Improving HRM Processes: Addressing Issues at Clethan Clothing Company

This report analyzes the Human Resource Management (HRM) issues faced by Clethan Clothing, including attracting and retaining skilled employees, adapting to innovation, and managing workplace diversity. The report details the impact of these issues on employee performance and organizational productivity. It proposes solutions such as fostering team working, implementing effective onboarding processes with rewards, and improving communication strategies. Furthermore, the report includes a comprehensive implementation plan, outlining responsibilities, resource allocation, and estimated costs associated with each proposed solution. A risk register is also presented to identify and assess potential risks. The report concludes by emphasizing the importance of effective HRM in achieving Clethan Clothing's goals and maintaining a competitive advantage in the industry. The references include books and journals that support the findings and recommendations.

Individual Coursework
HR
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Primary HRM issues in Clethan clothing....................................................................................3
Ways to improve or improvement the delivery of HR processes................................................4
Implementation plan which include costing and responsibilities................................................5
Risk register to identify risks.......................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
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INTRODUCTION
Human resource management refers a practice of recruitment, hiring as well as
managing an organization's employees (Bratton and Gold, 2017). This study is based in Clethan
clothing company. This study is going to show some HRM issues which HR team of Clethan
clothing company is facing. Some main issues which this study will show include: Attracting as
well as retaining skilled workforce within an organization, adapting changes and others. All
these issues are having some impacts on the performance, productivity and effectiveness of
employees. Further, it will also show some ways of decreasing problems as well as
implementation plan which covers responsibilities
MAIN BODY
Primary HRM issues in Clethan clothing
HRM is one of the main function of any type of organization. But running all functions
related to HR is not an easy task as HR team of Clethan clothing, apparel company has to face
many problems. Some top HRM issues which Clethan clothing is facing include:
Attracting skilled workforce: Attracting skilled workforce nowadays is one of the main
problem which HR team is facing. Due to changes in employment rate, Sometimes employers
face problems in attracting skilled workforce at affordable wages. There are several competitors
in the market who has skilled workforce at effective pay. So, attracting skilled workforce and
satisfying all needs is one of the main issue (Analoui, 2018).
Retention: Retention of top talent is other main HRM issue. After attracting skilled workforce, it
is important for the company to retain them by motivating them. People haver changing
behaviour as when other companies pay them more than they switch companies. Satisfying all
their needs. For satisfying them it is important for HR to provide each employee with the right
combination of company culture, remuneration and incentive.
Adapting innovation: Technology is changing continuously or constantly. For being in a
competition, it is important for HR to adapt changes but making employees able to make changes
in the way of their performance is one of the main task (Boella and Goss-Turner, 2019).
Employees resist to adapt changes as per the changing needs of customers, some other external
environmental factors. Making changes in an organization and making all employees able to
make changes in their behaviours and other is main problem for Clethan clothing.
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Workplace diversity: Nowadays every organization employ people of different cultures and
ethnic group. By employing employees from different cultures and ethnic group of people create
some problems in an organization. Different cultures understand different languages and have
different ways of working, opinion which become reason of conflicts among employees.
Managing diversity in an organization in an efficient manner is one of the main task for HR team
of the Clethan clothing.
So, from the above discussed issues, it can be said that Clethan clothing is facing several
problems which need to be solved in a timely manner. By solving problems in an efficient
manner, it can take competitive advantage and can also become the market leader in the industry
(Wickramasinghe and Sajeevani, 2018).
Ways to improve or improvement the delivery of HR processes
It is stated that Clethan clothing is facing several HRM issues which is decreasing
productivity. It is also stated that attracting workforce and retaining them with the company for
the long run is one of the main problems. Due to changes in needs and external environmental
factors and work load employees do not stay with the company. When employees do not stay
with the company and leave the organization than it directly affect image of the company. So, it
is important for Clethan clothing to develop some ways to improve HR processes and satisfying
employees as well as customers. Some ways and improvements which Clethan needs to focus on
include:
Team working: By creating a culture of respect as well as team work can help this company in
making their working environment positive and effective. Managing workplace diversity and
making all employees able to accept different cultures and ethnicity group of people, it is
important for HR team of this company to focus on team working and collaboration. When
employees work in a team than they share the same and common goal and it improves their
relationship (Sparrow and Otaye-Ebede, 2017). They exchange their views, knowledge and then
try to understand each other and ignore some things which can create conflicts. So, team working
and creating a culture of respect is one of the best way to improve HR processes and solving HR
issues.
On boarding process or rewards: On boarding process means getting new hires adjusted to the
social and performance aspect of their new jobs in a quick and smooth manner. It is stated that
on boarding process allow employees to be with the company for the long run. By providing
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rewards which includes financial and non-financial, can also motivate employees. Rewards and
financial motivation is one of the main factor for which people work and focus on their
performance. By appreciating and celebrating success of employees, providing them promotional
opportunities, HR team of Clethan clothing can motivate employees to stay with the company
and help the company in accomplishing their goals (Keegan and et.al., 2018).
Effective communication: It is stated that lack of flexibility and making employees able to
adapt changes and work accordingly is one of the main challenge which HR of Clethan clothing
is facing. For making employees able to become flexible and adapt changes, HR needs to focus
on developing an effective communication and improving their communication skills. An
effective communication skills, influence employees and make them able to cooperate company
and changing ways of performing as per the changes occur in internal as well as external
environmental factors.
Implementation plan which include costing and responsibilities
An implementation plan considered as an effective strategy which breaks each strategy
into several steps and assign that each step to one or more than one people as per the type of
strategy. The main aim of dividing each strategy into some segments and allocating them to
people is to let them know that how and when they are required to complete that task in order to
make them effective (Cheng and Liu, 2019). As per the above discussed strategies and ways to
decrease HRM issues, it can be said that there is a requirement for HR team of Clethan company
to distribute their each strategy into different section and allocate them. Some strategies are:
For developing and implementing effective communication, HR will require some staff
members and resources. For this purpose, the first step is to identify the main communication
goal which is to improve relation of employees and making employees able to adapt changes by
communicating with each other and increasing knowledge.
Next strategy is on-boarding process and providing rewards. The main aim of providing
rewards to employees is to motivate them. For this purpose, company will require analysing
performance of employees as on the basis of performance they will provide rewards.
Next strategy of decreasing HRM issue is team working whose main aim to improve
relationship and decrease conflicts among employees. For this purpose, company will require
identifying skills of employees and make team according to their skills and the type of tasks
(Grol, 2020).
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Strategies Resources Responsibilities Cost
Effective
Communication
It is one of the best
way of improving
HRM practices. For
this purpose, Company
will require effective
sources and tools such
as Fax machines, E-
mails, phones,
Systems and stationery
for written
communication.
Communication
manager has the main
responsibility of
overseeing and
managing
communication in an
organization.
It will take
approximate
$200,000-400,000.
Team working It will require effective
resources, an effective
leader who posses
communication,
feedback and problem
solving skills.
Executives and HR of
the company focuses
on team working.
It will take around
$100,000-200,000.
On boarding or
rewards
Performance
measuring skills in
manager.
Manager of the
company has
responsibility of
providing rewards.
It will require
approximate $
$300,000-600,000.
Risk register to identify risks
Managing a risk register also plays an important role as it helps manager in identifying
the type of risk as whether they are serious, less serious and unlikely to happen. The main aim of
having risk register is to make strategies accordingly and focus on those areas which posses risk
to the great extent (Geiger, 2019).
Above 5 are considered serious and likely to happen which is marked in a red
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Below 2 and 2 are considered as unlikely to happen which is marked in green colour
Above 2 but below 6 are considered as less serious which is marked in yellow colour
Challenges Range
Adapting Innovation 4
Workplace diversity 6
Retention 2
Attracting skilled workforce 4
CONCLUSION
From the above study, it has been summarized that an effective human resource
management played a vital role. It allows companies to manage people of a company in such a
way by which they cooperate companies in accomplishing their goals. Further, it has shown
some HRM issues which create several other problems like retention of employees which affect
image of the company, adapting changes, managing workplace diversity which affect
productivity of the company. This HRM study has also shown some effective ways by which
company and HR team can decrease all these problems and improve HR processes.
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REFERENCES
Books and journals
Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality industry:
A guide to best practice. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cheng, J. and Liu, Y., 2019, December. Research on Hospital Cost Management based on
Responsibility Cost Budget. In 2nd International Symposium on Social Science and
Management Innovation (SSMI 2019). Atlantis Press.
Geiger, S., 2019. Risks and success factors in transforming urban areas: A management
framework.
Grol, R., 2020. Planning of Implementation. Improving Patient Care: The Implementation of
Change in Health Care, pp.329-344.
Keegan, A. and et.al., 2018. Organizing the HRM function: Responses to paradoxes, variety, and
dynamism. Human Resource Management. 57(5). pp.1111-1126.
Sparrow, P. and Otaye-Ebede, L., 2017. HRM and productivity. In A Research Agenda for
Human Resource Management. Edward Elgar Publishing.
Wickramasinghe, M.D.N. and Sajeevani, T.L., 2018. The impact of rewards on retention of
operational level employees in three apparel sector companies in export processing zone
in Biyagama, Sri Lanka. Human Resource Management Journal. 6(2).
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