HRM Report: Analyzing Issues and Proposing Solutions for Royale Foods

This report provides an executive summary of human resource management (HRM) issues within Royale Foods. It identifies key challenges such as recruitment, employee retention, training deficiencies, and health and safety concerns. The report proposes improvements to HR processes, in...Read More

HRM – Assessment

Executive Summary
In the below assignment all the human resource management functions, issues, and
how they implement the rules in the organisation is mentioned. Here the learning outcomes
are different strategies adopted by the human resource manager for accomplish the objectives
of the company. Different issues are highlighted which are faced by the company’s HR, and
various implementing rule and suggestions are provided for the human resource team for the
successful growth of the company.

Contents
Executive Summary...................................................................................................................2
INTRODUCTION......................................................................................................................4
MAIN CONTENT.....................................................................................................................4
Primary Human Resource Management issues in Royale Foods...........................................4
Improvement in the HR Processes at Royale Foods..............................................................5
Implementation of the plans including cost and responsibilities of HRM.............................6
Risk which are register to identify the main risks that your proposals..................................6
CONCLUSION..........................................................................................................................7
REFRENCES.............................................................................................................................8

INTRODUCTION
Human Resource Management, is can be defined as the best practice of achieving the
targets and managing the people in the organisation to utilised their best performance. As if a
HRM team would hire a person as an employee of the company than they are become
responsible for fulfilling the desired need of the employee, their happiness, satisfaction level.
They must take care about that the company’s employee would be stay as longer as they can.
For these assignment the chosen company is Royale Foods (Bloom, Sadun and Van Reenen,
2016). And in the assessment the topics include are primary HRM issues in Royale Foods,
improvement plan of Human Resource at the respected company, implementing strategies of
costing and responsibility and main risk factors which can or can’t be affected to the
company.
MAIN CONTENT
Primary Human Resource Management issues in Royale Foods
Human resource management is the process which is used by the different types of
industries because of their unlimited benefits. But on the same side there are lots of issues
which can be faced by the manager of HRM, in the industry like Royale Foods. Which are
explained further:
 Recruiting New Staff: To evaluating the new staff in the company who can manage
their day to day activities in the respected company. Issues like recruiting the right
staff at right place and making the selected candidate familiar with the environment
industries.
 Retention: Not even the recruitment is the difficult task but to retain them is also one
of the issues of HRM. Retention of the company’s employees make decrease in
employee’s turnover rates. The contingent nature of the company, for example
recruiting the staff at the contract basis, part-time work, work at home all these types
of nature in the company is the reason to make less retention of the employees in the
company (Dekker, 2016). And demand of the expert employees or trained employees
will also decrease the retention of the employees in the company and especially in the
food industry as the new and experienced employees are needed in the food industry
like Royale Food.
 Training: Skilled workers help the organisation in maintain the profit and achieving
the objectives. The human resource management team, provide the onsite-training and

off site-training for the employees and increase their efficiency. The time to time
training is not provided by the Royale Food Company as their staff get deficient and
lose their ability which will affect the company’s decrement (Cohen, Blake and
Goodman, 2016)
Health and Safety: Health and Safety is the one of the major function which must be played
by the human resource management of the company. As if the employees is happy and
healthy than they give their best to the company. In the Royale Food Company the health is
considered in last. And their employees is worked for 12 hours a day which will comes the
result with inefficiency in the employees work and losing the customers from the company.
Improvement in the HR Processes at Royale Foods
The improvement and successful strategies which are used in the respected company.
For the HR process are explained further below:
 Alignment business with HR: The business goal and HR team have to be aligned
with each other so that they can work together and achieve the targets of the company
and maintain the position in the market. It is the position where a Human resource
manager received most of the criticism. As they have to maintain the relationship
with the other team members and the top members of the company. HR team must be
understand about the company’s strong core competencies and the weakest position
of the business.
 Developing own HR Strategies: Deeper the knowledge and experience in HR team
will affect easily to get the pre-determined outcomes of the company. Thus to
develop their own potential in the company will affect the business in right term. In
Royale food company Human resource team is not efficient in the companies
prospective and they are not completing the need of the company’s employees
(Parker, Morgeson and Johns, 2017)
 Organisational structure and design: The changes in the structural framework and
design of the company can be managed by the human resource team as they manage
to add values to the development of the companies design. In the respected company,
the regularly changes in structure of the company, is can’t be handle by the HRM,
and this will lead to the failure of the company. To avoid this the proper HRM will be
needed and they have the ability to complete the work
 Job Evaluation: It is an internal process of the organisation and also the most
important. In the respected company, the job evaluation can be done through top to

lower management in the consultant of the human resource management team. They
should always take care that all the employees will get reward according to their need
and capability (Emmons and Rossi, 2015).
Implementation of the plans including cost and responsibilities of HRM
Strategic HR planning is an important component of the company, as this process link
the human resource management team directly with the strategic plan of the company. From
small to large scale industry every firm is needed a successful strategic plan for the growth of
the company. Most of the times company used time in planning the strategies but they never
implement the plan or never utilised. They forgot that by implementing the plans according to
the companies need, they can avoid the pitfall and can help in the improvement in the
business. New strategies and plan must be difficult for the HR team but the new plans will
help the company to get s success for the organisation (Nason and Wiklund, 2018).
While planning a plan for the new strategies in the company the point which is
considering is cost and the responsibilities of the human resource team. The existing plan
must not be over budget in relation with the company’s budget. Cost of the company must be
important to any organisation. The implementation of the plan is gradually means adding a
one more feature in the company which increase the overall cost of the organisation. And it
may be affected the evaluation and realignment of compensation packages of the company’s
employees. And the other important factor that must be considered while implementing the
plan is Responsibilities; as follow the responsibility of the company at the same time with
implementing the plan (Parker, Morgeson and Johns, 2017). Like announcing any changes in
the organisation in instalment or in in the different meetings rather than any change in team,
compensation package of the employees and new recruitment in the organisation was
announcing in a one meeting. HRM must be taken all the workers in a one line and all the
management plan is considered according to them either for a lower team member or a high
level management. So this is how, implementation plan including cost and responsibilities of
the human resource management.
Risk which are register to identify the main risks that your proposals
Risk are taken by the human resource team is that which have to manage by the
human resource team in order to smoothing the work of the respected company. Risk
includes sloppy work by the employees, refusing the work taken by the existing employees
and many more related to that. The human resource management is working with the all

employees either with top management, labour staff, their families, full-time workers, part-
time workers, seasonal employees and the one who come for the contractual work.
 Critical skills shortage: One of the major risk is find out the right employee in the
organisation. And in the food industry it is very important for choosing the right
employee and the one who have the knowledge regarding the company profile like for
the Royale Food Company the employees must have the knowledge regarding the
company’s food servicing line.
 Succession planning: Human resource management plays an important role by
investing proper time and money for the future prospective.in the respected company.
The risk of succession planning is played a major role as they are not fulfilling the
existing need of the company (Nason and Wiklund, 2018). There are lots of
unexpected changes occur in the UK based industries as their government policies are
not stable.
 Ethics and Behaviour: The ethics and Behaviour of the Royale Food Company was
not in the right order. As their employees are doing what they want and not
completing the demand arises by the customer. This would leads to the decrease in the
numbers of customers and became the major risk to the HR manager, to handle this
issue they have to develop the new policies regarding the ethics and behaviour of the
company.
CONCLUSION
From the above assessment of HRM, conclude that the human resource management
team plays a major role in any organisation.it eventually create the major ideas and policies in
related to the management team and defined how the contemporary theories and managerial
perspective. HRM, will help in achieving the targets but the issues are also high in HRM.
Various steps have to be taken on time in correcting the issues of HRM and manage the
policies to evaluating the function of human resource management.

REFRENCES
Books and Journals
Bloom, N., Sadun, R. and Van Reenen, J., 2016. Management as a Technology? (No. w22327).
National Bureau of Economic Research.
Cohen, G., Blake, R. S. and Goodman, D., 2016. Does turnover intention matter? Evaluating the
usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public
personnel Administration. 36(3). pp.240-263.
Dekker, S., 2016. Patient safety: a human factors approach. CRC Press.
Emmons, R. and Rossi, F., 2015. Turfgrass science and management. Cengage Learning.
Inkinen, H., 2015. Review of empirical research on intellectual capital and firm
performance. Journal of Intellectual capital.
Nason, R. S. and Wiklund, J., 2018. An assessment of resource-based theorizing on firm
growth and suggestions for the future. Journal of Management. 44(1). pp.32-60.
Parker, S. K., Morgeson, F. P. and Johns, G., 2017. One hundred years of work design
research: looking back and looking forward. Journal of applied psychology. 102(3).
p.403.