that involves individuals, group members, employees which helps in enhancing the performance while following the mission and objectives of the organization. Wework should implement this strategy to build a communication system among its employees and managers which helps in gaining the strategic goals of the firm. This also helps company in manage and retaining talents as well as build up the skilled personnel and improve engagement of staff. This also reflects the relationship between employees and leaders who share responsibilities for growing in such as way which provide benefit to both the stakeholder.
• Employees’ growth initiatives: This strategy helps the company to attract skilled and talented workforce within the organization. . They get better workforce talent and capability; moreover to assist they achieve something in their present responsibility. This also assists them to prepare for a diverse situation they could reside in within a corporation. Wework should offer coaching and mentoring seminars to talk about their performance and shortcomings. This initiative requires some time, expense and efforts but this will completely pay off for a comprehensive long period of time.
• Strategic alignment: this is a procedure to keep the employees work in the direction of accomplishing targets and goals. Wework should make sure that their mission aligns with employees’ benefits and efforts to grow together as a team. This also helps the employees to look with better clarity within their responsibilities and expectations to accomplish their goals. The company should make sure that they have appropriate tools to facilitate taking feedback and reviews from its staff. This assist company to check the status of tasks and facilitate them to offer feedback whenever required. The company by implementing this system can allow meeting goals, project task and helps to meet Wework’s goals.

Leadership challenges of leading authentically change procedure:

• Change resistance: this is the willingness the implement the new changes of doing things within the organization. Workforce can be explicit about their refusal to become accustomed to management changes. This conflict can array from communicating their confrontation openly to unintentionally resist transformation all the way through verbal communication or through general actions.

• Building trust: the best way Wework can build trust is by leading and directing their team to communicate the reason and the advantages of the changes. The company should give them a a sense of empowerment as well as ownership through the change. This shows them the significance of skills by supporting them through proper guidance.

• Culture Connectedness: To achieve the goals of organization, cultural shift is very essential in hybrid or remote work framework other than work on site. To adapt the culture employees should be support and associated to company. Wework should identify opportunities which enable staff to feel connected to the new shift in culture. Leaders should recognize employees feeling; make them feel valued and recognized to get clear with company’s changed culture.

Reference

Books and Journals

• Adigüzel, Z. and Kulo?lu, E., 2019. Examination of the Effects of Emotional Intelligence and Authentic Leadership on the Employees in the Organizations. International journal of organizational leadership, 8, pp.13-30.
• Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.
• Ouakouak, M.L., Zaitouni, M.G. and Arya, B., 2020. Ethical leadership, emotional leadership, and quitting intentions in public organizations: does employee motivation play a role?. Leadership & organization development journal, 41(2), pp.257-279.
• Papa, A., Dezi, L., Gregori, G.L., Mueller, J. and Miglietta, N., 2020. Improving innovation performance through knowledge acquisition: the moderating role of employee retention and human resource management practices. Journal of Knowledge Management, 24(3), pp.589-605.
• Tian, H., Iqbal, S., Akhtar, S., Qalati, S.A., Anwar, F. and Khan, M.A.S., 2020. The impact of transformational leadership on employee retention: mediation and moderation through organizational citizenship behavior and communication. Frontiers in psychology, 11, p.314.
• Vahdat, S., 2022. The role of IT-based technologies on the management of human resources in the COVID-19 era. Kybernetes, 51(6), pp.2065-2088.
• Wassem, M., Baig, S.A., Abrar, M., Hashim, M., Zia-Ur-Rehman, M., Awan, U., Amjad, F. and Nawab, Y., 2019. Impact of capacity building and managerial support on employees’ performance: The moderating role of employees’ retention. Sage Open, 9(3), p.2158244019859957.
• Yamin, M., 2020. Examining the role of transformational leadership and entrepreneurial orientation on employee retention with moderating role of competitive advantage. Management Science Letters, 10(2), pp.313-326.
• Zehir, C., Karabo?a, T. and Ba?ar, D., 2020. The transformation of human resource management and its impact on overall business performance: big data analytics and AI technologies in strategic HRM. Digital Business Strategies in Blockchain Ecosystems: Transformational Design and Future of Global Business, pp.265-279.
• Online
• Hoick, 2023. The Role of Leadership in Influencing Employee Retention. Online. Available through. :< https://www.linkedin.com/pulse/role-leadership-influencing-employee-retention-mxhoick#:~:text=Employers%20are%20to%20provide%20strategies,productivity%20and%20measure%20their%20performance.>