Human Resource Management Report: Performance, Strategy, IT Issues

This report delves into Human Resource Management (HRM) practices within the Canadian manufacturing sector, examining the role of HRM in performance enhancement across five companies. It explores environmental factors influencing HRM, the linkage between HR planning, labor demand forecasting, and supply chain management. The report compares Strategic International HRM (SIHRM) approaches of Loblaw and Royal Bank of Canada, highlighting their strategies and challenges. It also outlines the responsibilities of stakeholders such as supervisors and peer performers, as well as the importance of customers. Furthermore, it identifies key IT issues faced by HR professionals, including job design, compliance, management changes, leadership challenges, innovation adaptation, management necessities, and performance appraisal. The report provides a comprehensive overview of HRM strategies and challenges in the context of Canadian manufacturing and the broader business environment.

Running Head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note:

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PC 1:
For this section, the selected business domain is manufacturing. The five companies
selected for the discussion are –
 Milo Enterprises
 FixMeStick
 GreenSpace Brands
 Delviro Energy
 Arani
The discussion will be based on these five Canadian manufacturing organisation.
A. Role of human resource management for performance enhancement
Human resource management is the integral part of organisational management. It is
responsible for including all the dimensions of development of the human resources of the
organisation. All the mentioned manufacturing companies utilize their human resource
management to enhance the organisational performance. Combining all the strategies
observed within the mentioned organisation the role of human resource management can be
summarized in the following manner –
 Defining – it is the role of the HRM to define the responsibilities of the employees at
the time of recruitment. The HR manager of Arani demonstrated the Human resource
management clarifies the demand from the employees to make them aware about their
responsibilities towards the organisation.
 Initial service review – they are responsible to review the initial service of all the
recruited employees to measure their judgement about the recruiting the appropriate
one.
B. Environmental factors influencing the HRM practice

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The environmental factor for the HRM practice that helps to improve the performance
of the employees can be categorized in two types namely – internal factor and external factor.
 Internal environment should exhibit positivity as mentioned by all the HR managers
of the mentioned companies (Gutierrez-Gutierrez et al. 2018). They have also
mentioned that the HR strategies should be tailored to avoid any internal conflicts in
all the departments of the company.
 Being the part of the manufacturing industry, the external environment for all the
organizations play an important role (Eissa and Lester 2017). External environment
for encouraging the employees to improve their performance lies in the factor of
competitive advantage. The HR manager keeps on informing the employees about the
competitive rivalry and encourage them to enhance their performance.
C. Linkage between human resource plan, labor demand forecasting techniques and
supply stage
Studying the HR strategies of all the companies, the link between human resource
plan, labor demand forecasting and supply stage can be clearly demonstrated. Labor
forecasting refers to the workforce planner to get projection about the demand related to
sales, transaction, and the sold items (Guest 2017). It is the responsibility of the HR manager
to involve the potential labors for the procedure of demand forecasting. On the other hand,
the effective HR strategy is responsible for developing the workforce to monitor different
stages of supply and the distribution to their consumers. Hence, the HR practitioners of all the
mentioned companies demonstrated a systematic connection between HR planning, labor
demand forecasting and supply management. To support this argument Brewster et al. (2016)
mentioned that, HR practitioners are the most responsible person to recruit employees
according to the need of organisational departments.

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PQ2:
Comparison between the relationship between the approaches of SIHRM and corporate
business strategy options.
To demonstrate this factor the selected employers are – Loblaw supermarket and
Royal Bank of Canada. The SIHRM of Loblaw Canada is one of the strengths of the business
organisation. Overviewing the company, it can be said that this organisation is one of the
biggest grocer supermarkets with more than 1000 stores and almost 20% growth in the
market share (Fan et al. 2016). Their strategic international human resource management is
extra regular for to increase the customer traffic. They focus on boosting the general
merchandised products for the consumers to enhance their business performance. On the
other hand, they are well aware about their strategies that differentiate them from the other
rival groups including the Royal Bank of Canada (Gutierrez-Gutierrez et al. 2018).
Contrarily the RBC possess a different business model that makes them a popular
name in the business industry of Canada. According to the corporate and finance report of the
business organisation, the company is dwelling well with their consumers. They are mostly
customer-oriented business owners and this is the strategy that is the differentiating strategy
posed by the organisation (Sparrow, Brewster and Chung 2016). On the other hand, the CEO
of the organisation mentioned that they initiate a digital venture for their organisation to make
their clients more potential and approximately 17 ventures were conducted by them to
increase their corporate business strategy options.
Both the employers took different strategies to increase the competitive advantage.
Both the employers pose important eye on the aspects of international strategic initiatives.
They also acknowledge the fact that the standardization strategies need to be combined with

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localization strategy to make it an effective one for the entire industry (Eissa and Lester
2017). Royal Bank of Canada provides greater observation on the procedure of globalization
and infused related strategy in their corporate business domain. However, according to both
the employers there are certain challenges associated with the term IHRM. The procedure of
compliance, law and regulation is the challenging aspect in the domain of IHRM that is
observed in both of the employer’s business strategy (Bailey et al. 2018). The CEO of
Loblaw demonstrated that, it is very easy to violate the local law and improve the business.
PQ3:
Responsibilities of some stakeholders
Supervisor – Supervisor is the personality, who is associated with the role of managing a
team or a department of an organisation. Supervision refers to pose an eye on the ongoing
procedure within the organisation that is serving for the growth and development of the
organisation. Supervision is an integral part of the entire domain of management. A
Supervisor is an important internal stakeholder of the organisation (Eissa and Lester 2017).
There are various roles played by the supervisors and the it is depended on the nature or
domain of the business and the department. The role of a supervisor can be summarized in
the following manner.
Planner – The key role of a supervisor is to plan according to the responsibility of the
department. They need to prepare the daily schedule of each and every employee of the team.
Along with this, the supervisor needs to divide the task according to the capability or
potentiality of the employees.
Manager – Supervisor is often termed as manager. It is a right tag for the supervisor as
supervision is a part of management and is of greater importance (Pohl and Galletta 2017). A
supervisor hence termed as operation manager.

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Guide or leader – Supervisor needs to lead and guide the team members according to the
requirement of the team members. Hence, a supervisor is also termed as team leader.
Mediator – Mediator is the person who create the link between the team members with the
authority of the organisation (Bonner, Greenbaum and Quade 2017). A supervisor is
responsible to provide information to the higher authority about the requirement of their team
members and the issues they are facing within the team.
Inspector – A supervisor needs to inspect every project before the delivery. Hence, a
supervisor is also termed as the project inspector for certain cases. The inspector criticizes the
project and provide related solution for the concerned issues (Sparrow, Brewster and Chung
2016).
Counselor – It is an important role of the supervisor. The supervisor needs to inspect the
workers problem and provide solution from his / her end at the initial stage of time. He is
responsible to resolve the conflict before informing it to the authority and asking for help
from their end (Bizjak, Kalpathy and Young 2018).
Apart from the supervisors, the peer performer also important stakeholders of the
organisation. Peer performers enhances the team performance and they play an important role
for the organisation. The importance of peer performers is –
Encouraging – Peer evaluation is very important aspect for encouraging each other within an
organisation or the team (Sparrow, Brewster and Chung 2016). It is a process to gather
information about the colleagues and encouraging to work effectively within the organisation.
Accountability – Individuals, who gain feedback for their performance and receive valuable
insights for their performance need to utilize their strength for the development of the
organisation (Bizjak, Kalpathy and Young 2018). The employee needs to solicit the feedback
from one to another to make it a continuous and growing procedure for the organisation.

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Accuracy – The integrated feedback from different sources and peers help an employee to
reach accuracy. It is previously mentioned that managers possess limited ability to provide
accurate appraisal ratings to the employees (Shao and Mawritz 2018). However, the peer
performer can provide accurate rating to the performance of others.
Talent – peer evaluation is an effective way to investigate about hidden talents among the
workforce of the organisation. It will help the leaders to identify the individuals with the
ability of leadership, influencing, networking, and other skills.
Customers are the pillar stakeholders of an organisation. Verma et al. (2018)
mentioned about the definition of customers as – the leading indicator of the success of the
business. The important of customers for a business will be lengthy procedure. In brief , the
service, the management and the entire organisational objective is dedicated to provide
customer satisfaction. Complete customer satisfaction is the indicator of assurance of
complete return of investment from the organisation. On the other hand, consumers are the
main point is the consumers are the basing requirement for any business (Fominiene and
Svagzdiene 2017). Organizations possess particular departments dedicated to provide
customer service to win over the consumer world.
PQ4
Key IT issues of the HR professionals
Human resource department needs to depend on the information and technology to
perform different responsibilities within the organisation. The major issues regarding
information and technology of the HR professionals are mentioned in the following section.
 Job designing and analysis – It is the major responsibility of the HR professionals. For
designing the job and its analysis the professionals need to depend on the technology.
Human resource department needs to perform the procedure of screening to shortlist

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the required profiles suitable for the job and it become challenging with the use of
technology also (Saad, Sawandi and Mohammad 2016).
 Compliance – The environment of job and recruitment is changing with time. Hence,
it becomes challenging for the HR professionals to keep on upgrading the recruiting
facility to cope up with the changing nature of the information and technology
(Sparrow, Brewster and Chung 2016).
 Changes of the management – During the growth of the business, the strategies, the
structure, and the internal procedure also changes. There are lots of examples of
companies facing changes and also the communication procedure about the issues.
 Leadership challenges – Leadership and management also is the part of the
responsibilities of the HR professionals (Burke, Vucic and Patching 2018). The HR
professionals need to implement the leadership development programs for the
organisation and this is also a challenging field for the HR professionals.
 Adaptation of the innovation – Innovation is the uniqueness that is the original
identity of any organisation. The HR professionals needs to incorporate innovative
notion and technologies to upgrade their management strategy and cope up with the
competitive industry. The small business owners face more difficulty to address the
challenges and provide the employees with required training to bring innovation
within the practice (Papargyropoulou et al. 2016).
 Management necessity – the HR professional needs to take care about the
management necessity. It includes crating workplace culture with creativity,
emphasizing the rules, creating a helping environment, facilitating the communication
between authority and the employees, and the other related uncertainty of the
management.

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 Performance appraisal – rewords and recognition is the greatest responsibility of the
HR practitioners. Appraisal is connected with the process of employee retention and
employee motivation. Hence, the HR professionals need to maintain a balance
between the authority and the team to maintain positive environment within the
organisation (Tabar and Abbasi 2019). The help of technology can assist the HR
professional to keep an eye on the performance of the employee and provide the
appraisal to the most potential one.
PQ5:
Impact of supply and demand of personnel of startups
Startups and entrepreneurs are the new and distinct species of the business industry.
Within the innovative dimension, there are 1 – 2% workforce engaged with the aim of
starting new business. Supply and demand of the personnel has a greater impact on the start
up business. The structured business owners are familiar with the nature of supply
management and the demand of the personnel. However, the startups need to conduct a lot of
market research before taking initiative for running the business (Armstrong and Taylor
2020). Hence, they need to understand the nature of supply management. They need to
understand the job responsibilities and positions before offering them to the other personnel.
Entrepreneurs need to understand the domain of the business and the customer requirement
from them before starting the business.
Labor forecasting by the structuring business owners
The structuring business owners need to make a conceptual framework before
structuring the business. The conceptual framework may include proper HR planning for
hiring and recruiting new employees for the organisation. On the other hand, for successful
forecast and demand management the HR professionals need to consider the components of

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forecast demand. It includes – product, service demand, economy, technology, economic
resources, turnover, and absenteeism, development of the organisation, philosophy of the
management, analyzing the trend, management of the estimation, and the development
technology. These are the components the structuring organisation must recognize. On the
other hand, the organization restructuring their business model are already into practice of the
forecast and demand management (Sparrow, Brewster and Chung 2016). Hence, they have
proper knowledge about all the managerial concepts of the aforementioned concepts related
to forecast demand. Contrarily, the organisation needs to understand both the internal and
external factors of forecast management before structuring the HR planning. The internal
components are – equipment, skills, succession planning. On the other hand, the External
components are – demographic changes, mobility of the labor, and government policies.
HR programs for surplus management
Surplus or the downturn management are rarely welcomed by the organizations at any
level of the development. The company needs to prepare for prompt response to effectively
gain the competitive advantage. There are several programs the company can develop for
management of the surplus within the organisation.
 Layoffs – Layoffs refer to letting the employees go. It is the best option for the
organizations for managing the deficits. In case of temporary surplus, the company
needs to consider the cost of hiring and the development program also.
 Outsourcing – it is another option for management of the surplus. It is the process to
putting the responsibility on trusted business owners with discounts. It is one of the
greatest programs for management of the surplus within the organisation (Bailey et
al. 2018).

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 Retraining – Across the board surplus of labor affects the different department of the
organization. In this case, the process of redistributing the excessing amount of staff
would be a better program for the organisation.
 Freezing hiring – Above all the program, freezing is the best option for the HR
professionals to manage the larger workforce. Freezing the recruitment procedure will
restrict the organisation to invest more on the program of employee wellbeing.

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