Optimizing HR Processes at B.N. Foray - Case Study Analysis

This report provides a case study analysis of B.N. Foray, a FMCG organization, focusing on the primary HR issues and proposing solutions to optimize HR processes. The challenges include increased cost of production and employee turnover. The report recommends training and development sessions and the implementation of Lewin's Change Management model to address these challenges.

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

EXECUTIVE SUMMARY
The following report covers the case study analysis of B.N. Foray which is acknowledged
as a FMCG organisation engaged in provision of a wide array of food items across the global
periphery. The report emphasizes on the primary HR issues that are being encountered by this
corporation over the course of time. The report then seeks to provide solutions to the identified
issues by laying down a proposal for the same. The major challenges that have been identified to
be prevailing within B.N. Foray are increased cost of product and employee turnover. These
issues have arisen owing to ineffective HR management and staff motivation to work. To deal
with such challenges, it is recommended that the firm should provide training and development
sessions as these help in providing updated knowledge to employees regarding various aspects.
Training sessions render adequate leadership and guidance to staff with the help of which they
can enhance their operating efficiency. Further, it has been suggested that alterations in staff
behavioural pattern by way of training should be brought through effectual execution of Lewin's
Change Management model. Transformational leadership is regarded to be quite effective in
introducing changes within the premises of organisation and thus this would be used by B.N.
Foray.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY ..................................................................................................................................4
Outline the primary HRM issues in B. N. Foray....................................................................4
Proposal to optimise the delivery of HR processes at B. N. Foray........................................5
Implementation plan...............................................................................................................6
Risk Register..........................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management can be referred to as the integration of activities and tasks
that are aimed at managing and controlling the behaviour and conduct of employees within an
organisation. The following report is based on the case study of B. N. Foray. This is a worldwide
recognised FMCG company which offers products such as dairy items, processed food, soft
drink, confectionery items and many more. This corporation is currently encountering challenges
like increased cost of production owing to ineffective human resource management and high
employee turnover ratio in IT department. The report consists of HRM challenges within the
organisation along with proposal to effectively optimise the human resource procedures. Further,
it includes implementation plan and risk register.
MAIN BODY
Outline the primary HRM issues in B. N. Foray
B. N. Foray is a large scale multinational corporation dealing in FMCG sector and
offering products of high quality to customers. However, the scrutiny of operations of different
business units of firm reflect that there are a number of issues that prevail within the premise.
Such issues are associated with increment in cost of production and excessive staff turnover.
These issues are arising owing to ineffective human resource management by HR team. Such
challenges have been impacting upon the delivery of output by IT and warehouse department.
Thus, the primary HRM issues pertaining to B. N. Foray are illustrated as under:-
Inflexibility in operations:
The case reflects that the HR of B. N. Foray has not been emphasizing on the practices
undertaken by staff of company. This has had a negative impact over the output delivered by
firm as a whole which has been identified with the help of benchmarking. This has implied that
the overall production cost has risen above that of rival firms. Price of breakfast cereals and
breakfast cereal bars have also increased. To address this challenge, the management of
respective FMCG organisation has taken the decision to execute JIT approach. This would
provide aid to enterprise in minimizing the waste. However, for the purpose of cost
minimization, company has taken the decision to introduce Zero Hour Contracts. These would
aid the entity in effectively tackling the issue of cost but would somewhere effect on current
staff.

Higher turnover:
Yet another crucial challenge that is being encountered by B. N. Foray is excessive staff
turnover in IT department owing to inadequate management of human resources. In this regard,
it is analysed that when the line manager of IT department went on leave due to illness caused as
a result of excess stress, Mark took the same role. In a time span of 9 months, his role was
confirmed. However, it was noticed that he was not able to effectually set coordination and sync
among the team members owing to the high rate of staff turnover.
Proposal to optimise the delivery of HR processes at B. N. Foray
B. N. Foray has been encountering challenges related to increased cost in Warehouse
department and excess turnover in IT department. Both of these challenges affect the
performance of company at international market place. Thus, it becomes immensely important to
rectify and eliminate them in due course of time. This facilitates execution of smooth flow of
operations within the confines of company.
The major purpose behind laying down the proposal for optimisation of delivery of
human resource procedures is to provide suggestions to company regarding effective
management of HR practices. In accordance with the case, it is analysed that the lack of
competency and ineffective guidance has been the primary reason behind occurrence of such
issues within the premises of B. N. Foray. Thus, in a bid to tackle the challenges. HR team of this
organisation is required to put due emphasis over training and leadership. To deal with the
increment in cost, the management of this corporation has proposed to introduce Zero hour
contracts that do not bind the employees by the working hours. Instead such agreements focus on
accomplishment of tasks and activities through adoption of flexible working practices. This
enables the firm to exhibit savings of cost as the entity is not liable to provide the same benefits
to contractual workers as those to permanent ones. Training becomes the key here as it provides
workers with knowledge regarding the organisational functions and processes, thus making it
easier for them to give their extensive contribution towards accomplishment of corporate goals.
The second issue being staff turnover in IT department owes to the ineffective
management guidance and leadership provided to employees. This had led to discouragement or
demoralisation within the employees, making it difficult for them to exhibit enthusiasm towards
execution of operational tasks. It is through provision of training sessions that the firm would be

intending to motivate these employees in an effective manner. However, to do so, B. N. Foray
would require a time period of 3 months and cost of approximately £2500.
Implementation plan
The implementation plan devised by management of B. N. Foray consists of certain
elements which are explained as under:-
Responsibilities:
The major intend behind this discussion is to introduce effective changes within the scope
of BN Foray's HR practices. This would ensure optimisation of operational and functional
activities of entity. Thus, it is the responsibility of HR manager of the firm to apply the changes
within the organisational premise through the execution of change management theory.
Application of theories:
For effectively executing the changes within the premise of B. N. Foray, the management
of this firm has decided to make use of Kurt Lewin's Change Management model in order to
ensure that the changes are properly executed within the firm. This is a framework which
consists of 3 stages, that together provide assistance to an entity in introducing changes as per
organisational requirements. These phases are described in a brief manner as follows:-
Unfreeze: To decrease the overall production cost, contract employees are given training
so that they can exceed their efficiency levels to accomplish the organisational tasks within due
course of time. However, it is essential to make them ready to incorporate the changes. For this
purpose, communication serves as the key.
Change: This being the next stage of change management model witnesses the actual
execution of course of action to bring about alterations. Gaining support and facilitation from
employees serves as the key here. This would ensure that changes take place effectively within
B. N. Foray. This would ensure that the issues of cost increment and employee demotivation are
effectively dealt with.
Freeze: Once the changes get accepted and implemented by the employees within both
the departments, it is a time to freeze their position with change and make them work over the
same policies in order to maintain the efficiency of operation for reducing cost and providing
employees a better working environment where they get valued so that they remain with B. N.
Foray fro longer duration.

For effective execution of this model, transformation leadership will be used as it
supports the leaders of B. N. Foray in implementing the HR policies for bringing changes in
operations.
Costing:
Cost constitutes all the expenses that are incurred while executing any change within the
premises of company. In this relation, the budget stipulated by B. N. Foray to execute the
implementation plan for dealing with issues is presented as underneath:-
Particulars Amount(£)
Arrangement of resources for training
Funds needed for brining contract workers
Amount for arrangement of leadership session for motivating
employees
Cost required for arranging resources for this training session
400
800
600
700
Total 2500
Risk Register
Risk register can be referred to as the tool that provides assistance in documentation of
risk and stating the course of action which is effective in mitigating the risks. In this relation, the
risk register of B. N. Foray associated with company's implementation plan is presented as
follows:-
Risk Chances of
occurrence
Impact of
risk
Action to mitigate risk
Increase in
costs
Low High An appropriate budget would be laid down and
communication to the team members such that the
course of action can be executed by them by acting
within the constraint of cost. If the cost gets raised, a
reserve fund would be maintained secure to tackle the
challenge.
Delay in Low High Effective monitoring of all the activities would be

time done in order to ensure that each action gets executed
within the due course of time. This would provide
assistance in mitigating the risk associated with delay
in execution of operations.
CONCLUSION
On the basis of above discussion, it has been inferred that management of HR is a crucial
task for each and every corporation operating within an economy. It is essential for a firm to
optimise the delivery of HR procedures so as to ensure smooth functioning within the confines of
company. Further, it is analysed that implementation of effective change management models is
essential to introduce changes within a firm. In addition to this, it is recognised that
transformational leadership is quite effective in making the leaders come up with a change and
gain support from employees regarding the same.

REFERENCES
Books & Journals
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work engagement and turnover intention. European Journal of Training and
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Topolosky, P. S., 2014. Linking employee satisfaction to business results. Routledge.