Managing People: Issues, HRM Models and Theories for FarmBox Company

This report discusses the issues faced by FarmBox Company in managing people, HRM models and theories, and recommends appropriate models for effective recruitment and selection. It identifies issues such as failure to hire appropriate candidates, inability to fulfil customer needs, and lack of skilled HR department. The report evaluates HRM models such as Fombrun Model, Harvard Model, Contingency Research, Retained Research, and Recruitment Process Outsourcing, and assesses their appropriateness. The report recommends Contingency Research and Recruitment Process Outsourcing as the most appropriate models for FarmBox Company. Subject: Human Resource Management, Course Code: N/A, Course Name: N/A, College/University: N/A

Managing People

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Identifying issues.............................................................................................................................3
Defining HRM recruitment and selection models and theories.......................................................4
Assessing the Appropriateness of Models.......................................................................................6
Identifying and recommending models...........................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES:.............................................................................................................................10
Books and Journals...............................................................................................................10
Online...................................................................................................................................10

INTRODUCTION
Management of the people can be defined as the process that includes training,
motivation and analysing the performance of the employees on a daily basis. People management
is very necessary for the business firms and the organisations as it facilitates the leader to
enhance the communication process in the workplace (Riley, 2018). HRM department of the
companies plays an important role in the organisation to hire the potential candidate in order to
perform a particular task. For this report, FarmBox company has been under taken into account.
This company was started in 2019 by a small family. Main operations of the company is that
they are busy in providing the fresh food products to their customers through online platforms. In
this report, various types of issues will be discussed in relation to the HRM. Along with that,
HRM models and theories will also be analysed in relation to the organisation. Positive and the
negative elements of the models will be discussed that helps to improve the recruitment process
for the company. At last of this report, most appropriate models will be discussed in relation to
the organisation that helps them to improve the operational productivity.
MAIN BODY
Identifying issues
Various types of issues are faced by the HRM department of the company while selecting
the suitable candidate in order to perform the particular task. Some of the issues that the are
being faced by the FarmBox company are as follows:
 One of the main challenge that the company faced that they fails to hire the appropriate
candidates who can perform the function in their company (Phillips, 2020). As they have
not that much effective HRM department who can critically analyse the ability of the
individuals while selecting them for the particular job.
 At the time of COVID-19, company faces huge traffic on their online platforms in order
to purchase the food products. But at that time company were unable to satisfy the needs
of the customers as they don't have enough employees who can carry out the operations.
For that purpose they hire the new employees in the company in a very short time without
seeing the capability of them. After that company faces that the employees are not able to
do the work for long hours. This was one of the main issue for the company.

 FarmBox company fails to fulfil the needs of the customers at the time of COVID-19
then they got so many bad reviews and complains that are coming from the customers.
FarmBox does not have that much effective HRM department who can critically analyse
the demand of the employees in the company. This result in the leaving of the employees
from the company as company does not have the skilled HR department who can
regularly motivates and encourage the employees towards the work. This was the major
issue that company faced during that time.
Defining HRM recruitment and selection models and theories
Recruitment and the selection can be defined as that concept of the organisation that
analyses the demand of the employees in the workplace. It means to fulfilling the needs of the
employee by selecting the appropriate individual for the specific jobs. There are various types of
HRM models and concept that are discusses below in relation to the Farm Box company are as
follows:
 The Fombrun Model: This model of the HRM can be defined as the various functions
of the management. In this type of model, HR uses mainly four components that attracts
the potential individual towards the company (Kahn and Baum, 2020). These components
are selection, appraisal, development and rewards. These elements helps the HR people
of the company to motivated the employee in the workplace. They ensures the individual
that they will surely get the rewards and appraisal time to time. Farm Box company uses
this model that helps them to make their recruiting process more effective. HR
department of the company gets advantage to attract potential employees in the selection
process by using this model. This models helps the employees to stay more motivated
towards goal of the organisation as they get regular appraisals and rewards.
 The Harvard Model: This model of the HRM is one of the most effective models that
HR department of the company should uses in order to effectively hire the employees in
the company. This model mainly consists six components that are stakeholders interest,
situational factors, HRM policy choices, HR out comes, long-term and feedbacks
(Mirror, 2019). This model facilitates the HR department to make strategies in relation to
the interests of the stakeholders which facilitates the company in better performing the
functions of HR. Components of this model focuses on the regular training of the
employees and also facilitates the company to retain employees. This models help the

company in the selection and the recruitment process. It facilitates the HR people of the
company to get more potential employees by providing them regular training and also
helps them in achieving the personal goal.
 Contingency Research: This is the most common methods that are used by the HR
managers and the recruiters to hire fresh talent in the organisations. In this type of
recruitment process companies and the business organisations do collaboration with the
various agencies in order to fulfil the demands of the manpower in the company. This
facilitates the HR department of the company to get the enough number of candidates in
order to perform the particular task in the organisation (Bader and Reade, 2021). Farm
Box company mostly uses this model as they have collaboration with the various
agencies in the market that helps them to get the potential employees in the workplace.
Agencies mostly select the right candidate for the particular job in the company.
 Retained Research: This type of selection model can be defined as that the HR
department of the company have to pay the half amount to the recruiters before starting
the recruitment process. This is the effective methods as the agencies are generally hires
for the long-period. Farm Box company rarely uses this model as HR department of eh
company hardly build the healthy relations with the agencies (Lock, Fowler and Moebus,
2020). In this type of concept the people who hire the employees for the company are
professional in the HR field. By using this model company focus on to hire the
employees for a long-period which helps in building the healthy relations with them.
 Recruitment Process Outsourcing: This type of HRM model is becoming very popular
in the organisations day by day. This concept can be defined as the organisations and the
companies outsources the whole recruitment process. It is one of the most beneficial and
effective selection models that helps the company and the business firms to save lots of
cost and time. This helps the companies to find out the best candidates as professionals
are engaged in selecting the employees for the company (Mascovich, 2018). Farm Box
highly uses this model that facilitates them to select the fresh talent for their company
effectively. This model of the HRM facilitates the company to enhance their recruitment
process. This also release so much pressure from the HR department of the company.
Through this selection model, HR department of the company can easily influence the

actions of the employees towards the goal as they are skilled persons that are hired by
the professionals.
Assessing the Appropriateness of Models
Different kinds of HRM models consists both positive as well as the negative elements
that are mentioned below in relation to the company:
Positive Elements of the Models
 One of the most beneficial aspects of the Recruitment Process Outsourcing is that it
focuses on to choose the right candidates for the company. It facilitates the Farm Box
company saves the lots of time by effectively hiring the employees in the company.
Recruitment process outsourcing gives so much advantage to the company as it saves lots
of cost because the people in this model are much professionals and skilled. They hire the
employees through various modes like e-mails, messages etc. This comes out as the
major advantage for the Farm Box company.
 Fombrun model puts a much positive impact on the company as it ensures the
organisation to more growth in the future. FarmBox company practised this model as
they uses the employees of the company as a sources that helps in beating the
competition in the market. Another positive side of this model is that it facilitates the
managers of the company take decisions quickly in order to increase the operational
activities in the workplace (Westers and Plener, 2020). This model facilitates the HR
department of the company to motivates the employees by giving various rewards and
appraisals. It increases the brand image of the company in the market.
 Harvard model of the HRM is very beneficial for the organisations that helps them to
regularly conduct the training program for the employees. This facilitates the HR
department of the FarmBox company to educate new skills and techniques to their
employees in order to perform the tasks effectively. This models help the company to
crate a health image in the market because the HR department ensures that they carry out
the work by keeping the interest of all stakeholders in the company.
 Contingency research helps the company to find fresh and talented people for the
organisations. Farmbox company have collaborated with the various agencies in order to
fulfil the demands of the employees in the company (Day, 2020). This puts an positive

impact on the image of the company as skilled employees are hired in the organisation by
using this concept.
Negative Elements of the Models
 Recruitment Process Outsourcing sometimes create a negative impact on the image of the
companies by having clashes between the employees and the HR department. By using
model HR department fails to interact properly with the employees which leads in the
delay of the operations of the company.
 Fombrun models sometimes put a negative impact in the organisation by neglecting the
interest of the employees in the workplace. This type of model focuses on the four
functions of the HR department without considering the other factors like employee
relations with the upper level (Elkordy, 2022). This sometimes affects the performance of
the actions in the organisation which puts a negative impact.
 Sometimes the Harvard model puts a negative affect on the FarmBox company as it
includes the interest of everyone that are connected with the company. So it becomes
very hard for the HR department of the company to critically analyse the performance of
the employees in the company.
Identifying and recommending models
Contingency Research
This is the most common model which is used by the organisation to recruit talented
candidate according to the job position. Farm box organisation mostly carry out their business
operations with the online methods. It is an emerging organisation in the market. The human
resource department could use this model to find the appropriate candidates in order to grow the
business in an effective manner. It helps in recruiting specialised workforce according to the
organisation needs. This is the most common method which is used by the organisation with the
changing market trends (Hibberd, 2020). It is the most appropriate concept that are used by the
HR department of the company to fulfil the demand of the employees in the workplace.
Recruitment Process outsourcing
With the help of this model the organisation can give the contract of recruiting talented
candidates to the third party providers. It is an act of extension the human resource function to
some different organisation. Farm box business is still growing in the market. The organisation
could not use this methods this could create extra expenses. The company is not in the position to

bear the expenses according to the revenue generation in the market. This process also help the
organisation to carry out the operations smoothly in the market. It is the most appropriate
concepts that HR department of the Farmbox company can use because it helps them to save the
lots of cost and time. They are busy in selling the food products to the customers and for that
purpose they need the skilled and efficient employees in order to complete the task in the time.
This model helps them to bring more efficiency in the activities of the company.
The Harvard model
This framework comprises of five essential components to understand it better. It includes
stakeholders interest which is the basic framework of this model. This framework helps to
understand the duties of the Human resource department in an effective way. Various other
components are described below:
 Shareholders – The shareholders play an significant role and they want the organisation
to perform better in the market (van Houten, 2020). Frame box organisation HR
department needs to use various resources to show effective results to the shareholders.
 Management – This also plays an important role the management needs to structured
while studying the market trends and making the important decisions. The HR
department of the frame box could create a enhance connection with the management to
to become more profitable in the market.
 Employee groups – The management needs to solve various issues of the employees.
They had to maintain the healthy relationship with the employees in the workplace. It
also helps in attaining the goals nd objectives in an systematic manner.
 Government – The management needs to work according to the rules and regulations
which is abide by the government. The organisation needs to work in accordance to the
policies and values.
 Others – It includes all the external factors which affect the business (Mantle and Lichty,
2019). These factors could affect the business in both negative and positive ways.

CONCLUSION
From the above report it can be analysed, that Human Resource plays a very important
role in recruiting the suitable candidate for the particular jobs. Effective management of the
people in the company is also a very important concept that keep the employees motivated
towards the work. In above report, various types of issues have been discussed that decreases the
productivity in the recruitment process. Different kinds of HRM models and theories have been
evaluated to know about how these can affects the behaviour of the staff in the workplace.
Positive and the negative elements of the models have discussed. At last of the report, most
appropriate models and theories have been analysed that helps the company in to make the
recruitment process more effective.

REFERENCES:
Books and Journals
Bader, B. and Reade, C., 2021. The Context of Terrorism for Managing People in Multinational
Enterprises. The Oxford Handbook of Contextual Approaches to Human Resource
Management, p.135.
Day, M., 2020. Covid-19: ibuprofen should not be used for managing symptoms, say doctors and
scientists.
Elkordy, M.E., 2022. Starting and managing a fully REMOTE BUSINESS. HR Future, 2022(2),
pp.10-11.
Hibberd, N., 2020. Managing project people. In The Practitioner Handbook of Project Controls
(pp. 389-395). Routledge.
Kahn, M.J. and Baum, N., 2020. Managing People. In The Business Basics of Building and
Managing a Healthcare Practice (pp. 43-46). Springer, Cham.
Lock, D., Fowler, A. and Moebus, K., 2020. Managing People in Programmes. In Gower
Handbook of Programme Management (pp. 488-501). Routledge.
Mantle, M.W. and Lichty, R., 2019. Managing the unmanageable: rules, tools, and insights for
managing software people and teams. Addison-Wesley Professional.
Mascovich, K.A., 2018. The nesting ecology of sea turtles: managing people, infrastructure, and
habitat (Doctoral dissertation, University of Georgia).
Mirror, B., 2019. Advances in the Technology of Managing People: Contemporary Issues in
Business. marketing, 135, p.136.
Phillips, B.D., 2020. Disaster Volunteers: Recruiting and Managing People Who Want to Help.
Butterworth-Heinemann.
Riley, M., 2018. Managing People in the Hospitality Industry. Routledge.
van Houten, G., 2020. Managing skills requires skilled managers.
Westers, N.J. and Plener, P.L., 2020. Managing risk and self-harm: Keeping young people safe.
Clinical child psychology and psychiatry, 25(3), pp.610-624.
Online
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