1 BOOST CASE STUDY ANALYSIS 1.ExplanationofGrowthStrategyofBoostbeingUnsustainablefromtheHR Perspective Boost Juice was started in the year of 2000 in Australia and is also considered as one of the most popular and significant organizations. However, recently there had been an instability in their growth strategy. One of the major issues for such unsustainable growth strategy in Boost is from recruitment and performance management (Noeet al. 2017). They are not focusing on recruitment panel and as a result, several underserving candidates are getting selected in their business. It is leading them in reducing chances of brining other significant impacts of growth and development. Moreover, they are also not contributing enough to the performance management of the employees. Hence, growth strategy has become unsustainable at Boost. 2. HR contributing to the Love Life Culture of Boost Boost is a global brand that has been built on stronger marketing as well as operations foundations. As a result, they have achieved an extraordinary awareness of 94% during the first 5 years and has also improved chances of competing with their competitors (Mondy and Martocchio 2016). The International Franchise Partners of Boost mainly belong to the diversified backgrounds and few industries. These partners eventually hold the subsequent love life attitude, which helps us in growing the organization into the most significant brands. The HR department delivers the most unique customers’ experiences on the basis of love life culture. Janine, being the founder has eventually focused on this culture for maintaining a healthy working environment. 3. Role of HR in ensuring that their Partners continue in Re-Investing at Boost The International Franchise Partners of Boost come from diversified backgrounds and industries. Due to the diversity from different parts of the world, these partners are continuing
2 BOOST CASE STUDY ANALYSIS to provide high growth and profit to the new markets with their unique strategies. In the year of 2013, it was noted that more than 40% of the existing franchise partner network had invested in Boost and they are now owning more than 1 business of Boost Juice (Cascio 2015). The entire HR department is responsible for ensuring that these partners would continue re investing at Boost. Since there had been major disruption in the entire industry of juice, the organization should focus on recruitment and selection of the new employees, as a part of their HR functions. 4. HR related Implications of the International Strategy of Boost There are some of the most significant and important implications of HR for the international strategy of Boost. This particular strategy recognizes that the customers in the entire world comprise of various customs, different values, media habit and tastes to eventually understand the significance of global brand consistency (Noeet al. 2015). It is imperative that the original integrity of the brand values as well as messages are being maintained.Anothersignificantimplicationincludesmaintenanceofbrandnameby including a workplace safety and training and development. Moreover, the HR department has also ensured that in spite of having globalized business, cultural differences are avoided to a high level. 5. Description of HR Function playing a Strategic role in Future at Boost The main functions of human resources involve recruitment and selection, staff training, payroll, employee relations, labour law compliance and record keeping. As a result, the major performance issues, present within the employees of Boost could be extremely problematic for their growth and development strategy (Bratton and Gold 2017). These distinct functionalities are vital for ensuring that the organization is meeting every essential need of staff and management. HR functions play one of the most significant and important
3 BOOST CASE STUDY ANALYSIS strategic roles for Boost in future. These functions majorly handle the entire business and make sure that proper policies and procedures are being designed for bringing out a productiveandsafeworkfacility(DeCenzo,RobbinsandVerhulst2016).Effective management of individuals within international settings needs motivation and inspiration to employees for working together, even after belonging from different diversified locations. According to McClelland’s theory of motivation, the organization should make their employees understand about three vital needs, which are need for achievement, need for power and need for affiliation (Chelladurai and Kerwin 2018). As soon as the employees would identify these three needs, he or she would be motivated to provide maximum production and hence increasing productivity in Boost. It is extremelyimportant and significant to ensure that a set of standards is being obtained and striving for succession. The need for achievement is the behaviour that is being directed towards high competition with the subsequent standard of excellence (Sparrow, Brewster and Chung 2016). The second need is the need for power that is mainly concerned while making a high impact on others and to influence others. The high need for power would allow the individuals in providing subsequent production and also influencing the other employees in Boost. The major concern for maintenance of leader and follower relations is being characterized for the individuals (Jackson,SchulerandJiang2014).Thefinalneedforaffiliationisthedesirefor establishment as well as maintenance of warm and friendly relation with any other employee. One of the major duties of this HR in Boost include ensuring that the business is operating in compliance with all the labour laws. These HR functionalities also comply with the set of rules and employment regulations (Anderson, Fontinha and Robson 2019). Boost has focused on their recruitment and selection of different employees and staff, so that it becomes easier
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4 BOOST CASE STUDY ANALYSIS for them to involve several new employees in bringing changes and high production without any complexity. Moreover, to ensure success of strategy in the future, they are fostering global collaboration. The HR professionals have become highly generalist and they tend to know less regarding regular internal operations as well as focusing maximum on ensuring personnel work collaboratively as a team (Kramar 2014). The functions also focus on competitive advantages, economic survival and profitability for tough financial times. The role of HR is being limited to recruiting staff, management of advantages as well as handling disciplinary activitiestoensurecontrollingofexpenses,reductionofemployeeattritionoreven participation within the organization. One of the major strategies is their customer relations for setting Boost apart from different competitors in the entire world. The HR functions, such as recruitment and selection and policy formulation are responsible for enhancing growth of their strategies in the future, so that they are able to lead the Australian market majorly (Tyson 2014). Moreover, scope for marketing is also enhanced and it ensures that the clients comprise of core opportunity for interactive communication, when they want to share their feedback and experiences, either negative or positive. Another vital role that the HR function has played in enhancing strategy for Boost is by embarking the international expansion strategy with other franchises in the world. It is being by record keeping and tax compliance (DeCenzo, Robbins and Verhulst 2016). The entire HR office is responsible for record keeping of the entire business and there should be records of income, expenses, summary of the business transactions and purchases. Employee records are also maintained and business information is easily communicated in all the outlets of Boost Juice in Australia and rest of the world. Furthermore, the next vital and significant HR function that is responsible for bringing maximum success is the strategy execution for futureispayrollandbenefits(Sparrow,BrewsterandChung2016).Thesubsequent
5 BOOST CASE STUDY ANALYSIS dispensation of the payroll comes under the duties of HR and these are majorly handled by the staff of human resources. Proper management of employee relations is also enhanced to a high level and it is required for encouraging employees in the work place, so that proper solutions are being given under every circumstance. As a result, the employees are able to provide maximum productivity and strategy becomes successful without much complexity. Inter relations amongst the employees are also required for maintaining a proper working environment (Bratton and Gold 2017). The HR function also plays a significant role in the employee performance improvement plan, which is also considered as one of the most significant and important requirements in executing a successful strategy in the future. This particular department of HR is highly instrumental for setting up of performance improvement plans and these are written proposals that are being designed for helping to struggle the staff in improving their work for raising it to a specific expectation level of the organization. A proper description of the performance and behaviour of the employees is highly required for Boost to ensure that they are providing proper performances without much complexity and will be providing in the future to ensure that the strategy is effective and efficient (Mondy and Martocchio 2016). As a result, the goals and objectives of the organization would be easily and promptly achieved and Boost Juice would be gaining maximum success. Moreover, the organization would be able to execute the future strategies easily and would be involving maximum growth and development opportunities with the involvement of the employees. International teams would also be made with the help of these HR functions and it would allow the company of Boost Juice in building stronger teams and getting individual recognition in the entire globalized market (Chelladuraiand Kerwin 2018).
6 BOOST CASE STUDY ANALYSIS References Anderson, V., Fontinha, R. and Robson, F., 2019.Research methods in human resource management: investigating a business issue. Kogan Page Publishers. Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave. Cascio, W.F., 2015. Costing human resources.Wiley Encyclopedia of Management, pp.1-1. Chelladurai, P. and Kerwin, S., 2018.Human resource management in sport and recreation. Human Kinetics. DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016.Fundamentals of Human Resource Management, Binder Ready Version. John Wiley & Sons. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), pp.1-56. Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), pp.1069-1089. Mondy, R. and Martocchio, J.J., 2016.Human resource management. Pearson. Noe,R.A.,Hollenbeck,J.R.,Gerhart,B.andWright,P.M.,2015.Humanresources management.Instructor,2015. Noe,R.A.,Hollenbeck,J.R.,Gerhart,B.andWright,P.M.,2017.Humanresource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education. Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management. Routledge. Tyson, S., 2014.Essentials of human resource management. Routledge.
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