Royale Foods: HRM Issues, Improvement Proposal and Plan Analysis

This report presents an analysis of human resource management (HRM) issues within Royale Foods, a global FMCG company with 9,000 employees. It identifies key HRM challenges, including ineffective HR policies, warehouse and logistic issues, IT concerns, and marketing communication problems. The report proposes strategies to improve HR processes, such as enhanced employee training, improved team coordination, development of IT skills, and effective communication. An implementation plan outlines resource allocation, budget considerations, and stakeholder involvement. Furthermore, the report includes a risk register to address potential challenges in plan implementation, covering financial, environmental, and political risks. The conclusion emphasizes the importance of proactive HRM strategies for achieving organizational goals and fostering a positive work environment.

Royale Foods
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Outline of key primary HRM issue.............................................................................................3
Proposal to improve delivery of HR processes............................................................................4
Implementation plan outlining costs and responsibilities............................................................5
Risk register.................................................................................................................................6
CONCLUSION................................................................................................................................8
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INTRODUCTION
Human resources management plays important roles in managing or handling diverse
individuals that are working in enterprise so that overall objectives can be achieved. HR manager
is responsible for understanding grievances, problems that are faced by employees thus find
appropriate course of action that could be taken to resolve them. This report is based on case
study of Royale food that has global operation in FMCG industry with 9000 employees working
in different parts of world. It have contained detailed retailed to key primary HRM issue,
improvement method, plan and risk register.
Outline of key primary HRM issue
There are number of issues in HRM such as ineffective integration of HR policies that
have resulted in dissatisfaction among employees engagement and lesser productivity. Company
is facing different HRM issue related to numerous functions such as logistic and warehousing
issue. Primary regional centre of organisation are experiencing low level of employee
engagement due to centralisation of all decision making process. Such as:
 Warehouse issue: Royale food has planned to reduce its operating cost or cost of
production in order to compete with other firms in industry and earn higher profit
margin. So, for implementation of plan firms wants to introduce zero hour contract and
flexible working practices which directly impact on lives of several employees,
engagement level and just against value of firm (Santoro and Usai, 2018). So, less
employee’s participation and engagement is major concern in achievements of set goals
of organisation.
 Logistic issue: It is facing increasing number issue related to internal or workplace
conflict as there is lack coordination between diverse individuals to work together as a
team for achievements of common goals. Such as Jo, team leader is highly concerned
about health and safety of people but Miles, health and safety executive does not have
provide appropriate support and stated that it difficult to work with Jo and its team. So,
there were number of internal conflict within Royale food that has neglected health and
safety of people that are working in organisation.
 IT concern: It is that Mark who is IT specialist, due to line manager went off sick for
long term has to take role of manager. Thus, it does not have skills, knowledge and
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capabilities neither provide management training to handle people so it resulted in high
employee’s turnover (Elrehail and et.al., 2019).
 Marketing issue: This department of Royale food facing issue related to ineffective
communication or exchanged of information that have resulted in contradiction of
objectives. Therefore, Jarka, the marketing manager is feeling quite frustrating and
annoying or highly concerned about performance level of several individuals.
So, all these were key issues related to human resources management that were faced by
Royale food that have adversely impacted on growth and operation of enterprise in competitive
environment (Reiche and et.al., 2016).
Proposal to improve delivery of HR processes
There are various recommendations which needs to be implemented within delivery of
HR processes which will enable Royale food to focus on working scenarios for larger goal
advancement, larger working synergy and also to build new parameters of efficiency in long time
run.
 The HR delivery shall focus on improved training operation of all employees with
advanced working details and training them with diverse innovation, new training
fundamentals as per higher working demands and competitive parameters. It could be
understood that HR needs to work on building employee participation and engagement by
working towards developing larger goals, enhancing their skills by brainstorming
sessions and also communicate various paradigms effectively on wider scenarios (Lopez-
Cabrales and Valle-Cabrera,2020). The warehouses issues identified above enables us to
analyse that the employees are unable to cater to wider expertise domains by focusing on
synergy of operations, also to leverage goals innovation within longer time run. The
delivery of HR new ideas and strategies should be focused and highly correlated with
vision of gaining new advanced work parameters aspects where Royale Food wants to
reach in future.
 The HR departments should focus on generating coordination between all individuals
within teams in company for gaining effective common goals completion, build health
and safety measures for people and also executively build focus on providing safety
fundamental parameters. Teams should be given all facilities for best functional scenarios
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where internal communication should be also coordinated by enabling vision to be
worked on. There are various number of internal conflicts where royal food has neglected
health and safety standards while working in company where, large parameters should be
taken care of to focus on best logistics business.
 The HR department should also focus on providing IT executives for enhancing larger
competent skills and new professional working parameters where there shall be
development of all varied new skills , expertise where Royale Food wants to reach on.
Mangers should be also assigned specific duties as per their job role where their hall be
no keen diversion found within and new working horizons shall be actively worked on.
The HR department shall also primitively focus o developing diversity standards and
wider innovation for gaining larger efficiency in working scale duties.
 The HR department shall also focus on developing effective communication in exchange
of information that have been resulted in contradiction of various objectives, where
marketing manager has to focus on developing effective working parameters. The
marketing managers have to focus on enhanced performance levels within individuals
and leveraging larger goals towards pertaining new working horizons for larger efficacy
in performance parameters. The marketing managers and HR mangers shall focus on
generating best working channels by improving new working domains, larger new
effective scenarios and also to potentially focus on larger vision as per wider new
horizons which will enable major innovation at Royale Food (Westerma , Vanka. and
Gupta, 2020).
Implementation plan outlining costs and responsibilities
The implementation plan will be focusing on working towards generating new functional
innovation in longer run working scenarios where Royale food will be focusing ahead to enhance
its working metrics of larger goals and diversity within decisions. By using the new measured
implementation plan, through analysis of varied details there will be effective working extension
on new fundamental horizons and to actively diverge on wider goals.
 Resources and Budget: Royale food shall be using best resources in warehouses and
logistics to work on enhanced working vision for gaining resourceful new aspects, also to
form evocative responsibilities to best human resources. The resources within business
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will be focusing on recruiting skilled talented human resources and also for informative
ne advanced employees who are able to perform better as per new tasks within company
services.
Warehouse expenses 13000
Logistics expenses 10000
Human resources training 15000
 Stakeholders: Royale Food stakeholders will be planning new working measures with
varied measures and new scale diversity of operations by focusing on being informative,
highly capable to work on new keen parameters and also stakeholders will be using best
paradigms. It can be understood as one of the new highly important avenue to pertain
focus on larger goals and expertise with consumers focused services so revenue goals are
widely developed.
 Risk assessment: The risk register shall be formed to keep performance levels in
formation control and also to actively focus on large working risks factors where
company is facing diverging varied risks. The logistics and warehouse operations shall be
keenly addressed to work on new working goals for larger working innovation and
quality control (Edgar, 2020).
Risk register
There are number of risk that are associated in effective implementation of plan so that
several HRM issue within Royale food can be overcome and overall objectives of firm can be
achieved. Type of risk associated with proposed plan can be illustrated as follows:
Type of Risk Likely
to
happen
Chance of
happening
Impact The way it
can be
minimised/
Priority
level
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mitigated
Changes in
external
environment
There are
numerous
changes in
external
environment or
people needs
and
preferences
keeps on
changing so it
will adversely
impact on
business
operations.
Sudden
changes in
business
environment
resulted
ineffective
implementation
of plan or issue
may not be
resolved in
Royale food
(Jamshidi and
et.al., 2017).
Hr
management
can mitigate it
by
continuously
analysis and
monitoring
changes in
order to adapt
to them and
formulate
better
strategies to
motivate and
manage
diverse
employees.
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Financial risk In order to
implement or
procedure
plan, some
amount of
money will be
needed so
financial risk
is associated
with plan.
Ineffective
utilisation of
financial
resources may
results in
shortage of
capital or fewer
outcomes as
expected from
particular
investment.
Financial risk
can be mitigate
by finding
various
alternatives at
which it needs
to spend and
its relevant
outcome so
that capital can
be used in
better manner
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for growth of
enterprise.
Political
changes
There may be
chances that
government of
country
changes its
policies to
effective
regulate
business
(Heys, and
et.al., 2016).
Changes in
rules and
regulation can
may strategies
of HRM
ineffective.
It can be
minimised by
maintaining
update record
or knowledge
on current
policies and
procedure of
government.
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CONCLUSION
The report has concluded the way various new HR management steps be taken for gaining new
functional working synergy within advanced working scenarios and for changing all issues,
analysing and working towards informative decisions.
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REFERENCES
Book and journals
Edgar, F., 2020. The behavioral model logic: a micro-level examination of competitive
strategies, HR practices and employee outcomes. Personnel Review.
Elrehail, H and et.al., 2019. Employee satisfaction, human resource management practices and
competitive advantage. European Journal of Management and Business Economics.
Heys, K A and et.al., 2016. Risk assessment of environmental mixture effects. RSC
advances, 6(53). pp.47844-47857.
Jamshidi, A and et.al., 2017. A big data analysis approach for rail failure risk assessment. Risk
analysis, 37(8). pp.1495-1507.
Lopez-Cabrales, A. and Valle-Cabrera, R., 2020. Sustainable HRM strategies and employment
relationships as drivers of the triple bottom line. Human resource management
review, 30(3), p.100689.
Reiche, B. S and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Santoro, G. and Usai, A., 2018. Knowledge exploration and ICT knowledge exploitation through
human resource management. Management Research Review.
Westerman, J.W., Vanka, S. and Gupta, M., 2020. Sustainable human resource management and
the triple bottom line: Multi-stakeholder strategies, concepts, and engagement.
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