Optimising HR Processes at B.N. Foray: A Business Report

This business report discusses the issues faced by B.N. Foray and proposes HRM processes to optimise the delivery of HR processes. It includes an implementation plan, risk register, and costings.

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

EXECUTIVE SUMMARY
B.N Foray is a multinational organisation that deals in FMCG products and has around 9000
employees. This enterprise produces soft drinks, confectionery products, cereal based snacks,
breakfast food, dairy products, ready meals, and many more. Currently this enterprise is facing
certain issues such as conflicts among employees, high employee turnover, lack of
communication flow, low engagement of employees etc. In order to address these issues, a
proposal is developed in this report which is further lead by an implementation plan. These plans
involve HRM processes and various techniques of leadership and change management. A risk
register is also created which summarises all the risk which can occur while implementing the
plan.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................1
Primary issues of HRM in B.N Foray....................................................................................1
Proposal for optimisation of delivery of human resource processes......................................2
Implementation plan including outline costings, responsibilities..........................................3
Risk Register..........................................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource management is a strategic framework which helps in managing people
of an organisation in an effective manner in order achieve competitive advantage. It is used for
increasing performance of workers and enhance the overall productivity of an organisation
(Aust, Brandl and Keegan, 2015). This case study is based upon an enterprise named B.N. Foray
and it focuses upon certain HR issues which are faced by this business entity. The main aim of
this report is to inform CEO of this organisation about recent HRM issues which are experienced
by this enterprise. This report covers varied HRM issues and a proposal including HRM
processes by which those issues can be resolved. Proposal is further lead by an implantation plan
in which various leadership and change management techniques are used. At last, a risk register
to determine all the risk involved in plan is developed.
Primary issues of HRM in B.N Foray
In order to facilitate business activities in an effective manner, it is significant for an
organisation to indulge itself in various human resource management practices for eliminating
various issues of HRM prevailing within an organisation (Buller and McEvoy, 2016). B.N. Foray
is a global business entity that operates in FMCG sector. As per the case study, currently this
enterprise is facing certain issues related to HRM due to which its overall productivity and
development is decreasing. These issues are elaborated as follows-
High Staff Turnover- Currently, this organisation is facing high staff turnover issue due
to various reasons such as lack of progression and growth, high amount of work, job
dissatisfaction and lack of recognition. Moreover, employees of this organisation believes that
management make poor decisions and there is no scope for development of personal skills and
knowledge. Due to this, many workers are evacuating themselves from this organisation as they
think there is low scope for their personal and professional development.
Conflicts among workers- As per this case study, another issue which is faced by B.N
Foray is that its employees are having conflicts among them due to which they are not able to
agree at common decisions. For instance, a conflict had been seen taking place in this
organisation between a team leader named Jo and health and safety executive named, Miles.
According to JO, Miles had left her and her team members in a dangerous situation but as per
Miles, Jo is a difficult person to work with and he will not serve her any more.
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Lack of employee engagement- In order to arrive at a common decision that is
beneficial for all the workers, it is important for an organisation to make sure that its employees
are appropriately engaged with each other (Chandler and et. al., 2016). B.N. Foray is unable to
make its employees to work with each other and create a diversified working environment. The
basic reason behind this is that there is lack of communication flow among the team members.
Due to lack of communication, managers are not able to interact with their team members and
workers are not able to exchange their opinions with supervisors.
Proposal for optimisation of delivery of human resource processes
In order to resolve the above issues, B.N. Foray can use various actions and procedures
for improving HR processes within its business operations. These HR processes and related
actions are discussed in below optimisation proposal –
Proposal to optimise the delivery of HR Processes at B.N. Foray
Training and development programmes- In order to develop certain skills and
knowledge of workers, B.N. Foray can conduct certain training and development programmes
and sessions. This organisation is currently facing high staff turnover issue and the reason behind
it is that staff members are not seeing any kind of scope for growth and development of their
skills and knowledge. By providing valid training and development sessions, employees of this
company will build an interest against the operations of this company and will start experiencing
scope of their personal growth as their skills will be developed by relevant training.
Human resource planning- Currently, this enterprise is facing issue regarding conflicts
among its staff members which is having negative impact upon its overall productivity and
worker's performance. This issue can be resolved by appropriate human resource planning as it
will help in ensuring that there is best fit between jobs and workers while avoiding manpower
and shortages. This will also help in appropriate division of certain responsibilities and roles of
workers which will reduce conflicts among workers.
Employee engagement programmes- Another HRM process which can be bought by
this organisation is that it can conduct certain employee engagement programmes and team
building activities. B.N. Foray can conduct programmes which can include various games and
tasks that can create a platform for exchanging views and opinions of workers. This will help in
enhancing employee motivation by which employees can achieve high amount of job
satisfaction. This will ultimately result in lowering the issue of high employee turnover and
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increase in overall productivity.
Cost and Time proposal framework
Issues HRM processes Implementation of
approaches and
theories
Time Cost
High staff
turnover
Training and
development
programmes
Trait leadership
approach
4 months 7000 pounds
Conflicts among
workers
Human resource
planning
Human relation theory 5 months 4000 pounds
Lack of
employee
engagement
Employee
engagement
programmes
Change model by Kurt
Lewin
6 months 3000 pounds
Implementation plan including outline costings, responsibilities
Implementation plan is an outline which includes all the strategies and techniques which
must be conducted while implementing the pre prepared plan. The proposal which is developed
above for resolving the issues of B.N. Foray must be implemented by using viable leadership and
change techniques. These techniques or approaches are discussed below which are recommended
against the issues faced by B.N. Foray:
Trait Leadership Approach:
This approach states that a leader must have five traits in order to lead its followers. These
traits are Intelligence, Dominance, Self Confidence, High level of Energy and Task Relevant
Knowledge (de Almeida-Gomes and et. al., 2016). This approach is usually followed by leaders
when they require to influence and encourage followers by their achievement. B.N. Foray is
facing an issue of high staff turnover as the employees thinks that there is no scope of personal
and professional development in their jobs. If leaders and managers of B.N. Foray will follow the
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trait leadership approach and will build all these traits in themselves then their followers will
look up to them and will learn skills from them. By this way, scope of professional and personal
development for employees will enhance. Leaders of this organisation will have the
responsibility to develop these traits in themselves and then train their employees to enhance
their professional development. Application of this approach will require amount of 7000
pounds.
Human relation theory:
This is a leadership and management theory given by Elton Mayo (Edwards and et. al.,
2016). This theory states that conflicts and dissatisfaction between employees are not due to
internal disagreements but due to the lack of attention and value which they experience in their
workplace. All the employees in an organisation like B.N. Foray must be valued and their
opinions should be considered. B.N. Foray is facing the issue of high employee conflict; to
resolve this issue, human relation theory will be applied in operations of this organisation by
which cause of conflict will be determined and opinions of both the conflicted employee will be
listened. It is responsibility of leaders to create an environment in workplace in which opinions
of all employee can be considered by conducting activities and applying effective human
resource planning. This procedure will require funds amounting 4000 pounds.
Kurt Lewin's change model:
This is a contemporary model which includes a 3 step process of implementing change in
an organisation. These three steps are unfreezing, changing and refreezing (Kurt Lewin's Change
Model, 2014). These three steps help an organisation to make improvement in their current
processes. B.N. Foray is facing the issue of lack of employee engagement due to lack of
communication. This is responsibility of management of this company to implement change
model by which communication flow can be enhanced. This implementation of change model
and conducting employee engagement programs will require a budget of 3000 pounds.
Unfreezing - In this first step, leaders and managers will aware the workers about the
change which is alteration of communication structure. B.N. Foray is currently following non-
structural communication pattern, but as per the requirements to enhance employee engagement,
organisation will use structural communication pattern.
Changing - In this step, various employee engagement programs will be conducted in
which information and perks of new communication structure will be discussed.
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Refreezing - In last step of this model, leaders and managers will make sure that suitable
employee engagement programmes will be continued in future and will monitor the new
communication flow so that employee can be engaged effectively in organisation’s operations.
Risk Register
In implementation of above proposal and plan, there will be various risks which can impact
the organisation. These risks are documented in below risk register along with mitigation
strategies.
Risk Risk Impact (L/M/H) Likelihood of risk
(L/M/H)
Mitigation Strategy
Overspending on
training session
Medium High Develop flexible
budgets so that any
contingent and
situational expense
cannot impact budgeted
spending level.
Failure of structural
communication flow
High Medium Develop back up plans
and regularly monitor
newly implemented
communication flow.
CONCLUSION
From the above case study, it has been concluded that in order to ensure business growth,
organisation must implement HRM practices in an appropriate manner. It is essential for an
organisation to resolve certain conflicts which can arise among its team members by conducting
team building activities and employee engagement programmes. An enterprise must develop
viable plans along with risk register so that every aspect of an organisation can be controlled and
managed.
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REFERENCES
Books & Journals
Aust, I., Brandl, J. and Keegan, A., 2015. State-of-the-art and future directions for HRM from a
paradox perspective: Introduction to the Special Issue. German Journal of Human
Resource Management. 29(3-4). pp.194-213.
Buller, P. F. and McEvoy, G. M., 2016. A model for implementing a sustainability strategy
through HRM practices. Business and society review. 121(4). pp.465-495.
Chandler, J. D., and et. al., 2016. Metabolic pathways of lung inflammation revealed by high-
resolution metabolomics (HRM) of H1N1 influenza virus infection in mice. American
Journal of Physiology-Regulatory, Integrative and Comparative Physiology. 311(5).
pp.R906-R916.
de Almeida-Gomes, F., and et. al., 2016. Cyclic fatigue resistance of different continuous
rotation and reciprocating endodontic systems. Indian Journal of Dental Research.
27(3). p.278.
Edwards, T., and et. al., 2016. Global standardization or national differentiation of HRM
practices in multinational companies? A comparison of multinationals in five countries.
Journal of International Business Studies. 47(8). pp.997-1021.
Online
Kurt Lewin's Change Model. 2014. [Online]. Available through: <https://rapidbi.com/kurt-lewin-
three-step-change-theory/>
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