Analysis of Human Resource Management at Hoo Hing Oriental Supermarket

This report provides an analysis of Human Resource Management (HRM) practices at Hoo Hing, a major oriental supermarket and online retailer. It examines the development of the HR function, detailing its role in training and development, and its contribution to both employee and organizational growth. The report investigates both traditional and contemporary approaches to recruitment and selection, including newspaper advertisements, internal hiring, social media, and online written tests. It also explores the procedures and practices of performance management, including quality approaches and remedial activities such as individual feedback and group formation. The report concludes with an emphasis on the importance of effective HRM in enhancing organizational performance and employee motivation, highlighting the critical evaluation of recruitment methods and the significance of performance management strategies.

Hoo Hing Resource Management
INTRODUCTION
Human Resources refer to all the people who work for a company and help it
achieve organisational objectives. These are the support system for an organisation
and an important function to be followed by a firm for a consistent growth and
profitability. The following leaflet is about Human Resource Management in Hoo
Hing, which is an oriental superstore and online Chinese supermarket in United
Kingdom. It appraises the development of Human Resource function for Hoo
Hing, critically examine the traditional as well as contemporary approaches of
recruitment and selection. The leaflet also includes the procedures and practices of
performance management and remedial activities.
Company Overview: Hoo Hing is one of the biggest Chinese supermarket network
and importer of catering products and oriental food. This company supplies its
offerings to each customer group starting from wholesalers to individuals
purchasing weekly groceries. Moreover, the organisation has its ties with almost
all the leading Chinese restaurants in the country. Hoo Hing has almost 300
employees supporting the company to reach new heights in terms of profitability
and customer base.
Organisation structure
It contains various departments which require the company to effectively work
towards performing a consistent and outstanding Human Resource management
function.
Development of Human Resource Function: HR department of Hoo Hing is
responsible for managing human resources. They undertake all the activities
performed by employees and channelise them in ways which contributes
effectively to growth of the company. The main function of HR department of
Hoo Hing is to provide training and development to its workforce in order to
ensure their personal as well as professional growth. Aim of this department is to
enhance the overall knowledge and skills that is essential for each employee of
this company to perform at their maximum capabilities. In addition to this,
another main purpose of this function is to develop future opportunities and
appropriate career development of employees alongside organisational growth.

Furthermore, HR department is also responsible for continuous professional
development, which aims not only in perfecting a certain job role, but ensuring a
consistent and secure growth of individuals working in the organisation. For its
assurance, the firm uses high end training methods like on-the-job training which
provides familiarity of employees with new processes and technologies. Another
aspect through which the company achieves it is by maintaining a safe environment
for its workforce as Hoo Hing considers safety of the employees its utmost priority.
Traditional and Contemporary Approaches of Recruitment and Selection
Hoo Hing focuses completely on recruitment as well as selection of new
candidates. Company believes in appointing right people for the right job and to
achieve this, there are various traditional as well as contemporary approaches which
are adopted by organisation to recruit as well as select its employees. These
methods are as follows:
Traditional Approaches: Hiring through Local Newspaper Advertising: Hoo Hing
uses advertisements in local newspapers as a method to recruit new candidates for a
specific job role. Since it is the most tried and tested form of recruitment, such
advertisements actually allow the company to spread message to a large group of
individuals simultaneously, thus, creating more responses. However, sometimes
company faces hardships where responses are concerned as there is no guarantee of
placement of recruitment ads.
Internal Hiring: Another method by which Hoo Hing effectively recruits their
employees is through this process. It allows the firm to save cost as well as other
resources required for effective recruitment and selection. The best aspect of this
method is that it would allow the company to internally hire competent individual
which would be a source of motivation for other employees as they would be
experiencing a sense of more opportunity.
However, the firm might fail to acquire new and fresh talent which could have
given innovative ideas and adequate contribution for its growth. Apart from this,
traditional selection methods include short listing of clients and conducting group
discussions followed by face to face interviews. This helps Managers at Hoo
Hing to personally judge each client. However, it is very time consuming and it
incurs high cost per participant which might be a drawback for the firm.
Modern Approaches: With enhancement of technology, there are different
approaches which Hoo Hing adopts to recruit as well as select individuals.
Various methods are critically analysed below:

Quality Approach: Customer Satisfaction is the prime agenda of Hoo Hing, for
which, the company is needed to attain continuous service improvisation. Quality
approach uses system as well as individual factors. Performance issues are solved
through acquisition of regular feedbacks of employee performance via managers
to continuously improve the overall process.
Even so, Hoo Hing uses various practices for remedial activities which are
discussed below: Individual targeting of employee to giver personalised
feedback. Formation of small groups with similar needs to contribute to
organisational growth. Encouragement of self-evaluation to boost motivation to
perform better.
CONCLUSION: It is thus concluded, that it is essential that each organisation
effectively uses Human Resource Management as a consistent practice to
effectively enhance performance as well as growth of the company. It is essential
to develop HR functions to ensure systematic management of human resources
within the firm. In addition, it is also necessary to critically evaluate recruitment
and selection approaches to use them effectively as per their suitability. Lastly,
performance management and remedial activities help in managing performance
of employees and motivating them to work at their fullest potential.
Social Media: One of the latest and widely used method of contemporary approach
is social media. Hoo Hing too uses various portals such as Facebook and Twitter
along with its company website to lay down job descriptions and hire employees
effectively. Its advantage is that it allows to build a better perception in minds of
candidates of the company being technologically advanced. However, there might
be too many options for these individuals to choose from.
Written Examination: Another contemporary approach used by Hoo Hing is online
written tests which tests the aptitude and capabilities of an individual. It is a time
saving process as it effectively helps in segregating appropriate employees
beforehand. However, it might limit the area of judging the personnel. As for
selection, firm uses video conferencing to take digital interviews which saves cost
per candidate and is effective as per the dynamic technological demand. However,
firm faces a bit of complexity in case of weak internet connections.
Procedures and Practices of Performance Management and Remedial Activities Hoo
Hing uses variety of practices to manage performance of employees within their
organisation. These aspects help to effectively motivate these employees and
appropriately manage their performance. These approaches are mentioned below:
Attribute Approach: Employees within Hoo Hing are rated on basis of various
attributes like teamwork, problem solving, innovation, etc. For this, the firm uses
Graphic as well as Mixed Rating Scale to measure these performances.
Recommendations are given to low rankers which motivates them to perform better.