Business Report: Improving HR Processes at Cleethan Clothing Company

This comprehensive business report delves into the HRM challenges faced by Cleethan Clothing, a fashion retail company. The report identifies individual conflicts, specifically between a team leader and a health and safety executive, and team-based issues centered around employee dissatisfaction and demotivation. Furthermore, it addresses change-related issues arising from the relocation of the value supply chain and the implementation of robotics. The report proposes solutions for each issue, including situational leadership training, employee motivation strategies, and cultural sensitivity training. It also includes a detailed implementation plan with cost analysis and a risk register to mitigate potential challenges. The report emphasizes the importance of effective leadership, communication, and employee engagement to improve overall HR processes and achieve the company's strategic goals.

RUNNING HEAD: HRM
Title: A Business Report to improve the delivery of HR Processes at Cleethan Clothing.
Name of Student:
Name of University:

1HRM ISSUES
Executive Summary:
The HR management issue in the Clethen cloth company has been an emerging issue lately due to
the individual as well as team issues that are obstructing the production and operations of the
company. The report will take an analytical approach towards the problems and in turn proposed
the related issues.

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TOC
Table of Contents
Executive Summary:............................................................................................................................1
TOC......................................................................................................................................................2
Introduction:.........................................................................................................................................3
Issues in Clethen Clothing Company:..................................................................................................3
Individual based issue: the Joe and Miles Conflict-.........................................................................4
Team based issue: dissatisfaction of the workers and employees:...................................................4
Change based issue: Relocation of value supply chain and importing of robotics:.........................5
Proposals for the issues identified:.......................................................................................................5
For resolving individual issues:........................................................................................................5
For resolving team issue:..................................................................................................................6
Resolving change related issues:......................................................................................................7
Implementation plan:............................................................................................................................7
Risk Register:.......................................................................................................................................8
Reference List:.....................................................................................................................................9

3HRM ISSUES
Introduction:
Leadership and proper management of the human resources, looking after the improvement
of their abilities and competencies at the same time looking after employee well beings re the core
functions of the human resource management. The HRM of an organization is responsible for
looking after the proper functioning of the employees and the workers and their compensation
programs (Havermans Den Hartog Keegan and Uhl‐Bien 2015.). Human resource management also
is responsible for filling up the right place in right time by the right person, and thus, a great deal of
strategic understanding and the total over view of the mission and vision of the company has to be
known by the HR (Liao 2017.). the following report discusses in detail the human resource issues
and problems in the Clethen Clothing company. The report will aim at pointing out the team based
or the individual based issues within the organization and propose measures for outdoing with the
issues. At the end, the report will also suggest an implementation plan with required costing and
will aim at assessing the risk factors of the proposed plan.
Issues in Clethen Clothing Company:
Clethen Clothing Company is one of the reputed clothing and fashion retail with their
regional headquarter located in India. In their strategic mission the company has the following
outlooks:
1. To make the company one of the widely known and shopped company in the fashion retail
market.
2. To make themselves reputed for technological advancements and make use of robotics in
order to have production efficiency and reducing the stress of the workers.

4HRM ISSUES
3. In building up the employee engagement strategies so that they have the required interest
and motivation in their work
4. To reduce the cost of production which has been raising lately.
In order to cope with the issues and attain the strategic goal, the company is finding some
difficulties in the following issues:
Individual based issue: the Joe and Miles Conflict-
One of the issues that the company is facing is the conflict between the health and safety
executive Miles and Joe, a team leader. The case can be outlined as an individual case of workplace
conflict raised due to improper leadership styles (Cameron Quinn DeGraff and Thakor 2014). This
issue has brought in a back log within the team as the team leader cannot persuade the team without
the green signal given by the health and safety executive. This issue is to be managed by choosing a
proper leadership style.
Team based issue: dissatisfaction of the workers and employees:
In the recent online review by the employees it has been seen that the reviews are not at all
going in favors of the company. Though the employees have appreciated the scopes of
improvement given by the company, most of them are of the opinion that he company’s stringent
working hours and the leadership incapability have led to some bitter experiences. This has been an
issue of concern for the management because a dissatisfied team will definitely result in the loss of
production. Moreover, there are also instances of people shifting from the company to other
companies of same industry. This is an issue of employee dissatisfaction and de motivation that
will need proper management and leadership.

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Change based issue: Relocation of value supply chain and importing of robotics:
The company has chalked out a sudden increase of the cost of production. This has been an
issue of concern for Clethan Clothing since, their idea of installation of robotics will also incur a
huge amount of cost and they have to make parity between the cost of production and the revenue
generation. The company has decided to shift their value chain to the economically cheaper
countries. The main problems for this decision might be two- the shift of company will make a
cultural change in the area of operation. The employees who are at present managing the workers
will have to supervise a set of workers who have altogether different approach about work and
culture. Another important problem is that it is generally considered that the compromise in cost
will also mean the compromise in quality. It is to be assumed that the workers in the less developed
countries will lack in competencies and proper trainings. Thus, the company need to focus upon the
training and development issues in order to make the management integrate into the culture of the
new area and to make the workers competent enough (Boekhorst 2015).
Proposals for the issues identified:
For resolving individual issues:
The individual issue that has emerged in the organization can be said as a work place
conflict arisen due to the lack of proper leadership. Jo, the team leader has been an assertive one
who is very strict and abides by the laws. In the process of strict maintenance of rules, Jo seems to
have ignored the fundamental responsibility of the leader to co ordinate, guide and clarify her
subordinates. She takes pride in her job and turned to be a dictatorial style of leader where she
hopes her orders shall be obeyed unquestioned. She expects to carry a bureaucratic structure where
the unity of command will flow in one direction only (Toor and Ofori 2018.). In her clash with

6HRM ISSUES
Miles, the health and safety executive, it is evident that her ego is hurt and now she refuses to solve
the matter. In order to clear the loggerhead, the company can look into a third party leader who will
take a situational leadership style. The situational and transformational leadership will help the
leader to understand the readiness level of the individuals concerned. Based on the human relations
theory, a leader is supposed to see his subordinates not in relation to work, but as an individual with
their limitations. Jo can also be given proper management and leadership training and an effective
communication or inter personal skill developmental training in order to the fix the issue (Hoch
and Dulebohn 2017.).
For resolving team issue:
The company has been facing an employee dissatisfaction problem despite having extensive
employee engagement programs. It is to be understood, that, the idea -low labor rates will incur low
labor cost is a myth. In reality, labor cost is actually the rate of output that the labor gives per hour
in return of the labor rates they are paid. Poorly paid or over exhausted employees are bound to
produce less within less time (.Foster 2014) This may be one of the reasons that the production cost
is increasing. In the online review most of the employees have complaint against the team leaders
who seem to have using a theory x type of leadership skills in managing their employees (Shamim,
Cang, Yu and Li 2016). In order to deal with this disgruntled employees, the company can make the
following actions:
1. Make training and development scopes for the employees to make them more efficient in
work so that they can produce more in less time.
2. They need to motivate employees by aligning the organizational goal with the individual
goal so that they feel that their purpose is also looked after by the management.

7HRM ISSUES
3. They need to analyze the needs of the employees and provide proper hygiene factor for the
employees. It had been argued in Herzberg’s two actor theory that remuneration is not the
only driving factor that will make the employees work. The management must understand
their individual needs and expectations from the management.
Resolving change related issues:
The change related issues have the primary tendencies of facing resentment from the employees.
The apprehension of not knowing a new culture or the extra efforts required to train the workers
there may have created issues among the employees currently working (Hersey, Blanchard and
Johnson 2017). Moreover, from the employee reviews it is clear that the management lacks in
giving proper leadership in delivering a proper direction. The company can do the following things
in order to overcome the issue:
1. Can arrange for language training for the employees whom they think they will be sending
on site.
2. Proper communication skill development through seminars and workshops. (Bailey,
Mankin, Kelliher and Garavan 2018.)
3. Training programs for the employees in understanding the culture and mode of supervising.
4. Effective process of communicating with the subsidiaries and reporting to the headquarters
is also necessary.
Implementation plan:
Quantitative Analysis
Month(1
-3)
Month(
4-6
month
7-9
month
10-12
Tot
al Responsibility
Non recurring cost
Hardware 27 20 20 25 92 IT Facilities

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Telecommunication
equipment 24 24 30 34 112 IT Facilities
Software 45 52 55 55 207 IT Facilities
Computer room
upgrades 25 30 55
service and hardware
developer
trainer cost 50 50 55 55 210
manager, quality
checker
Infrastructure 27 20 47 facilities
Transition Cost 20 27 47 management
training cost(Pre
implimetaion) 40 40 45 125 accounts
trainng cost (post implementation) 30 50 80 accounts
planning (upon
approval) 25 20 20 65 CEO, HR
total 146 236 327 331
104
0
Risk Register:
Risk Category Risk name priority
organisational negative feedback
internal training dissatisfaction
cultural cultural impact
project
management leadership clash
technical
man handling of
equipments

9HRM ISSUES
Reference List:
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource management.
Oxford University Press.
Boekhorst, J.A., 2015. The role of authentic leadership in fostering workplace inclusion: A social
information processing perspective. Human Resource Management, 54(2), pp.241-264.
Cameron, K.S., Quinn, R.E., DeGraff, J. and Thakor, A.V., 2014. Competing values leadership.
Edward Elgar Publishing.
Foster, E.C., 2014. Human resource management. In Software Engineering (pp. 253-269). Apress,
Berkeley, CA.
Havermans, L.A., Den Hartog, D.N., Keegan, A. and Uhl‐Bien, M., 2015. Exploring the role of
leadership in enabling contextual ambidexterity. Human Resource Management, 54(S1), pp.s179-
s200.
Hersey, P., Blanchard, K.H. and Johnson, D.E., 2017. Management of organizational
behavior (Vol. 9). Upper Saddle River, NJ: Prentice hall.
Hoch, J.E. and Dulebohn, J.H., 2017. Team personality composition, emergent leadership and
shared leadership in virtual teams: A theoretical framework. Human Resource Management
Review, 27(4), pp.678-693.
Liao, C., 2017. Leadership in virtual teams: A multilevel perspective. Human Resource
Management Review, 27(4), pp.648-659.

10HRM ISSUES
Shamim, S., Cang, S., Yu, H. and Li, Y., 2016, July. Management approaches for Industry 4.0: A
human resource management perspective. In 2016 IEEE Congress on Evolutionary Computation
(CEC) (pp. 5309-5316). IEEE.
Toor, S.U.R. and Ofori, G., 2018. Leadership versus management: How they are different, and
why. Leadership and Management in Engineering, 8(2), pp.61-71.