Optimizing HR Processes at B.N. Foray

This business report discusses the primary HRM issues faced by B.N. Foray and proposes strategies to optimize the delivery of HR processes. The report covers topics such as conflict resolution, employee engagement, and reducing turnover. It also includes a risk register to identify potential challenges. The content is relevant to HR management, organizational behavior, and business management courses.

A Business Report to optimise
the delivery of HR Processes
at B.N. Foray

Executive summary
Human resource is one of the most important department of any organisation. B.N. Foray is
facing various H.R related issues like conflict among the employees, health and safety concerns
dissatisfaction among the work force etc. All these problems have direct impact over the final
results of the company and hence needs to be resolved. Sharing of work pressure, goal setting
theory of motivation, X and Y theory of leadership and management are some concepts which
can be applied at eth work place to face the different challenges. Thereafter, risk register is
designed in the last which can help in taking corrective actions against the predictable risks.
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Contents
Executive summary..........................................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Outline of the primary HRM issues in B.N. Foray.................................................................4
Proposal to optimise delivery of HR Processes at B.N. Foray...............................................5
Plan including outline costings, responsibilities....................................................................5
Risk register............................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
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INTRODUCTION
Human resource management is an approach where strategic methods and effective skills
of management are used to resolve disputes within organisation (WU and et.al., 2010). This
helps for business to gain business leverage in competitive advantage. The company taken here
in is B.N. Foray which is a global organisation in food sector. It has several employees and its
objective is to render healthy food services at a reasonable price. In this present report, various
issues faced by this organisation is discussed along with a proposal by which these issues can be
resolved.
MAIN BODY
Outline of the primary HRM issues in B.N. Foray
Conflicts among employees: This is an internal conflict emphasising on issues which are
threatening relation with supplier and A line manager is seeking help to resolve it. Another issue
revolving here, is given by team leader, accusing miles for leaving company in critical condition.
This has become an urgent issue which needs to be resolved as soon as possible. Another issue in
logistics is that joe has always been very much concerned, about health and safety of employees
at B.N. Foray. She is facing many problems in her team regarding issues which are related to her
team members and concern related to issues between her and Miles. The conversation is not
being completed and has arisen to affect their working relationship.
Inefficiency of employees: Many inappropriate issue and conflicts are arising in the
logistics. There is lack of integration in the work as the work force is not clear with their roles
and responsibilities at the regional level which is resulting into conflicts at operational level
employees. People were not given correct guidance due to which the employees were unable to
get trained. People working in same zones were not even promoted in different sectors. This
started to make employees ineffective in nature and could not perform with their full capacity in
working. HR practices were not followed properly and repercussions were faced by the
employees of organisation.
High employee turnover: The employees working in that company were doing same work
since years. They were not shifted from one sector to other. This was not challenging and created
employee dissatisfaction. Also those working under Mark were pressurize to perform well and
were not treated well which further increases turnover of team members.
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Proposal to optimise delivery of HR Processes at B.N. Foray.
HRM processes are the strategies which can help an organisation to resolve their HR issues
(Pudelko, Reiche and Carr, 2015). B.N. Foray is an organisation which is facing numerous issues
and processes to resolve them are mentioned below:
Organise workshops: This will be done by organising workshops where employees will
learn about advantages of developing a healthy work environment. They will also get
information about the key disadvantages of getting involve in conflict or promoting negative
workplace environment.
Fun at work activities – Organisation will organise ''fun activities'' under the program
''fun at work'' on weekly basis. They will refresh mind of employees and it will provide them
with opportunity of interacting with other workers and senior managers.
Training and development seminars – Employees of this organization are not satisfied
with their job as they think that there is no scope for their personal and professional
development. By conducting training and development seminars, skills of employees will be
developed and they will start to get satisfy. This process will help in reducing high employee
turnover of this company.
Issues HRM processes Time Cost
Conflicts among
employees
Conducting
workshops
8 months 2000 pounds
Lack of employee
engagement
Conducting
weekly activities
3 months 18000 pounds
High employee
turnover
Training and
development
seminars
11 months 5000 pounds
Plan including outline costings, responsibilities
In the above discussion different issues that are faced by B.N.Foray are identified along
with a proposal of how they can be resolved. Planning for the application of proposal is done
here which will help in achieving the desired results of the proposal.
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Conflicts among the employees – The most important problem to be resolved is to develop
better relation among the work force as it is a primary requirement for getting the effective work
done by employees. In order to deal with this issue Chief People Officer of B.N. Foray can apply
the Situational theory of leadership (Lăzăroiu, G., 2015). Conducting the seminars for same
will add total cost to the firm but it is an investment as this will help in bring a positive change in
future working. 2000 pounds is budgeted for this step and it should be given care that the
estimated cost do not exceed.
According to this leader of the refereed to organisation can act according to the present
demand of the condition. Solution that is best and most acceptable for the work force should be
made so that sentiments of no employees gets affected. Leaders here has to do close analyses of
the situation so that they can change their leading style and only those who are capable of doing
same are successful leaders. This theory gives different styles to be adopted by leader like being
participative, adopting delegation, selling or telling the work force what to do (McCleskey,
2014).
Inefficiency of employees was the another problem that is faced in the firm and need
quick action. For same Goal setting theory of motivation can be used. It is a positive approach
which is supported with feedback. As the employees are not performing to their full capacity this
practice will help in influencing the work force to test their own calibre (Locke and Latham,
2012). According to this model the leaders must ensure that they maintain clarity in goals for
each department so that their vison is clear and everyone work in the same path (Demetriou and
Schmitz-Sciborski, 2011). Thereafter, challenging goals must be set against the employees so
that they do maximum capacity utilisation of their capabilities. Commitment should be taken
from the work force so that they are made accountable for the work which is allotted to them and
this will further raise feeling of responsibility in them.
Continuous Feedback must be given to those who are engage in particular projects as this
way those who are working can get to know on time that weather they are on the right path or not
and if required corrective actions can be taken. Lastly, this theory suggests that there should be
realistic expectations from the results and it should be in accordance to the complexity of the
task. Expecting beyond the possibilities hurt the sentiments of those involve in work and
demotivates them. It is the responsibility of HR director of B.N. Foray to ensure that during the
weekly activities application of this theory is done so that it can be identified that how successful
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it is to achieve the desired results. cost will incure in making the arrangemnts for the activites
which is estimated to eighteen thousand pounds.
Lastly, High employee turnover is found as a result of work pressure and arrogant
behaviour of the management. Equity theory of motivation can be applied against this problem.
It is successful way through which equality in the performance and reward is maintained so that
no one in the business feel unrecognised. There are situations in the business where although
some employees are giving their full efforts but are not appreciated because of few who are not
dedicated towards the job. Equity theory says that the level of motivation in an individual is
directly related to the level of equality and fairness maintained by the management. It is found
that those who are most appreciated or awarded for good giving good results are most motivated
and gives their full efforts in future too (Lynch, McCormack and McCance, 2011). With the
application of same in the business those employees who are performing under pressure and are
not happy with the job will also develop a positive perception towards the management that if
they will cooperate then they will also get the incentives in kind or cash in return. HR director of
B.N. Foray should see that evaluation of every individual performance is done so that
accordingly they can be rewarded at the end.
Risk register
RISK TITLE
R RISK
RATING
(10)
RISK
DESCRIPTION /
IMPACT
Probability
Of risk Precautions
Addition of
expenditure
on total cost
of the firm
6.5
There are chances
that application of
theories is not done
well and hence this
way the expected
results will not be
achieved.
Low
While conducting
the seminars and
weekly activities
close monitoring
should be keep on
how the application
of theories is done
and quick steps
should be taken if
any deviation is
found.
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Deviation of
management
from more
priority work
7
When additional
activities are planned
in between it affects
the routine job. This
may add more
responsibility for the
management and
they may fail to give
proper attention on
their core operations.
High
Proper planning
and delegation of
authority should be
done well in
advance so that no
one is over
pressurise with the
work.
CONCLUSION
From the above repot this can be summarised that human resource is one of the crucial asset
of the company and need to be managed in the most appropriate manner. Any issue among them
can effect much to the total business performance. There are range of theories which can be
applied in their context like of the motivation leadership etc. which can help in resolving the
problems. Proper planning for applying these models should be done so that the expected
outcomes can be achieved. Lastly, risk register is made which is very much helpful in determine
the possible failures which will further help in taking the required actions in advance.
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REFERENCES
Books and journals
WU and et.al., 2010. Study on Mechanism of Incentive of Public Sector Human
Resourse. Standard Science. (4). p.22.
Pudelko, M., Reiche, B.S. and Carr, C., 2015. Recent developments and emerging challenges in
international human resource management.
Lăzăroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical
Investigations. (14). pp.97-102.
Demetriou, C. and Schmitz-Sciborski, A., 2011, November. Integration, motivation, strengths
and optimism: Retention theories past, present and future. In Proceedings of the 7th
National Symposium on student retention (Vol. 211, pp. 300-312).
Locke, E.A. and Latham, G.P., 2012. Goal setting theory. In Motivation: Theory and
research (pp. 23-40). Routledge.
McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership
development. Journal of Business Studies Quarterly. 5(4). p.117.
Lynch, B.M., McCormack, B. and McCance, T., 2011. Development of a model of situational
leadership in residential care for older people. Journal of Nursing Management. 19(8).
pp.1058-1069.
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