HRM Proposal for SMEs: Operating Model, Resourcing, and Development

This report presents a comprehensive Human Resource Management (HRM) business proposal tailored for start-ups and Small to Medium Enterprises (SMEs), focusing on the HR operating model, resourcing strategies, and employee development. It begins by outlining a multi-tiered HR operating model that supports SMEs, detailing Tier 0, Tier 1, Tier 2, and Tier 3 support levels, along with the advantages and disadvantages of this model. The proposal then evaluates resourcing propositions aimed at attracting highly skilled talent through innovative approaches such as recruitment process enhancements, fostering an innovative workforce culture, and leveraging online methods. Furthermore, it discusses onboarding methodologies to ensure the success of new joiners, including HR orientation and office tours. Lastly, the report addresses employee development considerations to enhance skills and capabilities in alignment with business strategies, referencing relevant theories and best practices. The company Airdri is used as a case study for the application of the HR principles discussed.

Human resources
management

Table of Contents
INTRODUCTION .............................................................................................................................3
Outline an HR operating model which can support any start-up or SME.....................................3
Evaluate resource preposition that aid to attract high skill person through various innovative
aspects and consider the on boarding methodology that enable success for new joiners.............5
Outline the development considerations to enhance the employees’ skills and ability to execute
the business strategy and what development proposals are quoting relevant theories and best
practices.........................................................................................................................................8
CONCLUSION ...............................................................................................................................10
REFERENCES.................................................................................................................................11

INTRODUCTION
Human resources management is a function of an organisation that is designed to
maximise performance of the employees in the services of an employer's strategic objectives. It is
strategic approach that helps to efficiently and effectively management of employees within the
organisation. HR mainly concerned with employee's management in an organisation and focuses
on system and policies. HRM undertake several activities including the employee recruitment,
employee benefits, performance appraisal, training and development and rewarding. The HR
department also concerns itself with the organisational change and other industrial relations which
help to balance the organisational practices with all requirements arising from government laws
and collective bargaining. The organisation chosen in this report is Airdi company, that is a small
retail sector and deals with several product and services in the market of United Kingdom. This
main aim of this report is to comprise several aspects of the human resources management, HR
operating models which helps the SME to operate with different organisational activities, consider
the developments which can increase the employee's moral and improve their skill and ability in
order to accomplish their business strategic (Asadi, Semnani and Sofali, 2020).
Outline an HR operating model which can support any start-up or SME.
Human resource is considered the most essential part of the business organisation in order
to conduct the activities of the enterprise. It is the main asset for the company without the human
resource no organisation can achieve its objectives and goals. It is important that organisation
adopts the effective human resource operating model in order to work effectively and efficiently.
The HR operating model is an abstract representation that how the functions and activities of HR
is organised and hoe its operations is taking place to deliver the result to various stakeholders
which are within the organisation. The main strategic thing which can be used by the HR though
the operating model. The HR need to drive on various aspects such as what results the HR is
committed in delivering, who is delivering the outcome and at last how the outcomes are been
delivered to its customers (Benavides Díaz and Guevara, 2021).
Airdri is a small and medium size business enterprise which is performing its operations and
various other activities in the UK market area. HR shared services conducting a local part in the
HR work by providing the scope of the services to employees and the managers of the
organisation. It is important than human resource model of the Airdri is encouraging its business

with the aim of achieving the desired goal and objectives of the business enterprise. A multi tiered
HR operating model has been taken into consideration for the effective and efficient functioning
of the Airdri enterprise. A multi tiered HT operating model is often used to convey HR practices
by means of shared services and taking advantage of the HRIS technologies and innovations. The
HR modification is connected with digitalization of cycles, work processes and other various
activities (Yüzüncüyıl, Rızvanoğlu and Öztürk, 2020).
However , the HR transformation is grater than this advanced part. Basically, the HR
transformations means the development of the programs and drives intended to change HR from
general strategic administration capacity to more important activity which is offering some kind of
advantage to the unit level regions like human resource management, remuneration arranging,
progression arranging, objective management. The multi layered model is based on three leged
technique model which is introduced by David Ulrich. This model is referred as centralised option
that consist of controlling workforce issues through the support of HR professionals who are able
to handle such situations through their skill sets and values (Suzuki and et. al., 2021).
Tier 0 support- Here the employees and the managers of he organisation answer their
own HR questions and complete exchanges through an entrance and self administration structure.
This tier 0 support is considered under the HR shared values. A huge number of managers have
shown up as top model to transfer. It is considered as the important aspect for turning out the
progressively phenomenal working experience to meet the expectations of the employees and
retain and develop the organisational intelligence. This is considered as the important aspect
because old model of representatives going through positive review is becoming irrelevant in
preparing and making arrangements related to work. So this level 0 support for providing the
managers and employees with efficiency of self service technology. This is effective strategy for
the identifying the own information and solution without the permission of HR directly.
Tier 1 support- This can acquire far reach to HR practices as they delivers service
which can be considered beneficial for the areas where task is need to be performed. It
consists a huge part that can connect with basic major call. It can monitored or controlled by
service team of human resource (BERELASHVILI, 2020).
Tier 2 support- This level comprises of the people who are highly specialised in their
knowledge and have a ability to deal with complex situations and using their skill set and

capabilities to overcome with the tough stations which mat arise in the business organisation.
This model concentrates on the time management for aiming the goals of the organisation
which are related to the problems of the employees. The enterprise can open up a lot of time
for an individual who can perform effectively (Smith and et. al., 2021).
Tier 3 support- This model is introduced to help the employees who can highly manage their
working relationship with the managers by directly communicating with the HR. But this
kind of services consider the various issues which can lead to a critical situation to keep with
specific problem transfer to CEO's and HRBO'S. This is the area where the issue can be
highly measured and the genuine human touch can have a major impact .
 ADVANTAGES- There are various benefits of the multi tiered model which can be
useful for the business enterprise. It has bee identified that the multilayered operating
model is the cost effective for the business organisation. Through the assist of the
effective and efficient functioning of the HR operating model the Airdri company will
be able to use HR technologies and this can lead to increase in the output of the
company. This model is useful in reducing the cost with faster responses and
resolutions ( Burkard, 2020).
 DISADVANTAGES- As every model have some drawbacks so the HR operating
tiered model also comprise of issues or problems which are associated with the
understanding is more complex in nature. This HR operating model is not able to
provide the accurate solutions to the problems faced by Airdri due to the interference
of the various external factors in the environment. Also this model is not considering
the different aspects and elements of the enterprise that is directly affecting the
operations and its capabilities to attain the desired goals and objectives.
Evaluate resource preposition that aid to attract high skill person through various innovative
aspects and consider the on boarding methodology that enable success for new joiners
It is a very essential aspects that is related to the Airdri to choose an accurate skill and a
capable person to perform the task. To grab the attention of a right candidate, there are numerous
aspects that can be involve by an organisation. The resource's preposition helps the Airdri to
attract more talent through many different approaches which can easily find the right candidate

which is capable to solve a critical and complex issue with in the organisation. The small sectors
enterprise like Airdri required the desired resources which can help them to enhance their
employee's strength and carry forward several practice of the organisation in a proper manner.
 Consider the recruitment process- In this, the recruitment process of individual is
evaluated that can has a direct reflection on overall business's practices. It may also have
some positive impact on the business's activities. It can offer the beneficial recruitment
cards to the staff to make their day amazing meets with many different peoples. These
types of propositions helps to promote the employee's working skill in an organisation and
reach the organisational demand as it measure the employees potential in order to keep
them stay with for long time. Thus, it may increase the recruitment activities in respective
organisation to gain attention of a right candidate (Schuster, 2020).
 Innovative workforce culture- It is an important activity for employees in an organisation
for the establishment and foster positive workplace for this representatives in order to
attract and retain highly talents persons which can meet the organisational needs. It make
the organisation to consider that what they can offer to its employees. It is very important
that the right and a precise methodology must be consider by the organisation because it
may lead some significantly impact generally practices of a separate business to draw in
right ability (Dantas. and et. al., 2021).
 Online methods- A business undertake the online sources to grab the attention and interest
of a right candidates as this platform is really very helpful for the organisation to choose
the right candidate over several media. Airdri can use these sources to select a right
candidate easily and effectively. For this, search the right candidate for the suitable vacant
profile through LinkedIn and many other online job portals as it make able them to attract
a correct knowledgeable candidate with required abilities. At this stage, an organisation
can easily reach to the potential candidate after checking the overall working need of a
business. It select a person with the top abilities who can present the organisation in a
market through the various aspects such as videos, testimonial sites, pictures and other etc.
thus, it can distinguish the Airdri to attain an addition task within the organisation. These
practise helps to create a positive impact in the business through screening and hiring
process that helps to bring a positive growth in the business.

On boarding methodology
Employee's on boarding is very essential and crucial process of the Airdri as it lead major
impacts on the employees. It is the process of introducing all new employees to he organisational
environment and company culture. For Airdri it is very essential to consider a right and accurate
manner or way for on boarding workers. Thus, it make the employees familiar with the company
and its practise. For this, there are some methods, that should consider by respective organisation
are given below:
 HR orientation- On boarding activity is very essential for any organisation. New
employees think about first day at work, so they should have HR orientation with the HR
manager and the on boarding is assigned by the company personally. At this time, all team
members require to complete the paperwork. This HR orientation play a role in providing
the important and crucial information of the company as it share mission statement, the
visions and their values of the organisation. All these three are the inconceivable ways to
permit the workers to share the core values and other long term goals of their new groups.
Duplicate diagram of an organisation authoritative is also an improbable method for the
individuals to study about how all the divisions work. HR orientation program help the
workers to become more familiar with the business as well as develop their relationship
with new peoples in the organisation (Gittell and et. al.,2020).
 Office tour- By using this method, an organisation will be enable to get more information
about the different aspect of business. In this method, the employee's tour is from restroom
to office kitchen and from gathering rooms to the printing stations. Being comfortable with
this new climate or environment an employees can go far towards causing fresh recruit to
feel more at ease. An organisation or business should ensure the office tour of new
employees as it is very important for them and get a feel for an agency's environment by
find out their way around. It is very significant for Airdri to provide the facility of
employee's tour in their organisation and it consider this method during conducting this on
boarding practice of the new employees (Handayani and Siswadi, 2020).
 Training- It is the major portion of the employees that require some essential training
sessions to get started. Mostly organisations schedule this training program in order to
bring the employees up to speed very quickly. The training should begin within the
employees first week and it can focus on the job responsibilities of employees, chain of

command, policies of the company and the company's culture. In context of Airdri, it has
the facility of training program for its new employees in order to improve their skill and
enhancing their productivity ( Jyoti, Sharma and Rani, 2020).
Outline the development considerations to enhance the employees’ skills and ability to execute
the business strategy and what development proposals are quoting relevant theories and best
practices.
Employees development is an important part of an organisation. It should conduct many
different kinds of practice for the development of employee's capabilities. Here are some different
methods and approaches that is used by the organisation to enhance the skills and abilities of their
employees in order to correctly and accurately execute the business plan or strategy. In context of
Airdri, its employees need to some essential capabilities to perform the organisational task and
many other different activities in an efficient and effective manner. Airdri's will use different
practice to execute their strategies very correctly and successfully. It is an appropriate method as is
require some significant improvements in employee's skills (Morocho-Maita, and et. al.,2022).
 Considering mentoring and coaching- It is an effective method for the organisation to
develop its employee's skills. In context of Airdri, as it increase their mentoring and
coaching practices in its company. It helps to provide a right directions and accurate
guidance to their workforce. Cutting edge work force has changed and it representatives
presently do not react well to the orders and request. It is analysed that supervision must
figure out that how much function couple with their workers like a coach or mentor. An
organisation can uphold employee's development with the help of cultural development
which will help and support the correspondence and training. For Airdri, it is very essential
to focus on increasing its mentoring and coaching practice. Organisations should not
reluctant for enquiring that whether they need to assistance and also should savour the
expectation for giving more informations and abilities to its representatives. It is identifies
that a mentor or coach of the Airdri have accurate information related to the skill lacking
in employees and they have potential to improve these skills as it will lead a major and
essential impact on the employee's development practices.

 Learning management system- It is most effective and efficient method as it is very
helpful for the respective company to enhance and develop its employees knowledge and
skills. This method provide a versatile answer to an organisation for the representative
development and expert the turn of its events. It defined as new system or procedure which
helps the employees to improve and enhance their various skills or capabilities. LMS is an
application that help the businesses to make track, stores convey, training and development
sessions and report instructive assets. The learning management system programming in
order to move the training into the E-learning platform and it permit the Airdri to convey
the predictable materials and help to maintain its quality affirmation. LMS will lead to
increase the overall performance and ability of the workforce by conducting the required
set of many practises efficiently and effectively (Osorio, 2021).
 Give feedbacks in the real time- In an organisation, it is very essential for the leader or
manager to give feedbacks to their workers. It is determined that the workers would rather
than the supervisor address learning opportunities and also missteps progressive. In context
of Airdri, they must provide right and accurate feedbacks to their employees related to
their work performance as it will lead motivation in their workforce and also encourage
them to work hard. In the absence of constant feedbacks, the workers should develop space
inside which they battle. The realization of weakness is very important stage in close to
home and the expert turns of events. A business require to carry out those activity that
helps the, to get sorted out and also help to evaluate their weakness and strength. Thus,
there is a requirement of negative and positive feedback for the employees to improve their
work performance and enhance their productivity efficiently. It is analysed that the
positive feedback by top authorities will help in the employee's motivation and negative
feedback help them to find out their mistakes so that they can correct these mistakes and
gain some new knowledge to better their skills (Purswani, 2021).

CONCLUSION
From the above report it is concluded that HRM is very essential for any business
organisation as it lead some major impact on the successful organisational function. It make an
organisation enable to carry out its business practices in effective manner and help the business to
achieve their desired goals. It is identified that that HR operating model represent the human
resources functions inside as well as outside. It is identified that for an organisation the multi-
tiered HR operation models is really cost effective. There are several methods which are used by
the organisation to attract and influence the skilled and talented workers such as online, staff
suggestion and other etc. An organisation need to focus or consider an right way for the on
boarding of new employees as it is helpful to make the workers familiar with the company and its
practise. In this. There are various different type of development methods that helps and used by
the organisation to enhance their employee's skill as well as their ability in order to correctly and
accurately execute their busies plans.

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