HR Policy and Practice Report: GBL's HR Strategy and Practices

This report analyzes the HR policies and practices of Grace Bernard Ltd (GBL), a growing international recruitment agency. It begins with an introduction highlighting the importance of effective HR management and the challenges faced by GBL, including high staff turnover and the absence of a dedicated HR function. A STEEPLE analysis is conducted to examine the social, technological, economic, environmental, political, and legal factors influencing GBL's operations. The report then discusses the impact of these factors on HR strategy and implementation, emphasizing social-cultural, technological, economic, environmental, and political-legal-ethical considerations. It further explores technological developments that can aid GBL in achieving its '2027' vision, focusing on online application processes and data management. The report concludes by summarizing key findings and recommendations for enhancing GBL's HR practices to improve employee retention, operational efficiency, and overall organizational performance.

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HR Policy and Practice 1
Table of Contents
Introduction......................................................................................................................................2
STEEPLE Analysis..........................................................................................................................2
Impact of Factors.............................................................................................................................4
Technological Development............................................................................................................6
Conclusion.......................................................................................................................................8
References......................................................................................................................................10

HR Policy and Practice 2
Introduction
In the recent senior, the human being is the most essential resources for an organization as well
as the existence of the company is exclusively dependable on employees. Most of the companies
face challenges in managing the human (Noe et al., 2017). The HR manager is more concern
with the thought of employees, set values, development, motivation, psychology, as well as
expectations. Repeat as well as frequent development in the global markets with the technology
also makes it more difficult for the higher managers to develop the strategies related to HR
(Wright, 2018). One of the companies Grace Bernard Ltd (GBL) is the growing international
recruitment agency with over 120 consultants in four offices which include Santa Cruz,
Singapore, Cambridge as well as Frankfurt. Their main motive is to expand their business at a
greater level and to understand the industries indie out as well as maintain high-quality networks.
Their main policy is to listen to the query of its consumers and help them with advising to their
consumers in a more effective and efficient manner. The company is also facing certain
challenges in managing their employees smoothly; they have no particular HR function that
maintains by GBL. GBL is a vast company that faces a challenge in retaining their employees.
According to the analysis the staff turnover in Cambridge is estimated to have been 25% over the
past 12 months that create an issue for the company at a greater level. The company has a huge
team to manage the whole work still they lag in certain places that stopped them to grow in the
international market in an effective manner (GBL Personnel, 2018).
In the following part, there will be a detailed discussion on the factors that affect the overall
performance of the company and the way they can enhance their performance by adopting
effective HR practices in their business in a more efficient and effective manner.

HR Policy and Practice 3
STEEPLE Analysis
GBL maneuvers in a vibrant situation where it influences by the controlling outline, cumulative
ecological involvement amid the customers, administration verdicts, shared communal trends,
consumers expenditure conduct as well as ever-evolving legal system.
Social Factor
 Level of Education
The education level in the country United Kingdom is high, particularly in the segment of GBL.
GBL can influence it to enlarge their existence in the country United Kingdom
 Role of Gender
The role of gender is developing in the United Kingdom. They test numerous ideas to provide as
well as sustenance such developing role of gender in the civilization of the United Kingdom.
 Outlet of Media
The media outlet pal a vital role in influencing the opinion of the individuals in the United
Kingdom. Both social media, as well as traditional media, are rapidly growing in the United
Kingdom. The company leverages such trend to better market as well as positions their services
in a more effective manner.
 Demographics

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The United Kingdom is a young country as well as growing. The individuals have great
opportunities in and outside the country for jobs that force them to divert their mind in such
sector (Dong et al., 2017).
Technological Factor
 Reliance on Website and Search Engines: in the recent scenario, the country is diverted
towards the technology in which most of the companies recruit their resources from the
source of online rather than the traditional method that provide the new platform to target
the employees for their business.
 5G and their prospective: GBL has to retain their near eyes on the growth as well as
improvement of the users with an increase in the speed as well as access. It transforms
the consumer’s user’s involvement in the industry of Strategy & Execution.
 Dropping the cost to manufacture: the newest technology is the debauched dropping the
production as well as overhauling cost in the approach & performance segment. The
company lags in the supply chain that creates the issue of inflexibility to meet the needs
of consumers and cost structure (Appleyard, 2015).
Economical Factor
 Level of skills of the workforce in the market of UK: the level of skills of human
resources in the UK is moderate to high in the basic material sector that gives a global
opportunity for the company to grow in the international market.
 Level of unemployment: the slowdown of the economy has adversely affected the
creation of a job in such a country. The rate of unemployment was close to 5.7% in the
year 2008 and it reached 6.5% in the year 2009.

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 Rate of Exchange: the violation of argument rate of United Kingdom can also affect the
venture plan of GBL not only in the short-term but also in the extended run (Haw et al.,
2015).
Environmental factors
 The company is contributing and focusing on reducing the carbon footprints, water
consumption as well as energy utilization that created a great impact on the overall
performance of the company at a greater level. Renewable technology is one of the
interesting area or GBL that can influence the tendencies in such segment. The country is
providing grants to capitalize in the renewable segment.
 Steady inspection by the ecological activities is also adding to the cost of operations of
the GBL in an effective manner. Paris weather contract has out the actual boards for the
nationwide administration of the United Kingdom to follow to. It results in the better
inspection of ecological principles for GBL in the country (Slade et al., 2015).
Political Factors
 GBL has managed the diverse regulations in the huge market that represent, over the last
few years, the United Kingdom, as well as other emerging economics, have changed
regulations regarding not only market entry but also in the service industry of the local
market.
 Over the last eras, the company has profited from the lower assessment procedures during
the western hemisphere. That result in high revenues as well as an increase in spending in
the research with development (Young & Pagliari, 2017).

HR Policy and Practice 6
Legal Factors
 The level of ecological rules in the republic as well as what the company requirements to
do to meet such laws as well as regulations.
 According to the EU labor law, the extreme distance of the employed week is 48 hours in
seven days with a least of 11 hours in each 24-hour period. The country permits those
who are keen to work extra than 48 hours to do so, through the European Working Time
Directive (Dushnitsky et al., 2016).
Impact of Factors
Impact of the different policies or say the methods in the organization on the HR Strategy and its
implementation are being explained and followed down below:-
SOCIAL CULTURAL ACTIVITIES:-
Being following the social-cultural values in the HR System one has to look upon the impact of
the current cultural show on the organization so that the impact of the new changing diverse
market can be assessed and policies can be changed accordingly. The definition should be
cleared with the implementation of how the system should work and perform. Employee’s
participation should be checked and out in the ground so the actual conditions which have to be
changed and modified can be assessed in a small span of time. Sustainable employees should be
judged and contacted on the course of business so the actual requirement can be fulfilled as soon
as possible (Ortas et al., 2015).
TECHNOLOGICAL IMPACT

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The impact of technologies can be defined as the best can be find out if the lot from the internets
as the best can be selected and rest can be put aside with best technical knowledge and with the
counters of the impact of any new technological advancement. Training of the recruiting staff
online will generate an impact in cutting the cost of recruitment and on the up gradation and all.
Management of data can be easily simplified as who t left the organization and who are the best
suited among the lot to get the job in a simplified manner. Data to be checked thoroughly with
full engagement and with this is to be shown and what is to be not being shown so that the sales
should not be disturbed with the new package. Employer branding will help in the image
development of the firm as the people will come to know about the new technological
advancement (Luftman, Lyytinenand Zvi, 2017).
ECONOMIC IMPACT
Economics has a greater impact on the HR Policies of GBLs organisational working conditions it
can be state as that governmental condition will impact the variable market conditions resulting
in the dynamic process for changing the policies of HR, monetary changes in the funding system
will result in HR to indulge in constant process of studying the market as a NECHE market
follower policies will vary from state to state continent to continent. As GBLs policy of believing
in futuristic organization any financial unidentified change in policy of government will result in
the working capital misbalance for that the HR department has to be on its toe to search and
assess any unknowing such situation to render its ill effect on the policies of the organization
future can be secured if the present is in the good condition as a whole for the employee and
market (Bussmann, 2015).
ENVIRONMENTAL IMPACT

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As GBLs such an organization which has its business spread around four countries which state
that the conditions related to the environment will have a diverse variety of things.
Environmental conditions in different states vary at a variety which will lead the issue of non-
compliance of static HR policy for the organization. Variable policies will route the safer way for
the organization. People of Singapore will have a different thought process of buying a product
rather for the purchaser in Cambridge. The impact will differentiate on a regular basis as the
environment is dynamic with the dynamic consumer at the end (Cheng, Sodagar and Sun, 2016).
POLITICAL LEGAL AND ETHICAL IMPACT
Politics play an important role HR policies to be formed and to be changed in a short span of
time as the government changes the plans and policies also changes with the change in the
economic, financial and external affairs policies to do business which will result in the change in
the purchasing pattern as the GBL is following niche marketing so it has to be on tip to toes on
the HR policies changes and management. As the employee sex ratio is also female to male is 74
to 26 so the legal impact can also be there being chances of molestation and misconduct. Ethics
are not being followed as they should be like the employee turnover ratio is also high so the
future HR policies should be formed keeping in mind the variable, variations, risks and
undesirable conditions (Velyvyte, 2016).
Technological Development
GBL’s ‘2027’ vision is to the employee over than 350 staff, which will operate in four continents
with at least 1200 minimum permanent employees per year, which will run approx. 1000
contacts and earn a revenue approx. with about £100 million annually. With an aim to create 20
director and seniors managerial posts 15 commercial posts and 45 senior, principal and leader

HR Policy and Practice 9
positions with award-winning learning and development and central services divisions with
opportunities to diversify, progress and travel around. For the visions of GBL to achiever, some
of the technological advancements can be implemented to gather the vision into actual
compliance and to better for the organization as a whole. Those are as follows:-
1. ONLINE APPLICATION PROCESS thing which is OAP will boost the data for the
GBL HR team to search out the best among a lot of all prospective employees who
are willing to join the organization. Data will give us the border view on the aspect of
selecting best out of the rest which will be the best suitable candidate for the actually
required post. The analysis will be done at a greater perspective keeping in mind all
the possibilities and outcomes which will be there from the candidates selected and
not selected. Training can be done at a broader level without wasting the extra cost of
sending the trainers to the particular location say Singapore, Chicago or say
Cambridge they can be virtually trained through live streaming of the classes and
interactive sessions with the prospecting employees. Different state or say people
recruited according to the demographies can be addressed in their language or say
mother tongue so that the actual message to the actual people can be conveyed in the
best manner. Application forms can be processed and best are selected with a suitable
place, job requirement (Roztocki and Weistroffer, 2015).
2. GLOBALISATION OF MARKET OF GBL’s move to the technological
advancement turning the market strategy of the niche into a global one. From this
advancement, one can target a larger no. of audience and people can be touched and
can turn the prospective customer into the actual customer. The customer which was
unable to get the required product of its wants can be touched down and sales target

HR Policy and Practice 10
of the £ 100 million can be touched and greater targets can be projected and achieved
in the course of time. Globally online market can manage the actual requirements for
the actual post of the staff which is working for the organization. Global market reach
will give the lesson for the HR team that which is the best suitable candidate and how
the changes in the demand of the consumer are changing so the skill development of
the working staff can be performed in the actual premises with the dynamics of
market changes in the world level. This will give a moral and encouragement boost to
the employees at a greater level to perform better for the organization and attain the
actual visions to achieve and missions to conquer (Angrave et al., 2016).
3. BUSINESS MANAGEMENT APPLICATIONS will solve the problem for the
organizational working staff and for the customers also to be in touch with the
organization after sales what we say. The business management apps will give a free
hand to the main management of the organization to be in touch with the real-time
position of the company at any place, any time and at any cost. These apps will help
the team working on the fund management to calculate the actual loses and the net
profits of the organization and where the leakage of the funds is going and what
working capital is in the actual requirement. These applications will help in the
management of data of the actual consumer what people buy in what senses at what
time. Which product is in actual demand and which production has to be cut down the
line. Customer will be in real touch for the after sales services with the team working
for the query solution. The feedback data will be tracked down for any changes which
can be done in the services provided by GBL team so that the best can be given in
minimum time and cost (Palacios-Marqués, Soto-Acosta, and Merigó, 2015).

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Conclusion
It can be concluded that GBL as an organization will grow in the futuristic path of success with
achieved targets and customer’s faith. GBL is one of the leading recruiting companies in the
international market that has expanded their roots in various countries to target their consumers
in a more effective and efficient manner. The external environment plays a vital role in achieving
the growth and success of the company. Therefore, GL is also greatly affected by the external
forces that need to be resolved on time to enhance their performance in a more effective and
efficient manner. The Technological advancements if adopted will guide in an increment in the
sales revenue and the customer growth both hand in hand. The advancements will help the
organisation as a whole with the problem of top management convey of missions and visions of
the company to the bottom level of worker. The geographical boundaries will come down and
help in bringing the best out the rest, correct individual for correct posts of the hierarchy. As the
policies followed for the social-cultural management societies are managed with the
management personals as well, technology will give a boost to the external world and the data
collection of global consumer, Economic factors to be looked upon very sharply for any
economic change to be mugged up with the company policies, Political pressure to be seen and
managed with proper rule follow up and the legal adversities to be looked upon so that any case
should not put the goodwill of the company down, Ethics or say the code of conduct to be keenly
watched and seen upon so that employee turnover ratios can be lowered down. The vision of
GBL can be completed or put down to reality only when all the factors explained above are
being carefully seen and tested with the real world adversities. Wishing GBL to do its best and
achieve the heights in charts of industry and hearts of the consumer.