[FULL ACCESS] Human Resource Management: Problem Solving and Strategy

The provided document is a detailed assignment on Human Resource Management (HRM) that covers various aspects of the subject. It includes a comprehensive report on Big Bytes, exploring its mid-term, short-term, and long-term issues through a SWOT analysis. The report also outlines an action plan to solve these problems, following a structured process. Additionally, it references several books and journals related to HRM, providing a solid foundation for understanding the subject. This assignment is ideal for students seeking a thorough understanding of HRM principles and practices.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASKS.............................................................................................................................................1
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is the prices of hiring, recruiting and selecting the
candidates or employees for a specific position. It is a technique which help in managing
organisation, deploying the employees and help in the growth of the company. It is a way by
which the organisations hire new employees and provide trainings to those new employees
related to their work. HRM includes conducting job analyses, planning strategies an policies to
mange the company and providing benefits and incentives to the employees and evaluating their
performance, resolving issues or conflicts. This assignment is based on a case study of HRM of a
company, Big Bytes and its is a IT company. This organisation is a chain of stores selling and
repairing computer equipment plus IT related accessories. In this report discussed about the
current situation and implications to the company success and the issues are also defined which
are occurred in the organisation (Alfes and et. Al., 2013).
MAIN BODY
TASKS
Analysis of the current situation and the implications of the company's future success
Big Bytes Technology is a information technology company in the UK and it is
represented by Bytes software services, Bytes security partnership and Phoenix software with 6
offices across the country. This company founded in 1982 and the headquarters of this company
is Leatherhead, England. It is a private company and the number of employees are 1001 to 5000.
The mission of the company is to simplifying and saving the customers time and money by
providing them the most appropriate software licensing in the effective and efficient cost for
cloud and premise solutions. For managing its customers, the company maintain and use their
software through SAM software & services.
According to the case study the current situation of the company is not good because
there are various kind of issues are generated which are analysed by Samantha, she was an
experienced retail manager in a large department and now she applied for the newly created
position of general manager of Big bytes. This position is created by brain Lam, the owner of
Big Bytes because he felt the number of shops(ten) was now beyond his span of control
(Armstrong and Taylor, 2014). A recent change occur in shopping hour regulations that all Big
bytes stores were now open seven days a week. Brain was a relatively hands off manger who
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want to increased the number of the stores and ceded more control to his store managers. He do
all this because turnover and profits were satisfactory and according his accountant, all tax and
other regulatory requirements were met. He instructed to Samantha about the stores that her
responsibility is to see how each store is going an let him know what she think. After two months
of meeting Samantha realised that The owner of the company follow laissez- faire approach to
increase the shops. The Laissez-faire is an approach and a policy of minimum governmental
interference in the economic affairs of individuals and society and it is used by the company to
increase its industrial growth (Bailey and et. al., 2018).
The current situation of the company is lacked of store manger's commitment, the
mangers of the company hire employees by word of mouth they do not organise and recruitment
process and sales were falling because of composition from online sales. The mangers of Big
Bytes were not follow formal appraisal process despite of Brain saying the company had a
formal appraisal processes. There are lack of employees in the company because recruitment and
hiring processes are not be done by the company. A survey of employee opinion was operated by
the company and finding out that there are lack of training program. The above issues are
impacted and affected the future success of the company. If the company will not provide
training to its employees and staff then they will not improve and enhance its skills or not do
their work properly and when the new technology arise they will not provide solution to them
and cause of failure of the future success. If the company will not do hiring process it can not
recruit employees and the company will not perform its work which will the cause of company
defeat or loss.
Issues which are occurs in the organisation and addressed in the short term, mid term and
long term
There are various issues which are generated in the organisation and that are found by
Samantha. She is joined Big Bytes as a position of general manger and after two months of
meetings and visits Samantha realised that which approach is used by the owner of the company.
Then she found that Brain the owner of the company increasingly Laissez-Fair approach and the
result of it that his shops being managed satisfactorily at best and at worst (Berman and et. Al.,
2012).
After two months of analysis Samantha preparing a report and drafted some issues which
she found in the organisation. These issues addressed in the short term, mid term and long term.
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Short term issues- The short term issues of the company was that the mangers appointed
staff by word of mouth and training issues. There are not organizing any recruitment process so
company did not have good employees which are helpful for the growth and proper running of
the company. Basically recruitment refers to the overall process of attracting, short-listing,
selecting and appointing candidates for jobs within the company (Bratton and Gold, 2017). This
process is done by select a suitable candidate if Big bytes follow this process then company can
find a right person for the right position. For providing training the organisation can organize
training program such as coaching, online training and training sessions so that the employees
can improve its skills and knowledge and help in achieving organisational goals. These are short
term issues because the company can cover them within 2-3 months.
Mid term issues- The mid term issues of the company were lateness of the employees
and high levels of absenteeism. This issue occur in the organisation because there were most of
the student in the staff and they need vacation during the end of each semester and they also need
leave on Christmas or new Year period. For solving this issues they hire employees by
organising recruitment process and set some criteria for the job. Other issue was lateness for
solving this issues the company use electric attendance machine and make a policy of deducting
late charge from the salary and also for absence of the employee. By making these rules no one
came late or take leave in rare cases. These issues are mid term issues because if employees
came late and absence during the time of getting salary they know about absence and leaves and
will be start to come on time. These issues can be covered in 4-8 months so these are mid term
issues.
Long term issues- These issues were staff turnover was higher than the industry average,
sales were falling due to competition from online sales and staff morale varied store to store to
correlate largely with each manger's style. The first issues was the turnover of the employees, the
workers are less than the industry average this issue can be solve by organizing hiring process of
the candidates to found suitable employees. The sales of the company falling because there are
many competitor in the market and provide its products and services by various modes. In those
modes one of them was online, Big Bytes do not operates its business online so the sales of its
decrease (Brewster and Hegewisch, 2017). By providing this service to the customers, it can
increase the sales of the company. Morale of the staff is also matter for the growth of the
company, there are different personality's managers from store to store if the one store manger is
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motivated so the staff of that store will also be do its work properly for the growth of the
company. But another store manger was not as first, the staff of that store will not be work
properly. These are some long term issues which can be covered with in 8 months to 1 year.
Source: Problem solving concept fans, (2014).
HR plan to address the future HR needs
HR professionals working towards developing the company and assists the organisation
to manage its staff strategically (Briscoe, Tarique and Schuler, 2012). HR planning can also
ensure a proper career planning for employees and help them in achieving their goals or support
in the growth of the company. The HR of Big Bytes make HR plan by addressing the future
needs of the company, there are some steps of this plan:
Analysis of the company environment to identifying the issues
Before making a Human Resource plan the manger of the company analysing the
company and trying to find out the problems or issues which are occur within the company. In
Big Bytes, there are many issues within it, if the manger of this company making HR plan.
Firstly, the organisation do analysis on the company and the problems such as lack of training,
recruitment, sales problem and some problems which are related to employees. The HR manger
consider that problems in his plan and provide solution to them. During the time of making HR
plan the manger determine the human resource needs that what growth or decline is expected in
the organisation and how will this impact the workforce force or others.
Formulate strategy for the problems
In this step the company make strategic plan according the problems so that it can find
the causes of problems and provide solution according them. It provide solution for the problems
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Illustration 1: Problem solving concept fans

such as recruitment issue, training and development problem and performance management
system etc.
Recruitment- It is the process that includes analysing the recruitments of a job, attracting the
candidates or employees towards the job, screening and selecting applicants, hiring and
integrating the new employees to the organisation. There are two types of recruitment:
Internal recruitment- It the recruitment when the manger of Big Bytes are organise a
hiring process of by the candidates providing the information about the vacancies of the
company. And the company following all the process of the recruitment for selecting the
employees or get suitable candidates for the right position (Buller and McEvoy, 2012).
External recruitment- It is the process of promoting the employees such as if there are
any seat is vacant in the company and the manger recruit a employee within its company, it is
external recruitment. Sometimes it can be related to promotion of the employees (Jackson,
Schuler and Jiang, 2014).
By following this process Big Bytes can solve its recruitment issues and hire employees
for the company so0 it can work properly.
Training and development- It is defined as an educational process which involves skills,
knowledge, concepts, changing of attitude to enhance the performance of the employees.
Training is a highly useful tool that help in improving and enhancing the employees skills or
knowledge. Big Bytes can provide training to its employees by organizing training program such
as coaching, online modes and by organising sessions.
Development is a framework that is used for helping employees to develop their personal
skills, knowledge and abilities so that they can do their job or work in a proper way without
facing any problems. In Big Bytes training and development is important to solve the training
problem which is occurred in the company. The morale of the staff are changed from store to
store if the company organize these programmes all the works improve their skills and work
properly.
Performance management system- It is the systematic process by the company involves
its employees as individuals and as member of a group and improving the organisation
effectiveness for achieving the mission and goals of the company. The company use it to
improve employees morale, increase productivity and retain its good workers. It is important for
the employees of Big Bytes because it provide career development support and promotional
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guidance to the employees, help in giving regular feedback and coaching during the time of
training and arranging the training and development programs based on the evaluation of the
performance of the employees.
It can help Big Bytes by providing the rewards to their good performance and motivate
them so that they can do their work properly which help in the future growth of the company.
SWOT analysis- This analysis is a strategic planning techniques that is used by a
company to find out the strength, weakness, opportunities and threats of a company or a person
related to business competition or project planning (Jiang, and et. al., 2012). There are two factor
of this analysis one is internal factor which include strength and weakness of the company and
another is external factor in which opportunity and threats are included. The manger of Big Bytes
do swot analysis of the company so that it can find out the strength, weakness, opportunities and
treats of its organisation and make policies and strategies according them. The SWOT analysis of
the company is as following:
Strength Weakness
Big Bytes is a chain of stores selling and
repairing computer equipment plus IT related
accessories. The strength of the company is
that there are always available workers for
repairing and the store mangers are admitted
that their financial management skills are
better (Jiang, and et. al., 2012).
The main weakness of the company is lack of
employees within the company, the sales of the
company were falling cause of competition
from online sales. There are lack of training
program and cause of this the employees skills
and knowledge were not improve and the
employees can not help in the growth of the
company. The employees of the company did
not come on time so the workplace culture was
not good.
Opportunities Threats
The opportunity for the Big Bytes is that this
company did not operate its sales by online
mode so if it can start its online services the
company can increase its sales which is useful
for the growth of the company.
There various threats in the market in the form
of competitors because there are various
companies which operates its business by
online modes so competitors are the threats for
Big Bytes.
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Implementation of the strategies
After finding outs the problems by doing SWOT analysis, the company make plans and
strategies to covered and resolve the issues. In Big bytes there are various issues such as training
issue for solve it, the company making strategies related to this issue like coaching, online
training and others and implement this strategy to solve the training related issues. The other
problem was lacknees of employees, for solving this problem the company make strategy of
recruitment process. If the company use this problem, it can stop the increment of employees
turnover. It will make various strategies and policies related to the employees and organisation's
growth such as reward policy, growth strategies and various techniques for the employees skills
and knowledge improvement (Jiang, and et. al., 2012).
Source: Swot Analysis,(2015).
For providing organisation workplace it can mange various organisation functions so that
the employees can do their work properly and help in the growth of the company and maintain
the organisational culture. By making problem solving strategies and implement them it can
solve those issues which are occur at the workplace during the time when the workers work in
group or individually.
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Illustration 2: Swot Analysis

Force analysis: Big Bytes develop accurate response and feedback which help in
overcome the impact of external factors that identified the force analysis. This have ability to
make appropriate strategy and policy that are concern and influences the firm resilience. The
company are use this model which assist in recognising the major factors which directly impact
on business operations and its functions. Along with this, force analysis help company in gaining
attention of large number of customers in proper manner. The five force analysis assist Big Bytes
for analysing whole environment where they can target their customers towards products and
services.
Mind map is the diagram which can be used visually arrange and organise information in
better manner. A mind map is the hierarchical and it demonstrate the relationship among pieces
of the whole company. This method is adopted by Big Bytes which help them in analysing the
actual situation of the firm in current time period.
Time Line:
Action Plan for recruitment
Actions Time-frame Procedure
Jan to March Identification It is an initial stage, where
company will identify
requirement of more vacancies
and prepare various
documents like advertisement,
personal specification, job
description etc. Further, it will
invite eligible candidates
through job portal and
company’s websites.
April to May Convention After, advertisement, resumes
of various eligible applicants
will screen and select for
further process of selection.
June to Oct Organisation Under this stage, managers of
Big Bytes will conduct certain
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interviews to judge skills and
knowledge level of applicants
Nov to Dec Evaluation It is final stage where
managers will select the
required candidates and
introduce them in company.
Under this stage, recruiters
will get offer letter which
include entire information of
business policies, induction
training, appraisal period, date
of joining etc.
Evaluation
In this stage the company do evaluation of its strategies which made for resolving the
issues which are occurs in the company (Purce, 2014). In Big Bytes, the HR manger found
various kind of problems such as recruitment, training and development, issues related to sales
and online sales. For these problems the manger make some strategies to cover up or solve these
issues and implement these strategies. After implementing these strategies and techniques the
manger evaluate that these are good and work properly and helpful for the growth of the
company. In the company, there is a issue of training that the owner of the company provide the
money for the training. But the training programs did not organise and the money was waste so
by making the policies and strategies for this the manger can manage the wastage of money.
Short term, medium term and long term actions plans
An action plan can be defined as sequence of activities which must be performed for
execution of certain task. It is a tool in social planning and a strategy which is taken by the
organisation to identify necessary steps towards a goal. An action plan contains three major
elements: specific tasks, time horizon and resources allocation (Bratton and Gold, 2017). There
are steps which can be followed by an organisation when it makes action plan for solving the
issues and fro the growth of the organisation.
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Origin- It is related to the purpose of the company that why does the organisation want to
create this plan. The purpose of an action plan is to clarify what resources are required to reach
the goal to formulate a timeline for when specific tasks need to completed what resources are
required. Action plan is a tool that use for social planning and using by organisation to identify
necessary steps towards a goal (Renwick, Redman and Maguire, 2013).
Setting goals- The main objective of an action plan is objective. It creates motivation and
provide a way to reach to the final outcome and prevented any wasted time and effort. If the
company will not set goals to achieve its growth then it will not make a effective action plan to
achieve its goals.
Creation-During the time of creating action plans there are some steps which are
followed to ensure success. Firstly, it is need to outline that what the company want to achieve
from the project (Bailey and et. al., 2018). By doing this process a company can set its targets.
After completing the first step, the specific roles will need to be allocated ensuring sufficient
amount of training, resources and issues have been consider to provide the solution for any
problem which may occur. In the next stage, the member of the group analyse the progress by
outlining milestones for solving issues and making necessary changes. The last stage can be
examined to ensure future success.
Execution- It is related to the ownership, action, responsibility, support, informed,
metrics and budget and completion date. Ownership is about a person who set the goals and
making strategies for action plan so that the company achieve its success and all the other factors
are in about any person or body which are responsible to generate or create action plan.
Big Bytes create action plan according its issues or goals.
Short term action plan- This plan looks at the characteristics of the company in the
present and develops strategies for improving them (Briscoe, Tarique and Schuler, 2012). In Big
Bytes, the short term issue is related to recruitment. For address this problem the company
organise employee training courses and online training and provide solution and resolve it in
within short term period. For solving these issues the company can make short term action plan
by identifying the origin of the plan, setting goals, creation and execution.
Mid term action plan- Firstly Big Bytes trying to find out the problem and reason of that
problem by which the issues are occurs in the company. The mid term issues of the company are
lateness and absence of the employees. After finding out these problems, the organisation make
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strategies for solve them or provide equipments as a solution such as online attendance machine
so that the company can solve this issue with in mid term period by creating action plan. In its
mid c term action plan the company can following this process, such as by finding origin, setting
goals to solve the problems, creation and execution, to solve mid term problems of the company
(Armstrong and Taylor, 2014).
Long term action plan- In this, the company want to solve problems permanently and to
reach their overall targets basically organisations create action plan to solve long term issues
such as competitive situation of the company in its social, economic and political environment
(Alfes and et. al., 2013). It develops strategies for adapting and influencing its position to
achieve long term goals. In Big Byte, the company create this action plan to solve its long term
issues. The manger of the company identifying the problem, it means find the origin to create the
action plan and setting goals and then making strategies for solving these issues or monitor the
plan. In Big Bytes, the long term issues were staff turnover was higher than the industry
average, sales were falling due to competition from online sales and staff morale varied store to
store to correlate largely with each manger's style the company can make action plan to solve
these issues.
CONCLUSION
This report is concluded about the critical analysis the current situation and the
implications to the company's future success. The issues which were organised in the company
related to the sales, recruitment process, lateness of the employees and the mid term, short term
and long term issues are defined clearly in the report. A HR plan to address the future HR needs,
including developing a training and development programme and a plan to introduce a proper
performance management system are also explained. The images of these topics are also
provided in this report. The long term, mid term and short term action plan are also described in
the report to solve Big Bytes mid term , short term and long term issues. The process of creating
a action plan to solve the problems are also explained.
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REFERENCES
Books & Journals
Alfes, K., and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C., and et. al., 2018. Strategic human resource management. Oxford University Press.
Berman, E. M., and et. Al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Jiang, K., and et. al., 2012. Clarifying the construct of human resource systems: Relating human
resource management to employee performance. Human resource management review.
22(2). pp.73-85.
Jiang, K., and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Online
Human Resource Management. 2018. [Online]. Available Through:
<https://www.inc.com/encyclopedia/human-resource-management.html>.
SWOT Analysis. 2015. [Online]. Available Through: <http://nexightgroup.com/using-swot-
analysis-to-plan-an-uncertain-future-and-increase-organizational-effectiveness/>.
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