Case Study: Optimizing HR Processes at B.N. Foray - Report Analysis

This case study examines the HR challenges faced by B.N. Foray, a global FMCG company, focusing on issues such as increasing production costs and staff turnover, particularly within the IT department. The report identifies these problems as stemming from inadequate HR management and a lack of employee motivation. To address these issues, the study proposes the implementation of training and development programs to enhance leadership skills, improve working efficiency, and reduce costs. It recommends the application of Kurt Lewin's change management model, supported by transformational leadership, to ensure effective implementation of changes and foster a positive work environment. The report also includes an implementation plan, a risk register, and costings associated with the proposed solutions. The ultimate goal is to optimize HR processes, improve employee retention, and enhance the company's overall performance within the competitive FMCG market.

Case Study

EXECUTIVE SUMMARY
The current report based on B. N. Foray a FMCG company that deal in variety of food
product and offered them throughout the world. This report focuses over the major issuers that
company is facing related with human resources practices in order to rectify them and providing
solution to resolve them. The major issues faced by B. N. Foray is increasing cost of product
and staff turnover which are affected due to lack in HR management and employees motivation
toward job. Hence, in order to rectify them it is suggested that training and development
programs must be organised by B. N. Foray in order to provide appropriate leadership to
employees in term improving working efficiency to reduce the cost and motivating them for
retaining employees for longer period of time. It is also recommended that the changes in
employees behaviour and working pattern through training must be bought by effective
implementation of Kurt Lewin's freeze unfreeze change management model which allow
systematic execution and application of change while commanding it with transformational
leadership theory.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY ..................................................................................................................................4
Outline the primary HRM issues in B.N. Foray.....................................................................4
Proposal to optimise the delivery of HR processes at B. N. Foray........................................5
Implementation plan...............................................................................................................6
Risk Register..........................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resources management is refers to the set of activities that are being performed in
order to manage and direct the human resources of an organisation toward the accomplishment
of organisational goals and objectives (Alha, Mohammad, Norazuwa, 2015). This report is based
over a B. N. Foray which is a global FMCG organisation and deals in primary product like soft
drinks, dairy products, processed food, confectionery etc. Currently organisation is facing certain
issues which are related with increasing production cost due to inappropriate employees
management and staff turnover within IT department due to lack of guidance and leadership.
Hence this report covers up outlines of HRM issues proposal for providing solution to optimize
HR processes, its implementation in organisation and risk register details.
MAIN BODY
Outline the primary HRM issues in B.N. Foray
B. N. Foray is a larger multinational organisation that offers FMCG products such as
confectionery products, process food, cereal based snacks, breakfast products etc. and offer high
quality of services by maintain a competitive workforces. But after evaluating the operations of
the several units, number of issues has been found that are related with increasing production
cost and staff turnover due to improper management of staff by HR department (Memon, Salleh
and Baharom, 2016). These issues are main affecting the performance of warehouse and IT
department. These issues need attention as avoidance of which may have a huge influence over
the performance of company in marketplace. The major HR issues are mentioned below:
1. Inflexibility in operations:- The HR of B. N. Foray is not paying much attention toward
the practices adopting by employees for performing their operations its negative outcome
has been identified by performed a benchmarking. From this it has been found that the
cost of production has increased which is higher than that of competitors. It has gradually
increased the price of its breakfast cereal and breakfast cereal bar. In order to deal with
this it is decided to implement the just in time approach so that wastage can be
minimized. But for minimizing the cost, B. N. Foray has decided to bring zero hour
contract which provide the financial and competitive necessity but on the other hand
affect the current employees as well.

2. Higher turnover:- Another major issue that B. N. Foray is facing is related with
increasing employees turnover within the IT department due to improper employees
management. In this when the line manager of IT department went off due to illness
causes through stress an employee named as Mark took up the role of interim and after 9
month he get confirmed over this role now the issue is that he doesn't able to coordinate
effectively with the team as there is high turnover within his team.
Proposal to optimise the delivery of HR processes at B. N. Foray
The B. N. Foray is facing the issues related with HR i.e. increase in production cost
within Warehouse and turnover within IT department which is affecting the overall market
performance of the company (de Klerk and Stander, 2014). Hence, it is crucial to rectify and
remove them on timely manner so that issues can be managed that further contribute toward
improving the performance by brining harmony in operations.
The main purpose of this proposal is to suggests management with the appropriate
actions that could be taken in order to throwing up a light over the major issue that are present in
B. N. Foray due to ineffective HR practices. From the study it has been found that lack of
competencies and improper guidance is the major cause behind such issues that get aroused.
Hence in order to deal with this issue, HR department of B. N. Foray must focuses toward
training and leadership practices. This is because in order to reduce the cost of production within
warehouse B. N. Foray planning a Zero hour contract with the employees which do not bound
them to office hours by focusing more toward accomplishing task by adopting flexible working
practices (Topolosky, 2014). This in turn allow the company to reduce its cost as B. N. Foray
not remain bound to offer benefits to which it is liable for paying to the permanent staff member
who follows the office hours. Hence by providing them adequate training regarding the work it
become easier to make them perform work effectively. On the other side, the major case of staff
turnover within the IT department is due to lack of management and leadership guidance to the
employees which is creating a situation of demoralisation and employees are finding difficulty in
managing their work. Hence, by providing adequate training and guidance over the work it
become easier to keep them motivated and align them with their work. But in order to perform
this work it required around 3 months and a cost of around £2500.
Implementation plan
Responsibilities

The main aim behind this discussion is to bring changes within HR practices for ensuring
optimisation in operations. Therefore, the HR manager is responsible for the application of this
change with the help of both the theories defined below as effective implementation which
support in brining long term changes.
Application of theories
In order to bring the optimization of HR policies and practices, B. N. Foray focuses
toward arranging regular training sessions for its employees along with adequate leadership so
that working efforts can be put in right direction (de Oliveira, Cavazotte and Alan Dunzer, 2019).
But in order to implement it effectively B. N. Foray must focuses toward adoption a change
model in order to implement the changes effectively as model ensure systematic flow of
operations, while providing training.
The Kurt Lewin's freeze unfreeze model is more appropriate for this situation which
allow the B. N. Foray company which consists of three stages:
 Unfreeze:- In order to reduce the cost of production, contract based employees are being
provided with the training to perform particular action and then leading them over actions
while its execution. But in order to make them learn effectively, it is required to unfreeze
their current situation i.e. making them ready to integrate with new changes. This support
them in learning new things while avoiding the previous study with the regular guidance.
 Change:- After unfreezing employees from restrict to change situation, it become easier
for getting positive outcome from the employees as they become able to work in cost
efficient manner while minimizing the wastage by getting regular guidance from their
leadership throughout on the job training session. In addition this it also support the
employees of IT department to perform well while getting appropriate guidance from
leaders with the help of training. This make it easier to bring changes for reducing cost
and motivating employees toward work for retaining them.
 Freeze:- Once the changes get accepted and implemented by the employees within both
the departments, it is a time to freeze their position with change and make them work
over the same policies in order to maintain the efficiency of operation for reducing cost
and providing employees a better working environment where they get valued so that
they remain with B. N. Foray fro longer duration (Lin and Liu, 2017).

This model support B. N. Foray in implementing the change toward optimization of HR
practices in more efficient manner which help in eliminating the issues and improving the
performance by keeping competent employees retained. But for effective execution of this
model, effective leadership Theory must be adopted which ensure systematic implementation of
changes. Hence for this situation transformation leadership will be more appropriate as it support
the leaders of B. N. Foray to implementing the HR policies in effective manner for bring changes
in operations by creating vision for guiding over changes through inspirations and executing
changes.
Costings
This section consists of overall expenses that get occur while implementation of change
with the help of theories which is of non-recurring nature. The cost structure is mentioned below:
Particulars Amount(£)
Arranging resources for training
Amount required for brining contracted
employees
Cost for arranging leadership session for
motivating employees
Cost required for arranging resources for this
training session
400
800
500
500
Total 2200
Risk Register
Risk register is basically refers to a tool which help in documenting the risk and action in
order to manage each risk in effective manner (Harms and et. al., 2017). The risk register of B.
N. Foray in term of optimize HR practices implementation is given below:
Risk
description
Chances of
occurrence of
risk
Impacts if
risk occurs
Actions to mitigate risks

Increase in
costs
Low High Proper budget will be formulated and
communicated with the team members so
that actions can be performed as per cost
available. In case cost increase then a reserve
fund will be kept secure to deal with issue.
Delay in time Low High By analysis the reason of delay and
monitoring all the activities while regularly
evaluating the performance for ensuring that
each action must get performed on timely
manner in order to mitigate the risk of delay
in operations.
CONCLUSION
From the above mentioned report it can be concluded that human resource management
plays a crucial role in the management of whole organisation and performance of activities in
effective manner. Hence, for performing better an organisation must ensure that the optimization
should be their within HR policies and practices. So that there is a smooth flow of operation by
ensuring appropriate implementation of management and leadership tactics for keeping
employees motivated, retained and directed toward the organisational objectives.

REFERENCES
Books & Journals
Alha, wan, Mohammad; Mat, Norazuwa Bt, 2015. Antecedents of turnover intention behavior
among nurses: A theoretical review. J. Mgmt. & Sustainability, 5, p.84.
de Klerk, S. and Stander, M. W., 2014. Leadership empowerment behaviour, work engagement
and turnover intention: The role of psychological empowerment. Journal of Positive
Management, 5(3), pp.28-45.
de Oliveira, L. B., Cavazotte, F. and Alan Dunzer, R., 2019. The interactive effects of
organizational and leadership career management support on job satisfaction and
turnover intention. The International Journal of Human Resource Management, 30(10),
pp.1583-1603.
Harms, P. D. and et. al., 2017. Leadership and stress: A meta-analytic review. The leadership
quarterly. 28(1). pp.178-194.
Lin, C. P. and Liu, M. L., 2017. Examining the effects of corporate social responsibility and
ethical leadership on turnover intention. Personnel Review, 46(3), pp.526-550.
Memon, M. A., Salleh, R. and Baharom, M. N. R., 2016. The link between training satisfaction,
work engagement and turnover intention. European Journal of Training and
Development, 40(6), pp.407-429.
Topolosky, P. S., 2014. Linking employee satisfaction to business results. Routledge.