Human Resource Management and East Midlands Ambulance Essay

1. Executive summaryThe purpose of this report is to investigate the human resourcefulness management (HRM) enigmas that the East Midlands Ambulance Service (EMAS) is experiencing. One of the issues EMAS is experiencing is paramedicals possess a deprivation of motivation and commitment to the business organization consequently bring up a plagiarize in absence. This is caused by the b be-assed bud bring forths cuts enforced on the NHS and is impacting on the paramedics civilizeing life such as, cancellation of allocated break multiplication. Another problem they ar facing is the human resource department has been put throughsized in that locationfor there is one HR manager and adviser application program 3 counties.This is cause work relations between HR and line managers to break down due to not enough HR staff to yield all(prenominal) individual station. It is recommended that HR should allocate time to each station to support managers and employees and directors c ome to an agreement to give employees their breaks. There is additional web schooling to support the images chosen to analyse the problem. These be www.telegraph.co.uk/ article/absenteeism and www.thefreelibaray.com/psycologicalcontacts.2. Problem credit and analysisThe modern budget cuts to the National Health Service (NHS) atomic number 18 causing numerouschanges end-to-end the arrangement one sector of the organisation being highly effected is the Ambulance service. Throughout the East Midlands Ambulance Service many cost efficient changes argon taking place, still they still bear to tack the same standards of performance to meet their annual targets so that they exit receive the same budget for the service next year if the targets are not met the budget each year will decrease. Major changes to EMAS include* No allocated break times and eat times. The directors say paramedics are to vex their breaks and lunch aboard the ambulance between romps when they get a m inute however due to the increase in emergency calls, reports revealed that some paramedics were not having lunch at all throughout a 12 hour shift. This is a break out of not only their written employment contract provided their mental contract as well. * Human resources has been downsized, there were HR managers and advisers for every(prenominal) county over the east midlands. The new change saw one HR manager and one HR adviser covering 3 counties and researched showed that employees snarl like they had no one to turn to for advise as there HR department was far too busy for individual employee needs.This is devising it very difficult for the HR department to focus on what is demotivating the employees causing absenteeism. Even though there waste been many other changes to EMAS these are the priority because the result of these changes has had an immense impact on absence and roll leave, as employees are not satisfied with the new conditions to their job description. The new changes to EMAS are causing a vast chain reaction throughout the organisation mainly because most of the changes are hugely breaching employees psychological contract. The terms they were expecting to apply when they were head start employed by EMAS has now been embrace away for example if a paramedic were to smoke there breaks they used to get off the ambulance for refreshments etc. have now been removed they are evaluate to remain on board the ambulance.Such a breach would have a massive impact on their commitment to the job as they would feel that the employer has been disloyal to them and not having care for the job would lead them to take unnecessary time off. The HR department cutbacks have had a with child(p) impact to not only employees but their line mangers to. HR are finding it difficult to attain any spare time to meet with the managers to discuss recentproblems/procedures thence all the contact is being make thought documents and letters leaving the managers confused about dealing with their team. The managers are being put under a great deal of adjudicate as their employee lookouts have been disregarded. Managers expect to have the HR department at hand for advice on employee problems and procedure. Not having this is not the job expectation they had when they first started.3. RecommendationsSolutions to these problems are very complex and the most obvious solutions are embarrass by the budget cuts. Yes the HR department need much advisers covering each county but unfortunately that cannot occur, instead propose a new system as to where the HR department travels to each station, maybe 1 district a day, to assist the line managers and provide them with up to image policies and procedures. They could also enlist employee time to discuss and problems they are facing and pop the question advice. This could help to build the relationships that are currently being strained. Also musical arrangement for back to work interviews and help schemes for absentees could help to make them feel more empowered and feel the organisation really needs them back to work giving the employee a sense of purpose.As for the impractical break times for paramedics, give them a designated time to eat their lunch and have their breaks in a suitable environment, whilst one team is having a break have another standing in but make sure that whether on a break or not they must always make themselves available should they be needed. A breach in written/psychological contracts like this is unacceptable for the organisation to enforce upon the employees. The research carried out by Steers and Rhodes (1978) on absenteeism is what this organisation should follow because the employees ability to do the job is becoming complicated by a breach in job expectation, not resting on break creating role stress etc. therefor rescinding the employees motivation to work. Studying this research could open up compromises for the managers and their employees. schoolingThe web page studied to back up the concept of absenteeism is www.telegraph.co.uk/article/absenteesim on the 26/11/2012 showed that the main cause for absenteeism was work associate stress. This web page has beenselected to back up the concept of absenteeism because work link up stress can be through unsatisfied job expectation and losing commitment to the role maybe through breaking of a psychological contract. This information was also backed up by the web page www.ukessays.co.uk 26/11/2012 which proves the information is a reliable source. The second concept chosen in this report is psychological contracts and web page chosen is www.thefreelibrary.com/psycologicalcontracts 26/11/2012. This page studied what would be a breach of a psychological contract. This information came from an article written by Pittensburg press out University and has been back up by other sources mentioned in the article therefore is a reliable source.ReferencesPittensburg State University. (2010). Psychological contracts. www.thefreelibrary.com/psychologicalcontracts. Last accessed 26 Nov 2012. Preston, D (2012). Book 2 An introduction to human resource management in business. p9-22. Steers, R. M. and Rhodes, S. R. (1978) Major influences on employee attendance a process model ledger of Applied Psychology, Vol. 63, No4, pp. 391-407 The Telegraph. (2011). Absenteeism. www.telegraph.co.uk/absenteeism. Last accessed 26 Nov 2012. UK essays. (2003). concepts of absenteeism. www.ukessays.co.uk. Last accessed 26 Nov 2012.