Report on Improving the Delivery of HR Process at Weber Foods

This business report addresses critical Human Resource Management (HRM) issues at Weber Foods, a global FMCG organization, stemming from changes in management, operational structure, and the introduction of new technologies like robotics and lean manufacturing. The report identifies primary concerns such as inadequate training, centralized leadership, low employee engagement, increased working hours, and insufficient focus on employee health and safety. To improve HR process delivery, the report suggests implementing stress management training, fostering employee engagement through IT integration, adopting transformational leadership, and enhancing employee motivation through intrinsic and extrinsic rewards. Furthermore, it emphasizes the importance of a positive work culture, cultural intelligence, and a shift from centralized to decentralized operations. The implementation plan includes detailed steps for training and development, leadership structure changes, and organizational restructuring, along with associated costs and responsibilities. A risk register identifies potential challenges like employee resistance, non-acceptance of changes, and high costs. The report concludes that by thoroughly analyzing issues, executing adequate planning, and adopting appropriate strategies, Weber Foods can resolve its HRM challenges and improve organizational performance.

BUSINESS REPORT FOR
IMPROVING THE
DELIVERY OF HR
PROCESS

ABSTRACT
Human resources are the important elements of every organization. They are the assets
with respect to concerned company. An inculcation of any changes and its adoption will lead to
bring many issues and problems in association with company. An introduction of new
technology, change in organization working structure and various others will lead to impact
human resources and as a result working efficiency of the company also got impacted. An
adoption of appropriate HR plans and process will lead to have minimization and acceptance of
supposed changes. This report will discuss such issues along with proposed solutions and
implementation plan. A risk register is also included in the report which denoted the occurrence
of risk.

Table of Contents
ABSTRACT.................................................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Primary HRM issues....................................................................................................................4
Improvement in the delivery of HR process................................................................................5
Implementation plan....................................................................................................................6
Risk register.................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource are the asset of the company but with the changing organizational
culture and management styles along with working structure, various issues in the form of
training, leadership and other factors arise (Cooke, Dickmann and Parry, 2020). Weber Food
which is one of the famous global FMCG organization is facing such kind of issues with respect
to its organization. Being a global organization and making changes in its management and
operational structure the concerned issues have been arisen but with adequate adoption of
required plan these issues would also be sought out and dealt with easiness.
MAIN BODY
Primary HRM issues
With regard to Weber Foods there are various issues concerning the mode of
management, leadership, training and development, distribution and division of work and many
more. Being a large organization with a huge employees share of 9000, it is very important the
company must be managed adequately. As when Mr Arthur has returned from long illness, the
company has made many changes including change in working structure, replacement of
manpower with robotics along with inculcation of lean manufacturing. Likewise, there are also
issues concerning with training and development that the managers are doing their work without
being adequately trained. In-fact the employees are being given the work without the incubation
of induction which means the employees are not knowing their staff too.
Likewise, company is handled with the mode of centralized structure and non adequate
leadership. There has been an issue in the employees' engagement too. Likewise, changes are
being taking place without employees participation and training. Raising of working hours.
Making of shift to 12 hours also emerged as an issue that has resulted in increasing of turnover
rate. Low focus over the employee's health and safety also emerge as an issue that may again
have an adverse impact over the health and the employee's engagement with the company. Lack
of adequate management structure, guidance of team leader, over pressurization of work on
employees are also counted as major issue. As HRM being an important element and aspect with
regard to the workforce and the entire organization in terms of attracting and retaining employees
with their development are not being adequately implemented and as a result many issues has
been arises in the working structure of Weber Foods.

Improvement in the delivery of HR process
In order to deal with the prevailing HR issue it is very important that the delivery of HR
process in the context of Weber Foods will be improved so that the concerning issues will be
resolved.
With respect to change management that is being taking place in Weber Foods with
regard to introduction of robotics and lean manufacturing an adequate focus and improvement in
adequate training is required. As it is common that the employees will always resist changes and
here the HR and its process plays an important role in terms of enabling adequate training to
employees so that they can accept the changes and act accordingly and favourably. It is also to be
noted that along with rising work pressure with an introduction of 12 hours shift and creation of
personal and professional life imbalance, it is important that the stress management training with
regard to reduction of stress, and occurrence of accident will be useful (Azeem and Paracha,
2013). In the same way, an inculcation of employee's engagement concept with respect to IT and
their organization of work will also prove to be useful in Weber Foods.
In order to deal with leadership issues concerning adequate direction, management of
work, change in working structure, an imposition of transformational leadership is being
suggested because it will lead to bring changes along with enabling satisfaction among
employees. Along with its 4 I's including influence, inspirational motivation, individual
consideration, and intellectual stimulation, a leader will be able to adequately implement changes
and resolve the issues (Chou, 2015).
In order to deal with the employee's engagement and high turnover issue it is noted that
focus towards enabling employee's motivation in the form of intrinsic and extrinsic would be
suggested. As intrinsic and inner motivation will lead to bring satisfaction while extrinsic
motivation by the way of rewards will lead to have better retention in terms of working for long
hours also with a sake of good payment (Organisational Culture and Motivation as Instigators
for Employee Engagement, 2016).
In the same way enabling adequate and positive work culture and cultural intelligence has
direct relation with regard to employee's and their engagement (Gabel-Shemueli and et.al.,
2021). This will lead top resolve the issue of the employees engagement and low retention.

In the same way in order to deal with the issue of health and safety and internal conflicts,
there is an improvement in the organizational culture and the mode of operation from centralized
to decentralized mode. This improvement and changes will lead to have a positive impact
towards reduction of issue along with ensuring efficient moves and better performance from the
employee's perspective.
However, on a critical note apart from these changes and improvement, focus towards the
employees selection and replacement of non efficient employees will also proves to be useful.
This will also include recruiting fresh and talented employees which are trained and automated
towards the changes and changing technology. These will not only save the time of the Weber
Foods but at the same side it will also lead to cost saving and execution of better and efficient
moves. This is further assists the Weber Foods to achieve and grab success.
Implementation plan
In order to implement the above process and plans, HR and employee's co-operation
plays an important role. This means that making and focussing of solution will be of no worth
until it will be well implemented and executed. Thus, in order to implement the above plan
following points need to be considered:
While implementing the plan related with training and development it is important that
the appropriate plan and procedures will be determined first and then executed. Thus, in order to
execute this plan firstly an analysis of the Weber Foods and its concerned departments will need
to be made. This includes the determination of the training requirement and its desired outcome
(ERGASHEVICH, 2020). After that an appropriate and projected cost regarding enabling
training will be determined. This is also an important part that it will be properly approved by the
senior managers and finance department so that it will pursue. In case of Weber Foods training
related with stress management, handling robotics, work pressure and various other will be
required. Its estimated cost would be £150. However, in case of responsibility the concerned
department heads will be responsible in order to enable training to their employees so that issue
with regard to change management and working practice will be resolved.
In case of implementation of plan regarding change in leadership structure, an analysis of
past trends and outcome of previous leadership will be considered and then necessary changes
with respect to leadership style change in terms of transformational leadership will be

implemented. Its cost would be £100. In case of responsibility, existing leader will be
responsible because it is solely concerned with the change in leadership.
In case of issue of health and safety and conflicts and resolution in the form of execution
of decentralization, there is a need of making changes in management style and implementing
decentralized structure. This implementation will lead to have easiness in working across
departments along with better and fast decision-making (Rangus and Slavec, 2017). Thus, for its
execution changes need to be made in every department right from handling and dealing with
employees. As the entire management structure is supposed to be change here so the cost aspect
would be high in terms of £300-400. While in case of responsibilities entire management and
every employee will need to take responsibilities regarding accepting and acting as per changes.
This is the only way that the Weber Food will make changes in its organizational structure.
Risk register
This is also an important aspect with regard to brining changes and implementing new
modes and form of leadership along with management styles and structure. As every change and
concerned plan brings certain degree of risks that may impact company and its structure so in
case of Weber Food also an implementation of the above changes will carry certain risk which
are as follows:
Risk Category
Employees resistance Red
Non-acceptance of changes Yellow
Raining turnover Yellow
Inability to produce desired outcome Green
High cost Red
Time requirement Yellow
Initial business loss Yellow
Delay in work along with decision-making Red

Failure of changes Green
Notes:
Here,
 Red denoted to high risk category which carries seriousness and likeliness to happen.
 Yellow denotes less seriousness and low chances of happening.
 Green is related with less serious and unlikeness of happen.
CONCLUSION
From the above report it is concluded that Weber Foods is facing various issues with
regard to its organizational structure and HR process. However, with a thorough analysis of the
concerned issues and problems along with executing adequate planning and strategies concerned
issues can be resolved appropriately. Likewise, while executing new changes, occurrence of risks
are also common but with adoption of appropriate strategies these issues would be resolved.

REFERENCES
Books and journals
Cooke, F.L., Dickmann, M. and Parry, E., 2020. Important issues in human resource
management: introduction to the 2020 review issue.
ERGASHEVICH, E.A., 2020. Methods of Modern Organization and Implementation of
Training. JournalNX. 6(05). pp.311-315.
Rangus, K. and Slavec, A., 2017. The interplay of decentralization, employee involvement and
absorptive capacity on firms' innovation and business performance. Technological
Forecasting and Social Change. 120. pp.195-203.
Online references
Azeem, M. and Paracha, A., 2013. Connecting training and development with employee
engagement: How does it matter?. [Online]. Available through
<https://www.researchgate.net/publication/287259810_Connecting_training_and_devel
opment_with_employee_engagement_How_does_it_matter>
Chou, P., 2015. Transformational Leadership and Employee’s Behavioral Support for
Organizational Change. [Online]. Available through
<http://citeseerx.ist.psu.edu/viewdoc/download?
doi=10.1.1.680.5560&rep=rep1&type=pdf>
Gabel-Shemueli, and et.al., 2021. Does cultural intelligence increase work engagement? The
role of idiocentrism-allocentrism and organizational culture in MNCs. [Online].
Available through <https://www.emerald.com/insight/content/doi/10.1108/CCSM-10-
2017-0126/full/html?casa_token=VvKrjOSVM0cAAAAA:Jrydsd5-
QyHd2WMTeuwJJyxuSKxfLmD-8ubyoxxkq-
16lrG7ceFaKW1UTIZsiJKWEXK9ysJKJyZJeEt2ZjErdvQMEnm10PH29HYvqpXxRq
Zc5TbV8Fs>
Organisational Culture and Motivation as Instigators for Employee Engagement., 2016.
[Online]. Available through
<https://sciresol.s3.us-east-2.amazonaws.com/IJST/Articles/2016/Issue-2/
Article43.pdf>
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