Report on People Resourcing and Development at Fred McRae's Foods

This report provides an analysis of people resourcing and development strategies, focusing on how companies can improve employee productivity and address redundancies. It evaluates the use of the People Resourcing and Development model, centralized training models, and matrix models to enhance employee skills and performance. The report also discusses various Human Resource Management (HRM) practices, such as providing employee security, training in needed skills, and fair compensation, to identify and address poor performance. Furthermore, it explores methods for developing employee skills and competencies through employee development programs, professional training sessions, cross-departmental collaboration, communication systems, and emphasis on soft skills. The analysis is contextualized with examples related to Fred McRae’s Quality Foods, offering practical insights into improving workforce management and achieving business success. Desklib provides access to this report and a wealth of other study resources.

ONLINE TEST
PEOPLE RESOURCING
AND DEVELOPMENT

TABLE OF CONTENTS
PART A...........................................................................................................................................3
PART B............................................................................................................................................4
REFERENCES................................................................................................................................7

PART A
2.
It is very necessary for the company to ensure the quality work as it helps them to
improve the employee productivity in the organization. By attaining the certain goals and
reducing the missing deadlines it will help the company to grow in the market at the faster rate.
By making the employees to do work will help the company to check the employees have the
right skills to do work in the organization (Ringle and et.al., 2020). As the company also face the
problem regarding the redundancies which reduces the staff in the organization. This can be
evaluated by using the People Resourcing and development model. This model will help the
company to know about the various methods in order to develop the employee’s performance in
order to check their skills. By knowing about the exact skills of the employees makes the
company to have better productivity by assigning the work accordingly.
The company can use the centralized training model that helps the company to provide all
the resources, training and development in order to reduce the redundancies in the organization.
The training programme must be centralized as it helps them to have the greater alignment by
having the best business strategy. This will help the company to know about the performances
and skills of the employees and provide the training goals to meet up the needs of the people
(Hong, Zhao and Stanley Snell, 2019). By having this it will help the company to have
monitoring of the performance of workers in the organization. The HR of the organization invest
heavily in the training for the employees as it helps them to have good productivity in the
market. This will lead to have development in the skills of the employees and helps them to
know various skills.
The other model that the Fred McRae’s Quality food can use in order to improve and
identify the skills of the employees is matrix model. In this model, the trainers in the
organization used to report to the training mangers and other managers which are expertise in
particular field. This will make the managers to know about the training session held by the
trainers and also to know about the skills that have enhanced by the employees. This will help
the company to have the proper coordination with the employees and trainers. This used to
motivate the employees to give their best in the training as report is send to the managers of the
company. This will help the company to know about the skills of the employees and will help
them to reduce the redundancies in the organization.

PART B
1. Human resource practices refers to the policies and practices that are required to have
the routine resources in the organization which includes employee staffing, staff development,
compensation management and motivating the employees in decision- making (Memon and
et.al., 2020). There are various HRM practices that helps the Fred McRae’s Quality food to
identify the poor performance of the employees is as described below:
a). Providing security to employees: If the employees in the organization is facing the
problem related to the poor performance they must check the deadlines of the projects. If
the projects are submitted after the deadlines than the company may have the poor
performance in the market. By having this it will help the company to have monitoring of
the performance of workers in the organization.
b) Training in needed skills: If the human resource of the company is having more
complaints from the customers than it will lead to know about the poor performance of
the company (Hameed and et.al., 2020). The company must check the work of the
employees before serving it to the customers otherwise this will affect the profitability
and sales of the company. By providing the training to the employees it helps the
employees to perform well in the organization.
c). Fair and performance based compensation: If the human resource management has
seen that the company has not achieved its target than this makes them to know about the
poor performance. This will lead to have the mismanagement in the company as the
employees are not performing well in the organization.
There is the training issue that the company used to retain the lower skilled
employees that where possible. This issue will affect the company in order to have good
productivity and profitability in the market. They must provide the proper training to their
staff which van use the best technologies and helps the company to grow in the market.
This is the big issue for the company to retain the low skilled workers as this will lead to
have mismanagement in the company.
The above HR practices is mentioned which helps the company to identify the poor
performers of the company. By providing the proper security to the employees helps them to

have the better performance in the company. As if the employee security is threatened this used
to affect the performance (Singh and et.al., 2021). The other HRM practice is training to their
skills. If the employees are having the poor performance than the organization must provide
training to them as it helps them to retain the employees in the organization. The HR must invest
heavily in the training for the employees as it helps them to have good productivity in the
market. The last practice is fair and good compensation as this is the best practice that the
organization must do in order to have the proper allocation of the financial resources to the
working employees on time. By implementing these HRM practices it will help the company to
make the poor performance to the best performance. These are the best HRM practices that the
company must consider in order to have the proper management in the company.
2.
The company develop the skills and competencies of its employees, in following ways:
from a people resourcing and development perspective, employees are the key to business
success so it is essential for the company to improve and develop the competencies and skills.
Every business has its own set of priorities so that they can help the business take it to the next
level. For this they must take care of the employees and offer them happy hours, benefits and
compensation. By applying Effective techniques can help the firm to meet its goals of becoming
a market leader.
Provide employee development program and personal development
The firm must provide employee development program to their all staff members which
helps them to achieve long term goals. Not only this they can also able to achieve short term
benefits like full engagement, improve productivity, high level of performance and increased
loyalty. Fred McRae’s Quality foods leaders and HR professionals must focus on providing
emotional support to staffs by talking to them on daily basis, try to solve the problems,
encouraging them to improve physical health (Park, Kang and Kim, 2018).
Offer professional training sessions- on job training and learning
For successful business it is important for company to focus on providing professional
training sessions which can be online and offline. This will help the employees to enhance the

motivational level among team members and develop competence (Some ways to develop
competence, 2022). It is mandatory to focus on providing them session based on their interest
and experience so that it keep them happier towards completing task.
Enhance cross departmental collaboration
An effective leader and HR professional must ensure that employees are able to excel at
cross departmental training which help them to bridge the gap between different cultures. It is
essential for the fred McRae’s Quality foods to offer the opportunity to learn more about each
other and exchange ideas, methods to improve skills with team mates. The employees must
provide with great opportunities such as get together, events, meetings, conferences to learn
more about other business parts.
Increase the use of communication system between employees
For motivating and enhancing the employee engagement it is essential for the company to
use proper communication system within the working place. By doing so, the team can fully
aware of the unique points of their team mates and also about the project requirements. They can
know about strengths and weaknesses of team mates and also inspire each other. While on the
other hand, Sopa and et.al., (2020) argues that if the company not able to provide proper
collaboration system between employees then this could lead to more detrimental results which
can harm the business operations.
Emphasize soft skills and improve knowledge level
As we all know that businesses are a collection of people where they work together to
achieve goals and build core and strong relationship with each other. By building relationship
and professional terms they can easily develop their skills (Sousa and Rocha, 2019). For
example- staffs can enhance ability to communicate and also improve collaboration with each
other. Active listening is necessary for the employees so that they can share important
information with each other. Leaders and HR professionals of the Fred McRae’s Quality foods
must encourage employees by emphasizing skills and improving high level of knowledge.

REFERENCES
Books and Journals
Hameed, Z. and et.al., 2020. Do green HRM practices influence employees' environmental
performance?. International Journal of Manpower.
Hong, J. F., Zhao, X. and Stanley Snell, R., 2019. Collaborative-based HRM practices and open
innovation: A conceptual review. The International Journal of Human Resource
Management. 30(1). pp.31-62.
Kenayathulla, H. B., Ahmad, N. A. and Idris, A. R., 2019. Gaps between competence and
importance of employability skills: evidence from Malaysia. Higher Education Evaluation
and Development.
Memon, M. A. and et.al., 2020. Satisfaction matters: the relationships between HRM practices,
work engagement and turnover intention. International Journal of Manpower.
Park, S., Kang, H. S. T. and Kim, E. J., 2018. The role of supervisor support on employees’
training and job performance: an empirical study. European Journal of Training and
Development.
Ringle, C. and et.al., 2020. Partial least squares structural equation modeling in HRM
research. The International Journal of Human Resource Management. 31(12). pp.1617-
1643.
Singh, S. K. and et.al., 2021. Knowledge-based HRM practices and innovation performance:
Role of social capital and knowledge sharing. Journal of International Management. 27(1).
p.100830.
Sopa, A. and et.al., 2020. Hard skills versus soft skills: which are more important for Indonesian
employees innovation capability. International Journal of Control and Automation. 13(2).
pp.156-175.
Sousa, M. J. and Rocha, Á., 2019. Skills for disruptive digital business. Journal of Business
Research. 94. pp.257-263.
Online
Some ways to develop competence. 2022. [Online]. Available through: <
https://www.feani.org/services/employability-toolkit/developing-your-competence >