University of Bolton - BMP4006: INUB Training Case Study Report

This report provides a detailed analysis of the INUB Training case study, focusing on the role of a new Human Resources Manager in improving organizational performance. It addresses key areas such as identifying tools and techniques for enhancing performance, the significance of employee wellbeing in boosting motivation and overall performance, and the application of PESTEL analysis to understand external factors impacting the organization. The report highlights the importance of employee engagement, high-impact leadership practices, and strategic training and development. It also emphasizes the benefits of employee wellbeing, including increased loyalty, competition, and productivity. Furthermore, the report examines the impact of political, economic, social, technological, environmental, and legal factors on INUB's operations. The conclusion summarizes the key findings and recommendations for INUB to achieve its goals and objectives. This analysis is designed to help students understand the practical application of HRM principles in a real-world business scenario.

Case Study

Contents
INTRODUCTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................3
Tools and techniques for improving organizational performance...........................................................3
TASK 2..........................................................................................................................................................4
Role of employee wellbeing in improving motivation and performance.................................................4
TASK 3..........................................................................................................................................................6
PESTEL analysis........................................................................................................................................6
CONCLUSION...............................................................................................................................................7
REFERENCES................................................................................................................................................8

INTRODUCTION
Human resource management refers to a strategic approach used in management which
enables effective management of people working in an organization so that it can achieve a
competitive advantage in the future (Armstrong and et.al., 2016). It is necessary so as to facilitate
better management of human resources within an organization. This project is based on INUB
which is a training provider. In this report, a detailed and thorough analysis will be made on
importance of effective management of people for improving performance, identification of tools
and techniques for development of people. Additionally, the importance of external factors on
managing people will also be discussed as a part of this assessment.
TASK 1
Tools and techniques for improving organizational performance
There are various types of tools and techniques which can be used for the purpose of
improving performance. The tools and techniques which can be used by INUB are as follows-
 Engagement of people- Employee engagement is extremely essential for a firm if it has
to develop good HR practices (Bailey and et.al., 2018). For INUB, it is necessary that it
has a good engagement with the people working in the organization so that it gets to
know more about the workers. Also, by engaging with the employees a company’s HR
department can easily get to know the various problems which are being faced by the
workers and the necessary steps which can be taken to solve them effectively and
efficiently.
 Leveraging high-impact leadership practices- By leveraging high-impact leadership
practices a firm can easily develop effective HR practices (6 Steps to Improve
Organization Performance!, 2016). In the context of INUB, it is necessary that it
leverages high-impact leadership practices so that employees can be motivated
effectively which will reflect on their performance in the organization.
 Identification and removal of roadblocks- There are various types of roadblocks which
hinder the progress in an organization. In the context of INUB, these roadblocks can be
either external or internal in nature. Thus, it is necessary for the company to identify and
remove these potential roadblocks so that it can easily achieve its goals, targets and
objectives in the future. This will help it in obtaining a strategic advantage in the market.
 Alignment of metrics- It is required that the HR managers of a firm understand the
importance of metrics in the organization. These metrics need to be aligned so that
performance can be derived effectively within the company. The HR managers of INUB
can focus on metrics providing value to the firm, use of non-financial metrics to provide
strategic direction. Also, they can focus on explaining how metrics are chosen and

measured and tailoring to each department and the difference they can make to a
company’s overall performance.
 Strategic use of training and development- Training and development is quite crucial
for any organization. It helps in effective development of skills in the workforce of the
company (Brewster, Gooderham and Mayrhofer, 2016). Therefore, it needs to be used
strategically so that goals, targets and objectives can be achieved effectively. It is the role
of the HR department to provide it to its employees. The HR department of INUB needs
to focus on it as it will help in raising the overall efficiency, effectiveness and
productivity of the employees of the firm. This will reflect in the overall performance of
the company and thus it would be able to achieve its goals and objectives in the future.
Thus it needs to be provided from time to time so that systematic improvement can be
facilitated in the processes of a company and also the issues of the employees related to
the work can be effectively addressed and taken care of.
 Focus on business strategy- Business strategy can be effectively communicated to the
staff of the organization. For INUB it is essential since it will help in achievement of its
goals and objectives.
TASK 2
Role of employee wellbeing in improving motivation and performance
Employee wellbeing is an important concept in HRM. It means optimizing the
performance of employees and workers of the organization by taking effective steps and
measures for the same. It is not just limited to health but also extends to happiness as well as
job satisfaction. For INUB’s HR department it is very important. Its role in improving
motivation and performance is as follows-
Role of employee wellbeing in improving motivation-
 Loyalty of employees- Employee wellbeing is extremely important. It helps in
maintaining the loyalty of employees (Chams and García-Blandón, 2019). If a firm’s
HR department helps in maintaining the wellbeing of employees then it surely
increases their motivation and morale. Thus it is necessary for INUB’s HR
department to maintain the loyalty of employees.
 Competition- Employee wellbeing helps in creation of competition which works for
the firm’s benefit. When a company prioritizes employee wellbeing it results in
brining effectiveness in its processes. Also, the candidates are encouraged to apply for
its different positions. Therefore, for the INUB’s HR department it is necessary that
healthy competition is created within the firm. This is so because it will result in
increase in motivation and morale of the workers of the firm.
 Improvement of employee engagement numbers- Employee wellbeing is
extremely useful for improving the employee engagement numbers. When a

company’s HR department focuses on it then I results in increase in motivation and
morale of the employees of the organization. Thus for INUB’s HR department it is
extremely helpful.
 Improving reputation- Employee wellbeing helps in improvement of reputation of a
business enterprise (Delery and Roumpi, 2017). Whenever a company’s HR
department focuses on it is bound to get good results from it. Therefore, it enhances
the motivation and morale level of the staff of the organization.
 Makes employees productive and focused- Employee wellbeing plays a major role
in making employees productive and well-focused on achievement of specific tasks
and objectives. It happens because of increase in their motivation and morale. Thus,
the HR managers of INUB need to focus on employee wellbeing as it is an extremely
effective tool for improving the performance of the employees and making the more
productive and focused on their work.
Role of employee wellbeing on improvement of performance-
There is a specific role which employee wellbeing plays on improvement of
performance within an organization. It has been explained as follows-
 Increase in morale- Through employee wellbeing measures, the HR department of a
company can easily increase the overall morale of the employees working within an
organization. This will naturally reflect on their performance as they will be able to
contribute more effectively in the work. Thus INUB needs to focus on it.
 Increase in efficiency- By introducing employee wellbeing measures, the HR
department of a company can raise the level of efficiency within an organization
(Guest, 2017). This will lead to improvement in company’s performance as the
employees will contribute to the best of their abilities. Therefore, INUB has to focus
on it within the organization.
 Increase in productivity- Introduction of employee wellbeing measures will allow
for increase in overall productivity level within the organization. By introducing such
measures the HR department of INUB can allow for an increase in productivity of
the organization. This will help in enhancement of overall performance level within
the organization and it will help in gaining a strategic edge over the competitors.
 Solving of problems- The employee wellbeing measures will lead to solving of
problems within the organization. By introducing such measures, the HR department
of INUB can solve the various problems as well as grievances of the workers of the
organization. This will help in achievement of efficiency as well as effectiveness
within the organization. Thus the performance of the firm will improve.

From the above discussion, it can be said that in an organization employee
wellbeing measures play a major role in improving the performance. They allow for
raising efficiency and effectiveness level.
TASK 3
PESTEL analysis
PESTEL analysis is a tool which is commonly used by the organizations in order to
analyze the various types of macro factors which affect the environment of an organization
(Jabbour and de Sousa Jabbour, 2016). It can be quite helpful for INUB for analysis of these
factors which can impact its operations. The analysis of these factors in the context of the
company is as follows-
Political factors- These factors can impact the organization because political stability
plays a huge role in influencing the business of a company. If the political stability is good then
it will naturally result in good business and if the political stability is not good then it will result
in business of the company being affected due to the influence put by political factors. Thus
these factors impact the INUB. It needs to abide by these factors so that they do not put a major
impact on its business.
Economic factors- These factors will impact the organization because good economic
conditions are necessarily required for carrying on a business smoothly (Katou, 2017). If the
economic stability is good then INUB’s business will grow substantially. However if the
economic stability is not good then INUB’s business will decline as the profits will decrease.
Good economic conditions will naturally raise the level of profits of the company.
Social factors- These factors will impact a company because social conditions,
traditions, customs and value influence the choices of customers and clients. If the social factors
are in favor of INUB then its business will grow substantially and if they are not in its favor then
its business can decline. If the social factors are in the favor of the organization then it will lead
to increase in its business and the company would be able to earn more profits.
Technological factors- These factors will impact a company as technology change has to
be coped up by it (Rockett and et.al., 2017). If these factors are considered by INUB and the new
technology is adapted quickly by it in order to cope up with the dynamic environment then it will
lead to an increase in its profitability level. However if the company is unable to cope up with
the new technology then it will seriously impact its overall operations. If the new technology is
adapted by the company quickly then it will lead to obtaining a strategic edge over the various
other competitors present in the market.
Environmental factors- These factors do impact a company’s overall performance
because they have to be considered by it for managing its operations. If the company is

environment-conscious and manages these factors effectively then it will positively raise its
profitability level. However, if the company is not environment-conscious then it will negatively
impact the overall profitability level of the company. Thus INUB needs to consider these factors
as they are quite important and can impact the operations of the firm. Eco-friendly policies of the
company will naturally attract customers and clients towards it.
Legal factors- These factors can impact a firm’s overall performance. This is so because
following of rules and regulations is quite necessary in order to attain success (Stewart and
Brown, 2019). If the company is able to follow the rules and regulations then it will positively
reflect in its overall profits. However if the company does not abides by the rules and regulations
then it will affect its overall performance. Thus, it is required that INUB abides by the laws, rules
and regulations which are set up by the government because this will result in more efficiency
and effectiveness in its operations which will reflect in the level of profitability. Thus it will be
necessary for a firm to maximize profits. Following of rules and regulations can be quite
beneficial for the company in the long-run.
CONCLUSION
From the above case study, it can be concluded that human resource management is
required for effectively running an organization. There are various tools and techniques which
can be used by organizations to raise their performance. Employee wellbeing measures adopted
by the HR department can allow for improvement in motivation and performance of the
employees. A PESTEL analysis can help the organizations in analyzing the various macro
factors affecting an organization. It can help in analyzing the impact of these factors.

REFERENCES
Books and Journals:
Armstrong, M. B. and et.al., 2016. Gamifying recruitment, selection, training, and performance
management: Game-thinking in human resource management. In Emerging research and trends
in gamification (pp. 140-165). IGI Global.
Bailey, C. and et.al., 2018. Strategic human resource management. Oxford University Press.
Brewster, C., Gooderham, P. N. and Mayrhofer, W., 2016. Human resource management: The
promise, the performance, the consequences. Journal of Organizational Effectiveness: People
and Performance.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources, Conservation and
Recycling. 141. pp.109-122.
Delery, J. E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Jabbour, C. J. C. and de Sousa Jabbour, A. B. L., 2016. Green human resource management and
green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production. 112. pp.1824-1833.
Katou, A. A., 2017. How does human resource management influence organisational
performance? An integrative approach-based analysis. International Journal of Productivity and
Performance Management.
Rockett, P. and et.al., 2017. A human resource management perspective of workplace
bullying. Journal of aggression, conflict and peace research.

Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Online
6 Steps to Improve Organization Performance!. 2016. [Online]. Available through:
<https://www.business.com/articles/6-steps-to-improve-organization-performance-2/>