Human Resource Management Report: Iceland Company HRM Analysis

This report provides a detailed analysis of Human Resource Management (HRM) within the Iceland company, a British retail chain. It begins by outlining the core functions of HRM and its strategic importance. The report then delves into the internal and external factors affecting Iceland's HRM, includi...Read More

Human Resource
Management in Business

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
Internal and External Factors.......................................................................................................1
Skills of Employees.....................................................................................................................2
Task 2...............................................................................................................................................3
Motivation....................................................................................................................................3
Task 3...............................................................................................................................................5
Committed Employee Cooperation..............................................................................................5
Task 4...............................................................................................................................................6
Employee Performance................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human Resource Management (HRM) is one of the major functions of the organization.
Human resource management is a strategic approach which is mainly focuses on manage people
in the any business. The HRM's major functions includes; hire people in the organization as
employees, provide necessary training them, solve existing employee's issues, etc. with the help
of effective human resource management any business is easily able to gain high competitive
advantage in the market. It is also helpful in provide productive staff to the business which
always try to cover all activities within business. Basically human resource management is too
important in the achievement of organization's decided goals in specific time period. This report
discusses the human resource management in the Iceland company. Iceland is a small British
retail company which continuously increasing their supermarket chain in the home country
United Kingdom and also in the international market too.
Task 1
Internal and External Factors
There are various internal and external factors which highly need to consider by the
Iceland company when planning the human resources requirements.
Internal Factors
 Organizational needs: During planning the human resources requirements, one internal
factor called; organizational needs is highly impact to the planning process. Suppose the
Iceland company want to expand their business in the new markets (Mooghali, Ghorbani
and Emami, 2016). In this case company require more employees in their organization.
That's why this factor the company need to consider.
 Skills requirements: Many times company needed some skilful employees in the
company to improve overall performance of the business environment. So, this is also big
internal factor which need to consider by human resource management.
 Budget: Company's budget also comes under the internal factors. The management of the
company need to analyse their budget aspect properly, because when the company hire
someone then it needs to give some amount them as a salary. So, this is also need to
consider by the company.
External Factors
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 Labour costs: In the external factors, current labour costs of the market is also impact to
the procedure of human resource management in the company (Chowhan, 2016). So, this
is also a major factor which need to consider by the management of the Iceland.
 Government policy: Government policies for the businesses also influence the functions
of the human resource management, because during each activity of the management, it
needs to properly follow the all policies of the government. For example; the UK
government release policy for the labours where mentioned the lowest pay scale for them.
In this situation the company need to pay employees according to the government
policies.
 Market demands: When people are high demand for products and services, then this
demand factor also impact to the activities of the human resource management in the
company. The reason behind this statement is, when market demand increase, in this case
the company need improve their production process. For this improvement the company
necessarily need more employees in the company (Meirinhos, Abrunhosa and Martins,
2018). So, this is also major external factor which company need to consider.
Skills of Employees
For job in the Iceland, employees are need be much effective and productive at their
work. To be a productive employee, all staff highly required many skills in their daily life. It
included some major skills below which all employees need to develop personally for job in this
retail company.
Effective Communication: Communication skills are very important in the company's business
environment to properly interact with each other. So, employees are required to develop their
communication skills. Good communication skills gives promotion opportunities to the
employees in the company. The reason behind why good communication is necessary; the
Iceland is a retail company and facing many of the customers on the daily basis in their
supermarkets (Moore, 2018). In which employees of the company need effectively communicate
with these customers for brand's good impression. That's why effective communication skills are
too required in the company.
Decision-Making: Decision-Making skill or ability of the employees is also playing great in the
growth of company. In which people are highly require to develop their decision-making skill to
do job in the company. It is necessary because many times employees need to take some
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decisions in the business environment to deal with any situation. In this type of situations with
the help of decision-making ability the employees are able to take effective decisions to
positively handle that situation. Basically the decision-making skill is mostly required in those
employees which are want to job in the top-level or upper-level management of the company.
Innovation: Innovation is another important part in the employees' skills. Employees are need to
be highly innovative at their work place. Company is always try to hire that people as a
employee which has ability of innovation. This innovation aspect is too necessary in the
company in current time, because it is running their operations in retail industry. Currently there
are huge competition in this industry. All competitors of the Iceland has many innovative people
in their particular business environments (Morales Mediano and Ruiz-Alba, 2019). In this case to
deal with these competitors the company need to innovate some exclusive range to products and
services to attract large number of customers towards brand. That's why innovation skill is
important in the Iceland.
Time Management: Proper time management is very helpful in the company to cover different
tasks or work in specific time period. In this case employees also need to develop their time
management skill to job in the company. Suppose when top-level management give any task to
an employee with time deadline, in which that employee need to use their time management skill
to complete this task in given time period. Punctuality is very important in the company to
achieve their business goals. Each employee in the business environment need to improve their
time management skill gain productive results of work at workplace.
Task 2
Motivation
Motivation is a very important key to take effective and high productive work from
company's workforce. There are various steps and strategies are available for the Iceland to
motivate their employees at workplace.
Rewards and Incentives: It is one of the best ways of the company to motivate their employees
(Miller Jr, 2017). In the rewards and incentives term, the Iceland need to analyse those
employees which are putting their high efforts in the achievement of company's goals. Then it is
major responsibility of the company's top-level management to give them some rewards, like;
prises, gifts, money etc. The management also need to give additional incentives to employees.
This step is very helpful in motivate employees at workplace.
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Set Weekly Goals: The management of Iceland also need to set weekly goals for the employees.
With the help of this step employees are get motivated to complete their tasks on perfect time to
achieve these weekly goals. The company also need to give some gifts also to those employees
which are properly achieved their weekly goals before weekend. Company is able to take
productive work from their employees with the help of this motivation strategy.
Promotion: Promotion is also a great way which uses by many of the successful companies in
the world (Tuan, 2016). In the promotion term, the Iceland company need to identify those
employees in their business environment which are too good and effective at their workplace.
Company also need to identify those employees which has good leadership quality. Then after
the identification the management need to promote these employees to higher post from their
current position. This step will highly motivate employees in the company, because employees
feel valued by their upper-level management.
Celebrate Achievements: Company many times sets some targets for the employees. In this
case management of the company need to celebrate achievements when employees achieved
their respective targets. This step is highly motivate employees or staff in business environment
to put more efforts in the future tasks and at the final result these all factors will help in overall
growth of the Iceland.
Listen to Employees: Top-level management of the company always need to listen their lower-
level management, because many times employees have better ideas of business growth than
management of the company (Oostrom, Pennings and Bal, 2016). In this case company highly
need to listen their employees properly. This step is very helpful to the Iceland to motivate their
employees ate work, because if management listen them, they feel valued. It also gives
opportunities to the top-level management to find various new ways to fast grow the company.
Positive Work Culture: Positive work culture also playing great role in the company to
motivate their staff or employees at their workplace. The management always need to build and
maintain positive work culture in their business environment. With the help of this culture
employees always feel well and enthusiastic. They always motivated to learn new things for
improve their performance within company.
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Task 3
Committed Employee Cooperation
To gain committed employee cooperation within the business environment there are
various ways are available for the company. These ways for gain committed employee
cooperation are discusses below;
Clear objectives of company: If company want to gain committed employee cooperation, then
it needs to clear all objectives of the company to employees. With the help of this step all
employees are able to understand what actually company wants to achieve, and what's their role
in company (Johnson, 2018). These clear objectives will remove many confusion factors from
workforce and make them too much committed to their work.
Interaction: Systematic interaction is very necessary within company to know and understand
each other. Suppose the top-level management always talk to their employees about their work,
give them needed guidance for work, additional support etc. These all activities of the
management will positively impact to the employees' behaviour in the company. Company is
responsible to know their issues and problems also which they are facing at workplace. So, with
the help of good interaction values the company is able to gain committed employee cooperation
in their business environment.
Respect employees needs: All employees in the company are comes from different background
and all has different needs (Holland, Cooper and Sheehan, 2017). To gain cooperation of
committed employees, there are first priority of the company is to understand their employees'
basic needs. The management always need to respect needs of employees, because if company
does this, their employees feel well by knowing management thinks and care for them.
Encourage team bonding: The management always need to encourage team bonding within the
company, because with the help of team bonding the employees are able to put their huge efforts
in the business operations. Team bonding also give opportunities to the employees to increase
their work performance. So, in the company's business environment the management need to
encourage team bonding aspect. This step or way is one of the best ways to gain effective
cooperation of committed employee.
Give appreciation: Employees or staff in the business always wants appreciation for their work.
In this case this is management's top duty to give appreciation to the employees (Cormier, 2018).
Appreciation will make able to the management to improve employee cooperation and
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productive. Employees become more enthusiastic at their workplace to complete any task or
work, and at the final stage it will help to the Iceland company to achieve and gain committed
employee cooperation within company.
Task 4
Employee Performance
The company's success factor is mostly depends on the performance of the employees in
the operations of company. Many of the successful businesses in the world always try to improve
their employees performance, because they deeply understand the major role of their employees
in their particular organization (Ashkanasy, Zerbe and Hartel, 2016). There are some ideas are
mentioned below for the company to systematically manage people or employee performance at
workplace.
Conduct performance appraisals: To properly manage performance of the employees, the
company need to conduct performance appraisals on regular basis. These appraisals will help in
analyse the current performance of the employees. Employees are able to know about their work
efficiency and get motivated to improve their current performance in the company to present
their best of the best work. Performance appraisals are also helpful to know which employee's
performance is best in the company and which employee's is need to improve their performance.
Prioritize performance of employee: There are various functions are handled by the
management within company. In which the management need to prioritize performance of
employee, because poor performance of the employees will negatively influence the business
environment of the Iceland. Company always need to focus on improve current performance of
the employees (Caniëls, Neghina, and Schaetsaert, 2017). The main reason behind this statement
is, employees always need to give their best of the best performance in the business activities
because it is necessary to gain huge competitive advantage in the market.
Give feedback: For the proper management of the employee performance at work the company
need to properly analyse their employees work when they completed. Check errors and mistakes
in their work and then if any employee does mistake in their work, the management need to give
them feedback to do work clearly and errorless. Feedbacks will help to make able to the
employees to check their workability in the company. Each employee is able to know their skills
in work through feedbacks. The manager at Iceland need to implement this feedback aspect
within company to manage employee performance.
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Provide training: Training sessions are also important to the company to manage performance
of their workforce. The management of the Iceland need to provide special training sessions to
their employees after each specific time period in a year. These sessions give opportunities to the
company to perfectly manage and improve their employee's performance. In these training
sessions company need to invite some highly qualified business trainer which has extra ordinary
knowledge of human resource (Fernandez, 2017). By attending these sessions, the employees in
the company will able to know their current performance and also able to understand what kind
of changes needed to improve current performance in the future. These all idea or ways are very
helpful for the company to systematically manage performance of employees at work.
CONCLUSION
It can be concluded that the Iceland company need to consider many internal and external
factors when planning the human resources requirements within business environment. It
included some major skills which employees highly require continuously work in the company.
There various ways and strategies are available for the company which are really helpful in
motivate employees. These strategies are positively impact to the workability of the employees
or staff. To gain committed employee cooperation the top-level management of the company
need to take some effective steps and attempts in the business environment. Employee's
performance is highly influenced the goals of the company. In this case there are mentioned
some ideas or steps for the which company necessarily need to implement in their work culture.
These different steps will help to the company for systematically manage and improve
performance of their employees at work, and at the final stage these all factors contribute in the
overall growth of the Iceland company.
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REFERENCES
Books and Journals
Mooghali, A., Ghorbani, E. and Emami, M., 2016. The impact of HRM practices on agility of
Kosar hospital staff in Shiraz. International Journal of Humanities and Cultural
Studies. (IJHCS) ISSN 2356-5926, pp.2442-2457.
Chowhan, J., 2016. Unpacking the black box: understanding the relationship between strategy,
HRM practices, innovation and organizational performance. Human Resource
Management Journal. 26(2). pp.112-133.
Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices,
and Impact Factors.
Moore, T., 2018. The disposable work force: Worker displacement and employment instability in
America. Routledge.
Morales Mediano, J. and Ruiz-Alba, J. L., 2019. New perspective on Customer Orientation of
Service Employees: A conceptual framework. The Service Industries Journal. 39(13-
14). pp.966-982.
Miller Jr, O., 2017. Employee turnover in the public sector. Routledge.
Tuan, L. T., 2016. How servant leadership nurtures knowledge sharing: The mediating role of
public service motivation. International Journal of Public Sector Management. 29(1).
pp.91-108.
Oostrom, J. K., Pennings, M. and Bal, P.M., 2016. How do idiosyncratic deals contribute to the
employability of older workers?. Career Development International. 21(2). pp.176-192.
Johnson, B., 2018. Putting Teachers First: How to Inspire, Motivate, and Connect with Your
Staff. Routledge.
Holland, P., Cooper, B. and Sheehan, C., 2017. Employee voice, supervisor support, and
engagement: the mediating role of trust. Human Resource Management. 56(6). pp.915-
929.
Cormier, B., 2018. Analyzing if and how international organizations contribute to the sustainable
development goals: Combining power and behavior. Journal of Organizational
Behavior. 39(5). pp.545-558.
Ashkanasy, N. M., Zerbe, W. J. and Hartel, C. E., 2016. Managing emotions in the workplace.
Routledge.
Caniëls, M. C., Neghina, C. and Schaetsaert, N., 2017. Ambidexterity of employees: the role of
empowerment and knowledge sharing. Journal of Knowledge Management. 21(5).
pp.1098-1119.
Online
Fernandez, P. 2017. Managing Employee Performance, a Guide for Supervisors. [Online].
Available through : <https://rmi-solutions.com/managing-employee-performance-guide-
supervisors/>.
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