Improving FarmBox Productivity: An HRM Talent Management Case Study

This case study report analyzes the HRM strategies employed by FarmBox, an online grocery company, to address declining employee productivity and operational inefficiencies. It begins with an overview of FarmBox's business and the challenges it faces, particularly concerning unorganized working hours and customer complaints. The report then delves into relevant HRM theories, models, and concepts, specifically focusing on the AMO (Ability, Motivation, Opportunity) Theory and Human Capital Theory, evaluating their appropriateness and impact on employee behavior and organizational productivity within FarmBox. The analysis identifies positive elements and areas needing improvement in FarmBox's current HRM practices. Finally, the report recommends specific HR models, theories, concepts, policies, and procedures that FarmBox could adopt to enhance operational productivity, improve employee relations, and foster more effective talent management, including a focus on addressing root causes and clearly defining roles and responsibilities. Desklib provides this and other solved assignments for students.

Case Study Report

Contents
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
Overview of the Case scenario...............................................................................................3
HRM theory, model and concept relevant to FarmBox.........................................................3
Appropriateness of the HRM models, theories and concepts that have been deployed by Farm
Box and identification of the positive elements and any areas of the procedure that may need
to improve...............................................................................................................................6
Identification and recommendation of HR models, theories, concepts, policies and procedures
for FarmBox to adopt to improve their operational productivity and employee relations
through more effective HRM talent management..................................................................7
Conclusion.....................................................................................................................................10
References......................................................................................................................................11
Books and Journal................................................................................................................11

Introduction
Human resource management can be termed as a systemic and structured procedure
which is utilized by the business institutions to manage the organizational workforce (Griffin,
2021). The concept of HRM highly focuses upon maximization of the employees’ creditability
and productivity according to employer’s requirement. This report reflects upon the case scenario
of FarmBox. The company offers fresh organic grocery to its customer via online delivery. The
main purpose of the report is to facilitate appropriate solutions to the firm in order to overcome
the issue recently faced by the company in relation to decline in its employee productivity. The
report highlights upon HRM models and theories which sets implication of the employee
behaviour and organizational productivity. Further, appropriateness of suitable theories that are
deployed by the firm will be identified as well as solution will be given to the area which needs
to be improved. At last, effective HRM model, policy and concepts will be recommended to
improve their operational productivity and employee relations.
Main Body
Overview of the Case scenario
FarmBox is an online grocery company which grows fresh and organic food items in their
farmhands. The respective company deliver its services to its customer through online delivery
platform. Farm box was founded in 2019 in Cheshire UK. Company has seen rapid growth in
their operations due to COVID which leads to increase in demand of the firm’s products within
the target market segment. Several issues were faced by the firm while meeting up to the
inclining demand of the firm’s services i.e., unorganized working hours, customer complaints
etc. In order to resolve the severe issues, HR firm is hired by FarmBox with an aim to overcome
the emerging obstacle and manage the workforce in a competent manner.
HRM theory, model and concept relevant to FarmBox
HRM recruitment and selection is the management process which is taken into
consideration so as to identify suitable and proficient employees for company operations. HRM
is responsible for conducting interviews in order to create a pool of new candidates within the
workplace (Andreassen, et.al, 2018). It also ensures that talented and capable individuals are
hired within the firm who can prove to be a valuable asset. Hence, it plays a major role within the

enterprise. For instance, it eliminates the unfavourable candidate profile by recruiting favourable
candidate, identifies the future as well as current recruiting need of firm etc. The specific theories
which FarmBox regularizes within work setting and the manner in which it impacts or affect the
employee behaviour or institutional productiveness are as follows: -
AMO Theory
Ability motivation and opportunity theory involves three components that exclusively focuses
upon enhancement of organisational productivity (Mensah, 2019). This theory involves the
amalgamation of three components which are proved to be highly standardized and beneficial for
the firms in order to maintain the current flow of work among the staff members.
The ability approach reflects upon the existing ability of the workforce to be able to lead the
work or task allotted to them in the best of their capabilities and potential. This approach can
have serious impact on the behaviour of the employees within FarmBox as it has a tendency to
influence the existing capabilities of the employee. For instance, if the ability of the employees to
perform a given task or function within FarmBox will progress, it will surely result in the
development and elevation of institutional efficiency and productivity and vice versa. Therefore,
it can be stated that ability approach needs to be implied in the work process of the employees so
as to help them realise their abilities and strive harder to maximise the same.
Motivational Approach emphasizes upon the necessity of motivational drivers and forces within
the personnel of an organization. It can be stated that motivation is a characteristic which drives
individuals to stimulate their existing performance so as to accomplish the desired goals in
competent and successful manner. In reference to the case scenario of FarmBox, employee
satisfaction can be affected through the given approach. If employees working under FarmBox
will have immense motivation, then they would try and optimize upon every opportunity possible
so as to provide excellent performance and outcomes in the favour of the organization. This will
ultimately boost and elevate the existing productivity of the enterprise.

With the optimum utilisation of opportunity approach, employee engagement can be elevated
within the company. It facilitates assistance in increasing employee efforts in the organisation
growth. It can be said that opportunities are a set of capitalization factors which facilitates
platform for the employees to exhibit their potential. In context to FarmBox, the opportunities
provided by the enterprise can set have an instant impact on the employee behaviour. Favourable
and optimisable opportunities result in increased engagement of employees whereas poor and
inconsiderate opportunities result in undesirable response from the same.
The implementation of the above theory in an accurate manner can support in the improvisation
of the existing performance of the employees in FarmBox. It can increase the operational
productivity, employee satisfaction and employee engagement. It can also contribute towards
elimination of the problems concerning with extra working hours of employee and customer
issues encountered due to employee inefficiency.
Human Capital Theory
The human capital theory develops the knowledge, skills and aptitudes that are needed to
perform a specific organisational task. This concerned theory reflects upon the idea that
individuals can increase their current standard of productivity by acquiring relevant and much
needed education, training and assistance in their field of interest (Horak, Arya, and Ismail,
2018).
In context to FarmBox, the firm facilitated a field tour to their employees and allowed them to
simultaneously perform the tasks and duties alongside the experienced personnel. The reason for
the same was to enhance their adaptability to perform the routine tasks. The respective strategy
of the firm did not provide expected outcomes to the same. This because it is very important for
the firm to give appropriate and satisfactory time to the employees wherein they could learn the
basics of the routine work. When employees are given adequate training and development
platforms, their degree of proficiency to perform a given task enhances. Therefore, it is necessary
for the firm to invest necessary time, efforts, resources so as to equip the employees with the
training and assistance through which they can lead the specific tasks and requirements in a

precise manner. The performance standard can be developed gradually through consistent
training.
By implying above approach in the firm, FarmBox can maintain and regularize a systematic
working culture. Conformable and satisfactory working environment motivates the employee to
put extra efforts in company operational activity. The work culture wherein learning
opportunities are given much needed significance tends to acquire higher operational befits in
comparison to the one in which no specific attention is given to the learning capabilities and
advancement of the workforce. This approach, if implemented correctly and effectively has the
potential to increase the productivity of employee that ultimately succours the company in
solving their internal issues and increase their revenue (Law, Chan, and Wang, 2018).
Appropriateness of the HRM models, theories and concepts that have been deployed by Farm
Box and identification of the positive elements and any areas of the procedure that may need to
improve
The application and implementation of the HRM theories, concepts and models are vital
for the business firms so as to ensure workforce maintenance in a considerate mannerism. Once,
these throes are applied, they need to be evaluated on a regular basis so as to ascertain the
appropriateness and proficiency delivered by the same within the business context (Newman,
et.al, 2018). In case of Farm Box, the firm majorly relies upon AMO theory and Human Capital
theory. The evaluation and assessment of the outcomes delivered through the implementation the
respective theories are mentioned below: -
AMO Theory has been deployed by FarmBox. The positive element associated with the given
approach is that the approach aims to facilitate opportunity to the employees which can be take
advantage of in order acquire higher benefits in the respective firm (Stewart and Brown, 2019).
The employee workforce of FarmBox has the opportunity to exercise their skills, talents,
competencies, abilities to showcase phenomenal work processes which can help them to acquire
higher status in the firm. There are certain benefits in regard with this theory but the results of the
given theory do not seem to be very promising on a larger note for the chosen firm in terms of

ability and motivational aspect of the given theory. In context to FarmBox, it can be identified
that the workforce lacks the ability to complete the tasks allotted them in an appropriately. The
late and incomplete orders as well as inefficient performance of the employees is a sign of their
lack of ability to maintain an optimum service quality. Also the level of motivation among the
staff is also declined which can be seen through their poor performance. Therefore, enhanced
concentration must be given by HR management to determine the existing abilities and
motivational forces of the employees serving within FarmBox. This can further help in
formulating prominent strategies in accordance to the requirement and acquire higher operational
proficiency in the coming run.
Human Capital Theory is also taken into consideration by the chosen firm. The beneficial aspect
in regard with this theory is that it aids to boost the professional development of the employees.
This theory is highly significant when it comes to building a reliable, skilled and proficient
workforce. The respective theory is highly beneficial in regard with the company if executed in
an orderly manner (Armstrong and Taylor, 2020). However, in reference to the scenario,
FarmBox does not provide effective training sessions to the newly recruits which in turn impacts
their work efficiency later. It is mentioned in the case scenario that the firm is unable to meet the
service quality standards due to lack of operational efficiency. Also, the employees may leave
their jobs and find other employment options of they are not satisfied properly within the
organization setting. The FarmBox does not utilizes this theory effectively as no specific
initiative has been taken by the firm to provide employees with creative training sessions where
they could elevate and stimulate their current skill set and standard of expertise. This indicates
the need for training session. The human capital of an institution is responsible for the quality of
services delivered by the same. Therefore, the HR department needs to facilitate major efforts in
order to establish a training program which can help to enhance level of engagement and interest
of the employees towards their jobs.
Identification and recommendation of HR models, theories, concepts, policies and procedures for
FarmBox to adopt to improve their operational productivity and employee relations through more
effective HRM talent management

 Enhanced focus upon the root cause of the emerging issues - According to the given
strategy, the major focus should be empathized by the HR leaders of FarmBox upon those
suctions which needs to be executed effectively in order to solve the root cause of the
issues faced by the firm appropriately (Carbery and Cross, 2018). For instance, training
requirement of the workforce needs to be met by the firm so as to ensure that the staff
productivity is optimized and the orders are delivered on time. With the application of the
respective strategy, FarmBox will be able to focus on problematical errors and solve the
concerning issues.
 By clearly defining roles and responsibilities- By clearly defining the roles and
responsibilities among each member of an organisation, FarmBox can improve their
operational functionality. It can be stated enhanced awareness and understanding about
among the employees in regard with their respective roles, duties, task and
responsibilities within the work setting will lead to effective and efficient utilization of
resources which will ultimately help to achieve operational excellence (Legge, 2020).
 Need to modify the recruitment process – FarmBox is required to lead changes in its
interview method. Currently, the firm hires the candidates on the basis of 20 minutes’
interview video and assesses the capability and competency of the same. The recruitment
process must be modified and an aptitude test can be included within the same so as
evaluate the existing level of expertise within the candidate (Bailey, Mankin and
Garavan, 2018). This will help FarmBox to select the most apt and accurate candidate for
the job positions and will help the firm attain operational goals in operative and capable
manner.
 Provide optimized training sessions - Advanced training sessions must be facilitated to
the staff members regarding work process of FarmBox. The training must concentrate
upon how to manage the work hours, operational process, service quality, time
management etc. Fulfilment of the training need of employees can result in elevated
outcomes of the firm.
 Performance Monitoring of each employee- FarmBox should implement the
continuous performance monitoring approach as so to monitor the performance of each
employee in an organisation. After facilitation proper training to each and every
employee, monitoring team of should evaluate whether an employees are performing

their job in right manner or not. This will assist in identifying the deviations which are
existing in the performances of the employees and coming across as the barriers for
achieving operational efficiency. The deviations must be determined and necessary
measures can be taken to eliminate the same by the firm.
 Positive working culture- The culture of the organizational workplace and setting plays
a vital role in heightening the performance of the employees (Banfield, Kay and Royles,
2018). In the context to FarmBox, employees are overburdened with their work and also
looking to change their job. Therefore, in order to solve this particular issue, FarmBox
should provide positive and flexible work setting to their employees. The firm must
appreciate the efforts exhibited by the workforce for achieving organisational goal and
motivate them regularly. This will allow the employees to contribute more towards
achievement of organisation goals which will help FarmBox to achieve customer
satisfaction and increased revenue generation in market.

Conclusion
From the analysis of above report it can be said that HRM possess optimal significance in
terms of elevating the operational productivity of an enterprise. The concerned process assists in
generation of optimum output which ultimately gives an advantage to the business firm in the
competitive market. HRM focuses on elimination of workforce issues by utilization of concepts,
models and polices which are highly advantageous in respect to the business productivity.
Moreover, it can be stated that application of HRM models and concepts can provide clear and
defined solutions to the companies. It can be concluded that appropriate HRM practices and
processes must be undertaken by HR management within the firms so as to lead favourable work
outcomes towards enhancing the employee productivity.

References
Books and Journal
Andreassen, et.al, 2018. Business model innovation and value-creation: the triadic way. Journal
of Service Management.
Griffin, R., 2021. Fundamentals of management. Cengage Learning.
Horak, S., Arya, B. and Ismail, K.M., 2018. Organizational sustainability determinants in
different cultural settings: a conceptual framework. Business Strategy and the
Environment, 27(4), pp.528-546.
Law, R., Chan, I.C.C. and Wang, L., 2018. A comprehensive review of mobile technology use in
hospitality and tourism. Journal of Hospitality Marketing & Management, 27(6), pp.626-
648.
Mensah, J., 2019. Sustainable development: Meaning, history, principles, pillars, and
implications for human action: Literature review. Cogent Social Sciences, 5(1), p.1653531.
Newman, et.al, 2018. The effects of employees' creative self-efficacy on innovative behavior:
The role of entrepreneurial leadership. Journal of Business Research, 89, pp.1-9.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Legge, K., 2020. Human resource management: Rhetorics and realities. Bloomsbury Publishing.
Bailey, C., Mankin, D. and Garavan, T., 2018. Strategic human resource management. Oxford
University Press.