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Question: Discuss About the State Government Professional Services? Answer: Introduction: State Government Professional Services Agency Australia that is PSAA is a non-government organisation which is currently providing housing service, support and consultancy to the backwards section of the society. There has been a business projection of significant increasing in business in PSAA but many external and internal issues have been evolved which is the major inconsistency for achieving the business requirement in near future. As a non-profit organisation, the PSAA need funding for the organisational functionality and development but there is a lack of funding from government and non-government organisations. It is a major concern for the organisation which needs to be addressed promptly for future development and maintain functionality. The PSAA is working for the backwards section of the society for resolving housing issues and to provide consultancy. A good business communication between the organisation and the consumers need to be established but PSAA is facing great di fficulty for incorporating structured customer service and support the backwards section. Lack of skilled, part-time or temporary employees evoked the situation. The undesirable queue of queries, unsatisfactory feedbacks and consumer dissatisfaction evolved a vulnerable situation in the office environment. This induces a sense of insecurity and stress among the employees. In this discussion, a brief understanding and identification of the organisational challenges have been done on the basis of the present record and subsequent organisational approaches and methods for resolving these issues also have been mentioned. Strategic recommendations also have been incorporated in this discussion. Problems: Lack of funding: According to the present discussion, the demand of the service would increase in next few years which need recruitment of skilled employees and detailed and professional training. The present turnover of the organisation is significantly low. The key challenge to deliver the upcoming business requirement is to address the issue of recruitment of potential candidates and retaining the current workforce. As a non-profit organisation, PSAA needs to have huge funding resources from government and non-government bodies. Funding is necessary for addressing the economic sustainability of the organisation is a current scenario. The human resource has been developed an employee retention policy which is attractive in nature which is proving gym facility, the assistance program for the employees and flexibility for working hour. As a non-profit organisation, PSAA needs to create awareness in favour of the organisation to attract potential employees and retain them during the period of high del iverability.Apart from the permanent employee, there is a huge demand for part-time and temporary employees (Bhattacharya et al. 2015, p.76). A great deal of promotion, awareness need to be created for attracting people to be the part of PSAA as the temporary or part-time employee. Government funding is necessary for improving the current structure as well for future development as PSAA has been formulating a structural development plan for the organisation. The current company objectives are not matching up with the present scenario due to lack of infrastructure and skilled as well as young and energetic employees.Meeting with the current object is needed for future development of the organisation. Therefore recruitment of potential workforce and retaining them for future business development and structural development is necessary for PSAA for economic sustainability (O'Dwyer, 2015, p.56). Lack of execution of employee retention policy: It has been clearly evident from the discussion that employees of PSAA have been working in highly stressful and vulnerable work environment. The motive of the organisation is to address the provide services to the backwards section of the society which sometimes develops situations where employees need to handle angry and disagreeable clients due to the dissatisfaction of the service. The human resource department of State Government Professional Services Agency Australia has to address these vulnerable situations which may compromise employee safety where 69% of them are women. An infrastructural development and improvement of the customer care department will decrease these situations and can induce a sense of security for the employee (Terera, 2014, p.481). From the record, it could be seen that 25% of the total employee will be retiring within next 7 years which is alarming as there is high business generation within the next 2 to 3 years. There are more workforces required for addressing the upcoming service demand and more native employees are needed for understanding the social requirement and addressing the social sustainability of the organisation. The organisation needs to identify potential workforces for State Government Professional Services Agency Australia through organisation awareness and promotion. The organisation is providing huge arrays of employee facility which need to be conveyed for the fresh recruitment and retaining the present workforce (Hall et al. 2016, p.93). Lack of infrastructure and development, there is a huge gap of organisational policy and current scenario. PSAA need to incorporate professional planning tool to determine the employee performance which could help the organisation for the future development of the training programs for employees for enhancing professional performance. There is a huge requirement of part-time and temporary employees which need to be addressed for meeting the future business requirements. Ther efore a great deal of social awareness and benefit availability need to be conveyed to the community for attracting the potential employees (Thomas et al. 2014, p.69). Inconsistency of organisational objectives and current scenario: There is a huge gap between the organisational objective and present business scenario. High-quality service deliverability is the priority of the State Government Professional Services Agency Australia but there is a huge inconsistent customer service outcome such as the long queue, complaints and customer dissatisfaction. the PSAA is working for the service of housing service and consultancy which required to handle a great number of enquiries regarding the services (Wood et al. 2016, p.43). But there is a gap between the expectation and result which incurs anger and disagreements in consumers. The employees have to work in a stressful and vulnerable work environment which imposes a great problem for retaining the employees in the organisation. From the discussion, it could be seen that only 2% of the employee is native which is need to be addressed for achieving desired interactions between the backwards community and State Government Professional Services Agency Australia. The or ganisation is working for the backwards section of the society and hence due to lack of native employee, there is a lack of social trust and communication. The organisational objective is to maintain social sustainability which is inconsistent with present scenario. A great deal of funding is necessary from government agencies for infrastructural and functional growth. But the lack of funding from the government and non-government organisations have emerged an inconsistent situation with the organisational objective. Apart from a lack of funding, there is insufficient turnover for maintaining the functionality of the organisation and future development. A huge funding is required for organisational functionality, employee retention and service development for PSAA. Funding is also necessary for generating social awareness which would incur potential employees for addressing future business developments and fulfilling the organisational objectives (Hall et al. 2016, p.89). Approaches and Methods: Consistent funding and strong financial plan: State Government Professional Services Agency Australia needs to create awareness and demographics to the government and non-government organisations to encourage consistent funding for the PSAA. There has been projection of the increase in business in 2 to 3 years which is required a great deal of funding for constituting organisational structure and recruiting fresh and potential employees for addressing the future business development (Beamond et al. 2016, p.501). PSAA is working for the backwards section of the society which required social sustainability of the organisation for achieving the organisational goal. PSAA need to incorporate management tools and strategies for future development and to execute employee retention policy for the organisation. Only 2 % of the employee is native which need to increase for addressing social sustainability issues. There is a huge scope of improvement for customer service which is the primary requirement for the organisation. A quality cons umer support, less queue and satisfactory service will provide secure and desirable work environment which is a great necessary for retaining employees. The organisation needs to incorporate multi-level organisational structure for smooth functionality of the organisation which is currently flat. Therefore government and non-government organisations need to expand their support for PSAA to incorporate necessary components (Wright, 2014, p.87). Human resource management strategies: Organisational leadership strategy: the success and failure of the organisation are solely depending on the decision making capability of the leaders in the organisation. These leadership positions are fulfilled through the careful and strategic selection of potential candidates or promoting current employees. The Human resource is playing an important role in while selecting candidates for these leadership's posts. From the discussion, it could be seen that the organisational structure of State Government Professional Services Agency Australia is flat in nature where distinctive leadership could not be seen. There has been a projection of business development in next 2 to 3 years which needs strategic development of the organisation for positive decision making and achieving an organisational goal (Rossoet al. 2014, p.203). Talent strategy: The HRM of the organisation need to identify, recruit and retain desired talents necessary for the organisation. PSAA is responsible for service to the backwards section of the society and consultation which required a great deal of business to consumer communication for providing consumer satisfaction. The HRM of PSAA is needed to identify quality candidates with good communication and management qualities. The HRM should recruit more native employees to increase more communication between the target consumer and the organisation. This initiative is necessary for social sustainability (Patton et al. 2015, p.113). Performance Philosophy strategy: the organisation has to incorporate performance philosophy where performance base incentives and facilitiesare needed to be showcased for the employees as a part of the employee retention policy. The organisational objective is to develop the customer service and organisational infrastructure for future business development. 25% of the total employee is retiring in next 7 years which required great concern and recruitment strategy for PSAA (Armstrong et al. 2014, p.37). Strategic Planning:The HRM need to develop a strategic planning according to the organisational objective and implementation. Apart from recruiting talented and desired employees for the organisation, more native employees need to be recruited for social sustainability of the organisation and strategic communication development among the organisation and backwards section of the society (Sparrow et al. 2016, p. 334). Business management tools: State Government Professional Services Agency Australia has to imply business management tools for removing the inconsistency of the organisational objective and present organisational scenario in terms of structure, finance and future development (Galliers, et al. 2014, p.53). PSAA need to identify weak section or components and design the strategic planning accordingly for addressing the future business developments. PSAA need to match up the organisational goal and current scenario for getting support from government agencies and non-government organisations (Pinedo et al. 2013, p. 43). There are some shortlisted management strategies for future development of the organisation such as Implementation of business strategies including HRM strategies Developing business to consumer relationship and customer service development Employee training and development planning implementation Consistency of the core values of the organisation Developing mission and vision statement for the organisation Quality management implementation Incorporation of annual financial planning Conclusion It has been concluded from the above discussion that State Government Professional Services Agency Australia has to address the current business scenario which is not favourable for the organisation. As a non- profit organisation, PSAA needs to develop strategic financial planning for attracting support from government and non-government organisations. it is evident from the discussion that there are many inconsistencies in the organisation which need to be addressed for future development and matching up projected business opportunity in 2 to 3 years. There has been a scope for implementation of human resource planning in the PSAA for recruiting talented candidates and retaining employees inducing performance philosophy in the organisation. State Government Professional Services Agency Australia needs to recruit more native employees for improving business communication and social sustainability. There is much business manage net tools that could be incorporated into the development of the organisational infrastructure and strategic planning for achieving organisational goal.Development of the core value of the organisation and mission and vision statement will help the take shape in desired organisational structure which could resolve the gap between the organisational objective and current scenario. Recommendation: Lack of funding: Strategic financial planning. Adopting financial sustainability tools for attracting government and non-government funding. Lack of execution of employee retention policy: Incorporation of HRM strategic planning Promotion and organisational awareness programs for attracting potential employees Inconsistency of organisational objectives and current scenario Incorporating modern business strategies for developing structured organisation Incorporation of SWOT analysis, experience curve and corporate strategy and portfolio theory for developing consistent business plan for PSAA Reference list: O'Dwyer, B. and Boomsma, R., 2015. The co-construction of NGO accountability: Aligning imposed and felt accountability in NGO-funder accountability relationships.Accounting, Auditing Accountability Journal,28(1), pp.36-68. Bhattacharya, S.R. and Gupta, S., 2015. A study on emotional awareness and organisational role stress among the middle management level employees.International Journal of Work Organisation and Emotion,7(1), pp.63-82. Terera, S.R. and Ngirande, H., 2014. 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