Optimising HR Processes at B.N. Foray: A Business Report

This business report focuses on optimizing HR processes at B.N. Foray, an international FMCG company facing challenges like high staff turnover, health and safety concerns, and a challenging work environment. The report begins with an executive summary, followed by an introduction outlining the company's context and the objectives of the report. The main body delves into the primary HRM issues, proposing solutions and an implementation plan. The proposal suggests the application of Kurt Lewin's Change theory and Situational leadership theory to address organizational culture and leadership styles. The report includes a detailed implementation plan outlining responsibilities, theoretical applications, and associated costs. A risk register is also prepared, identifying potential risks during implementation and suggesting mitigation strategies. The report concludes with a summary of findings and recommendations, aiming to optimize the delivery of HR processes within B.N. Foray.

A Business Report to optimise the delivery of
HR Processes at B.N. Foray

Executive Summary
The present report was prepared considering HRM issues that are within B. N. Foray.
The identified issues were staff turnover in huge level, challenge work environment along with
health and safety. For resolving all the pertaining issues, a proposal was framed and some
aspects were provided the HR Director of the business. Further, implementation plan is provided
that involves recommended theories like Kurt Lewin Change theory and Situational leadership
theory. In addition, risk register was also framed to identify the possibilities of occurrence of
various risks while implementation phases at work place. It was identifies that there were
chances of evolution of risks like Denial of accepting change by team members, Non availability
of resources and Non supportive behaviour of team members. Similarly, various actions were
also framed to mitigate the risks chances i.e. providence of reward and motivation so that
implementations can be done successfully.

Table of Contents
Executive Summary.........................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Outline of Primary HRM issues in B.N. Foray............................................................................1
Proposal for optimising delivery of HRM processes...................................................................2
Implementation plan....................................................................................................................3
Risk register.................................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
HRM is a term that describes formal systems which are framed to manage people
effectively (Bal and Rousseau, 2015). B.N. Foray case study is given which is international
entity that performs operation in FMCG sector. The offices of the entity are situated at India,
Slovakia, Chicago, Nairobi and many more. The main issue is faced in respect to the application
of different HRM practices. The main objective behind the formulation of this is about
optimisation of the delivery of HR processes.
The report outlines primary HRM issues that are related to health and safety, high level
staff turnover and challenging workplace and their removal through preparation of effective
proposal along with their implementation. In last, risk register is developed in this report.
MAIN BODY
Outline of Primary HRM issues in B.N. Foray
HRM is adopted at organisations due to its benefits. HRM Issues are the situations that
exists within the premise and affects the working of human resource department as well as
overall business. Many times, various challenges or issues appears in front of human resource
mangers while executing their duties (Dickmann, Brewster and Sparrow, 2016). In context to
B.N. Foray, Chief people Officer has gone through major illness and it resulted it disarray of the
whole HR team. This resultant in to creation of many issues with the organisation due to poor
application of the HR practices. The number of HRM issues which are identified from the
different undertaking of an organisation are mentioned below:
Health and safety issue: Within logistics function, various activities are performed that
are dangerous in nature. One of the employee while fixing faulty electrical cable met with
serious injury and this created more problem for the management association to deal with the
situation. This arose due to inappropriate approaches of HR team working within the
organisation.
Staff turnover on high level: In various departments, the employees of B.N. Foray are
leaving without informing to the superiors. Many superiors do not have any idea what is
performed at workplace and what they have to do that adds burden on staff members as the work
demand as well as the amount of profits are piled on them. No appreciation, recognition and
proper directions are provided to manpower due to which they takes the step to leave the entity
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that has risen the staff turnover ratio to high level. This arose within the organisation due
adoption of the inappropriate approaches in respect to the creation of better working environment
and culture.
Challenging work place: The another issue faced at human resource managers of B.L.
Foray is that the work place of such organisation is quite challenging as the demand for
completing working activities is bit high sue to which there are long working hours, frequent
changes in priorities and many more. The situation arose because human resource managers do
not provide priority in its resolution and due to this various things are often rushed.
Proposal for optimising delivery of HRM processes
B. N. Foray is an international firm operating activities in FMCG sector. The primary
products of the entity are soft drinks, dairy products, cereal based snacks as well breakfast
products and processed food products. The business concern has establishment of offices
globally. At present, issues faced by the company are challenging work place, health and safety
as well as high level of staff turnover. Herein, the purpose is to identify reasons for the issues in
order to optimise delivery of HRM processes.
Mission: The mission of B. N. Foray is analyse and implement effective solutions for the
issues pertaining with HRM so to optimise delivery of HRM processes.
Theories: To resolve the issues, organisational culture must be changed through
implementation such as Kurt Lewin change theory and Situational leadership theory.
Application of change management theory help HR department of organisation to adopt
changes in their practices on continuous basis. On the other hand, application of situational
leadership theory help the HR manager to made changes in their approaches and practices in
accordance to the situation arose in general or identified while passing from the process of
change .
Time: The time required in effective implementation of of the above approaches in an
appropriate way is around 6 months. Once application of this help an organisation in long term to
follow this process and stick to these approaches of working.
Cost: The cost involves in process overcoming and implementation of all the above
mentioned determinants successfully within the given period of time of 6 months is around
£3000. The nature of this cost is non-recurring as one time application help to build prominent
culture.
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Implementation plan
Responsibilities
As the main purpose is to bring changes in the overall process of delivering HR practices.
So, the responsibility in respect to the application of both the theories defined below is upon HR
manager. One time application help to bring long term change.
Application of theories
For overcoming HRM issues, the management team of B. N. Foray can implement the
organisation culture by building key provisions of values, assumptions as well as shared beliefs
that governs the ways within which people have to behave and HR team have to perform their
functions (Harwood, 2017). The proposed culture of B. N. Foray will involve written rules, code
of conduct and belief that guide HR team members in effective performance of their functions.
For implementing the proper culture to bring all the necessary changes in functions needed to
apply change and leadership theory.
Kurt Lewin Change theory: It is as three step model that was defined by Prof. Kurt
Lewin. The stages are unfreeze, change and refreeze (Kurt Lewin's Change Model. 2019). In
unfreeze stage, HR manager will first understand the habits and routines that are currently
followed so that they can recognise reasons for the issues and becoming ready for change. Lack
of guidance from the top is ascertained as the reason due to their ill health. Here, needed to
change the belief in respect to performance. This is about taking the responsibility to do work by
their own without any surveillance from superior. This kind of change is needed to do in respect
to providence of health and safety tools, managing working culture among staff members and
proper guidance to staff at independent level. At second stage that is change, needed to take
initiative from the different members of HR team to work by their own through bring effective
communication in each other. They have to divide the work in accordance to their values. Some
has to take charge in respect to providence of effective supply of health and safety tools along
with their surveillance in respect to their conditioning. Others have to take care of guidance at
independent level to the staff as this will help to resolve the issue of staff turnover. Last, take
charge in respect to maintenance of working culture as this will help in removal of unnecessary
changes. Within third phase that is refreeze, major focus is provided towards the stability and
providence of consistent job descriptions. To internalize the overall change HR manager allocate
the functions in constant manner to all with proper authority.
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Situational leadership theory: The developers of the theory were Hersey and Blanchard
who suggested that there is no individual leadership style that suits all the situations rather
circumstances demand distinct leadership styles (Dugan, 2017). The styles of leaders depends on
pertaining situations. In order to resolve issue of challenging work place need to bring changes
and made improvement in in HR practices. In this case, HR manager has the responsibility to
lead their members through usage of democratic leadership style to made changes in working
culture. This is so because this issue arose due to persistence of negative working culture where
support is not provided to due to lack in sense of responsibility. The usage of democratic
leadership style by manager hep to ascertain the view of all members where they can easily share
their ideas. This will creates sense of responsibility towards work and help manage to delegate
work in accordance to their belief and value (Kim and Bae, 2017). The another issue of health
and safety is also exist due to the miscommunication and usage of inappropriate approaches. In
this situation, manager needed to use the participative leadership style. This is so because the the
aspect of safe and healthy environment never be achieved without the help of all team members.
Their collaborative efforts is the only solution which help to persuade the behaviour of each and
creation of safe environment. In respect to the redressal of the last issue of staff turnover also
required to use some different approach is accordance to the situation. It arose in organisation
due to unsupportive behaviour of leader and managers. The creation of this situation is result of
ill health of CPO due to which whole process diminished and negative culture is created. So, HR
manager is required to use authoritative leadership style to guide the team members in respect to
provide the correct path of work. This will help at initial level to get everything on path and
creation responsible culture (Liscio, 2016).
Costings
This will includes overall cost of the application of of the above defined theories. The
nature of cost is non-recurring (Quinlan and et. al., 2019). The description in respect to the
determinants in respect to which cost involves are defined below:
Particulars Amount(£)
Change management theory
First stage: In respect to determination of
reason and working towards the availability of
the resources
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Second stage: Usage of those resources and
guidance in respect of the same
Third stage: Long term training and attainment
of precision
500
500
500
Situational leadership theory
Usage of democratic style: Cost in respect to
gatherance and use of resources
Usage of participative style: Cost in respect to
resources to build effective communication
Usage of Authoritative style: Cost in respect to
coordinating, communication, allocation of
duties and resources
500
500
500
Total 3000
Risk register
Risk register is prepared for analysing possibilities of occurrence of risks while
implementing actions (Hillson, 2017). The risk register helps manager to carefully handle risks
including its mitigation. The rating in respect to occurrence of risk is provided from 0 to 5 where,
5 is very high and 0 is nil. The risk registers including risks that have possibilities to occur while
implementation is as follows:
Risk
description
Chances of
occurrence of
risk
Impacts if risk occurs Actions to mitigate risks
Change
management
theory:
1. Denial of
accepting
change by
team members
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1. The impact of this risk
ascertained direct upon the
development of the overall
HR process. This means the
long term solution is never
be achieved.
1. To mitigate the same
needed to motivate and
provide promotional
opportunities
2. Focus over effective
allocation of resources and
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2. Non
availability of
resources 1
2. It impacts over the health
and safety standards at
workplace
amount of fund
Situational
leadership
style:
1.Non
supportive
behaviour of
team members
3
This will impacts overall
aspect of change from the
success of change
management to
improvement in HR practice
Motivate by providence of
effective rewards
CONCLUSION
The above report concludes that the human resource management at all business concerns
faces some or other issues that creates complications in their performances. The key HRM issues
that are faced at entity are Health and safety, staff turnover at high level and challenging work
place fro staff members. A proposal outlines the activities that are further performed for
resolving issues and it involves objectives, tactics, cost and time for delivering HRM processes
effectively. The implementation plan states the ways for using implementation strategies. It
clearly outline resources, outcomes, budget as well as responsibilities of managers.
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REFERENCES
Books and journals:
Bal, M. and Rousseau, D. M. eds., 2015. Idiosyncratic deals between employees and
organizations: Conceptual issues, applications and the role of co-workers. Routledge.
Best, J. ed., 2017. Colour design: theories and applications. Woodhead Publishing.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Dickmann, M., Brewster, C. and Sparrow, P. eds., 2016. International human resource
management: contemporary HR issues in Europe. Routledge.
Dugan, J.P., 2017. Leadership theory: Cultivating critical perspectives. John Wiley & Sons.
GAIYA, A., 2018. Theories of Planned Organisational Change. GRIN Publishing.
Harwood, S., 2017. ERP: The implementation cycle. Routledge.
Hillson, D., 2017. Managing risk in projects. Routledge.
Kim, D. O. and Bae, J., 2017. Employment relations and HRM in South Korea. Routledge.
Liscio, M., 2016. Lean Healthcare Solutions, Inc.: A business proposal. California State
University, Long Beach.
Quinlan, C. and et. al., 2019. Business research methods. South Western Cengage.
Online:
Kurt Lewin's Change Model. 2019. [Online]. Available through:
<https://journals.sagepub.com/doi/pdf/10.1177/0018726715577707>
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