Report: People Resourcing and Development in UK Biscuit Companies

This report examines the critical issues surrounding people resourcing and development within the UK biscuit manufacturing sector. It identifies challenges such as skill gaps, lower productivity compared to continental European counterparts, and deficiencies in advanced technology training. The report delves into the reasons behind the UK's productivity lag, highlighting the polarization of the workforce, lack of vocational qualifications, and a focus on mass production over customized quality. Furthermore, it explores specific HR practices that UK biscuit manufacturing companies can implement to enhance their competitiveness, including strategic training and development programs, hiring skilled employees, fostering a strong internal culture, and implementing effective reward systems. The report concludes by emphasizing the importance of aligning HR strategies with organizational goals to improve employee motivation, productivity, and overall market performance, and highlights the importance of employee empowerment and technological advancements in achieving success.

People Resourcing
and Development

Contents
Contents...........................................................................................................................................1
INTRODUCTION...........................................................................................................................2
MAIN BODY..................................................................................................................................2
What are the issues with the resourcing and development in biscuit manufacturing companies
in the UK?....................................................................................................................................2
Why is the UK productivity level of biscuit manufacturing companies lower than companies
in continental Europe?.................................................................................................................3
What HR practices can UK biscuit manufacturing companies use to increase their
competitiveness in the marketplace?...........................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Personal resourcing are the subject of incorporation of keys which are featuring the major
HRM practices with relational of organizational growth and performance. The performance of
organization has been identified as the ability in order to have proper establishment of
communication with right number of skilled and motivated employees which are committed to
add value to company productivity and performance (Rosenow and Eyre, 2016). The increase
level of awareness in term of development or organization talent will lead to have securing and
developing the various skilled talents within the organization. National training and
infrastructure has been identified for gaining the competitive advantage in manufacturing
company of biscuit. In this repost t5here will be discussion on issues with the resourcing and
development in biscuit manufacturing companies in the UK along with lower level of
productivity as compare companies in Europe . The report will have further discussion on
various HR practices that UK biscuit manufacturing companies used to increase their
competitiveness in the marketplace!
MAIN BODY
What are the issues with the resourcing and development in biscuit manufacturing companies in
the UK?
The major issues that is faced by the biscuit company in overall development pf the production
and lack of efficiency as company to the German company is that there is level of product gaps
as compare to other industry prevailing in country. The industries of UK are working at the
traditional level have the smaller productivity gap as compare to the various branches at
economic level. The productivity gaps are the term which is been used in order to have the
output per worker who ids employees remain low as many as compare to te4 other competitive
industrious in at international level. The next issues of the company is that the employee in
organisation are level of been polarised as between ‘unskilled’ workers and highly skills workers
(Mayfield, Mayfield and Wheeler, 2016). The next issue that there is lack of hr advanced training
in advance technology training which will help in the having proper management in logistical
and managerial functions which provides the level of support and proactively improvisation. The
British company have major focus on mass production rather than the batch production which is
lacking them to have proper improvement in quality of products and higher degree of

customization which help in achieving more and more customer satisfaction level. The company
is gassings the major issues in order time management as the company has to face the wastage of
time due to have smaller group of skilled employees which can have the resolution of smaller
issues Havering in company. The company is lagging behind the German company in terms of
quality, profit margin and more customer satisfaction w after having advance level of technology
which is directly or identifying impacting productivity of company at larger level.
Why is the UK productivity level of biscuit manufacturing companies lower than companies in
continental Europe?
As refer to the case study is has been identified there is comparison between the food oppressing
company in between the four European countries in better systemically factors of the production
system of biscuits in better manner. The manufacturing system has been compared as per the
presence of workforce skills along with productivity and technological levels. The industries of
UK are working at the traditional level have the smaller productivity gap as compare to the
various branches at economic level. The productivity gaps is the term which is been used in
order yo have the output per worker who ids employees remain low as many as compare to te4
other competitive industrious in at international level (Saddler and Hills, 2017). This creates a
level of disadvantage and loss to company as compare to composite sin Europe. The UK
workforce has been identified as been polarised as between ‘unskilled’ workers (those with
neither a degree nor vocational qualifications), and highly skills workers (those with a university
degree in the field). There is lack of advance level of training among the employees as most of
them have the degree of master and working as the spot supervisory. The advance level of
training in managing the technological advancement leads to have development and managing of
logistics and managerial functions. In the contrasts level the British have the low level process
workers with harshly any availability of supervisors lacking with vocational qualification. This
has the proper reflection of the difference between the vocational background. The performance
of organization has been identified as the ability in order to have proper establishment of
communication with right number of skilled and motivated employees which are committed to
add value to company productivity and performance. It was state that there is use of advance
technology to have proper merchandize, automation and standardization of product.

The Britisher have the major concern over production of which having the standardized mass
production which is deceiving the economies of scale in order to have completeness with
workers (Joseph, 2015). These have the competitive approaches which have the consistence
over competitive approaches to be the consistent over different workforces’ skills. The company
have the lagging over the quality of products as compare to the German companies. The British
technology has been identified as the more efficiency in having the product of product as
compare to rival technologies. There was major issues for the lower production as the country
was inefficient with skill employees and supervisors. Having advancement in skill professional
and the plants focused more on small and medium-sized batch production and a higher degree of
customization and quality rather than price. It has been identified as the company is able to haver
no longer Machine downtime was overall longer significant impediment to British plant
production.
This fact has been attributed in continental plants, supervisors with advanced vocational
qualifications were fail to perform routine machine maintenance but also have the capability of
repairing machines temporarily until new machinery was bought or existing machinery was
repaired by experts (Hughes and et.al, 2019). The company have to face the issues in having
proper production in company because of not having the skilled level of employees. In the world
of globalization, the customer is having more relevance in ideas of having products which is
emphasis especially German products on product quality, product extensions and customization.
There were major issues in terms of lower production as British biscuit companies were not
coefficients with skill employees and supervisors. The German companies were having
advancement in skill professional. The plants focused more on small and medium-sized batch
production and a higher degree of customization and quality rather than price so that they can
enhance the warning of the premium in better understanding t5o related products.
What HR practices can UK biscuit manufacturing companies use to increase their
competitiveness in the marketplace?
The main importance of HR activities is to have the proper linkages to the company in gaining
the competitive in development of company in market place. There is various strategy that the
human resource department can have for having the implementation of attaining the success in
achieving the competitive edge in market (Hughes, and et.al, 2019). The human resource

management can have the proper leverage true competitive advantage in orders for achieving the
success through having people practices in organisation.
The HR can develop the skill among the workforce with a lot of training and
development as the highly skilled employees will make the allowance of offer the superior
quality of products which will help the company to have the premium quality of products in
order to have gain over competence market against the German products.
There should be post training analysis in orders to have proper evaluation of the employees
which will help then in order to have proper motivation and help other in their effective
performance. Proper monitoring by HR department will make the company to have acknowledge
in any perceived level of improvement which have inclusion of strategic human resources
development guidelines.
The next step that the HR can take by hiring the skilled employee who are having the knowledge
regarding the mechanism in order to have proper increase over operational level activities to gain
the operational effectiveness (Hassan, 2016). This will help in reducing the cost at internal level
which will substantially have increase in profit margins.
There can be development of strong internal cultures by human resource department which will
marked by high level of employee engagement in having the estimation in level of increasing
productivity and profit margins.
The HR activities can have the further development in order to roper basis of criteria
development in order to have the proper evaluation of applicants. there is the development of
proper traits in orders to have proper employee engagement which make employee more
motivated in supporting the entrepreneurship and innovation in company. There will basic leads
in commercialization process in orders to have gain over competitive.
The HR of companies should have the effective try to having the empowerment to employees
which is given by the organisation’s autonomy, authority, trust and the further encouragement
for accomplishing the task. There is lack of advance level of training among the employees as
most of them have the degree of master and working as the spot supervisory. The advance level
of training in managing the technological advancement leads to have development and
managing of logistics and managerial functions. In order to have the solution of this issues the
company HR department should make the extensive training for all users upon whom your
organization depends on for the successful implementation of the system.

Awareness in all employees of the company will provide importance of the system. Build trust
and confidence among the workers regarding their job accomplishment. Give them access to
their own respective data and allow them to submit requests or applications on-line such as
claims, training, and so on (Berber and Lekovic, 2018). There has been identified that there is the
need for development training in orders to have gain over the performance management as there
are having the relation in company growth and development. There should be proper training and
development along with revisiting the one performance. The last can be more effective ways is
by providing the performance with effective reward system. A reward is termed as the work
outcome with positive value to the individual in terms working honestly in organisation.
Organizations are rich in rewards for people whose performance accomplishments help meet
organizational objectives. Rewards are used in order to have identification of basic needs as
people and different and need varsity range of promotion as this the widely developing trend
toward empowerment in British industry as many employees and employers are beginning to
view traditional pay systems as inadequate.
CONCLUSION
In the following report it can be conclude that the performance of organization has been
identified as the ability to have proper establishment of right number of skilled and motivated
employees which are committed to add value to company productivity and performance. The
British company is facings many issues as all having the effectiveness ad advance level of
technology and other more advance technology than German company (Amin, 2016). The issues
were lack of skilled employee, lacks of proper time management, increase level of internal cost,
lack of motivation in employee which making the been lagged with level of as compare to
German products. The company have the lagging over the quality of products as compare to the
German companies. The British technology has been identified as the more efficiency in having
the product of product as compare to rival technologies. In order to gain the level of
competitiveness for the company the HR department should develop the skill among the
workforce with a lot of training and development as the highly skilled employees will make the
allowance of offer the superior quality of products which will help the company to have the
premium quality of products in order to have gain over competence market against the German
products. The company can hiring the skilled employee who are having the knowledge regarding

the mechanism in order to have proper increase over operational level activities to gain the
operational effectiveness

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