A Business Report to Optimize HRM Processes at Clethan Clothing

This report provides a comprehensive analysis of HRM issues at Clethan Clothing, a global clothing organization. The report identifies key challenges in team management, individual employee development, and change management within the company. It examines issues such as workforce training, communication gaps, employee recruitment, and the impact of proposed changes like relocating parts of the value chain. The report proposes strategies to optimize HR processes, including flexible shifts, employee training, improved networking, and better communication systems. It also outlines an implementation plan with responsibilities, actions, and timelines, along with a risk register to address potential challenges like lack of motivation and cross-cultural conflicts. The report emphasizes the importance of a friendly work environment, employee development, and proactive communication to foster a positive organizational culture and successfully navigate the proposed changes.

Running head: HUMAN RESOURCE DEVELOPMENT
Human Resource Development
Name of the Student:
Name of the University:
Author’s Note

2HUMAN RESOURCE DEVELOPMENT
Executive Summary
HRM department has to work in a very professional manner so that they are able to develop a
proper working culture in the organization. This is because the HRM officials are responsible for
the proper working of the company. They will have to make sure that there is timely recruitment
of employees as per the current job requirements. Part from this they have to act as a bridge
between the employees and also the managers. They will have to carry on taking feedbacks from
the employees and also understanding the issues being faced by them. This will enable to
develop a sound organizational culture.

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Table of Contents
Primary HRM issues at Clethan Clothing.......................................................................................4
1) HRM issue relating to the management of teams........................................................................4
HRM issue relating to the management of individuals...................................................................5
Recruiting Talented Employees................................................................................................5
3) HRM issue relating to change management................................................................................5
Proposal to optimise the delivery of HR Processes at Clethan Clothing.........................................6
1) HRM process relating to the management of individuals...........................................................6
ii) HRM process relating to the management of teams...................................................................7
Implementation plan........................................................................................................................8
Risk register...................................................................................................................................10
References......................................................................................................................................12

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Primary HRM issues at Clethan Clothing
1) HRM issue relating to the management of teams
Workforce Training and Development
This has been identified as one of the major challenges at the company Clethan Clothing. This is
because there is the need for a large scale training as the workforce is not willing to work for any
extra hours. The warehousing employees will have to work with a greater flexibility and also
they need a better training and development facility. This is essential because the company will
have to train their employees so that they are ready to work for zero hours or for longer duration
of time (Schermuly et al. 2019).
Lack of communication facility
It is also evident from the given case study that there is a lack of proper flow of information
among all the employees. This is because of the fact that there have been many issues and also
conflicts going on around the organization (Li et al. 2016). There is also a huge issue in the lines
of managers and the ones that are present in the different departments. It is for his reason that the
HRM officials will have to work very hard in order to get their works done properly.

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HRM issue relating to the management of individuals
Recruiting Talented Employees
There is a lack of proper sense of calculation and responsibility among the HR officials. This is
because of the fact there have been several reviews given by the officials regarding recruiting the
employees at the right point of time. There have been several suggestions given by the
employees. This shows that the employees will have to be recruited on a very urgent basis and
isothere must not be any delays.
Leadership development
Leaders will have to make sure that in the modern day scenario they will be working with the
employees in a very friendly manner. It is because of this reason that the managers of the
clothing company have been asked to give their employees the facilities like that of flexible shift
and also the work from home facilities. It has been seen in the online reviews that he has talked
about the pros and the cons of working in Clethan Clothing. He has reviewed that the company
often makes really poor decisions. The HR managers are not sure about the different facilities
that must be given to their employees.
3) HRM issue relating to change management
Job insecurity
One of the major issue that the company will face while bringing about a change is the large
scale fear among employees. As the vision of the company is We do a good job so you can too,
the company must try to make sure that they are taking good care of all the employees. However
if the employees are made to work for extended hours then this will surely affect the employees

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with disabilities. They will feel that their job can now be at stake as they cannot contribute to the
new changes (Wressell, Rasmussen and Driscoll 2018).
Lack of motivation
Clethan Clothing is trying to bring about a new change that is relocating a certain part of its
value chain to low cost countries. This will also require the employees to learn many different
skills and be able to work in a totally new place. However this might be really tough for the
employees because they will be suffering from the lack of motivation as they will learn many
new language and new business etiquettes.
Proposal to optimise the delivery of HR Processes at Clethan Clothing
1) HRM process relating to the management of individuals
Providing flexible shifts
The HRM managers must be able to make sure that the employees are being given a friendly
work environment so that they are able to work with comfort (Tahir and Ertek 2018). This will
make the employees develop a kind of trust within the managers and they will use all their
potential in order to maximize the overall production of the organization.
Employee training facility
This is one of the most important strategies that must be initiated by the company (Janetzke and
Ertel 2017). This is because the employees will have to get a proper skill development session so

7HUMAN RESOURCE DEVELOPMENT
that they are able to match with the changing scenario and also they are capable of meeting with
all the needs and the requirement of the increased pressure on the warehouse services.
ii) HRM process relating to the management of teams
Better networking facilities
It is evident that Clethan Clothing is currently suffering from the lack of proper canters at the
local or at the regional basis (Leonardi 2018). It is because of this reason that they must be able
to set up the teams in the local regions with proper departmental heads so that there are no such
issues in the proper functioning of the organization (Kim, Magnusen and Andrew 2017). The
employees will also be able to stay in a proper connection with their respective manger and also
with their respective department heads so that they are able to work with a proper clarity. This
will also help them to make sure at there are no such severe issues in their overall production.
This will be helping them a lot and they will be able to promote the overall welfare of the
organization (Mazur and Woodland 2017).
Develop a good horizontal communication system
This will be very useful so that the company is able to make their employees take part in the
business decision process. This will ensure that there is a transparency and also the employees
will no longer feel neglected (Chaganti, SV and Tetali 2017).
iii) HRM process relating to change management

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There must be alternative facilities developed for the employees
As the company is about to bring a new strategy of relocating their centres to other countries,
they have to set up the cross cultural management systems. It will enable the employees to stay at
peace and they will no longer suffer from any job insecurity (Alexandra 2018).
Cross cultural facility
As the company is about to relocate in some low cost countries they will have to train their
employees so that they face no issues shifting to the other countries (Goede et al. 2018). There
will naturally be some cultural differences in the organizational set up and the business
mannerisms in UK and that if the countries like Lagos and others. Therefore to avoid the cultural
conflicts there must be proper cross cultural sessions developed. This will ensure that the
company is being able to understand about the different issues being faced by the employees and
also timely solution is given to them.
Implementation plan
Responsibilities Concerned
persons
Action to be
taken
costing Time needed
Regular feedback
sessions
They HRM
managers will
have to
understand the
They have to
take feedbacks
from the
employees in
$2000 3months

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job requirements
and then recruit
people
accordingly and
also at the right
time rather than
delaying
order to know
the actual issues
being faced by
them.
Developing a
friendly and
work
environment
External trainers
and the HR
managers have to
make sure that
they are helping
to solve these
issues.
They have to hire
the trainers to
train their
employees for
maintaining a
culture of respect
towards one
another.
Conflict
resolution
sessions have
also to be
developed so that
there are no
further issues in
the organization.
$400 3months

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Risk register
Risk Likelihood
of the risk
occurring
Impact of
the risk
Severity
rating
Owner or
person who
will manage
the risk
Mitigating
action
Lack of
motivation
among
employees
high high high The HRM
officials will
have to
manage the
risks
The HRM
department
has to arrange
for the
training and
development
sessions so
that
employees are
able to adapt
easily to the
changes
Lack of a medium high high The HR There must be

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horizontal
communication
among the
departments
manager and
also the
company
owners will
have to
manage the
risk by
initiating a
proper and
smoothly
flowing
conversation
among all
employees
belonging
from different
departments
regular
conversations
conducted by
the managers
everyday so
that they are
able to make
all the
employees
develop a
good
understanding
with one
another and
also they will
be able to talk
to one another
properly
Cross cultural
conflicts
high high high The action
that can be
taken is to
develop the
cross cultural

12HUMAN RESOURCE DEVELOPMENT
training
sessions and
also make the
people
interact with
one other
more often so
that all the
issues are
resolved.

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References
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training: The role of social dominance orientation and the propensity to change stereotypes.
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Chaganti, V., SV, S. and Tetali, S., 2017. Social Media Use at Workplace: An Analysis of the
Agreement on Benefits, Risks and Risk Management Strategies. Chaganti, VK, Sruti, R., &
Satyanarayana, SV (2016). Social media use at workplace: An analysis of the agreement of
benefits, risks and risk management strategies. Management Convergence, 7(1), pp.9-19.
Goede, H., Christopher-de Vries, Y., Kuijpers, E. and Fransman, W., 2018. A review of
workplace risk management measures for nanomaterials to mitigate inhalation and dermal
exposure. Annals of work exposures and health, 62(8), pp.907-922.
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workplace conditions. International Journal of Workplace Health Management.
Kim, S., Magnusen, M. and Andrew, D., 2017. Sport team culture: investigating how vertical
and horizontal communication influence citizenship behaviors via organizational commitment.
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Mazur, R. and Woodland, R.H., 2017. Evaluation of a cross-cultural training program for
Pakistani educators: Lessons learned and implications for program planning. Evaluation and
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