Management of Human Resources for Big Bytes

0
Running head: MANAGEMENT OF HUMAN RESOURCES
MANAGEMENT OF HUMAN RESOURCES
Name of the Student
Name of the University
Author’s Note

1MANAGEMENT OF HUMAN RESOURCES
Executive Summary
For ensuring smooth functioning of the human resource management it is essential that
the managerial endeavors should work in favor of the labor force of the organization from top to
the bottom level and vice-versa within the employee hierarchy. In this case it is been observed
that Brain Lam, the owner of Big Bytes is confronted with a lot of issues related to the
management for the organization as put forth to him by Samantha, who was earlier the retail
manager of a departmental store and joined Big bytes as a general manager later. Big Bytes
which is a chain of stores that deploys into the market products like computer equipment and
information technology related accessories along with providing repairing and maintenance
support. The paper delves into this aspect of human resource management and recommends
action plans, execution of which may ensure long run sustenance of the company in the
competitive market place. It was being found that the company prefer to run its business based
on laissez – faire approach which is not able to boost the employee morale and the store
managers were found to lack in their organizational commitment and staff morale. There is
extensive need to implement effective training and talent development initiatives with facilitation
of effective performance management system.

2MANAGEMENT OF HUMAN RESOURCES
Table of Contents
Executive Summary.........................................................................................................................1
Introduction......................................................................................................................................3
Overview of the Problem.................................................................................................................4
Statement of the Problem.................................................................................................................5
Diagnosis.........................................................................................................................................5
Concept Fan.....................................................................................................................................7
Mind map.........................................................................................................................................8
SWOT..............................................................................................................................................9
Force Field Analysis (driving & restraining Forces).....................................................................10
Implications of Assessments..........................................................................................................11
Short Term.................................................................................................................................11
Middle Term..............................................................................................................................11
Long Term.................................................................................................................................12
Performance Management.............................................................................................................12
HR Plan..........................................................................................................................................15
Action Plan (Gantt chart)...............................................................................................................18
Conclusion.....................................................................................................................................19
References......................................................................................................................................20

3MANAGEMENT OF HUMAN RESOURCES
Introduction
Human resources are one of the major building block of any organization. The potential
of an organization depends not only in its ability to optimize the allocation of its materialistic
resources but also to utilize effectively the available human resources. In the process of ensuring
the optimization of human resource utilization it is also important to identify the factors that is
rendering restraint upon the channelization of human resources (Albrecht et al. 2015). It is
necessary to make the human resources adapt with the new changes that are taking place within
the market where the organization operates its business. In order to implement the action plan
based on the analysis of the flaws and fortes of the organization human resources needs
improvisation from all respect to raise their operational effectiveness as well as performance
efficiency. For ensuring smooth functioning of the human resource management it is essential
that the managerial endeavors should work in favor of the labor force of the organization from
top to the bottom level and vice-versa within the employee hierarchy. In this case it is been
observed that Brain Lam, the owner of Big Bytes is confronted with a lot of issues related to the
management for the organization as put forth to him by Samantha, who was earlier the retail
manager of a departmental store and joined Big bytes as a general manager later. Big Bytes
which is a chain of stores that deploys into the market products like computer equipment and
information technology related accessories along with providing repairing and maintenance
support (Albrecht et al. 2015). The paper delves into this aspect of human resource management
and recommends action plans, execution of which may ensure long run sustenance of the
company in the competitive market place.

4MANAGEMENT OF HUMAN RESOURCES
Overview of the Problem
The background of the problem relates to the endeavor of the general manager Samantha
who is a newly recruited professional in Big Bytes. The issues that are being highlighted by
Samantha is in putting forth the issues that questions the relevance of laissez faire approach
within the organization. Brian lam asked Samantha only to report about the performance of each
of the stores which was rather imprecise (Bratton and Gold 2017). Samantha scrutinized the
flaws and fortes in each of the stores where she comprehended that:
 there is deficiency of commitments by the store managers
 word of mouth was the medium through which recruitment use to take place
 Ambiguity exits behind high absenteeism and lateness
 The manager’s styles use to influence the morale of the staffs
 Online sales renders substantive competition for which the sales margin were confronted
with downfall
 Training regarding financial management was a pre-requisite which were not found to be
accomplished
 The formal appraisal process as at an halt due to operational ineffectiveness internally
 Staff turnover rate is high as retention of employees where low
 Based on the annual opinion survey, it was been found that the employees were
unsatisfied with the lack of training opportunities whereas allocation of funds for
trainings were implemented
Based on these aspects of concern the statement of the problem can be incorporated.

5MANAGEMENT OF HUMAN RESOURCES
Statement of the Problem
In order to ensure future success of Big Bytes, the implication of current situations
reveals that there exists necessity of emergence of the company from it operational, managerial
and financial perspectives. The statement of the problem comprises of ensuring that the human
resources of Big Bytes are optimized and proper performance management system is being
incorporated along with training and development opportunities.
Diagnosis
The issues that are a matter of concern for Brian Lam, the owner of Big Bytes is
comprised of the existing problems that are prevalent due to traditional business approach. The
laissez faire approach is being maintained where it is being believed that things will
automatically come to their places where it is required. However, the sales are declining, the staff
turnover is risen, store managers commitment towards maximizing the objective of the company
has been reduced, etc. These things are the outcome of ineffective performance management
system and improper channelization of the available human resources. Along with that, effective
grievance management of the employees are required based on understanding their perspectives
regarding organizational culture and feedbacks regarding training needs (Marchington et al.
2016). Samantha have utilized her 10 years’ experience in retail industry based on which she is
interested to remove the constraints that exists within the organization and restructure the laissez
faire approach towards an innovative one and improvise it in an employee friendly and quality
work environment that enriches the organizational practices. It was been found that there is
availability of funds that may support the expansion of the business through the chain of stores.
However, there were lack of proper managerial endeavors that will ensure that the allocated
funds are properly utilized as well as the expansion of the business if effectively monitored.