1 Running head: MANAGEMENT ANALYSIS 2 MANAGEMENT ANALYSIS Management Analysis Student’s Name Affiliation Abstract This paper analyzes The Public Human Services Association, which is a fictional organization that offers human services. It describes the overall management structure, taking keen interest on the functioning of the Human Resource department and its role in the organization. The paper begins by discussing the roles played by management in such an organization that offers human services. It then proceeds to review, analyze and examine critically the organizational structure as well as the human resource structure. The paper assesses whether the structure of the organization positions it as a suitable and strategic partner. It then describes the possible strengths and weaknesses of the structure. The personnel policies and practices of the organization such as management, performance, recruitment, training, benefits, job analysis, compensation, diversity management and strategic planning of the organization are discussed and analyzed. This is done to determine whether the practices and policies are relevant and up-to-date, and whether they are fairly and consistently enforced or need improvement, changing or elimination. Lastly, the paper reports whether the management has achieved its goal of increasing productivity while at the same time maintaining the worker’s morale and gives strategic, structural and tactical recommendations on how to improve effectiveness and efficiency of the organization. The role of management in human service organizations Human service organizations are tasked with the responsibility of ensuring human needs are met through a collaborative knowledge base, centering on prevention and management of problems and remaining committed to the improvement of the living standards of the target population. Effective management in a human service organization is critical in ensuring provision of high quality services. The role of management in such a setting is to ensure that service delivery systems are in order and accessible. It also ensures that the organization stays on track and remains accountable. The management is also responsible for providing comprehensive definitions of the roles of workers and assigning responsibilities in areas such as advocacy, participation, community empowerment and networking (Austin, 2013). It sets standards and policies to provide the educators, trainers and service providers with the right framework within which to operate. It also strategizes on how to ensure that deadlines are met, processes are consistently improved and that clients are having their needs met and grievances addressed. The central management is responsible for subdividing the organization into various departments to handle different roles. The management analyzes and authorizes the creation of new systems meant to improve work flow and boost productivity of the workers. It also organizes for events that w ...

1. 1
Running head: MANAGEMENT ANALYSIS
2
MANAGEMENT ANALYSIS
Management Analysis
Student’s Name
Affiliation
Abstract
This paper analyzes The Public Human Services Association,
which is a fictional organization that offers human services. It
describes the overall management structure, taking keen interest
on the functioning of the Human Resource department and its
role in the organization. The paper begins by discussing the
roles played by management in such an organization that offers
human services. It then proceeds to review, analyze and
examine critically the organizational structure as well as the
human resource structure. The paper assesses whether the
structure of the organization positions it as a suitable and
strategic partner. It then describes the possible strengths and
weaknesses of the structure. The personnel policies and
practices of the organization such as management, performance,
recruitment, training, benefits, job analysis, compensation,
diversity management and strategic planning of the organization
are discussed and analyzed. This is done to determine whether
the practices and policies are relevant and up-to-date, and
whether they are fairly and consistently enforced or need
improvement, changing or elimination. Lastly, the paper reports

2. whether the management has achieved its goal of increasing
productivity while at the same time maintaining the worker’s
morale and gives strategic, structural and tactical
recommendations on how to improve effectiveness and
efficiency of the organization.
The role of management in human service organizations
Human service organizations are tasked with the responsibility
of ensuring human needs are met through a collaborative
knowledge base, centering on prevention and management of
problems and remaining committed to the improvement of the
living standards of the target population. Effective management
in a human service organization is critical in ensuring provision
of high quality services. The role of management in such a
setting is to ensure that service delivery systems are in order
and accessible. It also ensures that the organization stays on
track and remains accountable.
The management is also responsible for providing
comprehensive definitions of the roles of workers and assigning
responsibilities in areas such as advocacy, participation,
community empowerment and networking (Austin, 2013). It sets
standards and policies to provide the educators, trainers and
service providers with the right framework within which to
operate. It also strategizes on how to ensure that deadlines are
met, processes are consistently improved and that clients are
having their needs met and grievances addressed.
The central management is responsible for subdividing the
organization into various departments to handle different roles.
The management analyzes and authorizes the creation of new
systems meant to improve work flow and boost productivity of
the workers. It also organizes for events that will motivate
workers such as inspiration speaking (Austin, 2013). The
management has a role to ensure that the workers are motivated
and satisfied with their jobs in order to maximize their
productivity. This can be achieved through making decisions to
hire motivational speakers, organizing and funding team
building activities or creating a system for rewarding employees

3. for a job well done.
The management is also responsible for the formulation of new
development models, as well evaluation of expenditures and
budgets. It also directs and controls the flow of both work and
resources within the organization to ensure efficient operation.
In some cases, mangers also pitch in during holidays and severe
conditions in terms of productive work to help the organization
remain on schedule with delivering certain services.
Therefore, managers are expected to possess the skills to work
with a wide variety of people, maximizing on the diverse talents
possessed by individuals and effectively serving individuals
from different backgrounds. A manager with mature moral
development comes in handy in a global environment, which
requires navigation through conflicting values across different
cultures. The management also shapes the social responsibility
of an organization thus actively contributing to the well-being
of the surrounding.
The management of the organization is responsible for offering
vision and empowerment to employees through information
sharing and cooperative work. Management bridges the gap
between various departments. Other roles played by
management include: facilitating employee meetings and
creating agendas, collaborating with members to plan and
execute policy changes, reaching out to the public to address
grievances and resolve conflicts, owning deep knowledge
concerning the working of the organization and the roles played
by each worker and evaluation of employee productivity and
well-being (Burns, 2012).
Organizational structure
The Public Human Services Association (PHSA) is a fictional
non-profit organization that addresses issues pertaining to
adoption, disability, child care, welfare and support, disability,

4. Temporary aid for needy families, and food stamps. The
organizational structure employed at (PHSA) is the typical
structure of a non-profit organization. This is illustrated below
(Burns, 2012).
The organization adheres to the general organizational structure
described above. However, the specifics of each department are
usually unique to an organization. The code for Business
Organizations requires non-profit organizations to have three
directors members of the board of directors, one secretary, and
one president of the board at the least (Tracey, 2016). The
office of the CEO in this organization consists of: The
Executive Director/ president, The Human Resources Director,
the Communications Manager, and the Administrative
Operations Assistant.
The Strategic Mobilization Team consists of: The Vice
President of Strategic Mobilization, The Director of
Organizational Effectiveness, The Organizational Effectiveness
Consultant, The Director of External Affairs, The Director of
Policy and Local Strategy, The Senior Fellow, The Director of
Collaborative Centers, The Policy Associate of The Center for
Employment and Economic Well-Being, The National
Collaborative of Health Policy and Program Associate, The
Director of Practice Innovation and Grant Development, and
The Administrative Assistant,
The Operational Optimization Team includes: The Director of
Membership, Operations and Events and The Assistant Director
Membership Operations and Events, The Marketing and
Membership Manager, The Conference Meeting Planner, The
Director, Interstate Affairs and Compact Operations, The
Compact Associate of Interstate Affairs and Compact
Operations, The Staff Accountant and Office Manager.
The Role of the Board of Directors

5. The Members of the Board at PHSA volunteers and are not
usually paid, but receive a compensation according to the by-
laws of the organization. The board is responsible for setting
rules and regulations, hiring executive staff and overseeing
strategic and financial plans. They are recruited based on their
expertise in the fields of law, human services and accounting.
They hold meetings all-round the year to discuss urgent
concerns, program changes, upcoming events and staff
concerns. The board is responsible for organization policies as
authorized by the Articles of Incorporation. The chair of the
board Chair of the Board coordinates its functions.
The Role of the Strategic Mobilization Team
The role of this team is to plan, coordinate, manage and develop
a strategy for mobilizing resources and ensuring accountability
in the utilization of these resources. The team analyses and
manages all resource activities and channels ensuring
acquisition of flexible, long-term and unrestricted resources for
the organization.
Role of Operational Optimization Team
The main role of the Operational optimization team is to come
up with new methods and ideas of improving both services and
delivery of the services. This is the team that monitors projects
ensuring they run smoothly and remain within schedule. They
align the members with the organization’s goals and keep track
of the progress of the projects reporting back to management in
case of any snags. Since this is the management team that is on
the ground, they interact with clients and are able to observe
areas that need improvement.
Organizational structure of the human resource department
Human Resource Department
The main purpose of the Human Resource Department is
overseeing departmental functions through management of

6. employees. This is achievable though planning, evaluation and
implementation of principles and policies. It involves activities
such as recruitment of qualified personnel, training of the staff,
establishment of compensation structures, ensuring safety in the
workplace and attending to employee relation, matters (Kiser,
2015). The Functional Units of the Human Resource department
at PHSA include: Recruitment, Compensation, Workforce,
Training and Employee Relations.
The Recruitment unit is critical since it is the department that
determines the kind of workers the organization ends up with. It
is responsible for assessing applicants and recruiting not only
based on their competence but also based on how well their
personalities align with the mission and vision of the
organization. This is accomplished through development of
recruitment strategies that ensure quality recruitments
.
The Compensation and Benefits unit determines the employee
payroll based on experience and positions held. The unit comes
up with strategic compensation plans to ensure employees are
compensated accordingly with benefits such as health insurance.
They are also in charge
of approving salary changes, promotions, demotions and firing.
Employee
Relations Unit is in charge of investigating and resolving
employee conflicts, complaints and concerns.
The Training and Development unit organizes and provides
training for employees in order to enhance their skills,
knowledge and work abilities, which is beneficial to the
organization in the long run. The Training unit conducts a needs
analysis in order to determine the kind of training that is
necessary for improvement of performance (Kiser, 2016). The
Safety unit is responsible for ensuring all members of staff
work in an environment that is safe, whether in the office or in
the field. They conduct research and establish safety policies in

7. compliance with federal and state laws. In case of safety
threats, they give notice to prevent harm.
Based on the structure of the Human Resource Department of
this organization, it is indeed a strategically positioned for
partnership. This is because the department takes responsibility
to enhance the skills of its workers which means they can be
trusted to perform their roles in a partnership that involves
complementary services. Since they offer a wide range of
services means they are attractive to organizations seeking
partnerships due to the capacity to provide a wide range of
expertise
.
Strengths of the organizational structure
The Human resource department of this organization employs a
functional structure whereby the departments or units are
organized according to their knowledge, skills and expertise.
One of the strengths of this method is that it allows
specialization. This structure enables the employees to perfect
their skills and become experts in their area of specialization.
As a result, the department is enriched with in-depth skill and
knowledge. This is critical in achieving the organization’s
goals. Another strength of this structure is enhanced
productivity. Due to the expertise acquired through
specialization, workers are able to perform tasks fast and
efficiently keeping mistakes to a minimal (Bowman, 2014).The
employees are also more motivated to progress their careers
since they are able to focus on one thing. This structure
encourages peer cooperation among different units and is
suitable for small departments such as the Human Resource
department.
Weaknesses of the organizational structure
Management and communication within this organizational
structure is somewhat rigid due to the hierarchy involved.
Modes of operation are highly standardized and formalized

8. leaving little room for improvisation or innovation. The
decision making process is, therefore, long and tedious costing
valuable time. Due to the bureaucracies involved, the units
remain unaccountable to each other and the horizontal
coordination between departments is often poor. This little or
no room for innovation chips away at the workers’ motivation.
Another weakness of this structure is Unit Coordination. The
units often have poor cooperation despite the fact that they
operate efficiently. The units are often territorial and rival each
other. Infighting among the units results in delays, less
commitment as a result of rival interests, and wastage of time.
This reduces the overall performance of the organization and
employee commitment to the organization’s goals.
Personnel practices and policies
The following factors are considered while analyzing the
practices and policies of the human resource department.
Whether the Manager of Human Resource is regarded as a
valuable member of Senior Management and whether the
strategies and policies in place positively contribute to a work
environment that is positive and conducive(Brewster &
Hegewisch, 2017). The analysis also involved the manner in
which feedback received from management and staff informed
the review and development of policies and practices within the
department and whether or not the policies and strategies have
been flexible enough to address conflicting circumstances. The
findings are as given below.
The Human Resources director is invited to be part of Senior
Management and participate in decision making. The
organization also ensures that the Human Resource strategies
and policies are founded on equality and fairness. This implies
that rules, decisions and procedures are fairly applied to each
member of staff. Interpersonal interactions are characterized by
respect, politeness, honesty and dignity.
The organization evaluates policies and enhances practices that

9. are aimed at providing a positive environment for work.
Leadership that ensures effective Human Resource policies is
key in creating a conducive work environment within the
organization (Leon, 2017). Strategies that ensure acceptance of
diversity are well promoted across all the levels of the
organization. The organization frequently monitors and reviews
Key Performance Indicators such as, work relationships,
acceptance of diversity, organizational justice, emotional
climate and staff wellbeing in order to assess their overall
performance. Research is also done to monitor, evaluate and
develop staff.
Managers are held responsible for the implementation of just
and fair Human Resource strategies and policies with support
from HR specialists. They employ performance management
systems to evaluate then develop their teams to be able to create
useful work relationships.
Managers use the performance management system to develop
and evaluate their team’s ability to form positive work
relationships. They also create training opportunities to
cultivate and retain good quality staff while promoting fair
practices even in diverse environments (Leon, 2017). Managers
interact respectfully and fairly with their staff.
The organization also adheres to the Equality Act of 2010 that
charges organizations with the responsibility of ensuring that
their recruitment process is not discriminatory. The
organization has set out a policy that enables formation of
suitable committees to participate in monitoring of recruitment
processes. The following recruitment procedure is employed.
Whenever an opening is created, the HR department is tasked
with deciding whether to hire internally or externally. The job
description is then reviewed and the job advertisement is
created. An appropriate avenue for making the posting the job
opening is selected either externally or internally. The
department then makes the decision on the timeframe and stages

10. of selection. They then review resumes and create a shortlist.
The shortlisted applications are reviewed and a background
check is performed.
In case of internal recruitment, application deadlines are
communicated through emails, newsletters, memos or word of
mouth. The Job advertisements contain the full job description
of every role, stated clearly and precisely. The template
contains a short description of the company mission and vision,
a summary of the purpose of the role, a description of the
responsibilities, a list of qualifications and method of
application. After that, Interviews are conducted after resume
screening. After the interviews, recruiters are obligated to
inform the rejected candidates. Revocation of offers is also
expected to be formal involving a written document stating the
reasons behind revocation.
The human resource policies of the organization are up-to-date
with current trends and have evolved to accommodate
technology and modern forms of communication. They are
efficient and effective ensuring both the recruiter and applicant
are treated fairly. However, the organization should make more
effort to promote itself in order to provide candidates with a
compelling reason to apply for the job openings and also outline
the benefits of working with their organization.
Performance Indicators of an Effective Management
The role of management is to ensure worker productivity is
optimum as well as job satisfaction and employee morale. Based
on the 360-degree feedback score, which is a performance
measure based on the opinions of fellow employees, the
organization is doing well. The employees look up to their
bosses as well as each other. The Absenteeism Bradford Factor
is also low which indicates that unauthorized absenteeism from
work is also low. The Mean employee tenure in the organization
is also high, which indicates that employees have displayed a
tendency of staying long with the organization, which is an
indicator of job satisfaction (Brewster & Hegewisch, 2017).

11. Based on the diversity
index, the organization proves to be accommodative to people
from different walks of life based on ethnicity, gender, cultural
and social backgrounds. The profile of Employee Core
Competency also indicates a high level of appropriate skills
among the employees, which is a measure of high worker
productivity. By observing the career progression, training,
company culture, leadership, company conditions and pay, it is
clear that the Worker satisfaction index is relatively high. The
level of engagement of employees in their job is also a measure
of productivity (Brewster & Hegewisch, 2017).
The Executive-to-Employee ratio of payment is rather high
within this organization and in some cases, needs to be assessed
and revised since it is a gauge of remuneration fairness,
especially since the measure of the scope to which workers add
value to the organization is also high. However, the return on
investment in terms of training is proof of the effectiveness of
the trainings conducted within the organizations. Service
delivery improves tremendously and customer feedback also
indicates satisfaction. The level of strategy awareness among
the employees is also relatively high, which indicates a team
spirit among the workers (Oostrom & Nikolaou, 2017).
Based on the scores derived from exit interviews, the leaver
attitude score is above average. While some employees leave
the organization in search of greener pastures, most who leave
do so in order to gain a different skill other than what the
organization offers. The Revenue generated per employee is
generally high, which indicates that the workers’ performance is
way above average. The compensation offered to the workers is
also relatively high compared to other nonprofit organizations.
The time taken to hire new employers is relatively short, which
indicates that the organization is attractive to candidates since
they apply competitively for vacant positions (Oostrom &
Nikolai, 2017).

12. Recommendations
I would recommend a more intense process of recruitment that
not only involves skills testing but also personality testing. I
would recommend design of a recruitment strategy that allows
the candidate to display their character and not only claim so on
paper. Since the organization involves constant interaction with
people, the candidates would be required to be passionate about
helping people in order to be a perfect fit for the organization.
I would also recommend that the organization hold training
sessions that are in line with the mission and vision of the
organization as opposed to stand-alone trainings. Managers
from other departments could also share in the role of managing
employees rather that leaving the task to the human resource
department. This will help reduce the mismatch and rivalry
between different functional units, and will ensure alignment
towards a common goal.
Conclusion
Management plays an important role in any organization. It
ensures that the objections, mission and vision of the
organization are achieved by keeping everyone focused on the
goal. The Human Resource department is particularly critical in
the achievement of these goals since it is the employees who do
the actual work on the ground that ensures the targets are
reached. Human resources policies and strategies are also vital
since they are the factors that draw employees to the
organization in the first place. Unfavorable strategies will lead
to either unskilled workers or no workers at all. In the Human
Services sector, the main concern is human beings and their
needs, management is therefore important in ensuring ethical
services are offered.

13. References
Austin, J., (2013). Organizational Histories of Nonprofit Human
Services Organizations. New York: USA.
Bowman, W. (2014). Finance Fundamentals for Nonprofits:
Building capacity and Sustainability. New Jersey: USA.
Brewster, C. & Hegewisch, A. (2017). Policy and Practice in
European Human Resource Management: The Price Waterhouse
Cranfield Survey. Berlin: Germany.
Burns, K. (2012). Strengthening the Retention of Child
Protection Workers. Bremen: Germany.
Kiser, M. (2015). The Human Services Internship: Getting the
Most from your Experience. New York: USA.
Leon, D. (2017). Managerial Strategies for Business
Sustainability During Turbulent Times. Bucharest: Romania.
Oostrom, J. & Nikolaou, I. (2017). Employee Recruitment,
Selection and Assessment: Contemporary Issues for theory and
Practice. London: England.
Tracey, W. (2016). The Human Resources Glossary: The
complete Desk Reference for HR Executives, Managers and
Practitioners. Florida: USA.
Feed back
Write a page for benefits, as I stated in comments. (health
insurance, sick leave, wellness program, vacation) of your
organization.
You need to cover the whole range of HR functions
· Employee Records

14. · Performance evaluation
· Labor relations
There are many functions you should have in your paper
pertaining to HUMAN RESOURCE DEPARTMENT, not
corporate.
If I did not give feedback on something then in the paper it is
good, leave it as is.
Revise the paper and turn it in again
�Management Analysis at Public Human Service Association
�Good example
�This is interesting BUT does not correspond to the chart
�Again, Does NOT correspond to chart
�Take this section out. Paper should be about HUMAN
RESOURCE of your organization, not the company as a whole
�Take this section out. Paper is about your organization’s
human resource management department!!
�

15. �Good paragraph. Add more detail. How do they hire
advertisement? Interview Process?
�Need more detail. Discuss compensation for executives, salary
employees, hourly employees, and part time employees
�Begin new paragraph. Define employee relations. Give
examples.
�Begin new paragraph.
�If you use volunteers for events, you would need to train
them. How are they trained for events?
�Take this section out. You are talking about the whole
organization.
�Take this section out. Seems broader than HR
�Shouldn’t this go with the recruiting function? It should be at
the beginning of the paper where you talked about this. Not
back here.
�You can talk more about diversity in Human Resource/your
organization also
�Take this out.

16. �Maybe belongs in a section on retention & termination.