HRM Issues and Proposal for B.N. Foray

This assignment discusses the primary HRM issues faced by employees in B.N. Foray, a globally renowned FMCG company, and proposes measures to resolve them. It also includes an implementation plan, risk register, and cost analysis.

INDIVIDUAL
COURSEWORK HR
On BN Foray

EXECUTIVE SUMMARY
This assignment is based on a fictional company called as B.N. Foray which is a globally
renowned organisation operating in FMCG sector. In this report discussion about HRM problems
like low employee engagement, high turnover rate of employees and workplace fights. This
report will include different measures so that these problems can be resolved easily.

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY...................................................................................................................................1
Outline Primary human resource management issues faced by employees in B.N. Foray.........1
Proposal to enhance the delivery of HR procedures in B.N. Foray............................................1
Implementation plan involving outline costs and responsibilities..............................................3
Risk register to tackle with potential risks while implementing plan.........................................4
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource management is referred to the practice of hiring, managing, recruiting
and deploying the employees of an organisation. HRM is also responsible for formulating,
implementing and overseeing the policies which benefits in governing the workforce of a
company (Stokes and et. al., 2016). This assignment is based on a fictional company called as
B.N. Foray which is a globally renowned organisation operating in FMCG sector. At present,
around 9000 employees are working in company. Main products offered by company are soft
drinks, cereals, breakfasts products, confectionery, processed food etc. This project will cover
about HRM issues faced in B.N. Foray and proposal to resolve it. Also, implementation plan and
risk register is prepared so that expected changes can be incorporated properly.
MAIN BODY
Outline Primary human resource management issues faced by employees in B.N. Foray
B.N. Foray is a multinational company which is successfully operating in FMCG
industry. Objective of this company is to provide healthy nutrition of their customers in genuine
price. Main products which are offered by concerned company are confectionery, processed food
products, dairy products, soft drinks and cereal based snacks. From some time, this company is
facing lack of integration in HR policies within organisation along with reduced engagement of
employees (Brewster and et. al., 2016). Main HRM issues which are faced by this company are
high turnover rate of employees, reducing engagement of workers, workplace conflicts, long
working hours. Reasons behind these issues are that policies made by HR department are no
robust. For example, employees usually have to stretch their working hours which make them
frustrated. This is the reason their engagement in organisational work reduces and they start to
leaving the jobs. This increases the turnover rate of workers within firm. Other than this, due to
mismatched opinion of employees, conflicts among workers are also on hike due to which
peaceful working environment of company gets disrupted (Dickmann, Brewster And Sparrow,
2016).
Proposal to enhance the delivery of HR procedures in B.N. Foray
There are multiple HR policies and processes which takes place at B.N. Foray so that
appropriate working environment can be maintained at workplace. From past some time, there
are some HR related issues which are faced by the workers of company. These issues have
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impacted the working of concerned organisation in a negative manner. In this context, some
proposal can be given so that delivery of Human Resources processes in B.N Foray can be
increased. Below are mentioned HR issues and some ways by which HR issues in concerned
company can be resolved in a proper manner.
 High turnover rate: This problem has emerged in B.N. Foray due to increased work
demand. Employees are asked to perform additional work but no appreciation or
incentives are given to them in return. Also, they are not given any special training while
working in the company. This is the reason they face difficulty in settling in the
company. Due to this, they feel demotivated and start leaving job. To solve this problem,
company can offer them rewards and benefits as per their performance. This will
motivate them to retain in firm for maximum time (Ulrich and Brockbank, 2016).
 Reduced employee engagement: In recent time, management of company is not taking
good decisions due to which work life balance of employees is being compromised. This
has reduced morale of employees to do work. In this context, management of company
can include employees in decision making so that they can feel more valuable and their
engagement in company can be increased. Also, employees can be taken for recreational
and leisure activities so that they feel refreshed and perform their organisational work
with greater efficiency (Hunter, Saunders and Constance, 2016). In this context, leader
of company can adopt democratic leadership in which opinions and preference of
employees are listened so that right decisions can be taken. Due to involvement of
employees in organisational decision, they will be able to relate with concerned company
in a proper manner and their working potential will reduce. Adoption of democratic
leadership in firm can help in resolving the issue of low employment within B.N. Foray.
 Workplace conflicts: This issue is faced by employees of company due to inappropriate
cooperation among different departments. For example, as per case study, it is stated that
team leader in logistics department has issues with safety and health executive as later
individual is not giving consideration to her request. To avoid these conflicts and
problems, head of different departments have to coordinate and cooperate with each other
by initiating departmental meetings. In these meetings, manager and leaders of different
department can share about their work so that all employees can perform work
comfortably (Wu and Rao, 2017).
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Implementation plan involving outline costs and responsibilities
In order to resolve the problems which are emerging at B.N. Foray, HR manager of
company has suggested a proposal. This proposal have some measures by which issues faced by
concerned company can be tackled. To achieve the objective behind these proposal, it is
important for manager to have a proper plan. In this context, a plan is prepared by the manager in
B.N. Foray. This plan is going to discuss about the cost and other aspects which are needed to
implement solutions for HRM issues. In this context, an implementation plan is discussed
follow:
HR issue Expected goal Time needed
to resolve
issue
Cost required Responsibility
High
turnover
rate
To retain employees
for maximum time by
giving them
appreciation for their
hard work and
providing them
appropriate training
(Leidner and et. al.,
2016).
1 month For offering
training and
appreciate to
employees on
monthly basis,
company needs an
amount of 15000
pounds.
It is the responsibility
of HR manager in
concerned company
to provide training to
employees on
monthly basis. Also,
HR executive have
the task to provide
reward and benefits to
the employees.
Reduced
employee
engagement
For this issue,
objective of company
is to increase the
engagement of
workers by including
them in decision-
making so that their
interest in the affairs
1.5 month To implement
democratic
leadership no cost
will be needed
and for
recreational
activities and
events, company
Increasing the
engagement of
employees in their
respective department
and overall company
is the responsibility of
the team leader of
particular department
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of company can
increase. In this
context, company can
adopt democratic
leadership.
will require the
cost of 2000
pounds each
month.
(O'Har, Senesi and
Molenaar, 2017).
Workplace
conflicts
Within B.N. Foray,
problems and issues
related with
workplace are majorly
faced between
different departments
as heads of different
units do not corporate
with each other. Here,
goal of HR manager is
to arrange regular
meetings and
seminars so that
manager and team
leaders of different
units can understand
and cooperate with
one another.
1 month To arrange
meetings and
seminars among
different
departments, 1000
pounds are needed
at monthly basis.
This is the
responsibility of HR
executive and
manager in B.N.
Forey organisation to
resolve
interdepartmental
conflicts and issues so
that each department
can work in
coordination and
overall productivity of
company can be
increased (Hiscock
and Jones, 2017).
Risk register to tackle with potential risks while implementing plan
Risk register is defined as a tool which benefits in risk documentation and identification
of actions so that risk can be tackled in a proper manner. It is important to manage risk in a
proper manner otherwise all the activities that are performed to carry out change in an
organisation can get in vain (Noe and et. al., 2017). In context with the implementation plan that
is produced by HR manager of B.N. Forey, risk register is mentioned below:
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Name of risk Risk
breakdown
structure ID
Probability Impact Mitigation
Financial risk 1 High High Cut extra costs and
expenses of company by
employee redundancy at
global level.
Time mismanagement 2 Medium Low Preparation of time
schedule so that activities
can take place
systematically (Bratton
and Gold, 2017).
Lack of motivation among
employees
3 Medium High Discussing benefits of
high productivity with
employees so that they
can understand the needs
of activities identified in
implementation plan.
CONCLUSION
As per this given report, it has been summarised that there are multiple HRM issues
which are faced by B.N. Foray like low employee engagement, workplace fights and high
turnover rate of employees. These issues can reduce the productivity of company. There are
different ways like giving appreciation and benefits to staff, holing departmental meetings etc. by
which these issues can be resolved. Overall cost to perform these activities is around 18,000
pounds. Risk register benefits a company in identifying potential risk which can hinder the
effectiveness of business activities and operations.
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REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and et. al., 2016.International human resource management. Kogan Page
Publishers.
Dickmann, M., Brewster, C. And Sparrow, P., 2016. Introduction and Overview of IHRM:
Contemporary HR Issues in Europe. In International Human Resource
Management (pp. 35-48). Routledge.
Hiscock, K. and Jones, A., 2017. Assessing the extent to which the UK’s National Risk Register
supports local risk management. Sustainability. 9(11). p.1991.
Hunter, I., Saunders, J. and Constance, S., 2016. HR business partners. Routledge.
Leidner, J. L. and et. al., 2016. Risk identification and risk register generation system and
engine. U.S. Patent Application 15/181. 194.
Noe, R. A. and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
O'Har, J. P., Senesi, C. W. and Molenaar, K. R., 2017. Development of a risk register spreadsheet
tool for enterprise-and program-level risk management. Transportation research record.
2604(1). pp.19-27.
Stokes, P. and et. al., 2016. Managing talent across advanced and emerging economies: HR
issues and challenges in a Sino-German strategic collaboration. The International
Journal of Human Resource Management. 27(20). pp.2310-2338.
Ulrich, D. and Brockbank, W., 2016. HR Business Partner model: past and future perspectives:
international waters-HR strategy. HR Future. 2016(Dec 2016). pp.16-21.
Wu, H. R. and Rao, K. R., 2017. Critical issues and challenges. In Digital Video Image Quality
and Perceptual Coding (pp. 543-576). CRC Press.
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