Human Resource Management and its Relationship with Organisational Success: A Case Study of Goodman Fielder

This report discusses the relationship between human resource management and organisational success in Goodman Fielder. It also explores the HR relationship with the internal and external environment of the business and the job description, person specification and job profile administration and account payable role. The report provides insights into the HR functions and activities that affect organisational growth and the importance of maintaining good relationships with internal and external stakeholders. The report also highlights the qualifications, skills and experience required for the administration and accounts payable role in Goodman Fielder.

Human Resource
Assessment

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Relation between the HRM functions/activities and organisational success.........................1
HR Relationship with internal and external environment of the Business.............................3
Job Description, Person Specification and Job Profile Administration and Account Payable
Role.........................................................................................................................................4
Support to the analysis............................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management in a business refers to the activities of managing the people
and their functions within an organisation to enhance their performance and maintain fruitful
work conditions to enhance overall effectiveness and efficiency in attainment of the goals. The
human resource within an organisation includes the people working within the organisation such
as the employment members, staff, labours and contractors etc. who are intelligent in the various
activities of the organisation to attend the objectives effectively and efficiently. Goodman Fielder
is a joint Hong Kong/Singapore old manufacturer, marketer and dealer of various food
ingredients which was founded in the year 1986 and is headquartered at Sydney, Australia. This
report will demonstrate the relationship between the human resource functions and activities in
the achievement of organisational success. Moreover, it will provide the relationship of the
organisation with its stakeholders by studying its internal and external environment.
Furthermore, it will reflect on the requirements, specifications and qualification that are needed
by a person to achieve administrator or account payable role within Goodman Fielder. It will
reflect on the personal experience about the learning related to the qualification, specifications
and requirements studied in the report. The organisational structure of Goodman Fielder is based
on the divisional or multidivisional structure that utilises its divisional setting to operate the
business activities where production, products, functions and subsidiaries are accordingly
divided or departmentalised. With thousands of products and lines of business, the company
structures itself so each business unit operates as its own company with its own president. It
consists of strategically develop departments and the sub-sub departments that operate the
activities of the business. This includes the structure mentioned below.
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MAIN BODY
Relation between the HRM functions/activities and organisational success
The human resource activities within Goodman Fielder ensure the smooth functioning and
creator opportunities for growth of the organisation. The process within the organisation related
to the human resource activities starts with the planning of effective policies and job
requirements for ensuring the success of the business (Ren, Jiang and Tang, 2022). Human
resource management is an invisible force that binds all aspects of human performance and
organisational performance to achieve its successful growth. The various HRM activities that
affect organisational growth of Goodman Fielder are elaborated below.
 Job design and job analysis function of HRM involves the process of describing the
responsibilities, duties and tasks of the employees for a given job position. It is the
responsibility of HRM to imperatively identify the traits of an ideal candidate that is most
suitable for the vacant position and can help to enhance overall performance within the
organisation. With the help of job analysis the key experiences, qualifications, skills and
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requirements can be identified so that the selection of candidates can become easier
(Stahl, and et. al., 2020).
 Employee hiring and selection or recruitment is among the priorities of Human resource
management which aims towards returning qualified and efficient employees to achieve
the goals/objectives effectively and efficiently. The HRM designs a comprehensive
screening process so that the best suitable candidate is filtered from the pooling activity
for selecting the best candidate for the role.
 Employee training in development is another function of HR within Goodman Fielder,
which ensures the requirements of skills and knowledge among the employees for
effective and efficient working can be fulfilled. HR ensures the training and development
activities within the organisation to prepare employees for higher level tasks and
responsibilities in the rapidly changing world.
 Compensation and benefits or remuneration is another activity that is performed by HR
by formulating clear policies and guidelines about employee compensation so that their
motivation to work can be enhanced. It is the function of the HRD department to provide
timely wages to the employees with equality and transparency among the employees so
that they feel motivated to work effectively.
 Employee performance management is another activity of HR which helps to improve
the employees’ performance by performing various performance appraisals and
performance enhancement activities within the organisation (Chadwick and Flinchbaugh,
2021).
 Maintaining employee relations is another function of the HR that is performed within
an organisation because the relation between the work force and the management is very
important for performing the process of organisation without any hindrance. Labour
relations are essential to maintain harmony between the employees at the workplace and
they employees work together in order to improve their performance in overall
functioning.
 Employee engagement and employee communication activity that are formed by the
HRM can bring wonders to the employee performance and bring laurels to the
organisation. Human resource managers perform activities to enhance and encourage the
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employee engagement within Goodman Fielder so that the employees work effectively
and efficiently at the workplace.
 Health and safety regulations are laid out by the authorities but the human resource
managers are mainly responsible for providing the essential insight about the health and
safety precautions to the employees within the organisation. The safety department within
the organisation is responsible for maintaining safe and secure working conditions within
the organisation with the integration of HRD in those activities (Cregan, andet. al., 2021).
 Employee feedback and support are the activities of HRM for assisting employees when
they run into personal problems which may interfere with their performance at work
(Mariappanadar, 2020). The human resource professionals during the covid pandemic
have helped its employees by providing personal care and support so that the efficiency
among the work of employees can be improved.
 Succession planning is among the very important functions of HRM because it has to
plan, monitor and manage the growth of the employees within the organisation. The high
performing employees are mainly selected for their growth and development so that they
can be rewarded for their efforts at the workplace. The employees who leave the
organisation can be a hindrance to the activities of the organisation so the HR needs to
pre plan to fulfil the requirements of vacant grounds within the organisation.
 Maintaining good industrial relations is also the effective task of the HRM because it
helps to maintain the better relationships among the stakeholders of the organisation and
support the overall growth with their mutual liaison and support (van Harten, and et. al.,
2020).
HR Relationship with internal and external environment of the Business
The HR need to perform various liaison activities in order to ensure good relationship with
the stakeholders of the organisations in the internal and external environment of the business
(Stankevičiūtė and Savanevičienė, 2019).
It is usually the manufacturing units that are the production lines where the human resource
function is very common within an organisation and is most often used at these departments.
There is liaison in the organisational activities and the manufacturing departments within the
organisation towards their employees and workers. It is the function of HR to maintain good
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relationships of the workers and organisation so that maximum benefits can be obtained in
organisational performance of Goodman Fielder.
The companies that are involved in the manufacturing and production activities such as
Goodman Fielder face lots of issues with managing the employees and listing their efforts
towards the organisational goals. For example, the relationship of the HR with the internal
environment mainly include the adequate wage and salaries to employees, reducing the improper
working conditions and enhancing work safety, and reducing resource wastage and production
time by improving internal conditions.
The HRM needs to perform various activities regarding maintaining good relationships
among the internal and external stakeholders of the organisation (Gope, Elia and Passiante,
2018). The human resource needs to improve working conditions within the organisation,
provide adequate wages, safety precautions at the workplace and listen to employees’ demands
so that the internal relations within the organisation can be maintained.
In terms of external stakeholders like government, employee associations or labour
associations and the society the company needs to practice fair activities, include sustainable
business practices and develop smooth functioning of Goodman Fielder and proper cordial
relationship so that it can maintain a good relationship with the external environment. This is
why the HRM is said to be the invisible agent that is responsible for binding the organisation
with its internal and external stakeholders and developing good relationships among them.
For instance the relationship of HR with its employees can determine the internal working
of the organisation and can improve the output of the activities within the organisation to achieve
its goals. Moreover, the relationships of the HR with the trade unions and government can
determine the external relations with its stakeholders and create smooth functioning of the
organisation.
PEST analysis is given below to determine the relational activities of HR with the external
environment. PEST is an effective framework developed to study the external environmental
factors like political, economic, social and technological for smooth functioning of a business.
Political factors: The HR needs to adhere to all the government policies and procedures
regarding the operations in the business such as the employment laws, employee safety and
sustainability of operations, etc.
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Economic factors: The HR in Goodman Fielder needs to be aware of the changing
economic conditions within the country such as inflation/deflation, taxation etc.
Social factors: The Company needs to be a well-wisher for the society where it is born and
brought up. The company must give back to the society from where it takes resources, natural,
artificial and human resource.
Technological factors: The HR needs to focus on the rapidly changing technology so that
they keep updated with the latest technological advancements across the company.
Job Description, Person Specification and Job Profile Administration and Account Payable Role
It refers to the processing of accounts and incoming payments in compliance with the
financial policies and procedures of the legal and company compliances as per the organisational
policies so that a proper track record can be maintained.
The administration and account payable clerk is required to perform daily activities
regarding the cash transitions within the organisation including its recording in the books of
accounts and performing financial verification with the help of preparation of ledgers and their
classification in journals.
They administration and account payable clerks are induced in the activities of preparing
bills invoices and Bank deposits within the organisation.
JOB DESCRIPTION
Job Title: Administration and Account Payable Clerk
Reporting to: Executive President
Hours:
PURPOSE OF THE POSITION
Require a skilled administration and accounts payable clerk for Goodman Fielder, with
sound knowledge of processing the payments and invoices with accurate, precise and effective
manner, with graduation in Bachelors of Arts or Bachelors of Commerce or related field as the
minimum qualification, and with the experience of minimum for 1 year in accounts department
or similar profile. Salary no bar for the deserving candidate, walk in for interview
Person Specification
 Well-presented.
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 Responsible and reliable
 Good communication skills
 Able to work well in a team and independently.
Responsibilities to perform
 Need to comply with the financial policies and processes of the company laws and
organisational policies.
 Need to prepare accounts payable ledger to ensure all bills and payments for proper
transitions.
 They need to verify and investigate discrepancies and reconciling vendor accounts for
resolving them.
 Facilitate sending the bill reminder and contacting clients regarding their payments and
dues.
 Preparing account journals, ledgers and posting them into the trial balance.
 Generate reports detailing the total payments and the expenses of the organisation.
 Have sound knowledge about the compliance issues across the accounts payable
processes such as sales tax, depreciation etc.
Requirements and skills
 Person should have a working experience of minimum 1 year as accounts payable clerk
or similar field.
 Have understanding of accounting and bookkeeping activities within an organisation.
 Ability to calculate and manage accounting figures and financial records (Strohmeier,
2020).
 Preparation of data entry and final accounts for maintaining track records.
 Hands on technical skills such as use of Excel, spreadsheet, Microsoft office etc.
 Graduate degree in finance field in bachelors of commerce or business administration or
similar field.
Communication Skills
 Is able to communicate to people clearly, concisely both within and outside the
organisation
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 Provides accurate written information using forms/templates with language appropriate to
the channel to be used and audience
 Has the ability to establish networks and utilise external resources to support objectives
where
Time management Skills
 Is able to demonstrate effective and efficient time management managing workload and
agreed timeframes
Computer Skills
 MS Office, particularly Word and PowerPoint
 High competence in website, social media and AV.
Manager: ______________________________________
Signature____________________________________Date____________
Support to the analysis
With the help of given job description I am able to understand that there are various aspects,
qualifications, criteria and specifications that are required by administration and accounts
payable role in the company. I realize that human resource managers in the Goodman Fielder
require knowing about different specifications and qualifications that are needed for
administration and accounts payable role at Goodman Fielder. With this understanding about the
specifications and qualifications needed by an individual for the job role administration and
accounts payable role in production business I learnt about the basic educational qualifications,
professional experience and skills of an individual that are required to become a administration
and accounts payable role in a company. I deeply investigated Goodman Fielder and
specification, skills and qualification required by the administration and accounts payable clerk
to operate such a business. In my view a person must possess certain basic skills and
qualifications to understand and perform administration and accounts payable role within an
organization. I learnt that there are certain basic qualifications such as a bachelor's degree in
business, 1 years’ experience of administration and accounts payable role, and accounting on
time that are needed for administration and accounts payable role. Moreover, I developed my
research abilities by searching through various sources such as the internet sources, books and
journals etc. in order to understand and identify various skills of a administration and accounts
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payable role in the hospitality business, Further, I understood various qualities such as
communication, critical thinking, team management, analytical skills and interpersonal skills that
are required by a administration and accounts payable role within the business. With this I will
be able to enhance my career in the administration and accounts payable role or understand needs
of administration and accounts payable role within an organization. I also developed my abilities
of KPI for the role of a given job position within an organization. I developed my abilities to
identify a given job role within an organization and prepare a suitable advertisement to attract
candidates for the given job position. In the end I learnt about the process of identifying overall
aspects of a potential interviewee for the given job role and what are the key performances
required with the help of KPI.
CONCLUSION
It has been concluded from the above report that HRM within an organisation ensures
smooth functioning and the growth within an organisation. Report has been describing the
various HRM activities and functions that help to achieve organisational success such as job
design and job analysis, employee recruitment, training and development, performance
management etc. Moreover, it has been discussed in the report that how HR fulfils and maintains
good relationships with its internal and external stakeholders such as the employees within the
organisation and that trade unions and government outside the organisation. The report has also
been providing the job description about the account payable role and various requirements and
skills such as experience, education etc. that an individual should possess for the role. In the end
the report has provided the support to the analysis by presenting my own experience on preparing
this report.
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REFERENCES
Books and Journals
Chadwick, C. and Flinchbaugh, C., 2021. Searching for competitive advantage in the HRM-firm
performance relationship. Academy of Management Perspectives, 35(2). pp.181-207.
Cregan, C., andet. al., 2021. The influence of calculative (“hard”) and collaborative (“soft”)
HRM on the layoff‐performance relationship in high performance workplaces. Human
Resource Management Journal, 31(1). pp.202-224.
Gope, S., Elia, G. and Passiante, G., 2018. The effect of HRM practices on knowledge
management capacity: a comparative study in Indian IT industry. Journal of Knowledge
Management.
Mariappanadar, S., 2020. Do HRM systems impose restrictions on employee quality of life?
Evidence from a sustainable HRM perspective. Journal of Business Research, 118. pp.38-
48.
Ren, S., Jiang, K. and Tang, G., 2022. Leveraging green HRM for firm performance: The joint
effects of CEO environmental belief and external pollution severity and the mediating
role of employee environmental commitment. Human Resource Management, 61(1).
pp.75-90.
Stahl, G. K., and et. al., 2020. Enhancing the role of human resource management in corporate
sustainability and social responsibility: A multi-stakeholder, multidimensional approach
to HRM. Human Resource Management Review, 30(3). p.100708.
Stankevičiūtė, Ž. and Savanevičienė, A., 2019. Can sustainable HRM reduce work-related stress,
work-family conflict, and burnout?. International Studies of Management &
Organization, 49(1), pp.79-98. pp.1095-1105.
Strohmeier, S., 2020. Smart HRM–a Delphi study on the application and consequences of the
Internet of Things in Human Resource Management. The International Journal of Human
Resource Management, 31(18). pp.2289-2318.
van Harten, J., and et. al., 2020. Introduction to special issue on HRM and employability: mutual
gains or conflicting outcomes?. The International Journal of Human Resource
Management, 31(9).
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