Section 1: Aims and Objectives of the Project
Aims of the Local Government Authority:
Goals and Objectives of Consultancy Projects:
To provide effective guidance to the chosen local government authority on how to reduce running costs and minimise costs. Based on this objective, the present consultancy project explores the following:
Critical Evaluation of Selected Approaches
To be able to reduce running costs, the selected local government authority must follow one of the approaches mentioned below:
By outsourcing, the selected local government authority will gain various benefits such as:
In general, when a specific business operation is outsourced, there are significant cost savings. In relation to the company under study, these savings include costs involved in employee compensation and office space expenditure (Overby, 2007). In addition, the costs related to the manufacturing setup or the work space can potentially be eliminated and the resources can be freed up to be used elsewhere (Gareiss, 2002).
Outsourcing allows the selected government authority (or any private firm) to focus on its expertise and core business (Engardio et al., 2006). However, when such organisations move beyond their expertise, there is the possible danger that they will attempt to incorporate various business functions and processes that are irrelevant and non-knowledgeable (Gareiss, 2002). But, focussing upon a specific operation is not advisable as it can result in the loss of attention to core business activities. An example of this strategy is that of a grocery shop that decides to include video rentals as part of its operations. A high focus on this strategy could result in creating a potential loss to its core business; the grocery (Overby, 2007).
Outsourcing can help the organisation to offer resources that are needed for training, recruiting and facility inspections and this may ultimately help the company to reduce its running costs (Engardio et al., 2006). Delivering high quality service eventually promotes customer attraction and satisfaction (Overby, 2007; Gareiss, 2002).
Outsourcing can help the government authority gain exposure to specialised systems which can aid in improving efficiency and thereby allow quicker turnover and better quality (Gareiss, 2002).
In spite of the benefits mentioned above, the concept of outsourcing may expose the current government authority to various risks and other legal issues. Though outsourcing recognises a measurable process to report qualitative service, there is the chance of poorer quality of service (Rothman, 2003). The critical problems concerned with the opinions of employees or other individuals need to be managed with care, sensitivity and grace (Rothman, 2003). Organised labour working in government firms is very opposed to outsourcing and there may be the possibility of employees enhancing their living standards and working environments (Lewin, Couto, 2007). The layoff of employees is another significant limitation of the present study on the local government authority (Norwood, 2006). Effective and appropriate management can help the authority to manage the individuals in an appropriate way and may minimise the negative impact upon other professionals. The issues governing social security and legal compliance must be addressed. The operations that are outsourced should be effectively managed to ensure system security and legal compliance (Babu, 2005). On the whole, it can be ascertained that if certain key principles are followed, outsourcing can ensure that the authority significantly reduces its running costs in the most cost-effective way.
The following sections provide us with a clear idea about the other approach: that of working from home.
Maintaining Existing Staff and Developing a Strategy of Working from Home
The concept of maintaining existing staff and utilising the home as a work base presents the following benefits for the selected government organisation:
The selected strategy can assist in ensuring an improved employee retention rate, providing a wider pool for the applicants, enhancing staff motivation and decreasing stress and sickness levels (Tom, 2007). This approach may help in reducing office space and the concomitant costs, and improving productivity as staff will have fewer interruptions. Additionally, working from home will encourage employees to develop an efficient work – life balance and the potential for direct improvement in wellbeing, health and quality of life (Mc Garry 2009). Nevertheless, to successfully achieve decreased running costs, the strategy of working from home needs to be effectively managed and controlled (Buckis 2007).
Monitoring and analysing the work of employees is a noteworthy managerial challenge. Some of the limitations of encouraging employees to work from home are: assessing the suitability of the employee for the job, the difficulty in maintaining team spirit, costs involved in training and offering suitable equipment, upgrading skills and controlling staff members, and the enhanced telecommunication requirements. It must be kept in mind that a tendency towards working from home may not signify that the workers need to do all their work at home (Wright, 2008). Dividing the time equally between the home and workplace can be the best solution. Though work from home can offer a wide range of benefits for employers and business organisations, it must be managed in an effective manner to be successful (Mc Garry 2009).
Controlling and analysing the staff’s performance and determining the effectiveness and efficacy may present a challenge to the organisation under study (Davis, 2008). Providing training to develop skills related to the job, information technology (IT) and personal management (such as time-management) can result in developing problems and can hinder the staff from learning specific skills that are needed. Finally, for the individuals who are working alone from home, a feeling of isolation may be considered to be one of the factors that leads to failure in implementing this strategy (Tom, 2007). Consequently, it is very important to place formal systems within the working environments of staff. Implementing the following suggestions can help the current local government authority to reduce its running costs (Wright, 2008):
On the other hand, if the employees’ job involves working from home from the start, it is highly advisable to carry out the induction sessions at their respective premises (Wright, 2008). This would enable home workers to be productive and focussed and they will be provided with an opportunity to develop a clear and concise idea about the firm and the people they are working for (Buckis, 2007).
While the implications, benefits and limitations of the two above mentioned approaches (outsourcing and working from home) have been discussed, perhaps the combination of the two strategies may be the most effective way to help the government authority under study to minimise the running costs and to achieve success at each and every stage (Davies, 2008).
Responsibilities Placed on Local Government Authority
Implementing the approach of outsourcing or working from home (or a combination of both) in the local government authority under study may impose responsibilities from the perspective of talent management, human resource management, quality management, personal relations management and communication management (Weiner et al., 2001). However, these responsibilities are not expected to be carried out exclusively by the organisation; they will be provided with assistance from each of the individual teams that gained relevant expertise within the perspectives depicted above (like the concept of shared accountabilities) (Tom, 2007). Though the responsibilities of the local government authority may be shared by the personal management team, the company must be expected to demonstrate its unswerving dedication towards the completion of the project (Davies, 2008).
The subsequent sections help in providing a detailed understanding of various identified tasks with respect to each team.
Human Resource Management
To achieve success in reducing its running costs, the organisation must allocate required resources and human capital so that a shortage of staff members may not exert a significant effect on project delivery (Weiner et al., 2001). Thus, the organisation and its relevant management teams must be responsible for developing an effective and efficient human resource plan (Weiner et al., 2001).
Maintaining and Establishing Project Team:
The management of the current local government authority must develop close working relationships with the project management team (Weiner et al., 2001). Recruiting new staff members with input from older members of staff, retaining the existing staff and promoting the concept of working from home to achieve higher contentment and inspiration levels, providing training and organising induction programmes for the staff members can help the firm to be highly competent in working with the project management team (Weiner et al., 2001). Apart from the above mentioned criteria, the combination approach may enable the project management team to establish efficient group directions, develop effective communication channels, revaluate and monitor the individual performance. Combining the two approaches will reduce ineffective management practices such as conflicts, lack of communication and management support and various others (Weiner et al., 2001). Reducing the running costs of the current government authority requires an effective combination of various principles governing project management and the organisation must take in to account these perspectives before implementing any specific approach.
Talent Management requires a complex collection of all the Human Relation processes that ultimately deliver fundamental benefits to any organisation (Gary & Larson, 2008). In understanding the role of Talent Management in implementing the approach, it is very important to analyse the concept. Talent Management must be developed together with the policies and practices of Human Relation to enhance an organisation’s image and employer branding (Kaufmann & Clark 1999). Anecdotally, Talent Management can be considered to be important in assessing performance management, providing incentive compensation and acquiring talent. The current organisation must develop Human Relations processes and technologies to reach its ultimate aim of reducing running costs. The future of Talent Management is embodied in solutions designed from the ground up to provide business-centric functionality on a unified Talent Management platform (Gary & Larson, 2008). Though it may seem intuitive, it is worthwhile to articulate the fundamental significance of successful Talent Management practices and perspectives.
The Talent Management team for the current local government authority should carefully monitor and appraise the performance of staff members and must motivate them by offering rewards and benefits. This would indirectly benefit the organisation as it would encourage the staff to work or perform better (Weiner et al., 2008). In addition, this appraisal significantly minimises the cost of recruiting the new staff (as the old staff perform to the best of their ability) and thereby promotes a reduction in running costs. Thus, it can be understood that focussing on talent is very important for any organisation to build a high-performance work place and thereby contribute high management diversity (Brunetto & Farr-Wharton, 2003).
The proposed approach also entails a significant responsibility relating to communication for the local government authority. The organisation should communicate its vision, values, plans, mission, goals and objectives of the project to its staff members. It needs to develop measures to ensure the success of the proposed approach (Brunetto & Farr-Wharton, 2003). Apart from communicating the project objectives, the organisation must also communicate its successes quality issues, team work, improvement measures and organisational values to the new outsourced staff that has been recruited as well as to the current staff and to those who have chosen to work from home (Brunetto & Farr-Wharton 2003).
On the other hand, the project management team should critically evaluate the information and analyse the risks and the potential effects of the proposed strategy to develop and implement a useful approach (Lighter, Fair, 2004). Further, the project management team of the organisation must recognise the possible threats and challenges to the proposed project and should communicate effectively to its team members (Darley, 2002). Studies indicate that, to deliver the project outcomes, the local government authorities must participate in effective communication and information exchange that leads to mutual understanding and working towards reaching the project aims and objectives (Darley, 2002). The management team should ensure that the tasks of reporting and structuring of business relationships are established and that there is dependability in the process of information distribution within the environment of local government and project management (Wanless, 2002).
The project management team must assist the organisation to develop effective communication systems in order to distribute the information at a faster pace to all its individual team members (Wanless, 2002). Therefore, the present approach creates an additional responsibility on the local government authority and it should promote accountability in establishing performance reporting systems as an effective tool to access the needed information (Wanless, 2002; Darley, 2002).
The management of the local government authority should work with the project management team and together they should identify quality standards and measures. Both the management teams should work in a close relationship to ensure the appropriate service delivery in meeting the preferential needs of customers (Brunetto & Farr-Wharton, 2003). The management teams must identify the potential areas for improvement and should identify and develop strategies for complexities that may emerge out for the proposed approach under study. To ensure effective and consistent service delivery to all its customers, the management of the current local government authority must develop a system that controls, reviews and monitors its various operations (Wanless, 2002; Darley, 2002).
Defining the Process of Organisational Change
The process of implementing the proposed approach (that is, a combination of principles from outsourcing and working from home) necessitates that the selected government authority begin to adapt to the practices of outsourcing and home work. The organisational changes may appear to be challenging and may demand significant resources (Cameron & Green, 2004). In managing the suggested approach, the individuals in the organisation must understand its culture, values and beliefs and should demonstrate a strong commitment to adjusting to the project management practices instead of visualising them as a normal activity developed to promote organisational benefits (Pool, 2000).
It must be borne in mind that the ultimate success of the project will be based on an explicit belief in the approach of the individual team members. The management team concerned should strive to achieve such objectives (Pool, 2000). The employees of the outsourcing team should work in liaison with the project management team and should make an effort to achieve the objectives of the project. To achieve this, it is very important to undertake a bi-lateral communication process (involved in receiving and offering feedback) with the outsourcing and other teams. The management must target on training and providing induction to the staff members (outsourcing and those working from home) and their subordinates (Cameron, Green 2004).
The outsourcing team needs to carry out its activities in the working environment and the management must play an effective role in rewarding and praising the members of staff based on their performance. Here the principles of Talent Management depicted above are worth considering (Pool, 2000).
Risk Response Development and Risk Control
In initialising the proposed approach for the suggested local government authority, the process of risk response development involves all the steps from the identification of potential risks to the reviewing and developing of strategies (Longman & Mullins, 2004). A detailed presentation of the various steps involved in risk response development together with its control is presented below (Gary & Larson, 2008):
A risk map analysis for the recommended approach will help to clearly understand the concept.
Risk Map Analysis or SWOT Analysis:
In implementing the combined approach, the government authority may encounter opposition from the stakeholders involved in developing the company. These include customers, employers, media, authority and civil society, business partners, owners and investors. All will have their opinions and perceptions.
Infrastructure and Information Requirements
The proposed approach for reducing the running costs for the local government authority requires information on outsourcing, strategies to enable working from home, together with their strengths and limitations. The evidence from the case studies must be analysed and its relevance to the present condition needs to be applied. Information with regard to the potential staff members, both existing and outsourced staff is needed to analyse and propose responsibilities. Since the company was given the option of outsourcing, no special infrastructure requirements are needed to reduce the running costs.
The selected local government authority must consider the strengths and limitations of the above-mentioned approaches, additional responsibilities imposed, organisational change and infrastructure requirements together with the resource allocation before choosing any approach that will aid in promoting significant reduction in running costs.
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