Analyzing HRM and People Management Strategies at Farmbox

This report provides an analysis of people management strategies at Farmbox, focusing on HRM recruitment and selection models, including the Human Capital Theory. It evaluates the appropriateness of Farmbox's current HRM practices, highlighting areas needing improvement such as increasing the amount of employee training and refining the hiring process. The report recommends the adoption of the Warwick Model to address operational inefficiencies and employee relations issues. It emphasizes the importance of aligning HRM practices with organizational goals to enhance productivity and employee satisfaction. Desklib offers this document and other resources for students.

Managing people

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1 HRM recruitment and selection models and theories...............................................................3
2 Appropriateness of the HRM theory used by the Farmbox......................................................6
3. Identifying and recommending the HRM models, theories and policies for FarmBox to
adopt ............................................................................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
People management is one of the main aspects of the successful Human Resources
Management of any organization. It allows the company to have the effective management of the
employees by providing them with the various types of processes that allows the organization to
motivate and give training to the employees. (Knies and Leisink, 2018) It also provides the
companies with the ability to direct their employees so that they can perform better and have
effective results of the tasks and activities that have been performed by them.
The case study of the Farmbox will be helpful for analysing and understanding the
various aspects and factors that can influence the successful management of people in an
organization.
The report will explain about the various factors that can make various types of impacts
on the people management techniques. The aim of the report is to analyse and understand the
various aspects of the people management.
MAIN BODY
1 HRM recruitment and selection models and theories
There are various types of HRM strategies that have been used by the various types of the
organization that provides the companies with the ability of having effective people management
for the day to day operations of the business (Armstrong and Taylor, 2020).
HRM recruitment
Human resource management recruitment is a process that provides the organizations
with the various types of abilities that helps the management in having the effective and skilful
employees so that the organization can have the effective performance of the employees on the
day to day operations of the business. It is a systematic process that helps the organizations in
hiring talented people. The process has the various types of steps that is necessary to be followed
by the organization for hiring the best and most suitable employees (Torrington and et.al., 2020). Identifying- At the first stage the organizations identifies that there is a vacant place or
requirement of hiring people. Attracting- In the second step the companies attracts the candidates by making the
advertisement that there is a vacant place or need of employees that attracts the people
who are looking to get employed.

 Interviewing- After receiving applications the next step is to take the interview of the
candidates so that their capabilities can be identified that whether they are suitable for the
job or not (Stone, Cox and Gavin, 2020). Selecting- The next step is to select the appropriate candidate according to his or her
performance.
 Hiring- The last step is to hire the selected candidate that have successfully matched the
criteria of getting employed for the job.
AMO theory
The AMO theory of the people management provides the information that there are three
types of components that is required for shaping the characteristic of the employees. The strategy
of shaping the characteristic of the staff helps the organizations in having the effective
performance of the employees (Macke and Genari, 2019).
The theory explains about the three major elements for the successful development of the
employee structure. Ability- This explains that the organizations are required to increase the ability of the
employees with the help of the various techniques and methods. Motivating- It means that the organization uses the various types of strategies that helps
the company to motivate their employees.
 Opportunity- The organization provides the employees with the various types of
opportunities that helps the employees to grow their career (Pak and et.al., 2019).
Human Capital theory
The human capital theory provides the information that the productivity and the
efficiency of the people can be increased with the help of focusing on the education and training
of the people. It plays an important role in the human resources management as the strategies can
be used for providing the employees with the effective knowledge and training that can be
helpful for the employees in increasing their productivity and efficiency on the day to day
operations of the company (Hitka and et.al., 2019).

Michigan Framework
The Michigan framework provides the information that the treatment of the employees
should not be on a soft side. This model explains that the employees should be treated and
managed just like any other resource of the organization. This model provides the information
that the employees should be developed more effectively so that they can perform better on the
operations of the company (Kraev and Tikhonov, 2019). The downside of the model is that it
says that the employees should be used to their fullest capabilities for the advantage of the
company which can result into the employees getting exhausted with the work or having an
opinion that they are just being used by the organization.
5P model
The 5P model of the human resource management explains that there are mainly the five
main aspects that plays an important role in the successful performance of the human resource
management in the organizations (Ling and et.al., 2018).
The 5 main aspects of the human resource management are as follows Purpose- It explains about the vision and the primary objective that the company have for
the successful human resource management Principles- It means the protocols and the set of rules that the company follows Processes- It defines the methods and the structure of the HRM process People- They are the HR resources that make sure that the tasks are being performed in
appropriate manner
 Performance- This means the result or the outcome that can be measured by having the
appropriate standards of measurements.
HRM model that the Farmbox uses
The HRM model that is being used by the Farmbox is that the company uses the Human
Capital Theory for having the effective performance of the employees in the day to day
operations of the company. The company uses the strategy of providing the training and the
education to the newly joined employees by making them work for one day with the existing
employees so that the new employees will be able to analyse and understand the work techniques
and the cultures of the Farmbox (Baran, Filipkowski and Stockwell, 2019). This policy affects

the behaviour of the employees in a manner that the employees will be provided with only one
day of training that can create problem for them in properly understanding the work culture
which can lead to the ineffective behaviour of the employees. This strategy affects the
productivity of the company as the new employees of the organization is unable to properly
understand the work culture that led to the decrease in productivity of the company (Alsafadi and
Altahat, 2021).
2 Appropriateness of the HRM theory used by the Farmbox
The Human Capital Theory that is being used by the organization is only appropriate to
an extent that allows the company to have the effectiveness of the employees on the day to day
operations of the business. There are various types of requirements of changes that the Farmbox
is required to make in the current procedure of their human resource strategies so that the
company will be able to increase the creativity of the employees that can lead to the effective
performance on the day to day operations of the business (Reina and Scarozza, 2021).
Appropriateness
The human resource theory of the Human Capital is very appropriate for the Farmbox as
it is helpful for the organization in making the employees to be more educated and trained so that
they can perform effectively on the day to day operations of the organization. The company
makes the newly joined employees of the organization to work and understand the work culture
of the company by making them to work for one day with the existing employees of the
organization. This method is helpful as the new employees will be able to analyse the techniques
and the strategies that is required for effectively working on the operations of the company
(Greer, 2021). This is done with the help of making them to understand and learn the techniques
that has been used by the existing employees as they are expert in the work which can be helpful
for the new employees in having the knowledge of working methods so that they can perform
effectively on the day to day operations of the company. The theory can be effective for the
organization in making the employees to have the effective and the complete knowledge of the
work culture of the organization so that the employees are able to understand and retain the
effective and necessary knowledge that is required for them so that they can perform better.
Areas of procedure that needs improvement

There are various types of improvement that the organization is required to make so that
the business can have effective performance of the employees. Increasing the amount of training- The Farmbox is required to increase the amount of
training that is given to the new employees as it can be seen that the organization is
providing the training to the employees only for one day by making them work with the
existing employees. This is required to be changed as the training of one day is not
enough for completely understanding the process and the culture of the business (Hu and
et.al., 2022). This was the main reason of staff not working for long hours as they were
unable to understand effectively that what they are required to do. This is because they
failed to have the effective knowledge of the work culture of the company. This resulted
into the decrease in the productivity of the company in its operations which made the
negative impact on the performance of the business. This is required to be changed so
that the employees are provided with the training for more than one day.
 Improving the process of hiring- The strategies and the process that is used by the
Farmbox is required to be improved as only having a 20-minute online video interview is
not enough for effectively understanding the abilities of the candidates. The company is
required to follow the proper strategies that can lead to the effective hiring of the skilful
candidates. This can be done by implementing the various stages of interviewing
candidates (Makedon and et.al., 2019). The organization is required to have the multiple
levels of interview so that the deserving people that are eligible for the job can be short-
listed and provided with the opportunities of processing to the further steps of getting
employed.
3. Identifying and recommending the HRM models, theories and policies for FarmBox to adopt
The FarmBox should imply the Warwick Model which helps in addressing to the aspects
as to how effectively and inn appropriate manner the operational productivity and employee
relations can be improved at large scale. The FarmBox is facing the operational inefficiency due
to poorly trained staff and the employees and along with this there are employee relation issues
and problems which the FarmBox is facing (Gao and Dong, 2018). There are certain models and
practices which should be adopted by HRM to analyse and frame the structure of FarmBox such
that all aspects are made available for how the effectivity and analysis is being done. The

models, practices and theories helps in addressing the aspects of growth and development of the
company and are explained as –
The Warwick Model – This is the model which is to be implemented for improving the
operational inefficiency at large scale within the company. The model consists of five elements
which are – The Outer Context – This is the context which constitutes technical, competitive and
political factors which are linked and are related to the business at large scale. The Inner Context – It concerns the leadership, task – technology, structure and culture of
the organization. These inner aspects help in addressing that the HRM should concern the
major aspects of how the FarmBox should these analysis points at large scale
(Bergantino, Intini and Perdiguero, 2018). Business Strategy Content – The company’s strategies, product market and the general
strategy of the FarmBox helps in analysing what are the strategies which should be
implemented and taken into consideration at large scale. HRM Context – It includes organization, role and HR outputs which helps in addressing
the aspects as to how the changes within the company are to be addressed and should be
laid importance to by evaluating the outputs achieved.
 HRM Content – The improvement in the reward systems, employee relations and the
other aspects are to be addressed and are concerned as to how the employee relations are
maintained at large scale.
For improving the operational efficiency and employee relations, FarmBox should use the HR
theories which helps in providing the aspects as to how the improvement is done for the systems
and processes which are to be undertaken at large scale. The theory is explained below in an
effective and appropriate manner –
Strategic Contingency Theory – This is the theory which has two aspects and are defined as
being addressed to Strategic and Contingency. The contingency term defines needs for different
tasks which helps in creating an effect. The strategies become contingency as it helps in
addressing the aspects as to how the contingency is being addressed at large scale (Cheng, 2020).
Due to the unique skills which are being addressed, there are aspects as to how the FarmBox
should incur and avail the employee relations in better conditions which helps in using the

unique characteristics at large scale. The strategies should be framed within the company such
that the operations and employee relations are maintained at large scale.
To solve the problems of operational productivity which FarmBox needs to have, and
along with this, there are aspects as to how effectively and in appropriate manner the efficiency
and the employee relations can be effectively managed and thus helps in creating value for the
company at large scale. The strategic contingency theory helps in addressing the aspects as to
how the problems can be solved by framing the effective strategies at large scale. The theory
helps in objectifying the leadership techniques such that it helps in addressing the aspects of how
effectively and in appropriate manner the changes and modifications within the system can be
done at large scale (Safari and Saleh, 2020). This theory also addresses and provides solution to
the problems which the FarmBox is facing at large scale. The operational productivity due to
lack of staff is occurred which keeps the framework of how the changes are addressed at large
scale.
The employee relations are very important to be addressed and this is done in reference to
how effectively and in appropriate manner the environment is changed and turned to be positive
which addresses the aspects of employees working within the company effectively and
efficiently. The overworking of the employees is creating the burden which they are not ready to
face and therefore, they are leaving the organization which is becoming the negative point for the
FarmBox. Therefore, to solve this issue of operational productivity and employee relations
within the company The Warwick Model and Strategic Contingency Theory should be followed.
CONCLUSION
Thus, it can be concluded that the people management is one of the necessary aspects that
is required to be focused by the organizations for having the effective management and improved
performance of the employees. The strategies of HRM recruitment is necessary to be followed
that includes the identification of vacant posts and interviewing the candidates. The models of 5P
and the Human Capital theory are the various models that can be seen in the various types of
organization. The improvement of providing training for more than one day and improving the
interviewing process can help the organizations in achieving the effective performance of the
employees.

REFERENCES
Books and journals

Alsafadi, Y. and Altahat, S., 2021. Human resource management practices and employee
performance: the role of job satisfaction. The Journal of Asian Finance, Economics, and
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Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
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from human resource management. Journal of Change Management. 19(3). pp.201-219.
Bergantino, A.S., Intini, M. and Perdiguero, J., 2018. Warwick Economics Research Papers.
Cheng, Y., 2020. Contingent organization-public relationship (COPR) matters: reconciling the
contingency theory of accommodation into the relationship management
paradigm. Journal of Public Relations Research. 32(3-4). pp.140-154.
Gao, X. and Dong, W., 2018. Research on the construction path of entrepreneurial universities
with integration of production and Education: a case study from University of Warwick.
Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing.
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