HRM Practices and Solutions for Royale Foods

This report discusses the HRM issues faced by Royale Foods, including employee conflict, negative working environment, and noncompliance with legal requirements. It provides solutions and an implementation plan to address these issues. The report also highlights the associated risks.

ROYALE FOODS

EXECUTIVE SUMMARY
This report highlights the issue which is being faced by Royale Foods in term of
maintaining the HRM practices in an organization. After that report has highlighted the solution
of the issue which is being faced by the Royale Foods and plan to implement the solution in the
organization. In the end the report has highlighted the different risk which are associated with the
same plan.

Table of Contents
MAIN BODY.............................................................................................................................................4
Issue in HRM practices of Royale Food..................................................................................................4
Solution of the issue faced by organization.............................................................................................4
Implementation Plan................................................................................................................................5
Risk Register...........................................................................................................................................6
REFERENCE..........................................................................................................................................10

MAIN BODY
Issue in HRM practices of Royale Food
After going through the case study there are variety of HRM issue which has been
derived some of the primary HRM issue are as follows:
 Employee conflict: It is the first issue which has been derived, it has been understand
that there is good sort of employee conflict which generally present in the organization.
This is one of the biggest issue which is faced by all the employee in the organization
(Stokes and et.al., 2019). Majorly this type of the issue was identified in the logistic
department of the company. “Jo, a team leader has accused Miles a health and safety
executive of leaving her team in a dangerous situation” is one of the conflict identified.
 Negative working environment: It is another sort of issue which has been identified
with the help of case study of the company. It has been understand that employee who are
working in the organization are not that motivated to carry out different activity in the
organization. This is one of the biggest HRM issue which is faced by organization in
current scenario (van Harten and et.al., 2020).
 Noncompliance with legal requirement: It is another sort of issue which is faced by the
HRM department of organization. It had been analyzed employee are doing 12 hrs. shift
in the organization. This is not that good sign this will create variety of the issue for the
organization in the coming future as well. It had been analyzed that it has impacted the
employer image of the company in front of the other in the market.
Solution of the issue faced by organization
Looking at variety of different issue which has been identified with the help of the case study of
company. It has been understood that there are variety of the problem in the policies of the
company and also there is some sort of the issue in the communication plan of the company as
well.
Organization has to make sure that they have to compile the different process of the
business with the legal requirement of the company. One of the legal compliance is minimum
and maximum shift hour for the employee in the organization. Also, HR department has to make

sure that they used to follow the employment law in the organization and minimum wage rate
compliance in the organization (Leroy and et.al., 2018). This will ultimately help the company
in maintaining good sort of motivation among the employee in the organization, as it is one of
the issue which is faced by the company in the current scenario.
To implement the same changes in the organization, organization has to develop a
communication plan in the organization, so that there is good sort of clarity is maintain in the
organization. As it has been identified that with the help of good communication plan in the
organization, organization will able to maintain good HRM process in the organization.
New communication plan of the company will include new structure which will be
followed in the organization to maintain good sort of clarity (e Cunha and et.al., 2020). Also,
new communication plan in the organization will clearly define medium which will be used by
different employee to communicate with different individual in the organization. Implementation
plan of the company will also include providing training to the different employee about the way
through which they can operate different communication tool in a way that it help them in
implementing the plan in the best way possible.
Implementation Plan
 Informing different stakeholder: It is the first step which will be applied in the
implementation plan of the company. Under this step organization has to make sure that
they used to inform all the stakeholder about new plan which company is looking to
implement in the organization. One of the reason behind the same is that organization
will require good sort of support from different stakeholder to implement plan in an
organization. Also, doing this will help the company in earning the trust of the employee
as well as, as employee are the one in the organization who are most resist at the time of
bringing any sort of changes in the organization (Bondarouk, Trullen and Valverde,
2018). Hence, it is very important to have good sort of clarity among the employee at the
time of bringing good sort of change in the organization.
 Guideline to implement plan: It is next step which will be followed in the organization.
Under this step organization will be passing on the different step which need to be
followed by the different employee in the organization in a way that it used to help the

employee in having good sort of the clarity about their work. Organization also has to
make sure that all the employee are given the clear task which need to be followed by all
the employee in an organization.
 Implementation: It is the next step which will be followed in the implementation
process. It is the step where different task will be done to make sure that the plan is
implemented in the best way possible in the organization (Podgorodnichenko, Edgar and
McAndrew, 2020). This is one of the main step classified under implementation plan.
This is the step where planning step generally used to end and plan of the company
generally used to take shape in the organization.
 Monitoring and implementing change: It is the last step in the implementation plan,
organization has to make sure that they generally used to review the plan on the regular
basis and also they have to make sure that they are looking to find out the loop holes
which are there in the plan and on the basis of the same organization has to make sure
that they used to bring different changes in the plan of the company.
Cost
Looking at the cost aspect of this plan it has been identified that this plan will ultimately increase
the cost for the company. As organization has to invest the good sort of the resources in the
organization to bring this sort of changes and implement new plan in an organization. Cost of the
plan is as follows
Machinery 5000
Training 10000
Compliance fees 1000
Other Fees 4000
Total 20000
Risk Register
Risk Level of Risk Stakeholder
responsible
Mitigation strategy

Non optimum
utilization of
resources
As to improve the
communication issue
in the organization,
new medium of
communication tool
are procured in the
organization. Non
proper usage of the
same will impact the
efficiency of the plan
which has been
implement (Singh,
2016). This risk also
can be occurred if
there is non proper
allocation of the
resources in the
organization.
Resource allocator
Employee
To overcome the
same risk in the
organization.
Organization has to
make sure that
resource allocator is
generally clear about
the amount of the
resources which are
required and the
allocator is also
allocating the
resources according
to the same. This will
ultimately help the
company in
overcoming the same
issue in the
organization.
Not proper
implication of plan
It is another type of
risk which is
associated with this
type of the plan. As it
has been identified
that this plan is
generally
implemented by
Manager
Employee
To overcome the
same type of the risk
in the plan, manager
has to make sure that
they are bringing
good sort of the
clarity in the
organization and all
the individual are
clear about the

following good
process in the
organization. Any
miscommunication
can laid to this sort of
the risk in an
organization
different step which
they need to perform
in the organization.
This will ultimately
help the company in
overcoming the issue
of Not proper
implication of plan in
an organization
(O'Har, Senesi and
Molenaar, 2017).
Employee conflict: It
is another type of the
risk which will be
generally associated
with this type of plan.
Reason behind the
same is that there are
variety of the
different type of the
changes which has to
be brought by the
employee in the
organization. Hence,
it will get very
difficult for the
organization to
manage the interest
of all the employee.
Hence, it used to
create good sort of
Employee To manage this sort
of risk in the
organization,
organization has to
make sure that they
used to provide good
sort of motivation to
the different
employee and also
provide good sort of
the clarity to them in
the organization .
This will ultimately
force the different
employee in focusing
there sort of work in
the organization. This
will ultimately help
the organization in
maintaining good sort

conflict in different
employee in
organization.
of environment and
will ultimately result
in reducing amount
of the conflict in an
organization.

REFERENCE
Stokes, P and et.al., 2019. Resilience and the (micro-) dynamics of organizational ambidexterity:
implications for strategic HRM. The International Journal of Human Resource
Management. 30(8). pp.1287-1322.
van Harten, J and et.al., 2020. Introduction to special issue on HRM and employability: mutual
gains or conflicting outcomes?.
Leroy, H and et.al., 2018. Managing people in organizations: Integrating the study of HRM and
leadership.
e Cunha, M.P and et.al., 2020. Strategic agility through improvisational capabilities: Implications
for a paradox-sensitive HRM. Human Resource Management Review. 30(1). p.100695.
Bondarouk, T., Trullen, J. and Valverde, M., 2018. Special issue of International Journal of
Human Resource Management: It’s never a straight line: advancing knowledge on HRM
implementation.
Podgorodnichenko, N., Edgar, F. and McAndrew, I., 2020. The role of HRM in developing
sustainable organizations: Contemporary challenges and contradictions. Human Resource
Management Review. 30(3). p.100685.
Singh, Y., 2016. Employee engagement as a contemporary issue in HRM--A conceptual
framework. International Journal of Engineering and Management Research (IJEMR), 6(5),
pp.364-368.
O'Har, J. P., Senesi, C. W. and Molenaar, K. R., 2017. Development of a risk register
spreadsheet tool for enterprise-and program-level risk management. Transportation research
record. 2604(1). pp.19-27.