BMG 733: HR Strategic Policies and Competitive Advantage for Mango

This report, prepared as a HR consultant for Mango Indian Restaurant, a Malaysian and Indian fusion cuisine restaurant with branches in Richmond, Nelson, and Blenheim, addresses the company's stagnant growth in 2018, attributed to lack of motivation and a weak internal environment. The report identifies key HR problems such as lack of flexibility, rigid approaches to openness, lack of motivation, and a weak internal environment. It then explores HR approaches and trends adopted by successful organizations like Boeing, Spark New Zealand, Air New Zealand, and Google. The report analyzes how these organizations leverage HR practices to improve employee engagement, diversity, and overall performance. Finally, the report evaluates the contribution of HR, based on HR theories, in improving organizational performance and achieving a competitive advantage for Mango Restaurant, providing strategic recommendations for future HR policies and potential expansion to a fourth branch in Motueka. The report also highlights the significance of training, employee surveys, and employee wellness programs.

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HRM

Contents
Introduction...........................................................................................................................................2
HR problems and barriers that need to be resolved in the Mango organisation.................................3
Various approaches, theories and approaches of HR: example of Boeing, Spark, Air NZ, and
Google...............................................................................................................................................4
Evaluation of HR contribution, based on theory and concepts learnt in HR, to reflect how it can
improve organisational performance and improve competitive advantage........................................7
Conclusion...........................................................................................................................................12
References...........................................................................................................................................13

Introduction
It is true that human resource management is the most significant part of any
organisation. For keeping the workplace staff members satisfied, it is necessary to
communicate with them through open and flexible policies. Effective human resource
development practices involve the effective training programmes, employee wellness
programme, motivation activities, as well as effective performance management for
maximising the capabilities of the human resource. Several organisations have developed the
employee development schemes by providing them opportunities to learn something new and
develop their expertise. There are several trends seen in the human resource such as artificial
intelligence which is embraced by organisations. The main objective of the human resource
department is to effective engage its employees and staff members by providing suitable
opportunity to grow.
In the paper, discussion has been carried on the Mango who is Malaysian and Indian
fusion cruising restaurant. It is seen that the employees of Mango were less motivation due to
the weak internal culture and environment at organisation. It has also led the organisation to
stop from bringing necessary changes that are going on in the external environment.
Discussion started with the HR problems and barriers that are required to be solve in the
Mango organisation. Afterwards, various approaches and trends in HR has been presented in
the paper which is followed by several big organisations such as Spark, Google, Air New
Zealand and Boeing Corporation.at the end, discussion has been carried on the HR
contribution based on theories by reflecting how it tends to improve the performance of
organisation and bring competitive advantage.

HR problems and barriers that need to be resolved in the Mango organisation
Lack of flexibility: flexibility is the major HR problem that brings several issues in the
organisation. It has been seen that inflexible approach of the organisation was creating
dissatisfaction among the chef team. Even the chef were not able to take any decision by
themselves is any of the customer demand any new dish.
Rigid approach to openness: It is seen that Mango organisation has rigid approach related to
openness. Due to this, they are not able to propose solutions to the problems that they face in
the day-to-day activities. Due to the rigid approach of management, it is true that employees
not able to give their ideas if they found any creative idea. When employees are open with the
management or if they are not allowed to talk to any senior authority, they always frustrate
for anything that will bring effective in the organisation. Instead of productivity, a sense of
disengagement is seen in the employees when they are allowed to take part in different
activities at work. As a result of this, they are also less likely to give their contribution in the
practical benefits. At the same time, they also become less motivated and further,
productivity of employee’s decreases.
Lack of motivation: Lack of motivation is also one such major HR problem. Lack of
motivation among employees brings several negative impacts in the organisation. Firstly,
employee’s performance is impacted because with lack of motivation, employees do not care
too much about the quality of work. At the same time, employees also fail to meet the
objectives. Higher demotivation in the organisation often has high cost of business that is
found among the workforce. Low motivation also brings the absenteeism in the organisation
might bring unplanned absence. When organisation culture will be weak, it might promote
the unethical behaviour at organisation. Due to this, employees do not get properly engaged.
As a result of this, disengaged employees develop the lack of trust. A lack of trust and
empathy might fuel the culture of fear and division. Due to this, Mango is required to resolve
such issue for promoting the positive outcomes in organisation. Negative workplace tends to
create the environment burned out, lonely as well as cause depression among people.
Weak internal environment: It is true that weak internal environment is the major HR
problem. Due to weak internal working environment, employees are not able to engage with
each other. In order to improve productivity, it is essential to create effective engage among
the team. It is also seen that Mango is required to positivity impact the safety and health
compliance.

Various approaches, theories and approaches of HR: example of Boeing, Spark, Air
NZ, and Google
It is true that human resource management plays a necessary role in the performance
of organisation. Boing has adopted several positive impacts in the organisational HR policies.
It is seen that when Boeing faces any situation, they bring significant in the HR strategy.
Boeing has adopted the significant change in strategy by improving its capability, capacity
and engagement. Due to the increasing competition, Boeing has realised that it is required to
bring significant changes in HR strategy. After bringing successful changes in the HR
strategy, its production capacity has increased. Training is also found to be the most
significant part of HR. In Boeing, almost every employee has taken an off or on house
courses to increase their expertise and skills. Employee survey is also significant part of HR
department in organisation. In Boeing, it is seen that it has distributes the survey throughout
the company whole year for measuring employee engagement. It is the part of HR strategy in
order to maintain and establish an engaged and diverse work experience.
Employee health and wellness is also required to be undertaken in the organisation.
Boeing Corporation has also undertaken the wellness screening for its employees to check
cholesterol and glucose level, blood pressure, as well as body mass index. From the employee
reviews also, it is seen that Boeing is the safe workplace for them, as they know the value of
their human resource. HR Functional Excellence Program is also the core part of its HR
barries
and HR
problem
lack of
flexibility
weak
internal
environment
lack of
motivation
lack of
openess

department. It includes two components: one is core program and other one is forum. Core is
meant for the high-ranking team of HR member that is delivered in the interacting classroom
setting. As compare to this, “Forum is said to be regional conference course type that carries
the HR teammates together in the larger groups to talk and hear about the major issues faced
by HR in organisation (Gomes, and Yarime, 2017).
Spark New Zealand has effective used the HR practices. For example, it effectively
used the diversity inclusion in the organisation. It has started the Blue Heart Programme in
order to inspire each person at Spark for being more inclusive. This was started for
celebrating diversity at the organisation. It also ensures employee voice by adopting several
initiatives. Spark has also set a benchmark by ensuring its entire staff will be paid competitive
and fair salary about all minimum level of pay. Due to one of the biggest technology
employer in New Zealand, it believes that it is quite necessary for its people to be paid at
such level which recognise the industry complexity. For this, it has also started the new
scheme named “Spark Pay.” It means all the non-commission based “full time employees”
will receive at least $40,000. In addition to this, it also gives $150 monthly account credit
with income, life and trauma insurance. Spark always had best human resource polices that
benefitted several people with the pay increase.as per Maslow need hierarchy theory, it
ensures to fulfil all the level of satisfaction. Therefore, fulfilling the needs of employees is
great source of motivation for the employees who are working in Spark enterprise
(Thompson, 2017).
Air New Zeeland also makes significant use of the HR trend such as artificial
intelligence. Air New Zealand is first airline in the World who made the artificial technology
use in order to maintain its global and string position. An aircraft turn involves around 50
coordinated activities. It include disembarking of the crew, catering, cabin cleaning,
restocking as well as loading of departing baggage. It is significant that human resource
theories of motivation also give emphasis on providing a safe working climate. It is found
that Air New Zealand is one such organisation that provides diversity on leadership as well as
foster such culture that brings the highly engaged workforce. It is seen that the engaged
internal culture of Air NZ is the major source of its outcome and customer satisfaction.
Moreover, Air New Zealand has set the benchmark in effective HR practices by winning the
award for “most attracting employer at annual New Zealand Randstad Awards. Giving voice
to the employees is also one such significant HR element of the organisation. In Air New
Zealand is the active network of employees, as well as support of the executives that support,

connect as well as give voice to its employees. In 2018, it has also started the awareness
programme that helped employees in understanding how bias tends to affect the decision-
making. It also actively promote the flexible working arrangement by giving control to the
employees how they structure their personal and work life.
Career development opportunities are also significant part of the HR practices. In Air
New Zealand, it is providing flexible learning style employees all the staff members can
choose where, how and when they can learn. For employee learning and development, it has
invested on two of the key digital platforms. Workday learning provides the capability to
learn on a tablet or phone whereas LinkedIn learning tends to provide the digital library
access to the global experts on different topics. In order to ensure the employees welfare, it
has started several programmes or them that will help in improving the level of literacy and
ensure the development of skills and knowledge to help employees in realising their full
cultural, social and career potential. When employees work on any operational aspect of the
organisation, healthy and safety of the employees should be the priority of HR department as
well as organisation. By considering such issues, it has done overall contribution for
improving the workplace health and safety. It has set the benchmark by reducing the rate of
injuries from 2018 to 2019. It has brought safety in design principles to reduce or totally
eliminate the risks in manual handling. It has also addressed the fitness of work in order to
target the high performance engagement. Employee assistance programme is another
benchmark set by it. It is professional, confidential and independent supportive services that
is available 24/7 in order to assist them in dealing with such events or issues in their lives. It
has actively promoted this programme in order to ensure that people are active with the
varied ways regarding its use (Al Ariss & Sidani, 2016).
For every organisation, it is quite significant to keep the workplace healthy and happy
for the people who are working. Firstly, it is ensured by building or creating a positive culture
that assist the employees for their wellness. There found no doubt in the saying that giving
emphasis on employee’s health and wellbeing heavily contributes in the employee
engagement at workplace. Happy as well as engaged employees seen to be more productive
at the workplace that brings organisational growth. In the recent time, working environment
of organisations has been changed. Several factors in the organisation tend to affect the
wellbeing of any employee. The degree of flexibility or autonomy also helps in deciding the
employee wellbeing (Passey et al, 2018). For employee wellbeing in the organisation,
employees are required to value their skills and abilities by ensuring supportive supervision.

It also makes employees feel valued, respected and needed in the organisation that further
bring self confidence in them. Every member in organisation deserves the equal opportunity
to use his or her skills in an effective manner. Employee wellbeing is the most significant
element of HRM as it increases the productivity among employee. Employee wellbeing has
the ability to improve the physical and mental health of the workplace. Therefore, wellbeing
put direct impact on the wellbeing that will be seen on the worker morale (Zhang et al, 2018).
Employee wellbeing strategies of Google has given proper and full emphasis on the
employees safety and healthy. At the same time, it further gives opportunity to perform
effectively at work. In this way, employee wellbeing is considered by several factors at the
workplace such as proper medical check up, flexibility positive organisation culture and
health and safety. Positive organisation culture tends to define the wellbeing of employees at
workplace. Google has also undertaken the several wellness programs that gives or puts
direct emphasis on health, happiness, as well as work life balance among the employees of
organisation. The main objective of the Google is to ensure building of ambience where
employees get more opportunity for ensuring the development of their interpersonal
relationship. Google also provides the different rewards, perks and benefits that assist as well
as help the employees in getting encouraged and fully utilising their skills and expertise. It
has also effectively designed its human resource policies (Rasskazova, Ivanova & Sheldon,
2016). At the same time, Google also offers the packages and some benefits that ensure the
flexible and friendly environment (Hardy, 2017).
Evaluation of HR contribution, based on theory and concepts learnt in HR, to reflect
how it can improve organisational performance and improve competitive advantage
It is true that HR department plays a significant role in the organisation. Maslow need
hierarchy theory is the most significant example for bringing the improvement in employee’s
performance and thereby organisational growth. This theory has divided the needs in
different stages. The first need is the psychological theory that tends to fulfil the basic need of
the employees such as salary, shelter, and stable employment. Without the satisfaction for
such basic needs employees not able to work in the organisation. The second need is the
security need that is linked with the physical environmental issues such as safe working
environment as fair working practices. It is seen that Mango does not have strong
organisation culture. As per this theory, employees are not able to motivate due to weak
organisation culture. The third need named belongingness need is the social acceptance need
such as friendship and cooperation at work. When working environment gets positive, it

automatically decrease the negativity at organisation. Esteem need is the positive self image
and recognition such as job title and nice workplace. Therefore, HR department is required to
use such elements that helps in bringing motivation among employees. self actualisation need
is the need of physiology and security.
(McLoed, 2020).
As compare to the Maslow theory of motivation, Herzberg two factor theory also
explains the way to motivate employees and satisfy them in job (Enis, 2017). This theory
identifies the job satisfaction as well as dissatisfaction in different work characteristics
(Macke & Genari, 2019). Factors that ensure satisfaction of employees at workplace are
known as motivators. As compare to this, hygiene factors are those that bring job
dissatisfaction. Motivators are the intrinsic motivation that satisfies the employees by
fulfilling higher level of need such as achievement, recognition as well as opportunity to
grow. Hygiene factors are some of the extrinsic variables such as work conditions, work pay
as well as interpersonal relationship that is required to address for preventing dissatisfaction
in organisation.

HR department puts significant impact on the organisation as well as on the
organisational performance as whole (Pocztowski, 2019). Recruitment is the first activity
that is performed by HR department. The recruitment process is required to be effectively
undertaken by the HR department. It should select such employees who can be capable to
perform different task even in critical situation which is required to be handled with due
precaution. The negative and positive effects of organizational culture influence lower-ranked
employees as well as managers. For example, a small company may suppose managers to
assist the employees when they want it. That positive culture further fosters the teamwork
spirit.
(Expert Program Management, 2018).
In the recent time, human resource management requires more satisfied staff and
higher quality workers. Human resource management give emphasis on intelligence
operation model as compare to assembly line mode that is higher praised by Taylor. Both
staff as well as managers are required to get the proper knowledge on different working
techniques for handling the tough problems (Vanhala & Ritala, 2016). Due to this reason, it is
always stated that staffs under the human resource management should have proper

knowledge, adaptation to external environment, master information and be awarded with
some power. Therefore, human resource management give stress on the importance of
knowledge and education. Mango is also required to give emphasis on the active learning as
compare to passive learning. It is therefore required to develop flexibility so that skills are
effectively learned by its staff members. As compare to this, human relations management in
organisation also give emphasis on the effective motivation.
It is true that HR plays a significant role in the organisation. Due to this, HR
management is required to sue combination of result oriented approach and rational model or
ensuring the effective training program design. Relational model give importance on the
company relationship with the employees who are employed in the organisation. Mango is
also required to use relational model for maintaining the effective and positive interpersonal
relations with the employees (Hussinki et al, 2017). It will foster the employee participation
in innovative and creative processes. When employees are included in innovative and
processes, they are to come up with different new approaches of working in organisation. As
a result, organisation performance also improved (Tweedie et al, 2019). Human resource
management is also required to deliver the programs in numerous ways such as simulations,
on-the-job training, and simulation. In the given case scenario, Mango does not ensure rick
communication with its employees. Therefore, it is required to bring changes in its
communication policy. Performance management practice is another area which helps in
improving the organisation performance (Brewster, 2017). Performance planning effort tends
to address the numerous dimension of the human resource management including customer
service, communication, diversity support, and problem solving capabilities. For performance
improvement, organisations are required to use effective performance appraisal program.
However, practices of performance management is required to be link with the company
goals for human resource management as it helps in ensuring that employers are capable of
supporting the business activities of organisation. The proper emphasis on diversity directly
supports the diversified ideas that further lead to greater innovation. The direct emphasis on
problem solving capabilities ensures that human resource is satisfied in developing the
organisational resilience. Performance interviews can also be taken by the human resource
management that concern about the individual as well as team performance. In the individual
performance interview, it can cover the skills, knowledge, abilities, as well as some other
employees attributes. The interview of team performance covers how an employee performs
in team projects. In addition to this, organisation is also required to give emphasis on the

performance areas in several areas including work quality and behaviour of work
(Alshmemri, Shahwan-Akl & Maude, 2017).
Universalistic approach is also significant approach in HRM that sates that there is
relationship between adopting any HRM practice and increasing organisational performance.
It states when best approach is effectively used in the organisation, it improves organisation
performance. Best practice approaches explain the close connection between HR practice and
performance of organisation. Best practice is the bundle of activities that includes compatible
HR activities which encourage motivation, level foe employees competency, and introduce
an effective work design that further fosters the commitment of employees. By adopting best
fit approach of HRM, there will be positive impact on the financial performance irrespective
of the strategic objectives of organisation (Armstrong & taylor, 2019). In the given scenario
of Mango also, seven best practices can be used such as formal training system, profit
sharing, appraisal measures, voice mechanism, job definition, employment security, and
career opportunities internally. These practices are viewed as the significant aspect of the
employment system that directly put impact on the performance. Contingency approach is
another significant way to improve the performance. It states that organisation is required to
adopt some effective HRM practices as per the business strategy that is employed. Higher
performance in the organisation is brought when firm strategy and HRM interacts with each
other (Li, Chen & Hui, 2019). This approach directly denotes the external fit and view that
contingency approach is much more better suited to HRM. It is stated that HRM practices are
not directly consistent with the business strategies tends to create ambiguity and confusion.
Therefore, organisations are required to effectively use contingency approach by promoting
employees behaviour that is directly linked or consistent with business strategy because
behaviour always stem from motivation and ability (Harney, 2016).
Configuration approach theory states that HR system tends to gain great performance in the
organisation if control and commitment system are effectively applied for achieving the
corporate goals through the business strategy. Theory developed by Lawyer using expectancy
theory states that motivation is the combination of three factors: profitability estimate that
results in success performance, how much a person want reward, and estimate that
performance will result in award receiving. This integrated theory of Lawyer is linked with
the employee’s motivation and context of organisation. Lawyer has stated that employee’s
motivation can be conceived at three levels. The first level is the one who motivates herself
or himself, and second one is how individual do interaction in the organisation. The third