HRM Report: Analyzing HRM Issues and Planning for Big Bytes' Future

This HRM report analyzes the human resource challenges faced by Big Bytes, a chain of stores selling and repairing computer equipment, based on findings by their newly appointed general manager, Samantha. The report addresses issues such as employee commitment, recruitment policies, absenteeism, managerial styles, competitiveness, appraisal processes, and employee development. It provides an in-depth analysis of the current situation, offering short-term, mid-term, and long-term solutions to ensure future success. The report also includes a comprehensive HR plan, focusing on improving recruitment, addressing employee lateness and absenteeism through wellness programs, and revising the role of store managers. Furthermore, it proposes the introduction of a professional performance management system to enhance employee productivity and address staff turnover. The report emphasizes the importance of financial skill management and the adoption of online sales platforms to boost the business. The report is aimed at helping Brian Lam, the owner of Big Bytes, to address key HRM issues, improve employee morale, and enhance the overall performance of the organization.

Running head: HRM REPORT
HRM Report
Name of the Student
Name of the University
Author Note:

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Executive Summary
The main objective of the paper is to prepare a human resource report as a human resource
consultant to help Brian Lam who is the owner of Big Bytes to deal with the findings which were
brought up by his newly appointed general manager Samantha. This human resource report will
be critically analyzing the current situation of Big Bytes and will state all the ways by which the
organization can ensure future success. The long term, mid-term and the short-term issues will be
addressed in the paper. The future HR needs of this organization will be also discussed in this
HR report along with that a professional performance management system will be also planned
in this report.

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Table of Contents
1 Introduction...................................................................................................................................4
2 Analysis of current situation and implications of the company’s future success.........................4
3 Short term changes.......................................................................................................................9
4 Mid-term changes.........................................................................................................................9
5 Long term changes........................................................................................................................9
6 HR Plan.........................................................................................................................................9
7 Introduction of performance management system.....................................................................12
8 Conclusion..................................................................................................................................14
9 Reference....................................................................................................................................16

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1 Introduction
The foremost determination of the paper is to prepare a human resource plan for Bryan
Lam who has newly appointed his general manager Samantha. Samantha has the experience of
working as a retail manager in a big departmental store for a period of 10 years. She knows all
the minute and important details of this kind of business. Her expertise in retailing was
unparallel, she loved challenges and wanted to have a change of direction in her professional
career (Bratton and Gold 2017). She had her own ways of handling situations in stores, she liked
to work in an autonomic atmosphere and wanted less face to face contact with the customers of
the stores. Based upon a suggestion coming from her friend she decided to apply for the role of
General Manager of Big Bytes.
Big Bytes is a business organization which is located in the large heartland malls, it is a
chain of stores which repairs and sells computer equipment’s and IT related accessories. Brian
Lam is the owner of Big Bytes and he was in search of an experienced professional who can
manage the human resource departments in 10 outlets of this organization. This business
organization operates throughout the week and the management of the available resources are the
significant problems for Mr Brian. Having work only as a hands-off manager, he provided the
human resource department to all the store managers (Bailey et al. 2018). The profits and turn-
over of this organization were satisfactory for Brian but he wanted his new General Manager to
look after the ongoings in their store and make a note of them.
After two months of meetings and visits across the 10 outlets Samantha realised that there
are few issues which are needed to be addressed by Brian such as the commitment of the store
managers, recruitment policy of the store managers, issues such as lateness and absenteeism of
the employees of the store, managerial styles of different store managers, competitiveness,
appraisal process of the organization, employee development and higher staff turnover.
The next unit of the paper will be focussing on the analysis of the current situation and the
implications of the company's future success.

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2 Analysis of current situation and implications of the company’s future
success
Based on the given scenario in the case study it can be said that Mr Brian Lam should be
focussing on all the points which are discussed by Samantha in her findings of the 10 outlets of
Big Bytes. The issues which are brought up by Samantha should be addressed in the first place
by Brian.
According to Darling-Hammond (2015), the commitment issues of the employees of the
outlet can be resolved if the store managers state the career opportunities to the employees with
the help of feedback platforms. The researcher of the paper said that team bonding and team
engagement is very much helpful to solve the issues of employee commitment in workplaces
such as Big Bytes. The paper also stated that every organization should also be focussing on the
interest of the employees and try to have a personal connection with them. Trust factor and
safeguarding the employees in the adverse business conditions can be very much useful to make
the employees a lot more productive and decrease the commitment issues as stated by the
researcher in his literature (Kavanagh and Johnson 2017). The above literature helps in
understanding that the commitment issue face by Big Bytes can be solved purposefully with the
help of career graph plan which has to be provided by the store managers to the other employees
of the store and this practice is needed to be conducted across all the 10 outlets of Big Bytes.
As stated by Jordan and Lloyd (2017), useful and specific details about open roles can be
very much useful in the recruitment process in business organizations. The researcher of the
paper focuses hugely on the promotion of the organization as it generates huge curiosity about
the organization and can be helpful to improve the existing recruitment policy of business
organizations (Klein and Kahn 2017). The researcher of the paper focuses on the job
advertisement databases for improving the recruitment process of the business organization.
According to the researcher, reference techniques in the recruitment process are not always good
for the business organizations as those employees may lack all the skills which are needed by the
organization. The researcher said cluster candidate interviews can have a significant impact on
the recruitment policy of business organization (Marchington et al. 2016). Thus, the paper helps
in understanding the insights of recruitment policies which are needed to be followed by most of
the business organizations. Based on the above literature it can be understood that this business

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organization can improve their existing recruitment process with effective recruitment policy
stated the description of the roles employee there are looking for.
According to Lambert, Paoline III and Hogan (2018), wellness programs in work
environments can have a significant impact to reduce the issues of lateness and absenteeism. The
researchers of the paper suggested about the wellness programs are very much impactful to
change the employee behaviour. The researcher also focussed on the reduction of stress for the
workers of business organizations which works seven days a week. The researcher focussed on
the paid vacation or time-off policy as it significantly contributes to employee engagement and
reduce late comings in offices (Reiche et al. 2016). Flexibility in the shift timings and
recognition for the employees who are regularly meeting their shift time with incentive schemes
can be very much useful to minimize the issue of lateness and absenteeism in the workplaces as
stated by the researcher. Thus, it can be stated that the issue of lateness and absenteeism can be
solved purposefully with the practice of wellness programs and incentive procedures.
As discussed by Russell et al. (2016), each manager has their own managerial skills
which are required to managed the business processes of workplaces. The researcher focused on
the improvement of the morale of the employees with the help of the role of the managers. The
researchers of the paper focus highly on the identification of the problems which are faced by the
employees of workplaces. The researcher stated that the growth and progress of the organization
can be maintained with the help of the vision and mission set by the managers. Risk-taking
decisions and reward systems are the most essential aspects of a manager (Anderson, Ward and
Card 2015.). The practice of social and other athletic activities can be hugely helpful to minimise
the issue of improving staff morale. According to the researchers enhanced employee morale is
very much essential for the business and it can be improved significantly with the incentives and
reward systems. Thus, based on the above it can be said that Big Bytes can be significantly
improved if the role of the of the store manager is revised according to the above discussion.
As discussed by Srinivasan, Rutz and Pauwels (2016), online business practices are very
much useful for most of the business organizations in the recent times when the consumers do
not have lot of time going to stores to buy their products and services. The researcher of this
paper stated about the low-cost marketing strategies which are required in online selling. The
researcher also focussed on the application of a wide range of social media platforms for online

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selling. The researcher beautifully categorized the advantages and the limitations associated with
the online selling techniques. The stated advantages of online selling are online tracking of the
efficiency of service provided by the company to their clients with the help of a review platform,
it is a more convenient way to reach the customer at any time of the day or night, saves money
which are spent on mass marketing such as the huge billboards and street side banners. Customer
relationship can be improved with the help of the online selling technique (Banfield, Kay and
Royles 2018). Price comparison with the other similar organization is the other significant
advantage associated with online selling. Thus, it can be said that the incorporation of the online
sales platform will be very much beneficial for this business organization.
As stated by Engel et al. (2016), financial skill management is one of the main
specifications of the managers of business organizations. The researchers of the paper focus on
all the qualities of managers required for managing the finance department of business
organizations. The researcher stated that interpersonal skills are required for managing the
finance department along with that analytical ability is required. According to the researchers
most of the recent business organizations works on the IT based software's in the financial
department as it helps in removing the human errors so they suggested that the managers of
business organizations should be well-aware of the IT financial software's. Commercial and
business awareness is very much required in the finance sectors along with that presentation
skills also play an important role the financial managers (Lussier and Hendon 2017). Negotiation
and problem-solving skills are the other vital skills of the financial managers. Based on this
literature it can be said that the store managers of Big Bytes lack all these discussed aspects of a
financial manager and should be focussing more on their financial management skills so that the
growth and progress of the organization is maintained.
According to Mone and London (2018), performance management is a very important
aspect of every business organizations as appraisals depend hugely on the performance of the
employees through out the year. The researcher focussed on the formal appraisal process of all
the stakeholders of the organization as it has positive impact on the efficiency and productivity
of the employees. This paper provides in-depth details of formal appraisal process which are
carried out in most of the global business organizations these days. According to the researchers,
the formal appraisal process for the employees is very much important to figure out the weakness

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and the strength of the employees also. Behaviour and the working habits of the employee can be
affected directly with the help of the formal appraisal procedures (Liu et al. 2017). The future
role of the employees can also be decided with the help of the formal appraisal process. Based on
the above literature it can be said that formal appraisal process for all the store managers of Big
Bytes will be hugely beneficial for the organization as it will serve as a motivation for the store
managers.
As stated by Simon and Johnson (2015), employee turnover is a big issue in most of the
business organizations. The researcher stated about the issue in a detailed way in this paper.
According to them, every business organization should be having an efficient recruitment policy
which will can significantly reduce the problem of employee turnover. Offering competitive pay
and other benefits are the other ways to deal with the employee turnover. The researcher of the
paper focussed on the compensation of the employees and career path which can deal with high
employee turnover. Both of the researchers highlighted the importance of stakeholder
engagement as it can help in the proceedings of reduction of employee turnover. Based on the
literature provided by these researchers it can be said that the store managers of the 10 outlets of
Big Bytes should be focussing highly on all the above-discussed techniques which will help them
to deal with the existing problem of high staff turnovers (Shields et al. 2015). The employees
who are working in this organizations have the experience to work in adverse business
conditions, so performance report should be developed by the store managers of this organization
to identify the employees who are not performing well in the organization over the years.
As discussed by Cusumano, Kahl and Suarez (2015), employee training is a very
significant aspect of the growth and development of business organizations. The researcher of
the paper focussed on the importance of employee training according to the designations to get
used to the new techniques and systems. According to the researcher’s employees of every
industry should be staying updated with the latest technologies to have a competitive edge over
the other similar industries. According to the researcher managers of business organizations
should be taking all the necessary step to initiative the effective training sessions, experienced
professional should be hired by business organizations so that they can train the new employees
as well as the employees who has been working in the organization for a longer period of time
(Nankervis et al. 2016). Effective training measures needs to be planned by the managers so that

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the financial resources funded by the management team is not mis utilized. Based on this
literature and the given scenario in the case study it can be said that the store managers of each of
the outlet of Big Bytes should be properly planning training sessions for their employees as it
would help the employees in their personal growth at the same time it will be beneficial for the
progress of the organization.
3 Short term changes
The short-term changes which be brought to the Mega Mall stores is the staring of the
incentive schemes based on the performance reports of the store manager (Kerzner and Kerzner
2017). The application of social media platforms can be very much useful considering the
current trends in business sectors.
4 Mid-term changes
The mid-term changes which can be brought to the Mega Mall stores is the wellness
programs as it would help this organization to deal with issues such as late comings and
absenteeism during the festive seasons (Al-Haddad and Kotnour 2015). The training sessions
which looks after the development of the organization, as well as the benefit of the organization,
can be the other mid-term changes which can be brought to this business organization.
5 Long term changes
The long-term change in recruitment policy should be addressing the issue of high staff
turnover (Marchington et al. 2016). Formal appraisal process of the store managers can help in
motivating the stakeholders of this business such as the store managers.
6 HR Plan
Areas of Focus
o Human Resource Department of Big Bytes
Table 1: Area of focus in the HR plan
(Source: Created by the author)
Top 3 Objectives:
1. Future HR needs

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2. Training and development program
3. Performance Management System
Table 2: Objectives of HR plan
(Source: Created by the author)
Objective 1: Future HR needs
Actions Required
Strategic planning in terms of the growth of the organization considering
aspects like recruitment policy and productivity, gap analysis, job analysis of
positions, budget analysis and forecasting.
Expected Results Increase in efficiency of the employee and productivity for the organization
Time-Line 6 months
Possible
Roadblocks to
Success
Resistance to change among the existing employees, influence of the store
managers and the other external stakeholders on the recruitment policy of this
organization, expertise of the senior employees of the organization on job
analysis and budget analysis.
Comments
The first objective of the HR Plan can be implemented with the help of an
efficient strategic management plan which can schedule all the discussed
actions required for the future HR plan.
Table 3: Objective 1
(Source: Created by the author)
Priority/ Timeline:
1. Strategic planning (including recruitment policy and productivity): 4 months
2. Job Analysis: 30 days
3. Budget Analysis and forecasting: 30 days
Table 4: Time line for the objective
(Source: Created by the author)

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Objective 2: Training and development program
Actions Required Orientation training, onboard training, technical skills development training,
service and products training.
Expected Results
This training schedules will improve the performance of the employees of Big
Bytes as they would be improving their technical skills and help the
organization to have a better relationship with their clients.
Time-Line 9 months
Possible
Roadblocks to
Success
Financial resource coming from the management team of the organization.
Expertise and the eligibility of the employees can be a significant factor in this
objective of the HR plan.
Comments
This second objective of the HR plan can be implemented with the help of
professional planning with the help of the store managers of all the 10 outlets
of Big Bytes.
Table 4: Objective 2
(Source: Created by the author)
Priority/Objective Timeline:
Break down the plan on a yearly or monthly basis and then track progress.
1. Orientation training and onboard training: 1 month
2. Technical skills development training: 7 months
3. Service and products training: 30 days
Table 5: Time line for the objective
(Source: Created by the author)
Objective 3: Performance Management System
Actions Required
Performance based remuneration method, application of performance prism,
maintaining performance standard’s, constructive feedback forum for the
clients.
Expected Results The performance of both the internal stakeholders of the organization such as

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the employees and the store managers as well as the external stakeholders such
as the clients will be improved significantly with the incorporation of the
performance management system.
Time-Line 18 months
Possible
Roadblocks to
Success
The main challenges for this objective are also the finance which has to be
funded by Brian Lam who is the owner of this organization.
Comments
The performance of the employees of the organization can be implemented
with the help of performance management software’s. The issue of the formal
appraisal process of this organization can be solved purposefully with the help
of this system.
Table 6: Objective 3
(Source: Created by the author)
Priority/Objective Timeline:
1. Performance based remuneration method: 1 month
2. Application of performance prism: 6 months
3. Maintaining performance standard’s: 10 months
4. Constructive feedback forum: 1 month
Table 7: Time line for the objective
(Source: Created by the author)
7 Introduction of performance management system
As discussed by Van Dooren, Bouckaert and Halligan (2015), the implementation of the
Performance Management System (PMS) in business organizations should be done in an
effective manner with the help of proper planning as it helps in accomplishing the organizational

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performance. The researcher stated that the different components of the performance
management system also need to be taken special care by the store managers (Sutheewasinnon,
Hoque and Nyamori 2016). Performance planning, Data gathering, Observation and
documentation are the vital aspects of the performance management system which has to be
properly planned and implemented according to the researchers (Van Dooren, Bouckaert and
Halligan 2015). Performance management strategies need to be developed by the store managers
before the incorporation of the system considering steps like planning, monitoring, periodic
rating, compensation and rewards for the employees and the expectation of the system.
The introduction of the PMS will be useful to improve the employee engagement in this
organization which is one of the main challenges for the HR department (Buckingham and
Goodall 2015). The main criteria for the successful implementation of PMS in Big Bytes are as
following:
o Support from the owner of the organization.
o Professional communication plan.
o Time of information is also clinal for this process.
o Political behaviour of the employees considering the active resistances.
o Show employees the career graph considering the effectiveness of PMS.
Thus, based on the above literature it can be stated that the monitoring and development
of the performance of all the stakeholders of Big Bytes is very much required in order to improve
the business sales of the organization. The application of the performance management system in
this organization would be also helpful to improve the online business also. After monitoring of

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the performance, evaluation of the performance is necessary for the performance management
system along with the performance expectations of the stakeholders of the organization can also
be categorized with the implementation of the performance management system in the working
environment of all the 10 outlets of Big Bytes.
8 Conclusion
The paper was very much useful to understand the different categories of challenges and
issues faced by Big Bytes for a longer period of time. The experience of Samantha as a retail
manager in a large departmental store can be capitalised by Brian Lam in Big Bytes as her
suggestions would help him to deal with all the issues he has been facing in the recent times as
their business reached got increased. From the above paper, it can be also concluded that the
management of the 10 outlets of this organization can be done in an efficient way with the help
of the suggestions made by Samantha which was a big issue for Brian Lam as he could not
manage all the 10 outlets at a time. The issues drafted by Samantha helps in understanding the
units of business which are needed to be improved so that the progress of the organization is
maintained in the near future. The inefficiency of the store managers was found in her report
which is the reason behind the unprofessional recruitment policy of this organization and issues
like lateness and absenteeism. The gap analysis will be very much useful to find out the gap
between each of the 10 store managers and its respective employees. The financial management
skills which were lacking for the store managers of Big Bytes were also identified in this paper.
The lack of appraisal process of the managers which is followed in this organization is also
identified in this paper along with that the paper provides a solution for the high employee
turnover in this organization. The importance of the basic training for the employees of the
organization can also be identified with the help of this paper. Critical analysis of the current

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situation based on the literature provided by the different researchers is also described in the
paper, along with that the short-term, medium-term and the long-term issues which can be
addressed in the Mega Mall store of Big Bytes can be also identified in this paper. The final unit
of the paper had a HR plan which helps in concluding the future HR needs of this organization,
development of the training and development program and different aspects of performance
management system.

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