Resource Management Report: Hoo Hing, UK Business Analysis

This report provides a detailed analysis of resource management practices within Hoo Hing, a medium-sized UK-based company specializing in oriental foods and groceries. The report examines various aspects of human resource management, including recruitment, training, employee benefits, and employee relations, highlighting their significance in aligning employee activities with the company's objectives and enhancing productivity. It also explores different types of resources such as physical, human, intellectual, and financial resources, emphasizing their role in business sustainability and achieving pre-set goals. Furthermore, the report evaluates the advantages and limitations of these resources, such as physical resources impacting business operations and human resources influencing customer satisfaction. The report concludes with a discussion on resource planning to maximize resource utilization and ensure long-term business success. This report provides valuable insights into how Hoo Hing can optimize its resource management strategies to gain a competitive advantage in the market.

Resource Management- Hoo
Hing

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
LO4..................................................................................................................................................5
LO5..................................................................................................................................................7
LO6..................................................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Resource management refers to an activity performed by management of the organisation
with the aim of achieving highest utilisation of resources available (Noe and et. al., 2017).
Resources includes human resource, financial, production, inventory management etc. Main
motto of implementing resource management is to perform with highest potential so that
competitive advantage would be gained by them in future. For this report, Hoo Hing is taken for
discussion which is a medium sized organisation and deals in oriental foods, catering products,
groceries, general items etc and headquarter in Essex, United Kingdom. Different types of
human resource function will be explained with their importance of development in the
organisation. Besides this resource plan will be made by considering company's aim and
objective. Evaluation will be done on the use of resources available in the organisation with their
plans. At last, plan will be formulate to ensure maximised use of resources.
LO1
Human resource plays an important part in the success of organisation as it assist them to
align the activities done by the employees with the mission and objectives of the company so that
it would be attain in lesser period of time. Main role is to plan and development the available
resources so that maximum utilisation of it would be achieved by the company. For instance,
Hoo Hing human resource objective is to development of employees so that overall productivity
would be increased. Create favourable working environment so that it can motivate the
employees of Hoo Hing to perform with higher potential. Different types of human resource
function which would be developed by the Hoo Hing is given below with functional example of
it,
 Recruitment and Selection: Success of the company is directly connected with the
recruitment and selection approach as if unsuitable candidates is hire for the vacant
position due to biasses or favouritism, then it will affect Hoo Hing performance in a
negative way. As individual wont be having proper skills and capabilities due to which
they would not be able to perform with the expected potential thus low productivity of
the company. So it must be important for Hoo Hing to develop proper recruitment and
selection approach as then it would assist them to perform better in the competitive
market (Main Functions of a Human Resource Department, 2019). For instance, if Hoo

Hing is hiring for sales executive, then skills which must be considered by HR while
interacting with the potential candidates is communication and interpersonal skills,
attitude, behaviour etc. If all these needs are fulfilled by the candidates then only Hoo
Hing should hire them as all these competencies would assist them to increase their sales
over a period of time.
 Training and Development: Employees in the organisation would be an asset for them
if they have proper skills and capabilities which are required to perform the task with
higher efficiency (Bratton and Gold, 2017). So its the role of Hoo Hing HR and
management to identify skills which are trending and essential in the external market and
then inculcate in them with the help of training and development. Training is a process of
providing all the information which is important for employees to learn with the help of
techniques like classroom classes, online courses, on site training etc. For instance, if new
technology is placed in the Hoo Hing store then the trainer should teach ways of using it
to all the employees so that they can use it to enhance their productivity thus better
performance by company.
 Employee Benefits: There are two ways through which employees could be motivated in
the organisation i.e., monetary and non monetary benefits. So the role of Hoo Hing HR is
to develop the practices of providing benefits to employees on the basis of their
performance while working rather than on the basis of better relationship with the
manager. Monetary benefits includes incentives, bonuses, hike in salary etc, in non
monetary benefits, promotion, acknowledgement of work, better working conditions etc
comes (DeCenzo, Robbins and Verhulst, 2016). For instance, promotion should be given
by Hoo Hing on the basis of performance as it will motivate them to work even more
harder in the future which is a positive sign of company's growth. But if it does not on the
performance then it will demotivate the hard working employees which will leads to
lower productivity and morale which is not good for a medium size organisation. So it
can be said that Hoo Hing HR should develop this approach in their working operations
to enhance their performance level in the future as compare to their competitors.
 Employee Relationship and environment: Motivation of the employees is linked with
the employees relationship with each other, as if healthier relationship is there between
the employees working together then it will motivate them to work harder and vice versa.

So it must be important for Hoo Hing to maintain the relationship by reducing conflict at
the basic level so that it wont become the bigger problem in the future. Apart from it,
healthy working environment must be there in the organisation as it motivates them to
work harder due to positivity around them. For instance, if cleanliness is not maintained
in the Hoo Hing store then existing employees wont prefer to work in there as unhygienic
environment makes the environment demotivating and full of low morale. So its the
management duty to develop proper relationship and working environment healthy as it
motivates employees to work harder in a critical substitution which enhances overall
efficiency (Hecklau and et. al., 2016).
 Legal Responsibilities: Rules and regulations is made and follow in the organisation so
that unethical practices would be avoided from the organisation as if it does then it
hampers company image in the negative way. For instance, if Hoo Hing management is
given less pay to their workers as compare to the minimum limit set by the authority then
company would be expose to legal issues which affects their goodwill in the market and
in employees mind (Brewster, Chung and Sparrow, 2016). Moreover, it demotivate
employees due to which they wont be able to perform with their maximum potential. So
Hoo Hing should try to develop legislation in the company according to the rules and
regulation made by the government as complying with it, will motivate employees to
work harder which is a positive sign for them in the market.
LO4
Main aim of existence of business operation is to attain pre set goals and objectives
which company has made in the starting so that proper navigation would be provided to the
employees regarding their actions. But main work of management is to manage it according to
the short terms goals as if resources are not be able to fully utilise by the company then
competitive disadvantage would be gain by them (Brewster and et. al., 2016). Apart from this,
resources available in the company is also connected with their sustainability as well. For
instance, if Hoo Hing is planning to double their sales in the next year, then human resources,
financial resources etc must be set accordingly. As if company needs to enhance their sales but
on the other side, they does not want to recruit any new potential candidates in the workplace
then it becomes unfeasible in nature. So it can be said that company's performance and
sustainability in the market is based on the resources and how company is using it to perform

between in the market. Different types of resources which Hoo Hing should be equipped with is
explain below with functional example,
 Physical resources: Whether the business is small, medium or large, every organisation
needs to have physical resources to survive in the competitive market. These resources
includes buildings, materials, manufacturing equipment and office furniture etc (Berman
and et. al., 2019). which are essential for the business to perform the business operations.
For example: When Hoo Hing was launched, the basic thing required for running the
business was the building and tools so that employees can have a workplace full of
equipments and furniture where they can work properly for running the business.
 Human resources: It can not be possible for any company to work without employees as
they are the one who perform their responsibilities with dedication with the aim of
achieving company mission and vision. Human resources includes employees who work
hard to execute their assigned work so that business can achieve its organisational goals
effectively. So the role of Hoo Hing is to always motivate their employees and try to
assess their needs and fulfil it as then only they would work hard for companies to attain
their goals. As if employees are not motivated enough then they wont be able to perform
with their highest potential which leads to overall decrease in performance as compare to
market.
 Intellectual resources: These are the resources which are present in a company for
driving the profit, new customers, create new products or improving the business. These
are essential for Hoo Hing in order to enhance customer base, earning more profit, brand
awareness in the market etc. For instance, if Hoo Hing brand image in the market is
favourable and positive in nature then their sales and profitability would automatically
increases which could leads to competitive advantage over others if properly managed.
So it is important for company like Hoo Hing to manage their intellectual resources to its
fullest as it assist them to compete with the companies like Wai Yee Hong Chinese
supermarket or Tawana Oriental supermarket (Stone and Deadrick, 2015).
 Financial resources: These resources refers to the money and other assets which are
expensive for the company. These are essential for Hoo Hing in purchasing the required
tools, equipments etc. for performing the business operations. For example, Hoo Hing
needs money for implementing the updated machinery in the stores or business

operations which are considered as the financial resources and provided by the finance
department. So it can be said that without financial support, company would not be able
to attain its pre set goals and objectives due to lower effectivity of an enterprise.
LO5
Resources are essential for any organisation in order to perform the business function in
desired manner. These resources has some advantages as well as limitations which must be
analysed by the company for effective utilisation of these resources in business operations
(Albrecht and et. al., 2015). Evaluation of the some of the resources are discussed below:
Physical resources: These resources are very important for any organisation in order to
effectively carry out the business operations. The positive impact of these resources on Hoo Hing
is that these fulfil the needs of business so that the business functions can smoothly run. Another
positive impact is that the company can sustain for a long period of time in the market if these
are acquired by the company properly (Wilton, 2016). For instance, if Hoo Hing does not have
large space for putting their groceries and other materials then no customer would prefer to visit
their store physically. So it can be said that physical resources assist companies to make
favourable position in the market by fulfilled their needs. Whereas negative impact exists on
business operations when these are rented by the business instead of purchasing as the business
cost can increase when rented these resources.
Human resources: These resources are necessary so that Hoo Hing can provide its
products to customers effectively. The positive impact of these resources is that the Hoo Hing
can serve their customers properly using the talented and skilled employees. Also these
employees positively impact the Hoo Hing in enhancing the customer satisfaction and trust
towards the offering of firm. Negative impact is that the dissatisfaction among the employees
can leads to reduced profitability and productivity of the organisation as they would not properly
serve the customers. For instance, if employees of the company is not performing their assigned
task with full efficiency then quality and quantity of the services provided to the customer will
also decrease. Thus lower customer engagement experience which is not favourable for their
future. So it can be summarise that employees is an assets of the company which is the sole
reason behind every company's success.
Intellectual resources: It includes various factors of Hoo Hing like brand name, brand
image in the mind of customers, patent, logo etc. All these things are intangible in nature but on

the other hand, it directly affect consumer buying behaviour in a positive or negative way
(Bringezu and Bleischwitz, 2017). For instance, if brand image of Hoo Hing is favourable and
trust worthy as compare to their competitors then customers would prefer to buy products from
Hoo Hing even after paying extra money due to high brand image. Apart from this, company can
also charge for premium pricing if brand identify is positive in the mind of customer. But on the
other side, there are various cons of it too, like if image of Hoo Hing is hampered due to any
negative circumstances then it will also affect their sales and profitability in a destructive way
only.
Financial resources: These resources are essential for any organisation in order to
acquire other required resources for the business operations. The positive impact of these is that
the Hoo Hing can purchase the materials and other things from the money for providing their
products and services properly to customers (Collings, Wood and Szamosi, 2018). Another
positive impact is that these can be used by Hoo Hing in implementing the updated technology in
business for improving the efficiency and performance of the company. For instance, if Hoo
Hing has high amount of working capital then they could implement advanced process like Six
Sigma or Lean management so that higher efficiency would be attain by them in providing
services to customer by. Whereas negative impact of these resources is that when these are not
available to the company then they can face issues in functioning which can leads to reduced
productivity and profitability over a period of time.
LO6
The following plan is used in order to identify all the resources which are required in
order to complete the provided project successfully. While carrying out the project it will
become easy to know about the actual amount of labour required. In addition to this, it also helps
in knowing about the estimated amount of materials and equipment required in order to
complete the project (Nankervis and et. al., 2016). After making the resource management plan,
the next comes up with resource schedule under which the consumption of each type of resource
is planned to know about the availability of exact amount of resources of needed to complete the
project. The steps in the resource planing process are discussed as under:
Assessing the current human resource capacity:- The first and foremost thing to consider in
this project of Hoo Hing is to analyse of HR strength of company in term of its employee
number, qualification, skills, capability and compensation. This information help in providing an

idea regarding the availability of employees for performing the future practices so that objectives
can be accomplished.
Forecast further HR requirement:- Once the current need has been identified the number of
human resources that are required by company in order to perform its future operations
effectively (Stone and et. al., 2015). This analysis must be perform on the basis of skills and
capability so that such group of workers can be maintain that support organisation to achieve its
target by getting maximum profitability at minimum cost.
Identify HR Gaps:
It is important for the companies to make balance in between the supply and demand of
their products and services. For doing this it is also essential that the company must analyse and
evaluate the current resources so that it could come to know about the place where they are
standing. It will also help them in knowing about the areas where the gap is existing and will also
provide the ways to eliminate them.
Integrating Plan with Companies Strategy: It is also very essential for the company to
integrate the plan with their strategies so that the company could make it more effective and
could also make possible to make necessary changes if any needed. While making it practical it
is important to prepare the budget related to recruitment, selection, training of their employees so
that the company may not face deficiency.

CONCLUSION
As from the above mentioned information, it can be summarise that resource planning is
essential for any company to gain competitive advantage over others as it assist them to perform
more efficiently and effectively. Main role of human resource function is to increase efficiency
and productivity of the company by motivating employees through maintaining the working
environment. Apart from this, resources must be capture by an organisation according to their
existing performance as then only it would be able for them to perform according to their
strengths and weakness. To attain this factor, resources, capabilities and strengths must be align
with each other as then only organisation would attain higher productivity and profitability in the
market.

REFERENCES
Books and Journals
Albrecht and et. al., 2015. Employee engagement, human resource management practices and
competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Berman and et. al., 2019. Human resource management in public service: Paradoxes, processes,
and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster and et. al., 2016. International human resource management. Kogan Page Publishers.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Bringezu, S. and Bleischwitz, R., 2017. Sustainable resource management: global trends, visions
and policies. Routledge.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Hecklau and et. al., 2016. Holistic approach for human resource management in Industry 4.0.
Procedia Cirp. 54. pp.1-6.
Nankervis and et. al., 2016. Human resource management: strategy and practice. Cengage AU.
Noe and et. al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Stone and et. al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-
145.
Wilton, N., 2016. An introduction to human resource management. Sage.
Online
Main Functions of a Human Resource Department. 2019. [Online]. Available Through:
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