Human Resource


Human resource management is one of the main strategic planning for all the multinational corporate firms through which it is easy to manage the staff members and employees as well as retain them for run to maximise the organisational performance and values (Ross, 2018). The aim of the study is to develop a report relating to managing human resource in the workplace of Oxfam so that it is possible to identify the existing issue of the organisation and develop effective planning to resolve the existing problems among the staff members. Through acknowledging the existing issues, the human resource managers try to discuss over the problems in the workplace so that it is easy to resolve the issues by developing effective strategy so that all the employees will be satisfied by working with Oxfam. It is the responsibility of the Oxfam to manage the human resource for making the brand famous in the file of charitable contribution in the society.

Discussing human resource management issue in Oxfam and possible strategy to manage them

The existing issue sin the human resource department affect the performance of the employees negatively where the staff members cannot work properly by contributing their potential. It is hereby necessary to identify the existing problems so that the management team can develop effective strategic planning for resolving the issues and manage the employees successfully (Powers, 2017). The main two issues in the workplace are bullying and sexual harassment which are serious problems in the workplace of Oxfam. It is necessary for the organisation to mitigate the issue so that they can handle the employees and retain them for long run. The employees have been influenced to resign which is illegal as per the employment rules. Bullying in the workplace is also illegal where the senior members or colleagues harass the new comers or other employees for different cultures, sex, demographic background race and others. In order to mitigate the issue, it is necessary for the human resource managers to develop effective planning so that the worker scan respect each other’s culture and work cooperatively. In this regard, the human resource managers can develop effective training program for the employees where the cultural perspectives, values and beliefs of the individuals are discussed. Cultural training is therefore one of the key strategic planning through which the human resource managers can handle the issue of bullying and sexual harassment.

Moreover, the brand image and identity of the organisation can also be improved through social media. Strengthening the customer’s base as well as improving the sales volume of the organisations can also be easy through social media as it helps to improve brand visibility in the market. Social media advertising is advantageous for improving trust and customer loyalty where the companies can retain the consumers or long run. Hereby, social media platform plays a significant role in developing effective marketing strategy of the companies through which the organisations can expand their branches and run the business operational activities strategically.

Implementing human resource management planning for managing growing staff problems

In the recent era of globalisation, there are increasing incidents of international staff problems which affect the organisational performance as a whole adversely. It is the responsibility of the human resource managers to manage the staff issues and create a suitable workplace where all the staff members can work collaboratively. The first planning that the managers need to focus is enhancing communication and, in this regard, implementing Information and Communication Technology (ICT) and enhance internal communication so that the staff members can communicate with each other (Ward et al., 2018). This is effective planning where the staff members can interact and build strong relationship with others. After that, the human resource managers also need to develop group discussion session where all the employees can discuss over their issues and express their problems. Through group discussion, it is useful for the employees to understand each other’s values and perspectives which is useful to mitigate the internal issues. On the other hand, the human resource managers need to arrange training sessions which is related to cultural training (Shea et al., 2016). It is necessary because through this cultural raining process, the employees can understand each other’s culture and increase positive attitude and respect to others. These are effective human resource planning through which the cultural issues can be managed, and these are also effective to mitigate the issues of bullying at workplace where the mangers try to build strong relationship with all the members so that the staff members can work cooperatively. Cooperative work culture and positive attitude towards each other are beneficial planning for the human resource managers through which they can mitigate the existing issues related to international staff management (Lay et al., 2017). Additionally, the members try to improve cooperation and develop an effective team and monitor the performance of the team members through performance evaluation. Moreover, regular visit at the workplace and interactions with the staff members are also effective human resource planning through which the staffing related to problems can be manged efficiently. Hereby, the managers need to be involved with the staff members and they need to create values for all the members in the workplace so that the employees feel valued to work and cooperate with other colleagues (Kunyk et al., 2016).

Additionally, the human resource managers need to create positive work culture at the workplace and improve internal understanding among the staff members and let them acknowledge each other’s culture, perception of the individuals and their values which are beneficial for the employees to crate positive working culture. Moreover, the management team is responsible for taking effective disciplinary actions against the problems of Oxfam where the employees is suffering from sexual harassment and bullying which are wrong as per the employment rules and legislations (Bratton and Gold, 2017). In this regard, the managers need to take anti disciplinary actions in the workplace and monitor the incident of bullying. Enquiring the employees and talking effective decision depend son the management team and in this context, the managers of Oxfam need to cooperate with the victim and take effective actions to penalise the individual who is engaged in bullying issues. Forecasting the issues and communicate with the victims are therefore essential for the human resource managers who can handle the problems of international human resource management efficiently. Hereby, human resource management planning plays a significant role in manging the staff related issues and developing positive working culture in the organisation Oxfam so that the issue of sexual harassment and bullying can be mitigated soon. Through evaluating the performance of the employees, group discussion, cultural training and enhancing communication as well as positive attitude, respecting others and cooperation, it is possible for the management team to handle the human resource issues (Marchington et al., 2016).


Explaining development activity in the human resource department to enhance employee’s performance

Through training program, the management team can enhance group discussion and team work by building an effective team where the employees and team members can cooperate with each other to work collaboratively. This further provides a scope to build trust and loyalty in the workplace which deteriorates the chance of bullying in Oxfam. Hereby, training and development program is effective to resolve the issue of bullying where the management team can enhance trust and loyalty as well as improve cooperation among the members. In addition to these, communication can also be enhanced by arranging training and development process where the members can interact with others and express their views and understanding. this is also effective for team building activity. On the other hand, cultural training and development program in the organisation like Oxfam is also effective where the peopleThe major issue in Oxfam is related to sexual harassment and bullying for which the staff members are suffering a lot and the victim is forced to resign the company. These are the major issues for which there raise controversy regarding the human resource management and internal controversies among the employees and staff members which may adversely affect the overall performance of the organisation Oxfam. Hereby, it is necessary for the company to focus on development activity so that the existing issues and problems can be resolved effectively. In this regard, one of the main development activities is training and development program for the employees where the management team and senior board executives need to arrange effective training procedure so that it is possible to educate the staff members an improve communication and collaboration among the team members. Through training, it is possible to manage the issue of bullying at workplace of Oxfam where the management team needs to raise awareness of bullying in the workplace and educate the employees to recognise bullying practice in the workplace so that it is possible to mitigate the issue. Bullying can lead the employees towards ultimate death, depression, societal problems and trauma which hamper personal life of the individual who face bullying practice in the workplace (Brewster and Hegewisch, 2017). Through training and development procedure, it is also easy to build string relationship among the employees where they try to understand the values and importance of each other’s to work in the same workplace of Oxfam. Empathy can be built in the workplace through training and development program and apart from that, trust is another important factor that will be helpful to mitigate the issue of bullying in the workplace. can understand the consequences of sexual harassment, which is a shameful incident in the organisation and it is has adverse impacts on brand reputation. Cooperation and communication as well as harmony among the team members can be improved through cultural training and development program and it can be considered as an effective development activity here the representatives of Oxfam can manage the issue of sexual harassment and bullying.

Implication of employment legislation in Oxfam

The employee’s legislations and practice are important in the organisations where it is possible for the human resource management team to manage the health and safety of the workforce so that it is easy for the organisational management team to retain the staff members for long run and maximise the organisational performance (Armstrong and Taylor, 2014). In the present case study, the organisation Oxfam suffered for the issue of sexual harassment and bullying for which the employees cannot work cooperatively and the victim is forced to resign from the company. It is a crime where there is discrimination on the basis of age and cultural diversity for which the victim suffers from bullying and sexual harassment. In this context, the Health and safety and disciplinary procedures effective that has crucial; impacts on the human resource management practice. Health and Safety Act 2005 and 2010 is useful through which it is possible to maintains safe workplace with proper rights and obligations in the organisation. This act also provides for substantial fines and penalties for the breaches according to the health and safety legislation and it is beneficial in the present case where the victim should get proper compensation for such harassment in the workplace. As per the Safety, health and Welfare at work Regulations 2007, the employers are responsible to provide proper information and training to the employees for raising awareness of health and safety at the Workplace. Additionally, the employers provide protective environment and equipment to the employees so that the staff members can feel safe to work at the workplace of Oxfam. The employer also needs to hire Safety Officer who is responsible for managing safety and security of the employees in the organisation and this is also advantageous for the employees of Oxfam where the management team can manage safety of the employees and mitigate the issue of sexual harassment and bullying. Moreover, the management team is responsible for maintaining safe workplace and provide proper cultural training so that the issue of cultural diversity, gender discrimination, bullying at the workplace and internal conflicts can be managed efficiently. Lack of managerial planning and poor implementation of the employee’s legislation further raise the existing issue of bullying and harassment in Oxfam.

On the other hand, the disciplinary procedure is another approach through which the employee’s legislation can be managed and the management team can implement effective practice so that the issue of harassment and bullying can be minimised in the workplace of Oxfam. The aim of the disciplinary procedure is to develop trust and loyalty among the team members and tale effective and fair disciplinary actions which is appropriate and consistent in the workplace. Through the disciplinary procedure, it is also easy to manage dignity and respect which in turn helps to develop an effective team in the organisation. Hereby, the managers, employees and upper level executives team members in the organisation Oxfam can develop effective atmosphere where the employee’s management issues as well as cultural issue can be managed efficiently. According to the disciplinary procedure, there are effective disciplinary panel who is taking care of the disciplinary actions which helps to mitigate the issue of cultural diversity and harassment in the workplace (Bailey et al., 2018). Police enquiries, legal procedures, cautions and criminal convictions are related to the disciplinary actions where proper enquiry and disciplinary actions are taken, and it further helps to improve trust in the situation of bullying and sexual harassment.


P Managing health and safety is necessary in the workplace of every organisations so that the employees feel safe and valued to work with others within the organisation. However, in the present case, the employee of Oxfam suffered from sexual harassment and bullying which is against the employment rules and legislations where the victim suffered a lot in the workplace and face harassment and it further adversely affect the performance of the staff. In this regard, the management tea of Oxfam needs to implement effective employment legislations, disciplinary actions and manage Health and Safety Act so that it is possible to improve safety and security of the employees in the workplace of Oxfam. The issue of sexual harassment and bullying is related to cultural issues and in this regard the management team also needs to arrange cultural training program and build trust and charge compensations and penalty so that the issue in Oxfam can be manged efficiently.

Reference List

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