HR Intervention for Performance Improvement in a Food Manufacturing Company

HUMAN RESOURCES (HR)
INTERVENTION
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Table of Contents
INTRODUCTION...........................................................................................................................3
Identification of sort of intervention for change performance with relevance of specify model 3
Justification of indicators that would be used to measure performance or access the change has
occurred.......................................................................................................................................5
Factors that hinder attainment of performance improvement......................................................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10
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INTRODUCTION
Human resources manager is responsible for planning, organising, recruitment and
selection of talented employees in the firm so that they perform their respective task and
contribute in growth of company. It is also responsible for motivating, improving their overall
performance so that maximum value can be delivered to customers at reasonable value. This
report is on case study of food manufacturing plant operating in United Kingdom having around
600 employees that are working for smooth operation of business. Moreover, it has been
understand that the employees and line manager have poor relationship with each other and
skilled staffs are provided with unskilled work that has resulted in dissatisfaction level.
Therefore, the report has highlighted key point related to intervention that Hr or plant manager
needs to take in order to manage individual performance. In addition to that it has also covered
indicators that would be used to measure performance, factors that hinder performance
improvement etc.
Identification of sort of intervention for change performance with relevance of specify
model
In the above situation, it is clearly given that they are key issue that has lead in decrease
in performance of employees or more amount of wastage. Likewise, the first and foremost thing
is that there are lack of skilled employees plus poor training and supervision that resulted in
lower production. Moreover, poor safety behaviour of employees has resulted in number of
injuries at workplace that have adversely impacted on motivation and morale level of employees
to work for growth and development of company. At the same time, poor relationship among
superior and employees has resulted in tension and conflict thereby creating hindrance in better
operation of organisation (Reina and et.al., 2018). The last issue that has been faced by company
is that skilled employees have given unskilled work that has decreased their motivation level or
cause dissatisfaction. So, numerous interventions that can be taken by plant manager or HR to
enhance productivity and promote sustainability of organisation can be illustrated through
making use of lewin ‘s change model such as:
Unfreezing: It is the stage at which employees are not ready to accept change as they are happy
and satisfied to work in similar manner. Or in another words, it is human nature to resist change
at first instances due to particular mindset or mental thinking that they would not able to
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