Strategic HRM: Boost Juice Case Study Analysis, Semester 3

This case study analysis examines the human resource management (HRM) strategies of Boost Juice, a popular Australian juice and smoothie chain. The analysis explores the unsustainability of Boost's growth strategy from an HR perspective, focusing on issues in recruitment and performance management. It highlights the contribution of HR to the company's "Love Life" culture and the role of HR in ensuring continued investment from international franchise partners. Furthermore, the analysis delves into the HR implications of Boost's international strategy, emphasizing the importance of maintaining brand integrity and addressing cultural differences. The case study concludes by describing the strategic role of HR in Boost's future, including recruitment, training, payroll, and employee relations, and discusses the application of McClelland's theory of motivation to enhance employee performance and productivity. It emphasizes the importance of HR functions in fostering global collaboration, ensuring compliance with labor laws, and executing future strategies through effective policy formulation, customer relations, and international expansion, ultimately aiming to enhance Boost's market leadership.

Running head: BOOST CASE STUDY ANALYSIS
Boost Case Study Analysis
Name of the Student
Name of the University
Author’s Note:

1
BOOST CASE STUDY ANALYSIS
1. Explanation of Growth Strategy of Boost being Unsustainable from the HR
Perspective
Boost Juice was started in the year of 2000 in Australia and is also considered as one
of the most popular and significant organizations. However, recently there had been an
instability in their growth strategy. One of the major issues for such unsustainable growth
strategy in Boost is from recruitment and performance management (Noe et al. 2017). They
are not focusing on recruitment panel and as a result, several underserving candidates are
getting selected in their business. It is leading them in reducing chances of brining other
significant impacts of growth and development. Moreover, they are also not contributing
enough to the performance management of the employees. Hence, growth strategy has
become unsustainable at Boost.
2. HR contributing to the Love Life Culture of Boost
Boost is a global brand that has been built on stronger marketing as well as operations
foundations. As a result, they have achieved an extraordinary awareness of 94% during the
first 5 years and has also improved chances of competing with their competitors (Mondy and
Martocchio 2016). The International Franchise Partners of Boost mainly belong to the
diversified backgrounds and few industries. These partners eventually hold the subsequent
love life attitude, which helps us in growing the organization into the most significant brands.
The HR department delivers the most unique customers’ experiences on the basis of love life
culture. Janine, being the founder has eventually focused on this culture for maintaining a
healthy working environment.
3. Role of HR in ensuring that their Partners continue in Re-Investing at Boost
The International Franchise Partners of Boost come from diversified backgrounds and
industries. Due to the diversity from different parts of the world, these partners are continuing

2
BOOST CASE STUDY ANALYSIS
to provide high growth and profit to the new markets with their unique strategies. In the year
of 2013, it was noted that more than 40% of the existing franchise partner network had
invested in Boost and they are now owning more than 1 business of Boost Juice (Cascio
2015). The entire HR department is responsible for ensuring that these partners would
continue re investing at Boost. Since there had been major disruption in the entire industry of
juice, the organization should focus on recruitment and selection of the new employees, as a
part of their HR functions.
4. HR related Implications of the International Strategy of Boost
There are some of the most significant and important implications of HR for the
international strategy of Boost. This particular strategy recognizes that the customers in the
entire world comprise of various customs, different values, media habit and tastes to
eventually understand the significance of global brand consistency (Noe et al. 2015). It is
imperative that the original integrity of the brand values as well as messages are being
maintained. Another significant implication includes maintenance of brand name by
including a workplace safety and training and development. Moreover, the HR department
has also ensured that in spite of having globalized business, cultural differences are avoided
to a high level.
5. Description of HR Function playing a Strategic role in Future at Boost
The main functions of human resources involve recruitment and selection, staff
training, payroll, employee relations, labour law compliance and record keeping. As a result,
the major performance issues, present within the employees of Boost could be extremely
problematic for their growth and development strategy (Bratton and Gold 2017). These
distinct functionalities are vital for ensuring that the organization is meeting every essential
need of staff and management. HR functions play one of the most significant and important

3
BOOST CASE STUDY ANALYSIS
strategic roles for Boost in future. These functions majorly handle the entire business and
make sure that proper policies and procedures are being designed for bringing out a
productive and safe work facility (DeCenzo, Robbins and Verhulst 2016). Effective
management of individuals within international settings needs motivation and inspiration to
employees for working together, even after belonging from different diversified locations.
According to McClelland’s theory of motivation, the organization should make their
employees understand about three vital needs, which are need for achievement, need for
power and need for affiliation (Chelladurai and Kerwin 2018). As soon as the employees
would identify these three needs, he or she would be motivated to provide maximum
production and hence increasing productivity in Boost. It is extremely important and
significant to ensure that a set of standards is being obtained and striving for succession. The
need for achievement is the behaviour that is being directed towards high competition with
the subsequent standard of excellence (Sparrow, Brewster and Chung 2016). The second need
is the need for power that is mainly concerned while making a high impact on others and to
influence others.
The high need for power would allow the individuals in providing subsequent
production and also influencing the other employees in Boost. The major concern for
maintenance of leader and follower relations is being characterized for the individuals
(Jackson, Schuler and Jiang 2014). The final need for affiliation is the desire for
establishment as well as maintenance of warm and friendly relation with any other employee.
One of the major duties of this HR in Boost include ensuring that the business is operating in
compliance with all the labour laws. These HR functionalities also comply with the set of
rules and employment regulations (Anderson, Fontinha and Robson 2019). Boost has focused
on their recruitment and selection of different employees and staff, so that it becomes easier

4
BOOST CASE STUDY ANALYSIS
for them to involve several new employees in bringing changes and high production without
any complexity.
Moreover, to ensure success of strategy in the future, they are fostering global
collaboration. The HR professionals have become highly generalist and they tend to know
less regarding regular internal operations as well as focusing maximum on ensuring personnel
work collaboratively as a team (Kramar 2014). The functions also focus on competitive
advantages, economic survival and profitability for tough financial times. The role of HR is
being limited to recruiting staff, management of advantages as well as handling disciplinary
activities to ensure controlling of expenses, reduction of employee attrition or even
participation within the organization. One of the major strategies is their customer relations
for setting Boost apart from different competitors in the entire world. The HR functions, such
as recruitment and selection and policy formulation are responsible for enhancing growth of
their strategies in the future, so that they are able to lead the Australian market majorly
(Tyson 2014). Moreover, scope for marketing is also enhanced and it ensures that the clients
comprise of core opportunity for interactive communication, when they want to share their
feedback and experiences, either negative or positive.
Another vital role that the HR function has played in enhancing strategy for Boost is
by embarking the international expansion strategy with other franchises in the world. It is
being by record keeping and tax compliance (DeCenzo, Robbins and Verhulst 2016). The
entire HR office is responsible for record keeping of the entire business and there should be
records of income, expenses, summary of the business transactions and purchases. Employee
records are also maintained and business information is easily communicated in all the outlets
of Boost Juice in Australia and rest of the world. Furthermore, the next vital and significant
HR function that is responsible for bringing maximum success is the strategy execution for
future is payroll and benefits (Sparrow, Brewster and Chung 2016). The subsequent

5
BOOST CASE STUDY ANALYSIS
dispensation of the payroll comes under the duties of HR and these are majorly handled by
the staff of human resources.
Proper management of employee relations is also enhanced to a high level and it is
required for encouraging employees in the work place, so that proper solutions are being
given under every circumstance. As a result, the employees are able to provide maximum
productivity and strategy becomes successful without much complexity. Inter relations
amongst the employees are also required for maintaining a proper working environment
(Bratton and Gold 2017). The HR function also plays a significant role in the employee
performance improvement plan, which is also considered as one of the most significant and
important requirements in executing a successful strategy in the future. This particular
department of HR is highly instrumental for setting up of performance improvement plans
and these are written proposals that are being designed for helping to struggle the staff in
improving their work for raising it to a specific expectation level of the organization.
A proper description of the performance and behaviour of the employees is highly
required for Boost to ensure that they are providing proper performances without much
complexity and will be providing in the future to ensure that the strategy is effective and
efficient (Mondy and Martocchio 2016). As a result, the goals and objectives of the
organization would be easily and promptly achieved and Boost Juice would be gaining
maximum success. Moreover, the organization would be able to execute the future strategies
easily and would be involving maximum growth and development opportunities with the
involvement of the employees. International teams would also be made with the help of these
HR functions and it would allow the company of Boost Juice in building stronger teams and
getting individual recognition in the entire globalized market (Chelladurai and Kerwin 2018).

6
BOOST CASE STUDY ANALYSIS
References
Anderson, V., Fontinha, R. and Robson, F., 2019. Research methods in human resource
management: investigating a business issue. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W.F., 2015. Costing human resources. Wiley Encyclopedia of Management, pp.1-1.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic
human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human
resource management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Mondy, R. and Martocchio, J.J., 2016. Human resource management. Pearson.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2015. Human resources
management. Instructor, 2015.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Tyson, S., 2014. Essentials of human resource management. Routledge.

7
BOOST CASE STUDY ANALYSIS