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

This report provides an analysis and evaluation of HR issues faced by B.N. Foray and proposes strategies to optimize HR processes. It addresses high staff turnover, lack of diversity, and health and safety issues. The report suggests implementing effective recruitment, training and development, and employee engagement programs. It also includes an implementation plan, risk register, and leadership and change models.

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

Executive summary
This report provides an analysis and evaluation of HR issues faced by B.N. Foray. The
main issues faced by B.N. Foray includes high staff turnover, health and safety issues, lack of
diversity and team culture etc. and for meeting or handling theses issues various strategies are
formulated like employee engagement programme, effective recruitment process and training
and development. Employee engagement programme helps in resolving the issue of turnover by
providing rewards to employees. For making changes in training programme, lewin change
model is implement. Providing employees with appropriate training related to health and safety
helps in resolving the issue associated with it. Risk register assist in identifying risks and
determining strategies to overcome them.

Table of Contents
Executive summary .........................................................................................................................1
INTRODUCTION...........................................................................................................................1
Outline of the primary HRM issues in B.N. Foray.................................................................1
Proposal to optimise the delivery of HR Processes at B. N. Foray........................................2
Implementation plan...............................................................................................................3
Risk register............................................................................................................................5
CONCLUSION ...............................................................................................................................5
REFERENCES ...............................................................................................................................6
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INTRODUCTION
HR department of any organisation provide or perform many functions like payroll
processing, employee benefits, career advise, maintenance of effective relationship with
customers, etc. These services are provided to large workforce to coordinate their efforts and to
maintain a positive atmosphere in organisation (Stewart and Brown, 2019). B.N. Foray is a
global organisation which deals in fast moving consumer goods sector and its regional
headquarter is in India. It provide a range of primary products like soft drinks, confectionery,
cereal based snacks and breakfast products, etc. This case study is based on B.N. Foray and
outline the primary HRM issues faced by it. This case study also include proposal to optimise the
delivery of HR Processes. Beside this, implementation plan including outline costings,
responsibilities are also included. At last, a risk register is develop to optimise delivery of HR
Processes at B.N. Foray.
Outline of the primary HRM issues in B.N. Foray
B.N. Foray is a multinational organisation which is providing various fast moving
consumer goods to its customers. It is having approximately 9000 employees and its mission is
to provide healthy food at a reasonable or fair price. The HR team of B.N. Foray is very effective
but the Chief people officer (HR Director) was ill or sick from a long period of time which has
created some disarray and issues in organisation. Some of these issues faced by B.N. Foray are
as follows:
High level of staff turnover- B.N. Foray is facing issue of high level of staff turnover
and the reason behind this is increasing expectations from staff and lack of clear directions and
coordination from management (Morgeson, Brannicka and Levine, 2019). Directions provided
by mangers are mainly scattered which reduces the efficiency and moral of employees.
Ineffective decision making without deep thinking lead to unproductive strategy and plans for
employees which also facilitates high staff turnover in B.N. Foray.
Lack of diversity and team culture- B. N. Foray is facing a issue of lack of diversity
and its HR mangers and other management people are biased towards white, middle class, male
and English people. This biasness and lack of equality and diversity at workplace has hindered
the productivity and creativity of this organisation. Lack of open minded individuals, workforce
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and management is not good for team culture which is creating a negative atmosphere at
workplace (Macke and Genari, 2019).
Health and safety issue- Some health and safety issues are also facing by employees of
B.N. Foray like the line manager of B.N. Foray has contacted with its HR manger regarding a
internal conflict that is related with threatening in inference with supplier relationships. Instead
of solving the issue, the HR manger of B.N. Foray has left their team in a dangerous situation.
Thus, B.N. Foray is also facing issues related with health and safety of employees at workplace.
Proposal to optimise the delivery of HR Processes at B. N. Foray
As B.N. Foray is facing various issues related to health and safety, high staff turnover,
lack of diversity and ineffective culture, it is required to develop a proposal in order to optimize
the effective delivery of human resource processes. This proposal includes various strategies that
can help management in addressing the major issues and overcome them. To solve the HRM
issues faced by B.N. Foray following proposal are made:
Effective recruitment process- B.N. Foray should adopt and implement an effective
recruitment process which is fair enough and should follow the legal and cultural implication of
organisation. The management must ensure that candidates are not selected on the basis of any
kind of discrimination and follow a transparent recruitment process for selecting employees. This
can helps in bringing better employees within organisation and also lead to increase equality and
diversity in organisation (Pham, Tučková and Jabbour, 2019).
Training and development- Management of B.N. Foray should provide proper training
and also conduct development programs for its employees. Effective training about the work and
will make the employee more productive by improving their skills and competencies. It enables
them to handling machineries and technology in effective way that will reduce the health and
safety issue in organisation. Development programmes can be used to teach about team culture
and other factors of team bonding so that possibility of conflicts and chaos can be reduced.
Training can also be provided to employees regarding handling adverse situation and developing
a more safe and sound atmosphere at workplace. This assists in developing effective team culture
within firm.
Better employee engagement- The best way for reducing staff turnover in B.N. Foray is
better employee engagement which establishes better relation between employees and
organisation and makes them passionate towards their jobs and committed to organisation.
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Employee engagement aim at increasing employee satisfaction which can be done through
providing proper motivation and guidance. Motivation can include both monetary (like bonus,
commissions, etc.) and non monetary (like recognition, promotion, etc.) incentives. It can help
the management of company in improving motivation level of employees that leads to decline in
staff turnover.
Implementation plan
Implementation plan provide a detailed description of action that demonstrate and
provide sequence of steps for proper implementation of an activity or change within the
organisation. Use of change management and leadership theory will be made by B.N. Foray for
proper execution and implementation of above proposal.
Leadership theory
For implementation any change or coming up with any new idea, a major and crucial role
is played by leaders in motivating and guiding employees. Use of democratic leadership style is
made by management of B.N. Foray for proper implementation of above proposal.
Bureaucratic leadership style- This is the leadership style which is based on
administrative needs of company. In this, management follows policies, procedures and rules
(Bureaucratic Leadership Style, 2019). For resolving the issue of diversity and implementing the
strategy of effective recruitment process, it is required by manager or leader of B.N. Foray to
adopt bureaucratic leadership style as this helps in conducting recruitment process in effective
way. It is the role of management to follow all the rules, procedures and policies in order to
ensure that no discrimination takes place while recruiting candidates and all are treated equally.
Implementation of this leadership style helps in removing the issue of lack of diversity from
workplace and maintaining effective culture within organisation. For implementing effective
recruitment process, 1800 pounds are required by management so that all the activities of process
can be perform in systematic manner.
Democratic leadership style- It is also known as participative leadership style as proper
involvement and engagement of group and employees are allows in decision making but the
power of final decision is in hand of leaders (Chaudhary, 2019). Use of this leadership style is
helpful in encouraging creativity and productivity as group member and employees are
encouraged to give ideas and opinions which enhance their motivation level. This also facilitates
better employee engagement and reduce staff turnover. Use of rewards and incentives are also
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made by leaders of company in order to motivate employees and engage them more in activities
of firm. Thus, democratic leadership encourages motivation and leads to decline in staff turnover
within organisation. For implementing employee engagement strategy, management requires
50,000 pounds. It is the responsibility of manger to provide adequate rewards to employees for
their good performance so that their motivation level can be improve and the issue of employee
turnover can be resolved effectively.
Lewin's model of change
This model of change provide a most simple and practical mode for understanding and
implementing a change (Kamoche, 2019). This process starts from creating a perception about
change and how desired level of behaviour are finally achieved. For resolving health and safety
issue at workplace, management of B.N. Foray requires to bring changes in its training and
development programme in which training regarding handling of machineries and equipments
are provided to employees, so that they enable to handle them effectively. The three stages of
Lewin's model of change are described below for proper execution and implementation of
desired changes made by B.N. Foray to optimise the delivery of HR Processes.
Unfreezing- It is the initial step where efforts are made to create awareness about change
and acceptability and support of all employees is desired. B.N. Foray needs to make use of
effective communication channels to exchange or provide the information about change in
training process and provides them better training so that they enable to handle machineries and
technology in proper way and the health and safety issue can be resolved. Better communication
make employees more motivated for accepting the change.
Changing- This stage is also known as transitioning stage as after unfrozen, employees
finally started working and move into new stage which is marked by implementation of change.
It is the stage where change become real and comes in execution in a practical form (Edwards,
Schnyder and Fortwengel, 2019). This stage includes risk of uncertainty and marked with fear,
so B.N. Foray requires to provide proper education, communication and support to its employees
to become familiar and habitual about the change.
Refreezing- It is the stage of stabilizing and solidifying the new state after the proper
execution of change. B.N. Foray make use of positive reward and acknowledgement to reinforce
the change in training process of the organisation.
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For implementing change in training and development programme, management requires
4000 pounds. It is the responsibility of management to ensure that all the steps of implementing
change are perform in systematic way and employees are getting proper training which helps in
resolving the health and safety issue at workplace.
Risk register
It is tool which is used for the purpose of documenting and reporting of risks so that
proper strategies can be formed to handle those risk (Jordan, Ferris and Lamont, 2019).
Following risk register are prepared by management of B.N. Foray for implementation of its new
proposal to optimise the delivery of HR Processes.
Risk Risk level Mitigation strategy
Financial risk- This risk can
be faced by B.N. Foray as
the cost can be increase in
implementing employee
engagement, training and
recruitment process.
Medium Financial risk can be met by
B.N. Foray by ensuring that all
the activities are performed in
systematic way within the
allocated cost and resources
are utilized properly.
Performance risk- This risk is
related with performance of
team members while
implementation and execution
of change.
High For handling this risk, B.N.
Foray needs to monitors and
analyse performance of
employees and team members
on daily basis (Chaudhary,
2019).
CONCLUSION
From above case study, it can be concluded that some HRM issue are there which was
faced by B.N. Foray like high staff turnover, lack of diversity etc. Proposal is made for handling
these issues which include better training, recruitment process, etc. to increase the diversity and
creativity within organisation. Use of democratic leadership style is made to motivate employees
and retain them for longer term within organisation. Use of change model helps in implementing
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the changes in proper way. With the help of risk register, firm enables to determine risks and
formulate appropriate strategies in order to mitigate them effectively.
REFERENCES
Books and journal
Chaudhary, R., 2019. Green human resource management and job pursuit intention: Examining
the underlying processes. Corporate Social Responsibility and Environmental
Management. 26(4). pp.929-937.
Edwards, T., Schnyder, G. and Fortwengel, J., 2019. Mapping the impact of home‐and host‐
country institutions on human resource management in emerging market multinational
companies: A conceptual framework. Thunderbird International Business
Review. 61(3). pp.531-544.
Jordan, S. L., Ferris, G. R. and Lamont, B. T., 2019. A framework for understanding the effects
of past experiences on justice expectations and perceptions of human resource inclusion
practices. Human Resource Management Review. 29(3). pp.386-399.
Kamoche, K. N., 2019. Sociological paradigms and human resources: An African context.
Routledge.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
Morgeson, F. P., Brannick, M. T. and Levine, E. L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Pham, N. T., Tučková, Z. and Jabbour, C. J. C., 2019. Greening the hospitality industry: How do
green human resource management practices influence organizational citizenship
behavior in hotels? A mixed-methods study. Tourism Management. 72. pp.386-399.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. Wiley.
Online
Bureaucratic Leadership Style, 2019. [Online]. Available through:
<https://futureofworking.com/15-bureaucratic-leadership-style-advantages-and-
disadvantages/>
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