A Business Report to Optimize HR Processes at B.N. Foray

This report provides a comprehensive analysis of Human Resource Management (HRM) issues faced by B.N. Foray, a global FMCG company. It identifies key challenges such as centralized HR processes, conflicts in logistics, employee dissatisfaction with working conditions, high employee turnover, and a shift from employee-centric to profit-driven management. The report proposes solutions for optimizing HR processes, including building trust, ensuring compliance with labor laws, motivating employees, fostering a friendly work environment, and setting clear expectations. An implementation plan is outlined, involving a team to oversee HR activities and address employee needs. A risk register is also included, documenting potential risks and mitigation strategies. The report concludes with a summary of the key findings and recommendations to improve employee management and overall organizational performance.

A BUSINESS REPORT TO
OPTIMISE THE DELIVERY
OF HR PROCESSES AT
B.N. FORAY

EXECUTIVE SUMMARY
This report has highlighted the different HRM issue faced by the B. N. Forey with the help of the
issue identified in the case study. After that the report highlights optimizing the delivery of HR
processes by seeing the solution of the different issue. After that the report highlights the
implication plan to improve the employee management in the organization and in the report
highlights the risk registered for B. N. Forey.

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Primary HRM issues in B.N. Foray............................................................................................4
Proposal for optimizing the delivery of HR processes................................................................5
Implementation plan....................................................................................................................6
Risk register................................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource is the major key behind the success of the company. This is majorly
because of the reason that if the human resource or the employees working in the company are
not efficient and effective then how the company will manage their work. Therefore, the human
resource of the company needs to be very productive (Bratton and Gold, 2017). The present
report will analyse the different issues relating to HRM in the B.N. foray. This is a global
company dealing in the FMCG that is fast moving consumer goods segment. Also, the report
after identifying the issues will provide a proposal for optimizing the delivery of the HR process.
And in the end the implementation plan will be made along with the risk register to analyse the
different risk.
MAIN BODY
Primary HRM issues in B.N. Foray
 The main issue faced by B.N. Foray is that the HR process is much centralized and
involve much regional interference mainly of the local production centres, local sales and
marketing and other and all this has led to the lack of integration of the HR policies
across the whole company and this reduced the engagement of other departments with the
HR.
 Another major issue was the conflicts taking place in the logistic team. The major issue
here was the threatening to interfere in the relation with the supplier. Therefore, in this
situation Miles who was the health and safety executive left her team at the time of
danger.
 Also, from the on- line reviews from the employees it was concluded that the 12- hour
shift was full of stress to work and the leaders and the managers are not helping and
supporting and not have any regard for the employees and their well- being.
 The employee turnover is very high and the expectation of the employees have increased
as more employees are leaving the job and for this the remaining employees have
increased their demand.
 Another issue was that earlier the working environment was very friendly and
comfortable and this motivated the human resource to work in better way. But after
getting success the focus of company shifted from managing human resource to only
earning profits. And now this issue needs to be addressed as if the employees will not be

satisfied than the company will not be able to run the operations in more managed and
productive way (DeCenzo, Robbins and Verhulst, 2016).
 One more issue was that the management style used was abrasive which includes the
aggressive internal as well as external culture. This adoption to the aggressive culture
makes it unpleasant and unhappy to work in such bad and negative environment.
 Another issue of the HRM is that the human resource at time of recruitment the manager
of HR tends to over promise things and when in actual they had to do all those things
then at that time they denied from all those activities. This demotivated the employees to
work as the earlier promises by the HR are not being fulfilled by the HR currently (Stone
and Deadrick, 2015).
Proposal for optimizing the delivery of HR processes
There are many ways through which B. N. Foray can overcome the different HRM issue which is
faced by the organization. Some Ways through which the HR Process can deliver in the
organization are as follows:
 HRM department of the organization has to make sure that they build a good trust factor
among the employee in the organization it will help the company in reducing the number
of the conflict in the organization (Noe and et.al., 2017). Also, organization has to make
sure that there is a clarity of the role of employee in the organization which will not
create any sort of uncertainty in the organization and will eventually help B. N. Foray HR
department to overcome the logistic issue.
 B. N Forey has to make sure that they are compiled with the different laws and regulation
related to the management of the Human resource in the organization as it was found that
the worker were working on a 12-hour shift on the regular basis which is against the law
of United kingdom. As it is compulsory for all the organization to give an 11-hour break
in between the 12 he shifts (Zare, Tahmasebi and Yazdani, 2018). Also, manager and
leader has to make sure that they used to motivate the employee in the organization on
regular basis to get best out of them.
 HR Department of the organization has to make sure that all the employee in the
organization are motivated enough to work for the organization. B. N forey has to make
sure that they are able to understand the need and requirement of the employee in the
organization as every employee used to have different sort of the need and requirement.

On the basis of that organization has to make sure that they try to full-fill the requirement
of the employee in organization.
 HR department of B. N Forey has to make sure that they try to build a friendly working
environment in the organization as it will help the company in delivery of HR processes
in the organization. As in the friendly environment employee of the organization try it
easy to understand the changes very easily in the organization and also all the employee
in the organization will work as a team .
 HR department of the organization has to make sure that they are clear about the
expectation which company is having from the new employee in the organization at the
starting stage itself and also have to make sure that they clarify everything clear to the
employee. This will help the company in getting mentally prepared employee in the
organization.
Implementation plan
B. N. Foray has to construct a team in the organization which can overlook all the function of the
activity related to the human resource retention in the organization. This team need to work
closely with the HR department of the organization. This tram need to have a three member of
the organization. All the three member need to have a different sort of the responsibility to be
performed in the organization.
 One member of the team has to make sure about the HR activity which are performed by
the HR department is going on the right direction or not. This can be seen by member by
looking at the difference of the organization performance before performing of the
activity and after performing of the activity (Berman and et.al., 2019).
 Second member of the team has to look at the need of the different employee in the
organization and passing on the same to the HR department of the organization. This
responsibility can be performed by the member by working with the employee in their
day to day operation and making friendly relationship with them in the organization.
 Third member is the member who has to play a most crucial role as this member has to
make sure that organization is following and compiling with the different employment
laws in the organization. As it can lay to many troubles for B. N. Foray in the future.
This team will closely work with the employee as well as with the HR department of the
company which will eventually low down the level of the uncertainty and confusion in both

employee and the HR department of the company. This plan will also help the company in
satisfying the need of the customer in better way which will eventually help the company in
improving the employee satisfaction in the organization (Nankervis and et.al., 2016).
Risk register
Risk Register is a tool for documenting risks, and actions to manage each risk. The Risk Register
is essential to the successful management of risk (Randall and Kroll, 2017).
Risk description Risk likelihood Impact of risk Severty Mitigating Action
Legal action
against company
due to non follow
of employment
laws and
legislation
Medium High High Organization has
to reform the
rules and
regulation after
looking at the
different
employment laws
of the UK.
Employee
Turnover
High High High Organization has
to look at the
employee
motivational
factor and try to
implement that
factor in the
organization.
CONCLUSION
After going through the above report it has been summarized that there are many HRM issue
which is faced by the B. N Forey due to their fault only as they are not looking for employee
management in the organization they are just focusing on the profit for the organization. After
that the report summarized the Proposal for optimizing the delivery of HR processes in the

organization and Also implication plan for the same. In the end the report summarized the Risk
register for B. N Forey.

REFERENCES
Books and Journals
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.
DeCenzo, D. A., Robbins, S.P . and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
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.
Randall, K. P. and Kroll, S. A., 2017. The legal risk of risk registers. Risk Management. 64(1).
pp.10-12.
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.
Zare, M. S., Tahmasebi, R. and Yazdani, H., 2018. Maturity assessment of HRM processes based
on HR process survey tool: a case study. Business Process Management Journal. 24(3).
pp.610-634.