Improving HR Process at Royale Foods

This report discusses the primary HRM issues at Royale Foods and proposes strategies to improve the delivery of HR processes. It includes an implementation plan, the adoption of a leadership theory, and a risk register.

A BUSINESS REPORT TO
IMPROVE THE DELIVERY
OF HR PROCESS AT R
ROYALE FOODS

Executive summary-
Human resource management is practice or approach which states managing people of
organisation in efficient manner who contributes towards growth and success of company.
Report will provide brief understanding of issue in Royale Foods, its proposal to improve upon
same by considering various responsibilities and costing criteria and will give understanding of
leadership style and various risk in company.

TABLE OF CONTENTS
Executive summary-........................................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
Primary HRM issues in Royale Foods.........................................................................................4
Proposals to improve delivery of HR process at Royale Foods..................................................4
Implementation plan....................................................................................................................6
Leadership theory to be adopted in Royale Foods.......................................................................7
Risk register to identify with proposal.........................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is practice of managing employees of business to guide for
better achievement of organisational goals. It can be termed as strategic approach to manage
people effectively which helps business to gain competitive advantage. Royale foods is global
organisation in FMCG sector where it has wide range of products and services such as soft
drinks, dairy products and others which are healthy and at fair prices all across world. Present
report will brief on issues in company and proposals to improve upon the same.
MAIN BODY
Primary HRM issues in Royale Foods
It refers to issues which human resource department faces in consideration with managing
its employees in company. This are highly considered as important to solve as for an
organisation its employees are considered as valuable resources who outline smooth functioning
of organisation.
Issues in Royale foods are considerable been increasing where it has accounted to number
of workplace conflicts as it has given rise to introducing robotics which will take 50% of task of
human being in company where it will be introduced into whole of warehousing system where it
has raised concern of some managers that its current employees will be affected in different ways
in their lives which will lead negative impact of engagement in organisation in regions like
Tokyo, Chicago and others
Issues also pertained in logistics which directly affect product quality of royal foods where
there were conflict where Jo, a team leader working in logistics for 15 years has accused Miles
who is health and safety executive in leaving her team in dangerous situation where Miles has
responded that she is impossible to work with. This is of serious concern in company which
needs to be resolved as soon as possible. After having discussion with top authority there was an
understanding developed between both of them to work as a team and achieve desired target and
ensures smooth functioning. Company should encounter to issues like employment engagement
and try and build relationship more effectively (Fernandes, Crasta, Hans, 2018).
Proposals to improve delivery of HR process at Royale Foods
Continuous improvement in HR process of company will help company in greater
employment engagement which will help in deriving its employee satisfaction level and will

provide an environment which is fun working which will boost up there confidence and
productivity level to achieve desired targets in turn helping firm to win competitive advantage in
highly competitive environment (Shin, Jeong, Bae, 2018). Various proposal which Royale foods
can adopt to improve its delivery of HR process is
 Continuous training and development of employees which will help in adopting to new
skills and gaining valuable insights which will help them to take more risky and
challenging task and motivate them to perform more better than its peers and derive
results out of it which are highly beneficial on part of company as well as for individual
itself . It helps employees in learning new things and give a brief understanding about
how Royale foods works in different region all across globe and helps personally
employees to grow and develop their career in respective interested field.
 Company needs to inculcate culture which is fun loving and flexible for employees to
work with where they can derive higher level of satisfaction and maintain effective work
life balance which in turn helps company with structure that relates to smooth flow of its
business operation and ensures its position in market to be highly competitive which
cannot be in position to get dominated by its competitors prevailing in marketplace
(Jørgensen, Becker, 2017).
 Company can improve upon its practices of HR by taking into consideration feedbacks
and review from employees about their level of satisfaction in company which will help
Royale foods to know areas where they are lacking to serve it employees more precisely
and can improve upon with the same to ensure its talented employees retention and does
not account to their turnover in organisation and letting them go to competitors where
they can be highly valued and derive results, which as result leads company to face hard
and harsh time in future.
 Company needs to account high safety of its employees in term of providing safety at
workplace which is so designed and built which is not hazardous and dangerous and
promotes employees health in favourable manner, which as result will not account to
absenteeism of which can be due to sickness, illness, injury and by various other means
which will affect functioning of Royale Foods in negative manner (Song, Gu, Wang, 2019).

Implementation plan
Implementing plan requires high end strategy needs to me made from all perspective which
company should constantly monitor and evaluate in order to win over its competitor and
establish brand recognition which will deliver high value for its target customers. It can be
served as document which outline critical steps needs to be adopted by Royale foods that will
serve as possible solutions to meet future contingencies or problems which comes in their way.
The plan adopted by Royale Foods helps in identifying primary task need for completion
of project which outline responsibilities involved of different personnel to achieve desired goals
of company and outline and takes into consideration various costing factors to support
implementing plan more effective.
For implementing training and development programs for new and existing employees, it
requires the responsibilities on side of authority that are highly trained, experience and possess
relevant skills and knowledge in areas of their respective expertise (Trullen,2016). For example in
order to train new sales employees on how to launch products to target audience it is
responsibility of individual who has relevant experience in field of sales for sufficient time frame
and who has through product knowledge and ability to transfer the same to new employees or
existing one who requires the same. It is also required to analyse the cost involved in providing
such continuous training and development programs where it can be anticipated by Royale foods
to cost them around 50€ per employee multiplied by number of employees who are there in
training and development of different departments.
Company when plan to implement strategies of getting feedbacks from employees, it is the
responsibility that lies with each department head to encounter and convey same to top
authorities where they get insight about company operation and can get relevant and feasible
steps improve upon the same with consideration with suitable financial budget. Responsibility
also lies heavily with top personnel such as CEO, board of directors and other to ensure for its
safety of employees while working as a result they should be accountable for non- hazardous
working environment where they need to anticipate costing on equipment such as fire
extinguishers, alarms and other which helps easy escape of employees when such conditions
arises (Bahadori, 2018).

Leadership theory to be adopted in Royale Foods
It refers to action of leading group of employees in company. It can also be referred as act
of guiding a team to achieve certain goal by providing direction and motivation. Since by
analysing it is being understood that leadership at Royale food is suffering from hard time and
have negative impact company need to encounter and adopt –
Democratic and participative style of leadership-
It states that leaders should include each of its employees and make participative role in
process of decision making. It encourages everyone to participate and share their own views,
opinions and thoughts by implementing open and free discussion all across Royal Foods. It is
one of effective leadership and accounts to higher productivity of employees as they are highly
satisfied in company as they believe there viewpoints are valued which helps in imbibing
positive vibes in company. It helps in ensuring employees are more engaged in process where
there creativity is encouraged and rewarded too. It help leaders with trust and respect from its
followers. It helps company with in deriving high level of commitment towards their task to be
performed more efficiently and effectively (Al Khajeh, 2018).
But in certain cases it can also result in poor decision making from unskilled group of
employees where it also accounts to employees not having sufficient knowledge to make
contributions in process of decision making (Democratic Leadership Style, 2017).
Risk register to identify with proposal
There are various risk which are associated with proposal of company to improve its HR
process
Red –
This are risk which are likely to happen and serious such as risk of employees from
hazardous situation where because of companies operation there is effect on physical functioning
of employees for example fall of heavy material on employees hand or leg which leads
employees not functioning properly. This can also cover risk of financial loss, company not
complying with regulations which result in discontinuation of business (Bucciol, Miniaci, 2018).
Yellow-
This are risk which are likely to happen & less serious such as employees giving bad
feedbacks about company on various social media platform as a result less serious where
company can take effective steps to remove the same

Green-
This are risk which are unlikely to happen and very less serious such as risk of
employees going on strikes as it is every less likely to happen and if happens to can be resolved
easily by considering and negotiating with their terms to work
CONCLUSION
From the above report it’s being cleared that for every organisation its employees are its
biggest valuable resources who help in achieving vision and mission of company. Company need
to ensure that all problems which comes in way of managing Human resource should be
effectively made to ensure smooth flow. It is understood that how effective leadership
contributes towards organisational efficiency and various risk which company faces in its ways.

REFERENCES
Books and journals
Al Khajeh, E.H., 2018. Impact of leadership styles on organizational performance. Journal of Human
Resources Management Research. 2018. pp.1-10.
Bahadori, M., and et.al., 2018. Factors affecting strategic plan implementation using interpretive structural
modeling (ISM). International Journal of Health Care Quality Assurance.
Bucciol, A. and Miniaci, R., 2018. Financial risk propensity, business cycles and perceived risk
exposure. Oxford Bulletin of Economics and Statistics. 80(1). pp.160-183.
Fernandes, D.J., Crasta, S.J. and Hans, V., 2018. Contemporary Issues in HRM: Lessons to
Learn. Contemporary Issues in HRM: Lessons to Learn (October 12, 2018).
Jørgensen, F. and Becker, K., 2017. The role of HRM in facilitating team ambidexterity. Human Resource
Management Journal. 27(2). pp.264-280.\
Shin, S.J., Jeong, I. and Bae, J., 2018. Do high-involvement HRM practices matter for worker creativity?
A cross-level approach. The International Journal of Human Resource Management. 29(2).
Pp.260-285.
Song, Z., Gu, Q. and Wang, B., 2019. Creativity-oriented HRM and organizational creativity in
China. International Journal of Manpower.
Trullen, J., and et.al. 2016. The HR department's contribution to line managers' effective implementation
of HR practices. Human Resource Management Journal. 26(4). pp.449-470.
Online
Democratic Leadership Style.2017[Online]. Available through<
http://acqnotes.com/acqnote/careerfields/democratic-leadership-style>
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