Analysis of Baddocks Company Staff Retention and Recommendations

This report examines the staff retention challenges faced by Baddocks Company (BLC). It begins with a staff status analysis, recommending strategies to understand and address high employee turnover, including analyzing departments, reasons for termination, and employee demographics. The report then provides recommendations for improving staff retention, such as hiring the right staff, offering competitive pay and rewards, providing recognition and praise, showing career paths, and offering flexible schedules. It emphasizes the importance of aligning the company's vision with staff needs through clear communication, transparency, and regular check-ins. The report also explores the benefits of employee retention and the importance of workforce diversity and cross-cultural management in fostering innovation, improving customer service, promoting social responsibility, and increasing adaptability. The analysis includes a review of the internal and external environments to develop workplace objectives and strategies to address the company's staff retention issues.

Analysis

Table of contents
Introduction......................................................................................................................................3
Assessment task 1............................................................................................................................3
Assignment task 2............................................................................................................................8
Part 1................................................................................................................................................8
Part 2..............................................................................................................................................10
Part 3..............................................................................................................................................11
Assignment task 3.........................................................................................................................11
Assignment task 4..........................................................................................................................13
Reference list.................................................................................................................................16

Introduction
Diversity in the community helps the organization to respond effectively to the emerging needs
of the customers and the clients. Managing the workforce helps the organization to meet out the
required objectives and goals of the organization. It helps the employees to retain for a longer
time in the organization. This report is based on some case studies which have been analysed and
evaluated to find some answers.
Assessment task 1
1. Staff statue analysis:
To ensure improvement and avoid the failures that the Baddocks is facing related to staff
turnover it is important for the company that it must adopt staff analysis that will help it to take
required initiative. Staff analysis is a regular activity in which proper records are to be
maintained and further required discussion with the supervisor over it. The purpose of this
analysis is to know about the level of workload that every staff must be allotted, the structure of
the organization and job satisfaction among employees. An analysis of employee turnover helps
to know the reason behind leaving the organization and what strategies can be applied to retain
the employees. This analysis starts with preparing a spreadsheet and collect all the data of the
employees who left the organization in some last years. Baddocks can include employees’ name,
position, department, the reason for termination, Fair labour standards act status, annual salary,
EEO information and the total cost to replace the employee (Trittin & Schoeneborn, 2017).
Department/position: Baddocks must find out the departments with the highest turnover staff as
it may be considered that this department may require more HR attention and positions having
high turnover needs to be restructured (Harrington & Voehl, 2016).

Reason for termination: Baddocks must focus on finding out the reason behind every
termination. For example, if an employee is leaving the company due to family reasons,
Baddocks must adopt more family-friendly policies (Leverence et al. 2017).
FLSA status: High turnover in nonexempt positions requires the jobs to be restructured while
turnover in exempt positions can be a reason for a serious matter for financial resources
(Sjöström et al. 2018).
EEO status: Baddocks must focus more on minority groups as turnover in this group can be due
to the unintentional effect of certain policies (Seckinger et al. 2018).
Annual salary: It can be an indicator for Baddocks to focus more on attractive compensation
and pay plans (Gallivan et al. 2015.
Date of birth: An analysis of the age of the person with the help of this data can help in
ascertaining the gen X, Gen Y or baby boomers that need to be addressed (Auffray et al. 2016).
Date of termination: This data helps to know the kind of termination of the employees as to
know whether it is seasonal termination or they are leaving after getting annual bonuses (Bulger,
2018).
Tenure: If the departure of the people is more during their first year of work it will let to know
that the issue is in the recruitment process, orientation or employee training (Chadel et al. 2016).
2. Employee turnover is a part of every organization that it experiences. This sometimes has a
great impact on the organization. Similar is in the case of Baddocks (BLC) company. Here are
some recommendations that it must use to rectify the retention of staff in the workplace (Valeva
et al. 2017).
Hiring the right staff: Baddocks must employ the right people with adequate skills and
knowledge in their field. It must use proper methods while hiring the staff for its company.
Employees must always have strong skills and match with the vacant positions. Baddocks must
hire those employees who can fit into the behavioural and cultural environment of the business.
They must be interviewed regarding there techniques to face various situations. They must be
made clarified about the working environment while hiring (Baur et al. 2017).

Pays and rewards: Baddocks must offer well compensation, attractive way with other benefits
also. They must be provided with their essential necessities such as housing, food and other
utilities. Additionally, the provision of extra money for extra work is also crucial as it sometimes
becomes the key reason behind the high turnover in a company. Employees always want good
benefits from the company. Hence, Baddocks must always try to compensate better than their
competitors to minimize the risk of staff turnover.
Recognition and praise: Every employee needs some recognition and appraisal for the work
done. Baddocks must give praise to their employees on successful completion of the task. The
reason is to encourage them and support them for their task and create a positive working
environment. When employees feel motivated, respected, acknowledged and desired they like to
stay at one job and hence decrease staff turnover (Council, 2017).
Show the career path: Baddocks must show their employees a clear path to upgrade their skills.
It will help them to get some direction and purpose for the future. Employees always want to stay
at one job and upgrade their skills. Baddocks must know the career requirements of every
employee and must give them direction according to it (World Health Organization, 2015).
Flexible schedule: Employees must be given flexible work schedules so that they can make a
balance for themselves. It helps them to adjust their work time and location and get time for their
family. If it is not possible for Baddocks then it can offer flexibility wherever possible such as
flexible lunchtimes etcetera.
3. Every business has a vision of its own. Creating a vision is simple but aligning employee
ever with it quite tricky. Completion of the vision is only possible with the help of adequate and
skilled staff. Hence Baddocks must also take some steps to align business statement with staff
requirements. It will help them to meet company needs along with staff needs (Wrench, 2016).
Making the vision a part of company process: Baddocks must try to make their employees
clear about their vision. It must hear their employees all the time whether it is their query or a
suggestion. The whole process of working must be discussed regularly. Employees must be
made clear about the Baddocks’ output, uniqueness, progress and importance of human
resources.

Tie the vision with the goal: Baddocks should integrate the business statement with the business
goals. It will help to convert the vision as a daily task. As everyone will try to work with full
efforts to achieve its goals it will help the company to achieve the vision also. It will get the
contribution of every employee in the vision. Integrating the company's vision with staff
requirements is an important aspect of a successful company.
Clear communication: Braddock must always try to focus on concise and clear communication
with the employees. There must be no misunderstanding between them. Company goals and
objectives integrated with vision must be made clear to employees with the help of proper, clear
and reliable methods of communication. Baddocks must use face to face communication along
with some high tech resources also such as emails, blogs, texts and other platforms.
Company transparency: Baddocks' leaders must focus on maintaining transparency in the
working of the business. It helps the employees to get motivated if they know that one is working
hard to achieve the vision of the company they also give their full efforts. Baddocks must
promote transparency as it will help the business to build good relationship and trust among
employees and customers. They will come to know about the guidelines established by the
company and hence will work according to it.
Follow-ups and check-in: Baddocks must always get review and feedback from the employees
to help them by guiding for their queries. It will also help them to align with the company needs.
Check-ins must be regular and frequent. Baddocks must make monthly or weekly check-ins as it
will help the staff to feel motivated and supported. Check-in on the projects and deadlines of the
employees will make them work towards the progression and aligning with the company’s
vision.
4. Employee retention is the need for every organization to achieve its goals. It is the
methods that can be adopted by the company to retain its staff for a longer period of time.
Employee retention strategies are a method of retaining the employees for maximum time and
making efforts to ensure the growth of the employees. There exist many objectives, and it has
great importance of retaining required skilled labour (Lopes et al. 2015).
Hiring is not an easy process: Recruiting the right employee for the right job is not an easy
task. Recruiters follow a complex and long process to hire an employee. They have to find the

best employee from a number of choices, conduct several interviews and take many preliminary
tests to take a decision. Hence it is not an easy process to hire an individual (Cascio, 2015).
Takes time and money: An organization invests a lot of time and money in making him work
according to the requirements. Company has to train an employee when he joins the company,
and it takes much time. When an employee leaves the company all the money and time goes in
vain, and HR has to follow the complex process again.
Competition: Sometimes it becomes possible that when an employee leaves the company, he
may join the competitor company. In such cases, it becomes possible that they take policies,
strategies and methods to other company. It can be chances that they may leak the secret
information and statistics to the new company.
Policies and guidelines: Those employees who were working for a longer period of time with
the company have all the information related to policies and guidelines of the company. Hence,
they perform much better than new individuals. New individuals take much time to understand
all the rules and regulations of the company. Employees who are already involved in the
company can perform better and effectively.
Loyalty: Also those employees who remain with the company for a longer time have more
chances of being loyal. When they get all the required benefits of their choice, they feel more
attached to the company. Hence, they show more loyalty than a new individual. For them, the
company is their first priority over all other things.
Potential: Those employees who are working within the company for a long time show their
potential in work. They perform the task and activity assigned to them with full efforts. They try
to show their creativity. New individual ma lacks talent and may not be as much hardworking as
an already working employee.
5. Workforce diversity and cross-cultural management refer to managing the activities of
the organisation related to hiring, supervising, use the skills and promoting employees of
different backgrounds (Lopes et al. 2015). It is essential for the organization to know about the
dynamic workforce. They play a crucial role in the HR policy such as:
Increased innovation: Diverse workforce means a range of ideas, expressions and creativity. It
is generally related to new ideas that help the organization to create new products and provide

the best services. Different individuals have different creativity. Hence, they show variance in
their work and provides the products with an innovative touch.
Improved customer service: Different people have different abilities and capabilities. Some
individuals have patience while some have better communication skills. Hence people from
different culture helps the organization to meet the diversified demands of the clients.
Social responsibility: workforce from different cultures is a symbol of diversification in the
organization. The cross-cultural team helps the organization in showing that they support every
community and hence have a positive impact on society. An organization with a diverse
workforce can be shown as a company which believes in equity and diversity.
Increased adaptability: Workers from different culture have different talents among them. They
can perform the same task differently while helping the organisation in bringing the
diversification in the working also. This helps them to be more flexible and adaptable to the
dynamic business environment. It helps the organization to meet the dynamic demands of the
market and grow their business successfully.
Broader service range: Diverse workforce provides the benefit of knowledge of different kinds
of languages at one place. It helps the organization to expand the business globally. It reduces the
chances of being not successful due to incomplete knowledge of different languages of other
countries. It helps the organization to interact in better ways and hence, brings growth
opportunities.

Assignment task 2
Part 1
Template One – Workforce projections
Dean Bakeries Current Staff Staff required Shortfall Surplus Recommended Hire
date
Bakers Other Bakers Other Bakers Other Bakers Other
St. Kilda 2 7 1 5 - - 1 2 Sep 2019
Windsor 2 12 2 10 - - 0 2 Nov 2019
Essendon 2 12 1 2 - - 1 10 Dec 2019
Brighton 2 12 2 8 - - 0 4 Sep 2019
Pakenham 2 12 2 10 - - 2 12 Sep 2019
Kyabram 2 12 1 6 - - 1 6 Dec 2019
Sale - - 1 6 1 6 - -
Shepparton - - 4 24 4 24 - -
Total 10 67 7 43 5 30 5 28
1. The best organizational structure for the dean bakery shall be functional structure as it is
generally used to organize workers. In this structure, people are grouped on the basis of their
skills and knowledge. It is structured vertically from top to bottom (De Bruecker et al. 2015).
This kind of structure follow different functions such as research, marketing etcetera its
advantages are:
 specialization in the working
 enhanced productivity

 accountable staff
 the clarity in employees' roles
Disadvantages:
 aligning priorities
 the flow of communicating and information
 collaboration
 co-ordination while taking any decision
 management of other departments
2. There are numerous jobs and skills that are needed to meet organizational strategies.
Required skills can include positive attitude, good communication skills, teamwork, self-
management, willingness to learn, thinking skills such as decision making ability, problem
solving assessment, resilience, employability skills, being reliable and dependable while jobs can
be classified as managing consultants, business developers, strategic cost analyst, operation
analysts and corporate developers etc (Noe et al. 2017).
3. As both Glen and Tom are concerned about hiring new staff for the new stores, they must
hire them around two months before any season or festival. This is because it will take around
one month for the training of new member and to one more month to gain experience about what
the work is. It will take around two months for a new individual to adapt to the working
environment. Most of the hiring must be done from September 2019 to December 2019.
4. They can use several strategies to make up the shortfall as notice period before leaving
the organization, job rotations and exit interviews for the job, recruitment of additional staff,
good recruitment network with agencies and reference friends and relatives etc. for new
recruitments they must check their job background and specific knowledge and skills test,
reasons for leaving the last job, references if any etcetera recruitment in each section must be
done on the basis of skill gap analysis (Murphy et al. 2017).
5. The strategies that could be engaged to manage a staff surplus include:
 Other employees must not include that this has been done to cut labour cost; rather it
must be seen as employees have no choice than doing more work due to a reduction in the
workforce.
 Use outsourced staff while labour deficits as it will help to work out smoothly.

 Redistributing excess staff can also help in managing staff surplus. They will provide
more flexibility in the work.
 Offering early retirement and contract buyouts can provide sufficient attribute to reduce
labour surplus.
 Labour surplus can also be managed by hiring new staff seasonally. One can also hire
staff only for the labour deficit period.
6. To ensure that they are able to source skilled labour as compared to their competitors
they must use the following strategies such as:
 Reshaping recruitment efforts
 Recruiting and retaining contract employees with long term growth potentials
 Recruiting more flexible workforce
 Committing to the employees
7. There are many strategies should be in place to retain skilled labour such as paying a
competitive salary, making them a member of the team, offering proper training, promoting
informal organizational structure, allowing room for advancement, making time, encouraging
suggestions and offering praise and acknowledgement to them (Rice, 2015). Hiring the right
candidates for the right job and creating an environment that suits their needs are some of the
ways to retain more workforce.
8. They can get staff in Kyabram where the existing businesses are facing staff shortages
and where most of the workforce is ageing by looking for the talent in the existing staff
(Riccucci 2018). Provision the training and development to already working staff can help them
to get rid of the situation. Adjusting the hiring criteria according to the needs like hiring only
professionals who can meet all job requirements and hiring those who are a mix of talent pools is
also a good solution. Another means to deal with staff shortage is transfer. They can transfer
their staff from one bakery to the required one.

9. Global trends or incidents can lead to a change in their objectives and strategy. Hence
there is a need to understand coupling behaviour and dynamic change that occur (Squires et al.
2017). Employment type must be changed from full time and permanent to contract based, and
they should rely on consultants to reduce overheads and improve flexibility.
10. Strategies that should be in place to have a succession planning system, organisational
climate and employer of choice are as follows:
 They must have a clear understanding of the required talent needs.
 Must follow the business based approach
 Ensure a pool of skills in the organization
 Focus on development
11. Staff retirement, annual leave and maternity leave plans affect the organisation and its
ability to deliver services in a positive way. Employees feel job satisfaction and work for a
longer period with the company. Every employee needs to fulfil personal objectives along with
organizational goals. These kinds of leave plans help the employee to deliver the best service to
customers (Pozo-Martin et al. 2017).
Template Two – Action Plan
Action Physical and financial resources
required
Human resources
required
Timeframe
s
Responsibility
Providing
the
required
asset
Microwave oven baker Ten days Purchase
manager
Completio
plates assistant 15 days Purchase