Enhancing Employee Skills: HR Operating Models at Oscar Company, UK

This report analyzes the HR practices at Oscar Company, a UK-based pet food manufacturer, focusing on HR operating models, resourcing propositions, and employee development strategies. It evaluates the Standard Casual model and Paul Boselie's 8-box model for their applicability in enhancing HR functions within SMEs. The report discusses innovative approaches to resourcing, including targeted job advertisements, personal interviews, and structured communication to attract skilled employees. Furthermore, it outlines a comprehensive onboarding process, from pre-boarding to role specification and easing the transition for new hires. Finally, the report emphasizes the importance of employee development to align skills with business strategy, highlighting the need for continuous assessment and investment in employee growth. Desklib provides access to similar solved assignments and study resources for students.

MANAGING HUMAN
RESOURCES

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Presenting HR operating models.................................................................................................3
Resourcing proposition................................................................................................................5
Development considerations to enhance employee skills and execution of business strategy....7
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource can be define as the practice of hiring, deploying and managing the
organization and employees of the company in order to increase the performance of the firm.
Moreover, it plays important role in the company as it helps in managing the overall
administration of the company that contributes in maintain the sustainability of the company in
the competitive market.
The present report is based on Oscar that manufacture and sell pet food products for dogs.
Furthermore, this organization is small business with 35 employees and generates $31.53 million
in sales. Along with this, the headquarter of the company is located at Basingstoke, UK (Oscar
company., 2021).
Along with tis, the study will discuss about HR operating models that help SME and
start-up company in running their business effective and efficiently. Lastly, the study will throw
light on development plan for enhancing the employee’s skills and resourcing proposition
regarding hiring skilled subordinates for business.
MAIN BODY
Presenting HR operating models
Human resource operating models help in representing the how HR function is applicable
in the firm and the way it is useful for the company. Moreover, it also helps the business in
identifying outside market insights. It also helps the organization in making the strategies and
plans for reducing the threats and conflicts that will hinder the overall growth of the firm in the
competitive market (Thite, Vashishtha and Sharma, 2019). Furthermore, it also allows the
company to known the performance of each department that contributes in accomplishing the
long and short term goals of the frim in the limited frame of time. There are various models that
can be used by Oscar in order to improve the performance of the firm in the business
environment. That are explained in details below:
 Standard Casual model: This is one of the most common model that is used by the
organization in order to run the company. It helps the company in pottering the casual
chain of the business that include various stage related to business procedure, closure
with the help of HR forms as well as improved budgetary for running the business in the
competitive market as well as to invest in the new business venture. Moreover, it helps

the company in aligning the Human resources activity with the organizational goals in
order to improve the business performance. According to this model Hr plays a
significant role in planning and implementing the strategy for the organizations and
departments within company so that it can work more effectively. Along with this, the
HR practice are related to the HR strategy such as hiring, training and compensation are
Hr parties that contributes in commitment, quality and output. Thus, both are co-
dependent on each other. In addition to this, the model portrays a company chain that
start form business plan and ends with fiscal performance. The advantage of this model
is that it helps the company in making proper plans and strategy to reduce the external
and internal threats (Oelberger, Fechter and McWha-Hermann., 2017). The another
advantage of this model is that it contributes aligning the organizational Hr activities that
contributes in increasing the performance of the firm. However, the disadvantage of this
model is that it requires a lot of time and efforts for collecting the data form within
outside the organization. Furthermore, it the procedure of this model is very costly that
affect the operational cost of the firm.
 8 box model by Paul Boselie: This model allows the organization in identifying the
external and internal factor that affect and influence the business. Moreover, it allows the
company in knowing the external market insights that includes population market context
and other external factors that will affect the overall growth of the company (Nawaz
Khan, Khan, and Soomro, 2020). For instance: if there is shortage of skilled employees
in the market the HR have to make the plans to hire the experience candidate or conduct
training and development plan in order develop the required skills so that it can work
more efficiently for the organization. Thu, this factor will affect the company operational
cost because hiring and training programs are expensive. Moreover, the company culture,
background and technology affects the Human resources as it has to make the plans and
strategies according to them. Along with this, all this factors influence Human resources
strategy such as intended HR practice include recruiting and turning but this model
show’s it from the starting point. In addition to this, the model impacts on actual hr
practice such as there is a cooperation between HR and manger and there can be situation
in which department manager will follow their own intention but the practice would be
different (Kmecová, 2018). Furthermore, it will create chaos in the organization as the

employees will not be able to understand the task if HR and manager have two different
approach. The advantage of using this approach is that it is very cost effective for the
start-up and small business. It is very flexible in nature and Hr can make changes if
required as depends on external factors of the business that can vary from time to time.
The another advantage that company can have form this that it helps in identifying the
external and internal changes in the environment (Conley, Powers. and Smith, 2017).
However, the disadvantage that this model is it is very time consuming because the Hr
has to set up the 8 stages. Moreover, it is complex in nature and affects the Hr strategies
also that results in delaying in completing the task.
Resourcing proposition
The resourcing proposition involve different practices and technique that will support the
business venture to attract and hire the best skilled employee an work force over different
designated position role in organisation. The human resource team at the OSCAR recruiting
Company follow the various practices such as issuing job advertisement, job description,
personal interviews and such kind of techniques in order to attract the most efficient and skilled
human resources over different designated position role in company. This become necessary for
the stakeholder to supply the sufficient human resources over all different designated position
role in the business venture. Innovative approaches involve issuing job description that will
highlight all the key skill that are required for the professional over the respective designated
position role in company (Xiong, 2018). This become essential for the venture to approach this
practice for attracting the bets skilled employees over different designated position role. Issuing
job advertisement in attractive manner create an interest of skilled professional to come and
apply for the whole job interview practices follow by the venture. This is important part of the
recruiting practice follow by the organisation. Further the job description is issued over all
different job searching sites so that professional can look forward to the particular job role for
approaching the employment requirement in the best way possible. Approaching candidate over
various platform will support and direct the human resource professional too only to attract the
skilful candidate over various designated position role in the organisation. This is a very suitable
approach or practice that is undertaken by the venture for meeting up the recruitment objectives
and aim.

Innovative approaches for hiring the skilled employee involve conducting personal
interaction with the suitable communication sources with all the desired candidate. This involve
setting up a clear structure of call records and contract option where company can communicate
with the potential candidate in respect to approach for offering all different job role.
Communication become the necessary key to meet the gape of required position role and the
candidate. This will be th suitable approach or technique that will support the human resource
professional at the OSCAR recruiting Company to hire the most skilled employee over various
designated role (Zaeske, 2019). Direct communication with the employee at other organisation
designated over the desired position that is also offering by the company will make a huge
difference for the business venture. At the time of approaching the candidate the OSCAR
recruiting Company further ask for the desired salary or remuneration from the candidate itself
so that proper clarity over the desired salary can raised by the professional.
Once the whole interview is done the candidate get selected over the designated role the
next step is to issue the offer letter. This is very important part of the recruiting campaign where
company offer the offer letter to all the selected candidate (Moulton, 2018). This create a huge
difference for the business venture to assure that the candidate get selected over respective
position role along with the offered salary structure. This whole process is executed with support
of the personal mail id that is provided by the candidate. While executing this practice the human
resource professional attach the whole template provide all the details in the attract manner. This
is a very famous process that is applied to issue the offer letter to the candidate.
On boarding approaches is further segregated into different parts. There are multiple
phases also attached with the on boarding practices follow by the OSCAR recruiting Company.
Pre onboard is a stage that is started from the time candidate select the offer letter issue by the
organisation. This strategy is adopted when the candidate accept the offer letter issue to the
candidate by the company. This is the stage that is start from the tome entire interview processes
is executed successfully and candidate accept the offer release by the business venture. In this
stage offer letter is issued to the candidate and all term and condition is assigned a associated
with the designated position role in the organisation (Davidson, 2018). The next step is the
welcoming new hires. This is a stage that involve welcoming the new joinee over the designated
position role in the company. This is done at the date of joining with the employee,. Induction is
conducted by the human resource professional to introduce the organisation along with

communicating with all the role and responsibilities which employee will be required to meet in
against to ensure the role and responsibilities assigned to the professional. This stage is very
crucial for the employment purpose for the human resource appointed at various designated role.
Induction clarify all the doubts of the employee on the very first day that will direct the
employee to be aware with all requirements being at the designated post.
Role specification is the third stage of on-boarding of candidate. This involve specifying
the role of the candidate in detailed manner. This is very significant stage that clarify all the
doubts of the employee regarding the designated role (Minbaeva and et.al., 2018). Training also
involve directing the human resource with all the skills that are needed to perform the respective
responsibilities in the organisation. All the key requirement associated with performing the
assigned role to the employee is a crucial part of this stage. Role specifying training make
employee more aware with all the required action that need to be taken by the employee at the
work place.
Easing the transition of the own role is the final stage associated with the on boarding
tactics. This is about to make employee comfortable over the designated role and the
organisation. This is very significant stage associate with the human resource related to the
organization. This stage play a key role in creating a friendly environment for the human
resources at workforce. This stage make it more relevant for human resource to get adjusted at
the work culture of the organisation.
Development considerations to enhance employee skills and execution of business strategy
Employees are an important assets for the company and human resources. It is essential
to assess their performance and skills to identify room for improvement. It is important for
human resource department to invest time and resources in improving employee' skills. These
considerations include:
Continual communication: Clear and effective forms of communication can produce many
benefits in improving the skills possessed by the employees (Khoreva, and Wechtler, 2018).
Communication fosters relations with transparency and direct communication. It provides a
culture of collaboration and allows sharing ideas that will improve the team.
Fostering positive workplace: It will make the employees feel happy and perform better in this
workspace. They will feel different in clean and tidy workplace and will motivate one another
towards positive direction. It encourages employees to be productive and will boost the team

morale. This way each employee will feel valued within the organisation that will allow them to
grow and develop.
Training the employees: It is essential to provide at the initial stage for the new employees but
this training must be continued within the required areas. Initial training will provide the
employees with proper direction and attention during on- boarding process. Training helps in
keeping the employees engaged and motivated to work in new ways. Continuous training will
allow them to refresh their skills while having a follow- up on the information that is missed
otherwise.
Organisation will implement various strategies to let its business grow, however, there
are some developmental considerations on its ability to execute these business strategies. It
includes many initiatives such as Building strong guiding coalition as there are many strategies
related to change that fails so it is important to guide them towards the processes involved in
strategy rather than each employee sitting and agreeing to the proposed change initiatives.
Developing a clear vision will help in setting up milestones for the implementation of business
strategies while communicating it to all the levels of employees (Jaiswal, and Arun, 2021).
Designing a short term win will help in making a learning curve that eliminates the chances of
having initial clumsiness. These early wins are critical in making the employees stay motivated
towards the goal. HRM must keep the employees of the company engaged around the business
strategy along with other changes that will take place ahead. It must tap into opinions and feeling
of employees regarding various levels. Engaging keeps the employees capture their mind
towards the strategy. In addition to this, HRM of Oscar must be able to translate the business
strategic priorities to the workforce and allowing proper staffing within different areas of
business operations. HRM acts as a key driver for the development of necessary leadership
competencies along with performance capabilities of all the employees.
OSCAR recruiting Company follow the talent management theory to support the growth
and development of the human resources associated with the organisation. This involve setting
up clear goals of the work force in against to deliver the employee development practices at work
place. The talent management involve directing the employee with support of setting up of clear
goals along with following the professional level of training campaign that can maximise the
skill and capabilities of the human resources associateship the organisation (Nangia and Mohsin,
2020). This theory support the company to effective work on the skill and personality of the

workforce to execute the best level of individual growth and development of the human
resources at the organisation. Talent management practice involve channelising the skill
development campaign, orientation program to improve the overall personality of the human
resources associated with all different designated position role in company and such like of
activities. This theory wisely support the business venture to enhance and boost the individual
growth and development of each individual employee at the organisation so that best suitable
work efficiency can be sustained by the organisation.
Training and development campaign is among the most prominent practice associated
with the theory of talent management. Skill develop entertaining involve improving both hard
and soft skills of the work force so that they can deliver better and more effective functional
responsibilities at the workplace. Further this practice involve improving the work culture of the
organisation. This involve taking decision to improve the work culture of the business venture.
This is essential for the OSCAR recruiting Company to establish proper policies and approaches
to adopt a better and more friendly culture that will support the overall upbringing of the human
resources at the organisation.
Maslow need hierarchy theory is also the one that is supported the OSCAR recruiting
Company to conduct the training campaign and performance management practice. This theory
direct the company in respect to motivation aspect of the work force. This theory believe that the
motivation of the employee is highly influence with the growth and development opportunity
organisation cater (Rana, 2017). The training campaign adopted by the company is among the
major practice that is associated with such a aspect. This theory highly influenced the business
venture to support the best form of growth and development of the work force with the use of
proper training and development practices adopted by the company.
CONCLUSION
The on boarding is done in multiple ways. The pre bodyboarding stage where the
employee is agreed to accept the designated role offer by the organisation. The net stage is to
welcome the employee along with the proper induction. There are multiple ways and techniques
that are used to improve the skill and abilities of the employee at the organisation. This involve
channelising a proper training campaign that can favour the human resources to improve the
individual skill and efficiency at the work place.

REFERENCES
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Online references
Oscar company., 2021. [Online]. Available through < https://www.oscars.co.uk/>
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