Impact of National Training Infrastructure on Biscuit Manufacturing

This report examines people resourcing and development strategies within the biscuit manufacturing industry, comparing practices in the UK and the Netherlands. It explores the impact of the COVID-19 pandemic and Brexit on people resourcing and development practices in UK biscuit manufacturing companies. The report highlights strategies such as apprenticeship programs and standardized working processes in the UK, contrasted with advanced training and streamlined production processes in the Netherlands. Furthermore, it discusses the key changes brought about by the COVID-19 pandemic and suggests people resourcing and development activities that UK biscuit manufacturing companies can implement to enhance their employee brand in the post-Brexit marketplace, including human relations theory, effective financial and risk management, skilled employee hiring, marketing approaches, research and development, and ethical fund allocation.

National Training
Infrastructure and
Competitive Advantage in
Biscuit Manufacturing

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
What are people resourcing and development strategies used in Biscuit Manufacturing
Enterprises in the UK compared to those of The Netherlands....................................................1
Considering the external context of the current Covid-19 pandemic, what are the key changes
likely to impact the people resourcing and development practices for biscuit manufacturing
companies in the UK...................................................................................................................3
What people resourcing and development activities can UK biscuit manufacturing companies
use to increase their employee brand in the post-Brexit marketplace.........................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
In competitive world, people resourcing and development is significant as it permits to
explore links among external context along with development of corporate as well as HR
strategy. People resourcing is termed a process to match capabilities of human resource to
strategic together with operational needs of company. Similarly, development strategy is a plan
to ensure that employees are equipped to find or create work, participate fully in society and
attain fair benefit. Biscuit Manufacturing Industry of UK produces approximate of 60% of total
production and contribute the balance by unorganised bakeries (Lambert and Scott, 2019).
The report highlights people resourcing and development strategies that are adopted in
biscuit manufacturing entities in UK as compared to those of the Netherlands. It further includes
discussion of key changes that are likely to impact people resourcing and development practices
for biscuit manufacturing companies in UK. At last, some people resourcing and development
activities that could be used by Biscuit Manufacturing Enterprises for increasing employee brand
in post-Brexit marketplace.
MAIN BODY
What are people resourcing and development strategies used in Biscuit Manufacturing
Enterprises in the UK compared to those of The Netherlands
People resourcing and development strategy is key element of human resource
management that emphasises towards recruiting as well as releasing human resource from
enterprise along with manage performances (Lanyon, Worrall and Rose, 2018). In a company,
resourcing and development of employee ensures that company obtains along with retain people
that it needs as well as employ them efficiently. Key purpose of the strategies is to find most
suitable candidates and provide them training to make them qualified, capable and potential to
perform in the organisation for long run. In Biscuit Manufacturing Industry, people plays
significant role by contributing efforts in goal attainment. When organisations in the industry
embraces the strategies, it improves performance of current and new staff members. It also
encourages members of company to become flexible along with innovative in order to give
competition to its rivals. To resource people and develop them effectively, use of people
resourcing and development strategies in an organisation ranges from country to country.
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Mentioned below are comparison of some people resourcing and development strategies that are
used in Biscuit Manufacturing Enterprises in UK and the Netherlands:
Basis of
comparison
UK The Netherlands
People resourcing
and development
strategies
 Apprenticeship: It refers to
a strategy to resource and
train new generation of
people of trade and
professional with on the job
training along with certain
accompanying study
(Loosemore and Lim,
2018). In UK,
apprenticeship is used in
Biscuit Manufacturing
Enterprises for providing
opportunities to people to
undergo job training and
expose to real situations of
working. With this,
employees avail chance to
learn new skills for working
on advanced equipment
addition to machines,
industry specific best
practices along with learn
more for the field. It helps
organisations in the industry
to resource, develop and
maintain talents.
 Standardising working
 Advanced training: It is a
strategy that is indicated
through shaping or
structuring training in the
manner that better matches
needs of organisational
workforce. Within the
Netherlands, the advanced
training strategy is used in
areas of production
technology along with
managerial functions that
are equipped for supporting
production process in
Biscuit Manufacturing
Enterprises. The strategy
assists businesses in the
industry to gain and retain
top talents, improve
productivity, enhance
morale and earn profits
(Straub and Tanner, 2018).
 Making production
process smoother: Within
Biscuit Manufacturing
Industry of the
Netherlands, enterprises
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process: In Biscuit
Manufacturing Industry of
UK, organisations drew on
very high degree of
advanced techniques so to
mechanise, automate as well
as standardise working
process. With this, business
managers ensures that new
and existing people
performs working as per
current best practices,
simplifies and speedy
training, reduces defects,
makes results predictable as
well as making
improvements in skill sets
easier (Pot, Briggs and
Beard, 2018).
uses the strategy to permit
its people to spend more
time in experimenting with
new ideas and innovation,
for example, filling of
biscuit. The strategy helps
businesses to deliver
consistent information to
new and existing people so
that working are carried out
smoothly as per desired
criteria (Ferrara and
Jacobson, 2019). It saves
organisational money and
enhances efficiency of
people to deliver valid
outcomes.
Considering the external context of the current Covid-19 pandemic, what are the key changes
likely to impact the people resourcing and development practices for biscuit manufacturing
companies in the UK
The Covid-19 is a major pandemic, which has created major impact on business
organisations and economy of United Kingdom. Many famous international and national
companies of UK are focusing on implementation of professional strategies in order to overcome
various challenges. The business organisations at the marketplace like Tesco, Marks and Spencer
and Oxfam has faced various challenges along with huge loss in market share. The topmost
biscuit manufacturing companies in market are taking assistance of strategic and professional top
level management. In order to compete at the marketplace, it is essential for a business
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organisation to develop at marketplace (Baker-Médard and Ohl, 2019). Covid-19 has affected
major developed and developing countries in a major sense and also impacted on main trading
practices. The export and import related business practices are also impacted by Covid-19 in a
major sense as the trade between countries stopped. It is the important duty of management of
Biscuit companies to serve the customers post Covid-19 with maximum efficiency. Due to the
occurrence of Covid-19, most of the international companies focus on major practices that are
essential for long term business development. The Covid-19 pandemic has created major impact
on developing trade practices of business organisation in a significant manner. The revenue and
turnover of a company are also impacted by global pandemic. Lock down which was imposed by
government of different countries including UK developed major challenges for many
companies.
Covid-19 has also led to unemployment of various employees who were working on good
wages in biscuit manufacturing companies. The Covid-19 has also led to impact on expansion of
businesses at the marketplace and created shut down of many companies. In the marketplace,
now there is a need of proper and formal planning by the business entities to survive at the
marketplace. Many international biscuit companies of United Kingdom are also seeking the
support of government to overcome current situation (Pangrazio and Selwyn, 2021). Covid-19
has created a major challenge to the companies by creating a distinct approach to minimise risk
associated with the companies. Also the perspective of society towards a business organisation
has changed in the recent times, due to the effect caused by global pandemic. It is majorly
important for a company to adopt appropriate methods of risk and change management to
develop business operations. In the recent times, in corporate world major companies are
focusing on implementation of organisational policies which are designed by professional
leaders. There is a need in biscuit manufacturing companies to hire skilled and trained employees
to develop at marketplace in a major sense. Effective UK biscuit manufacturing companies can
also take support of management theories and models to overcome effective situations.
What people resourcing and development activities can UK biscuit manufacturing companies use
to increase their employee brand in the post-Brexit marketplace
The Brexit is a major turmoil in the economy of UK which impacted on major operations
of the company to conduct trade practices. UK's decision to leave European Union majorly led to
cause impact on the whole economy and caused inflation in the country (Malik, Budhwar and
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Srikanth, 2020). This created a major problem for many manufacturing companies of UK and
also impacted on their profitability in a major sense. The different biscuit manufacturing
companies can implement following practices in order to overcome major challenges of the
Brexit:
Human relations theory- The human relations theory is a major and universally adopted
approach which is beneficial in development of healthy relationship between employees. It is
important for a business to deliver fair practices by implementation of human relationship theory
to increase harmony between employees. In the biscuit manufacturing, this theory play a key role
in increasing communication and coordination between different employees.
Effective financial management- In order to manage, financial and accounting
transactions of a business after Brexit, there is crucial need for main financial management
(Mooney and Cullen, 2019). The financial management is important body of a company which
helps it to maintain financial strength in the marketplace.
Risk management- Risk management is very much essential for a business entity to
develop key objectives at the marketplace. It is very much important for the organisations related
to biscuit manufacturing to implement risk management models for long term sustainability.
Skilled and trained employees- In order to make business effective at the marketplace, it is
important to hire highly skilled employees. This will help in strengthening the operations of the
company in a specified manner and will also lead to develop business functions in a systematic
manner.
Marketing approach- Marketing management is considered as backbone of every
business organisation in order to promote a product at the marketplace (Langevang and
Namatovu, 2019). In the corporate world, marketing management helps a business to develop
marketing plan which is essential in increasing the sales of product. This helps a company to
develop marketing plan with consistency and effectiveness.
Research and development- It is the main duty of a company to take assistance of
professional research and development department to analyse the marketplace. Research and
development department of management companies should focus on market survey in order to
attract target customers. In order to increase the effectiveness and efficiency of the company, it is
important for a business to hire trained employees in research and development department.
Many global companies in market focus on research and development department to reach aims
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and objectives within a short period of time. The research and development of a business to be
dynamic in nature in order to maintain reputation and goodwill of the business at the
marketplace.
Allocation of funds- The allocation of funds in a company should be in an ethical manner to
gain competitive advantage at the marketplace (Van Stormbroek and Buchanan, 2019).
Allocation of funds should be there in a right manner in order to utilise resources in a systematic
manner. The business entities can take help and support of skilled financial management in order
to allocate various funds. This is the major responsibility of top level management to develop a
perfect budget which is appropriate for systematic development of whole business.
CONCLUSION
From the mentioned information, it is concluded that all business concerns strive for
resourcing, developing and retaining best as well as most talented people with the hope of
improving organisational efficiency and boost return on investments. People resourcing and
development strategies helps organisations in specific industry to align long term objectives with
aspirations of employees. Effective people resourcing and development practices minimises
unplanned attrition. In a country, such as UK, key people resourcing and development strategies
used by businesses in biscuit manufacturing industry are apprenticeship and standardising
working process. In contrary, biscuit manufacturing ventures in the Netherlands works with
people resourcing and development strategies of advanced training and making production
process smoother. Covid-19 pandemic has changed customer purchasing power, business
practices and many more that likely to impact adversely on practices of people resourcing and
development in manufacturing business in a nation. Some of people resourcing and development
activities which UK biscuit manufacturing companies can use to increase their employee brand
in the post-Brexit marketplace are human relations theory, risk management, marketing
approach, allocation of funds along with training and development.
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REFERENCES
Books and Journals:
Baker-Médard, M. and Ohl, K. N., 2019. Sea cucumber management strategies: Challenges and
opportunities in a developing country context. Environmental Conservation. 46(4).
pp.267-277.
Ferrara, J. and Jacobson, R. eds., 2019. Community schools: People and places transforming
education and communities. Rowman & Littlefield.
Lambert, S. J. and Scott, J. C., 2019. International disaster risk reduction strategies and
indigenous peoples. International Indigenous Policy Journal. 10(2).
Langevang, T. and Namatovu, R., 2019. Social bricolage in the aftermath of
war. Entrepreneurship & regional development, 31(9-10), pp.785-805.
Lanyon, L., Worrall, L. and Rose, M., 2018. Combating social isolation for people with severe
chronic aphasia through community aphasia groups: consumer views on getting it right
and wrong. Aphasiology. 32(5). pp.493-517.
Loosemore, M. and Lim, B. T. H., 2018. Mapping corporate social responsibility strategies in the
construction and engineering industry. Construction management and economics. 36(2).
pp.67-82.
Malik, A., Budhwar, P. and Srikanth, N. R., 2020. Gig economy, 4IR and artificial intelligence:
Rethinking strategic HRM. In Human & Technological Resource Management
(HTRM): New Insights into Revolution 4.0. Emerald Publishing Limited.
Mooney, W. and Cullen, A., 2019. Implementing the Aboriginal Waterways Assessment tool:
collaborations to engage and empower First Nations in waterway
management. Australasian Journal of Environmental Management. 26(3). pp.197-215.
Pangrazio, L. and Selwyn, N., 2021. Towards a school-based ‘critical data education’. Pedagogy,
Culture & Society. 29(3). pp.431-448.
Pot, A. M., Briggs, A. M. and Beard, J. R., 2018. The sustainable development agenda needs to
include long-term care. Journal of the American Medical Directors Association. 19(9).
pp.725-727.
Straub, D. M. and Tanner, A. E., 2018. Health-care transition from adolescent to adult services
for young people with HIV. The Lancet Child & Adolescent Health. 2(3). pp.214-222.
Van Stormbroek, K. and Buchanan, H., 2019. Novice occupational therapists: Navigating
complex practice contexts in South Africa. Australian Occupational Therapy Journal.
66(4). pp.469-481.
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