This SCQF Strategic Leadership and Human Resource Practices assignment sample highlights key leadership theories, HR functions, and organisational change strategies.
Leadership is crucial for leading and motivating employees while HRM plays an important role in managing and developing workforce. The present study based on Excelerate Energy, a company of energy sector of US, that engaged in dealing with natural gas. The report outlined that covid pandemic results in implanting a change in a company i.e. work-from-home policy for 1 year. In this change process, HR function plays an important role in managing the workforce, providing them with training opportunity for smooth working via WFH by planning compensation like working hours, data subsidy etc. The strategic HRM of company significantly impacts the organization performance via satisfying the stakeholders, enhancing employee well-being and growth of the company. Moreover, it is identified that for the implementation of WFH policy, transformation leadership is effective which contributes in motivating employees to adopt the change without resistance.
The factor such as political, technological, employee attitude result in driving change and WFH implemented within organization by using Kurt`s Lewin and Kotter`s change management model. Besides this, to overcome resistance organization can use communication and rewarding strategies to encourage individual for change adaptation. Further, it has been articulated that implementation of robust cyber security network, open and transparent communication, resource allocation and training opportunity to optimize change.
Assignment samples are offered to assist students in understanding coursework structure and key learning outcomes. Our Online Assignment Help emphasizes ethical learning support and original, plagiarism-free work. The SCQF Strategic Leadership and Human Resource Practices assignment sample examines leadership approaches, strategic HRM functions, organisational change management, and workforce development within a real-world business context. These materials are intended solely as study aids and reference guides.
Excelerate Energy is a US based organization deals in a liquefied natural gas solutions worldwide. The company provides regasification services consisting floating resources as well as regasification units, infrastructure development, natural gas and LNG supply. It was founded in year 2003 and has a headquartered in The Woodlands Texas. The company operates in energy industry of US (Excelerate Energy, 2025). Its target customer includes countries as well as business looking for reliable, clean and affordable energy sources. The mission of the organization is to providing global energy solutions with a commitment towards the sustainable infrastructural development. In addition to this, objective of the organization includes delivering 12.5 million metric tons to LNG at annual level and expanding renewable energy integration in an existing infrastructure. Excelerate Energy has a geographical footprint in a various market globally such as Finland, Pakistan, Brazil, London, Bangladesh, Dhaka and so more. The company has a diverse and skilled workforce, 890 employees work globally. Moreover, the company has a hierarchal organization structure where decisions made by the top authorities.
The role of HR in organization is quite effective in terms of recruiting, developing employees, providing compensation, performance management and so more. The HR plays an important role in providing training to the client facing employees to enhance required skills and expertise so that they able to interact with the customers effectively (El-Kassar et al, 2022). The company uses democratic leadership style and provides freedom of voice to each employee and has a culture of integrity, trust and respect.
The HR functions allows the Excelerate Energy to gain strategic competency via effectively align the HR practice with the goal of business and developing the employees accordingly. One of HR function is talent management, the company by identifying the gap in workforce focuses on recruiting the employees as well as strives to retain them via training and development.
The company has 890 employees and uses hierarchal structure in the organization. Excelerate Energy focuses on implementing work from home policy for 1year due to covid pandemic. In this time, the role of HR is effective in communicating about the new policy to the employees while explaining reason behind it and expectation from employees through remote work (Fuchs and Reichel, 2023). In addition to this, another role of HR is recruiting more employees and evaluating the remote workers performance and providing them with feedback as well as addressing their concerns.
The main role of the HR is concerned with the development of employees. The HR managers plays an important role in providing training and developing the employees for work from home. The HR of Excelerate Energy plays a crucial role in providing virtual training to the employees regarding using online software for meeting, collaborating online via Skype, Zoom, Google Meet and so more. In addition to this, HR conducts training for employees regarding enhancing their technical skill via webinars, virtual workshops and online courses. Further, HR builds policy and aware employees regarding adhering policies of data security and online safety to ensure confidentiality of company`s work (Batool et al, 2021).
The HR role also includes providing details of the industry standards and rules regarding work from home to employees. To motivate the employees about the new WFH policy, HR furnish details of benefits and compensation associated with it. For example: HR offers data subsidy as a financial assistance to the employees for smooth working. In addition, flexible working hours provided so that employees can manage personal life while working at home. Besides this, employees provide with different leaves like casual, sick during WFH. Reward and recognition provided to employees based on their performance.
The Ulrich’s Strategic HR Model allows in organizing the role as well as responsibilities across the different HR departments. According to the model, the role and responsibilities within HR department can be divided into four categories:
Strategic partner: In HR the strategic partner assists in managing the development as well as growth of the workforce. For instance: Within Excelerate Energy training is provided to the employees regarding doing official work from home to ensure that customers get better and timely services which result into enhancement in their satisfaction while receiving the company products and services.
Administrative Expert: According to the model, in HR administrative expert more focused on the internal roles. The individual manage people, cost as well as efficient delivery of day-to-day business output. Referring to administrative expert in HR role, the individual focus on managing performance of remote employees as well as ensures in fulfilling the gap by taking corrective action. This allows making workforce competitive so that business would become able to get the best business outcome. In addition, the administrative expert look for the work from home practice to the company in terms of cost of data assistance, subscription for online platform or software, equipments such as laptop, keyboards and associated device and focus on manage cost.
Change Agent: The HR individual, with the role of change agent, have a responsibility to look at the overall organization culture as thinking in a manner that makes it manner in personal and professional perspective. The role facilitate change to make company`s environment a better place to work (The Ulrich model, 2025). In WFH practice of the Excelerate Energy the change agent makes company`s culture effective via provide open channel of communication for WEF workers so that they feel motivated to share their ideas, opinion etc.
Employee champion: The HR role of the employee champion enables the workforce to speak up and ensures that employee’s feels respected and heard at the work. The individual support people and make them happier and healthier that are beneficial for the organization. In WFH practice some employees feel difficulty due to the lack of technical knowledge. The employee champion support employees via providing effective training.
The strategic HRM of Excelerate Energy results in effective organizational growth as it allows in implement the WFH policy in the effective manner and allows in overcome the negative consequences of the pandemic on company’s operation. The strategic HRM leads to increase different shareholders benefit during the wake up of pandemic as employees able to work with safety, customer get their product and services and organization able to generate profits. This WFH and strategic HRM results in enhancing different stakeholder satisfaction in the efficient and effective manner (Badre, Taori and Gulhane, 2021). The strategic HRM and WFH policy helps the organization to gain competitive advantage among the different kind of competitors. In addition, the strategic HRM and the administrative expert referring to the Ulrich’s Strategic HR Model enables the organization to compliance with the different issues such as resistance to change, skill development and so more. Moreover, strategic HRM able to optimize workforce planning amd overall productivity level of individual results in enhancing retention rate and number of employees significantly, it makes workforce more effective and efficient. On contrary to this, the main objective of strategic HRM is aligning HR practices with business goal that result in implementing practices that are against of wellbeing of the employees, hence decline overall efficiency of the organization.
The strategic HRM significantly impact employee wellbeing and satisfaction level while working in the organization. For instance, the HR role of strategic partner focus on providing training and learning opportunities to the employees which allows them in performing the task in productive manner and without any difficult. This leads to make employees relieve from stress and burnout leads to enhance their wellbeing and satisfaction while working from home (Xiao and Cooke, 2022). Further, the change manager referring to Ulrich model allows in create an open and transparent working culture of employee where they feel free to share their perspective, this leads to build loyalty and commitment of employees towards the organization. However, the lack of strategic HRM results in de-motivating employees result in negative impact on their productivity and performance. Moreover, the strategic HRM build a supportive and positive organization culture within Excelerate Energy. This leads to help in motivate employees to work with their full potential leads to enhance their job satisfaction. In role of employee champion, strategic HRM considers diversity and inclusion and provide equal opportunities to each employee regardless of gender, age and race. This leads to ensure better wellbeing of the employees. The strategic HRM makes employees more innovative by providing them supportive culture, scope for effective communication as well as training.
Leadership is an ability to lead, motivate and guide the team in effective manner to attain the goals of organization in the efficient manner. In context of Excelerate Energy after the wake up of pandemic, a work from home policy is implemented by the organization to ensure safety of workers while smooth operation of the organization. Referring to this, organization can use servant leadership. The servant leadership refers to a leadership style that emphasize on catering others to help them grow. The servant leadership style is quite effective in a remote environment where empathy and support is the prime requirement (Canavesi and Minelli, 2022). Referring to the servant leadership style, the leader focuses on listening to the concerns of the employees in terms of issue related to WFH policy, reason for the resistance and so more. Through using the leadership style, leader via the effective communication strives to define the WFH policy and clearly defines the expectation in terms of productivity and completion of task on deadline. In addition, the servant leadership allows the leader to remove hindrance and obstacles that impacts the productivity of the employees via providing required training opportunities to the employees.
The servant leader focuses on prioritizing the requirements of the team rather than own. Referring the servant leadership genuine concern for the wellbeing of the team demonstrates by fostering an supportive culture. Hence, to lead and motivate the team the servant leader empowers employees by providing them with autonomy to manage their own work by providing greater flexibility; it helps in motivate the team to adopt the policy. In addition, Excelerate Energy can use servant leadership to encourage a remote team by facilitating them with personal and professional growth. In this context, servant leader recognize the strengths, passions and aspiration of the employees and furnish them with opportunities and resources to build their skill and knowledge in regards to working from home (Coun, De Ruiter and Peters, 2023). Hence, the leadership style improve employee`s performance, satisfaction result in effective attainment of organization goals.
Another effective leadership style that Excelerate Energy can use for motivating and guiding employees for work from home policy is transformational leadership style. It is a leadership style that includes motivating and inspiring employees to attain the shared vision as well as empowers employees to reach to full potential. The leader of Excelerate Energy using the style first emphasize on sharing vision of the company to employees in regards to work-from-home policy in clear manner so that employees understand the reason behind policy and its associated benefit to them and organization (Saad Alessa, 2021). Moreover, one of feature of transformational leadership is adaptability means identifying issue and responds it on time. Hence, referring to the style, transformational leader able to recognize the reason behind the resistance of employees and accordingly focus on motivating and empowering employees by actively listening to their concerns and furnishing them with required support. The transformation leader focus on providing training in regards to work digitally by providing them with knowledge of different digital software and platform. In addition, leader concentrate on improving technical skill of the employees by providing them with guidance and coaching. In addition, the transformational leader focus on appreciating and recognizing the employee’s effort via providing them with reward and praise, it leads to motivate them to work with their full potential.
Besides this, in remote working, employees feel isolated and it makes difficult to work in collaboration. The transformational leadership furnish support to each individual and empowers them to work in collaboration in efficient manner via using virtual team building activities, virtual meetings and so more. Also, transformational leader focus on enhancing employee well-being by developing inclusive and supportive work environment. The transformational leader provides flexibility to employees in managing their work from home to ensure work-life balance.
From the in-depth evaluation, it is identified that transformational leadership is highly suitable for the Excelerate Energy to motivate and inspire employees to adopt new change within organization i.e. work-from-home and it plays an important role in foster virtual connection and collaboration. The main reason behind suitability of transformational leadership is its greater emphasize on promotion of open communication. This allows each employee to share their ideas as well as concern in regards to virtual environment and ensures furnishing with a solution in efficient and effective manner (Boccoli, Gastaldi and Corso, 2024). The leadership style helps Excelerate Energy to implement the WEH change in via sharing its vision and motivating employees. In addition, it includes providing better learning opportunities and flexibilities that ensure good well-being of employees, leads to increase productivity as well as performance of employees and ultimately results in timely attainment of company`s goals.
In a dynamic environment, there are several factors that result in driving change of WFH policy in Excelerate Energy. It is as under:
Employee attitude: One of factor that drives change of WFH policy is employees attitude towards adopting change and their engagement and motivation level. Positive employee attitude leads to drive change of WFH policy in Excelerate Energy.
Leadership: Leadership is another factor that helpful in driving change by leading and motivating employees. Ineffective leadership results in greater resistance from employees create difficult in drive changes (Hayat, 2024).
Policies: The rigid policies of the organization make difficult for implementing change effectively.
Political factors: One of the main factors of driving change of WFH policy in Excelerate Energy is change in the government regulations due to Covid pandemic. The government imposed restriction on economic activities via lockdown, it leads to make necessary to implement change of WFH.
Technological advancement: Introduction of new technologies, rapid internet services and online platform makes easier for the company to drive change of WFH (Beck and Hensher, 2021).
Economic factor: Covid pandemic results in economic downturn as a result to seek cost-saving measures Excelerate Energy drive change of WFH policy as it reduce operating cost.
Excelerate Energy to implement the change of WEH policy in the effective manner can use Kotter`s change management model as well as Kurt`s Lewin change management model. Kotter`s change management is an eight step model it can use by following stages:
Build a sense of urgency: The first step includes identifying the need of adopting change in working style via WFH policy to ensure safety and compliance with law.
Guiding coalition: To implement WFH change, organization builds a team of skilled people like leader, manager, technical team to efficiently guide change (Harrison et al, 2021).
Build a vision: The leader develop a clear vision to bring change of WFH in terms of strategy to implement.
Communicate the vision: To implement the change leader clearly communicate with the employees about reason behind change of WFH, its associated benefits and ways employees will trained in context of change.
Remove obstacle: The change process includes barriers in term of technical inefficiency and resistance from employees. The organization remove barrier via effectively communicate, providing training and reward to early adopters.
Build short-term wins: In change process, company celebrates small victories via rewarding, praising and attain small targets.
Develop on change: The organization build on change by evaluating success of change and taking appropriate action to improve the change further (Graves et al, 2023).
Anchor the change in culture: To ensure that change remain in company`s culture, leader emphasize on continuous communication about progress and its positive influence on working and employee`s morale.
Another change management model is Kurt`s Lewin that Excelerate Energy can use in implementing WFH change effectively. The model includes three steps which is:
Unfreeze: The stage includes breaking down fixed ways of doing things and implanting new change i.e. work from home policy. The stage includes clear communication to employees behind the reason of change and its importance in current environment. The leader focuses on planning to bring change efficiently (Graves et al, 2023). The stage includes employee’s participation and acknowledges their views, opinion and perspective on change to improve readiness to implement change within company.
Change: It includes implementation of actual change of WFH via providing training to employees, equipped them with resources, establish clear communication channel and so more. The company trains employees regarding working online, allocate them with required resources such as hardware device, internet connectivity and so more.
Refreeze: The step concerned with making change an integral part of company by taking feedback from employees and making appropriate changes for enhancement (Rosdiana and Aslami, 2022). It also include rewarding employees for adopting change, it motivate others as well to adopt change.
It refers to unwillingness of the employees to adopt new changes. The employees resist due to fear of losing job because of lack of required skill, lack of trust on leadership, poor communication as it make employee unaware about benefits of change. In addition, one of reason is that employee feel that they loss control after implementing change.
Excelerate Energy can overcome the resistance via adopting strategies such as:
Clear communication strategy: The strategy includes clear communication with employees about change stating the reason of change, its benefits clearly, The company use face-to-face communication, meeting and emails and focus on listening and addressing related concern of the employees with empathy. This increases employee’s awareness about change and decline resistance of change (Lauer and Lauer, 2021).
Reward strategy: Another strategy to overcome resistance is rewarding. The company to motivate employees to adopt change provide with monetary and non-monetary incentive in terms of bonus, appraisal, praise and recognition. It motivates all team members to adopt change rapidly.
The implementation plan for WFH policy includes:
Creation of policy: The Excelerate Energy based on external and internal factors focus on creating WFH policy while planning human, financial and technical planning. The planning is concerned with working hour, compensation such as data management, dress code, background for online working and so more.
Build communication policy: To implement change of WFH, organization focuses on building communication policy including virtual meetings via Google Meet, Skype etc.
Resource allocation: Excelerate Energy for change of WFH provides equipment such as laptop, data services to execute hurdle free working (Fahrani, 2022).
Training: The company provide training to employees concerning with working online via virtual platform, webinars etc.
Compliance with legal laws: To implement the change of WFH, company ensure compliance with laws of cyber security to ensure safety of employees information and company`s operation.
The implementation plan ensures smooth implementation of change within the Excelerate Energy while ensuring wellness of employees as well as productivity of organization.
| Particulars | Action required | Resources | Time-frame |
|---|---|---|---|
| Creation of policy | Identifying internal and external factor, need of change | Skilled team | 1 month |
| Build communication policy | Recognizing virtual communication tool | Zoom, Google Teams | 15 days |
| Training opportunities | Evaluating competitors strategy | virtual platform | 1 months |
| Compliance with legal laws | Market research | Legal counsel | 1 month |
For effective implementation of WFH policy change within the Excelerate Energy , it will use different communication methods such as virtual meetings, video conferencing, instant messaging, emails for formal announcement by using different communication app such as Microsoft Teams, Zoom etc. The effective communication allows working in a collaborative manner. Moreover the frequency of communication will be twice a day to ensure effective completion of work (Maurer, Bach and Oertel, 2022). However, ineffective internet connectivity can act as a hindrance or problem in the effective communication as it breaks scope of clear communication.
The communication implement plan is important to ensure smooth working while implementing change of WFH. It takes approx 3 months to implement.
| Particulars | Description | Resource required |
|---|---|---|
| Vehicles for communication | virtual meetings, video conferencing, instant messaging, emails | Laptop, Internet |
| Frequency of Communication | 2 | Data, mobile |
| Communication Network | Microsoft Teams, Zoom | Application |
The change in Excelerate Energy concern with WFH policy is beneficial to ensure safety of workers while smooth operation within company at the times of pandemic. In addition, the pandemic results in economic downturn hence the change advantageous as it is one of the cost-saving measures for the company while providing flexibility to employees during working.
5 Years | MSc
Some of recommendation for Excelerate Energy for effective implementation of change:
To sum up all, it has been articulated that leadership and human resource practice plays an important role in implanting change within the organization while considering internal and external factors. It can be inferred from the evaluation that COVID pandemic posed several challenges to company in terms of field working and providing timely services to customers. Hence, as a solution to this, the company implement a change of work-from-home policy for one year to conduct its operation in smooth manner while saving cost and meeting customers demand.
The report outlined that HR function of company plays an crucial role in managing employees, filling skill gap during the time of pandemic by implementing WFH policy effectively via providing training and offering attractive compensation. Moreover, strategic HRM of company allows in compliance with legal issues, stakeholder satisfaction and loyalty and wellbeing of employees via different HR function. From the report, it is evaluated that transformational is one of the suitable leadership style for company to avoid shortcomings in terms of resistance, employee motivation, adaptability of change and resource allocation. To implement change efficiently company use Kurt`s Lewin and Kotter`s change management model and use communication plan such as virtual meeting, emails for effective communication and collaboration.
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