People Management Report: HRM Concepts and Practices at TCS NSW

This report delves into the application of people management concepts and HRM practices within the context of Tailors Catering Supplies (TCS) NSW store. It addresses key questions regarding the implementation of effective HR planning, policies, and strategies to manage workforce performance and achieve organizational goals. The report explores various HRM components, including recruitment and selection, employee motivation, transformational leadership, and performance management. It further analyzes the role of a store sales manager in improving team performance, offering insights into setting goals, providing training, and fostering a collaborative work environment. The report also examines effective recruitment strategies and techniques, including job attraction methods and the use of e-recruitment software, while considering their advantages and potential drawbacks. Overall, the report provides a comprehensive overview of people management principles and their practical application in a business setting, with specific focus on a case study scenario.

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Contents
Introduction.................................................................................................................................................3
Main Body...................................................................................................................................................3
References.................................................................................................................................................14

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Introduction
Do to the growing contemporary issues in the HRM, it becomes essential for the management of
an organization to manage the performance of the working staffs by applying the effective HRM
concepts and theories to ensure a high performance culture and productive workplace. This
report will analyze the application of the people management concepts and theories to the case
study by answering the questions (Armstrong, 2011).
Main Body
Q1.
The HRM concepts and practices will be effective in designing and implementation of the
effective HR planning, policies and strategies that could be applied to NSW store of Tailors
Catering Supplies to manage the performances of the workforce toward the achievement of the
organizational goals and objectives. The HRM concepts and practices will include the
components, such as recruitment and selection, retention, promotion, organizational culture and
work environment, training and skills development, leadership and management, employee
motivation and job satisfaction, employee participation and engagement, pay-off and
performance appraisal, and feedbacks and awards (York, 2009).
The development of the human resource policies, processes and strategies will assist the
organization of TCS at NSW store to reinforce the job performance, behaviors, attitudes and
actions of the human resources toward the goals-accomplishment and meeting the corporate

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objectives. The motivational theory, like Maslow’s Hierarchy needs theory could be applied by
the sales manager to enhance the motivational level and enthusiasms of Barry and team members
by encouraging them for the achievement of the sales objectives and targets. This motivational
theory will be effective to motivate the employees for the personal achievement and professional
career development by fulfilling different needs, such as safety, physiological,
social/belongingness, self-esteem, and self-actualization. The transformational leadership could
be applied to the store case for transforming the leadership behavior of the store sales manager to
cope with the organizational requirements and workforce behaviors and establish coordination
and positive working relationship with them (Wilton, 2010).
The HRM practices will include planning the work, setting standards of performance, continually
improve the performances and developing capacity to perform, flexible and learning work
environment, high performance culture, periodically evaluating the performance and reward
management system that could be applied to TCS store case for ensuring the productive
workplace to attain the optimized productivity of the employees. Staffing process could be
applied to the organization for analyzing the actual human resource requirements for performing
the multiple store operations or job tasks at Tailors catering supply store. Along with this, the
recruitment and selection process could be followed by the HR administrative staffs of TCS store
for employing the best selected candidate for the designation of the store sales manager and other
job posts after analyzing their skills levels, educational qualification, and competences for the
different job tasks or multiple operations (Mathis and Jackson, 2010). The retention strategy may
also be applied to retain the high-performing and experienced employees by offering them the
high job posts with the promotion or salary increment in the pay grades. The job design and

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specification is an important HRM approach that could be applied to attain higher performances
and better production outcomes from the workforce at the store by assigning their job tasks,
duties, roles, and responsibilities.
The employee development is an important organizational HRM process that includes
development/improvement of the current skills, technical and product related knowledge,
capabilities, and customer service quality by providing the training and development programs.
The workforce performance management is also an HRM concept that could be applied to
monitor and evaluate the performances of the employees by the using the performance
management methods, such as feedbacks, performance appraisal, balance scorecard and annual
reviews for comparing against the set performance metrics or measures. The compensation and
reward management will encourage the workforce to give the best performances toward
attainment of organizational goals and objectives by providing them performance based
monetary (pay-offs, bonuses, incentives, salary increase) and non-monetary benefits
(appreciation and performance appraisal).
The integration of the human resource processes with the organizational strategy will assist in
developing effective HRM plans and policies in line with the organizational strategy after
assessing the external environmental impacts and organizational requirements (Truss, Mankin,
and Kelikher, 2012). The use of the information and communication technologies (internet-
enable applications, intranets, extranets, Skype, and team viewer) will be effective to create the
high level of communication and interaction with the staff members. The innovation business
model, advanced technologies, and internet-enabled software applications could be applied to

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enhance the technological competence, creativity and innovation, and capabilities of the staff
members within the organization.
Q2.
If I were at the position of the store sales manager in place of Samantha within the organization
of NSW store of TCS, I will play my role, duties, and responsibilities effectively over the time
period for improving Barry’s performance as well as overall team performance. I might have
communicated the mission, goals and objectives with Barry and team members and set the sales
targets for Barry and other team members. I should have provided a high performance and
productive culture for attaining good production outcomes from the team members. Along with
this, I might have focused on the group performance, team work, cohesion, and collaborative
efforts for achieving the performances and production outcomes from Barry and other members.
I might have fixed meetings with Barry and other sales team members to identify the previous
sales records of the company as well as define the further goals, action plans, and strategies for
the next five years to achieve the sales targets and corporate objectives of Taylors Catering
Supplies’ NSW store. I should have focused on the organizational performance with priority
rather than personal relationship with Berry and other team members (Gray, 2010). I might have
managed extra training session to Berry and other sales team staffs for enhancing their current
product knowledge, technological skills and creative thinking, and customer service experiences.
I might have advised Barry to enhance his competence in computer knowledge and use of online
applications and software to cope with the business requirements and market demands.

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I might also have convinced and committed Barry and other sales team members to understand
and undertake their roles, duties, and tasks responsibly for meeting the corporate objectives and
sales targets of the store. I should have committed them to attend the customers well with great
communication and intended purpose of increasing sales revenues and establish positive and
long-term relationship with them. I should have provided a collaborative and ethical treatment by
convincing berry to improve his weaknesses rather than demanding the replacement of Berry
because Barry’s working experiences and area knowledge of New South Wales could assist in
boosting sales revenues by growing the catering supply business in the area. Along with this, the
new recruited sales personnel couldn’t be expected to give the extraordinary performance in
place of Barry.
I might have managed the sales operations for TCS’ product, catering supplies in the NSW area
for the hospitality businesses (hotels, restaurants, clubs, hostels, apartments, bars, and marriage
halls) by achieving the great interest and active sense of involvement of Barry other sales staffs
to perform their duties in a responsible manner (Boxall and Purcell, 2011). As a store sales
manager, I might have developed effective sales strategies and action plans for achieving the
large sales revenues with profitable growth. I should have collaborated Barry and other team
members for encouraging them acting on the identified objectives, strategic plans, and set targets
in order to meet the store corporate objectives and goal of sales revenue maximization.
I might have provided a supportive and learning culture with good management support, learning
environment through training and seniors’ support, high communication and interaction with
Barry and other team members for enhancing their job performance and morale. I might have

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adopted an effective performance management and control process for having the strong control
and supervision on the team performance. I might have asked them to regular reporting to me on
regular basis for analyzing their sales performance and accordingly to provide them appropriate
feedbacks on their performance for the further improvement. I might have recommended an
adequate pay structure by including the sales performance-based compensation and reward
system. I might have managed adequate pay-offs for their good performance along with
monetary (bonuses, incentives, salary increment), and non-monetary rewards (performance
appreciation/appraisal, and other welfare schemes) for the job satisfaction and high morale of
Barry and team members (Crawshaw, Budhwar, and Davis, 2014).
Q3.
At Taylors Catering Supplies, the effective recruitment strategies and techniques can play an
important role in recruiting the skilled, potential and experienced store sales manager in place of
Samantha for NSW store for managing the store team performance and sales operations
effectively. The job attraction strategy, such as giving advertisement for the job post of store
sales manager at NSW store of TCS organization in the newspaper, job alert websites, social
media posts, and placement websites (LinkedIn, Monster, Orkut) will assist in finding the large
number of applicants for the relevant job post. TCS organization can also use the principle
recruitment sources, such as external recruitment agencies or online placement agencies to
recruit the best capable and experienced personnel with the potential skills, talent, multiple
expertise, and adequate job competences for the position with strong ability to perform the store
operations effectively (Griffin, 2013). The HR administrative staff could conduct an effective

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recruitment process through the interviewing, documentation and skill aptitude test of the
applicants for recruiting the deserving candidate for the relevant job post.
The documents, like Job application, Curriculum Vitae (CV), Experience Certificate, and
educational qualification documents will assist in getting an idea or data about the personal
achievement, professional background, and experience level of the applicants to match with the
job type, required skills and knowledge, and capability needed to perform the store sales
operations. The interviewing will assist in screening the skilled and potential applicant for the
post of the store sales manager at TCS’s NSW store by examining their skills, expertise, and
current knowledge about the relevant work. The questions during the interview process will
assist to inquire the communication skills, marketing abilities, area knowledge and customer
handling activities. The skill aptitude test could he held to analyze whether the job applicants
have required skills and job competences to perform the job related tasks and sales operations at
TCS store. Additionally, the experience certificate and educational qualification documents will
examine the professional work experiences, personal achievements, and qualification status of
the applicants.
All these attractive recruitment strategies and techniques will be advantageous to the TCS
organization in attracting top talents or screening of the selected candidates from the list or pools
of applicants. These strategies will also be effective to employ the best candidate having the
adequate skills, knowledge, and job competences for performing all store operations effectively
(Jelinek, 2010). But, these strategies may be ineffective because of time-consuming and costly
that will require the long time for the applicants waiting, finding, and checking the job profile

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and documents, and finalization of the interviewing. It may also be inappropriate for the
employer of TCS organization to check the job related documents of all applicants.
TCS Organization has purchased e-recruitment software that will be effective to recruit and
select the best candidate for the post of the store sales manager at NSW branch of TCS
organization. This software will be linked to the social media sites (Facebook, LinkedIn, Twitter,
and Pinterest) to place the job advertisement on the social networks. This software is installed to
find the suitable candidates on these sites through an online process for checking their
educational qualification, professional work experience, and job competences through the
attached documents, like CV, experience letter, and educational qualification details. The e-
recruitment process may be effective for the organization to select the best and potential
candidate because of less costly, less time consuming, and majority of high-profiling candidates
(Jackson, Schuler, and Werner, 2011). The employer can create direct conversation through an
effective communication process with the talented candidates that will assist to collect the large
amount of data about their personal achievement and professional experiences of the applicants.
It may also be inefficient because of the server problems, lack of effective communication,
regular checking and up-gradation of the information on the sites, and sometimes unavailability
of the applicants online or long waiting for the final process.
Q4.
Samantha, the sales manager of Tailors Catering Supplies for NSW Store stated during his brief
exit interview that there are lots of job stress/tension and pressure on her while managing the
overall store sales operations because of management of the performance of the people for the

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achievement of the sales targets and store objectives. The job stress on him could be identified
from the workload, depression and frustration, employee anxiety and grievance,
conflicts/problems with coworkers, lack of communication, coordination, and teamwork,
inability of the manager (Samantha) to manage the team performance (Barry and other team
members), ineffective control process, and lack of staff commitment to understand their roles
and responsibilities (Kumar, 2010).
According to my opinion, there are several processes that TCS should undertake for identifying
and minimizing the stressors in the business. The organization should focus on conducting an
effective recruitment and selection process through the documentation, interviewing, and skills
aptitude tests for selecting the suitable and experienced candidate in the form of store sales
manager in place of Samantha suited to the job profile and business requirements. Staffing is a
process that will assist the organization to meet the HR requirements of the organization by
employing the right candidates to the right job posts in order to reduce the stress and job pressure
from the workplace.
The job design is an important organizational process that Taylors Catering supplies should
undertake to assign the tasks, duties, roles, and responsibilities of the different staff members as
per their skills level, knowledge, specialization and expertise. The job design techniques, such as
job enlargement, job enrichment, and job enrichment will assist to prevent the job stress and
pressure at the workplace by allowing the flexibility to the staff members by employing them
new task, assigning new roles or transferring them to other store operations for minimizing the
repetitiveness or monotonous of the tasks (Martin, 2010). The job specification is another

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approach to specify the job tasks or work operations matching the job profile, educational
qualification, and expertise of the employees that will reduce the job stress/tension, high
workloads and pressure, discontent, disinterest, and absenteeism of the employees from the
workplace.
The performance management and control mechanism is an important HRM process that the
organization is required to undertake to have strong control and supervision over the work of the
employees by comparing their performances against the performance measures/indicators.
Goals-setting is an important organizational process that could be carried out to communicate the
organizational mission, goals, objectives with the organizational staffs for performing their tasks
and duties responsibly as per the set targets and objectives. The team work, group performance,
flexibility of shifting hours or working conditions, and high communication and interaction,
management support and employee participation and engagement are such HRM processes that
could be considered by the management of the organization for ensuring a productive workplace
by reducing the job pressure and stress from the mind-sets of the employees.
By using the organizational and individual techniques, there are several prevention methods that
could be followed in the NSW store of TCS to cope or reduce the job stress or pressure. The
method, like overtime or assigning increased tasks or added responsibility causes for the high
work stress should be avoided. The store manager, Samantha should avoid conflicts or disputes
with the staff members. An ineffective control mechanism should be avoided for having good
supervision and control on the performances of the employees. The unsafe working conditions
should be avoided to win the confidence and loyalty of the staff members. Along with this, the