Analyzing Zespri: Human Resource Management and Strategic Objectives

This report presents a comprehensive case study on Zespri, focusing on the strategic role of human resource management in achieving organizational goals. It begins with an executive summary outlining the significance of HR in implementing organizational strategies, followed by an introduction that highlights the evolving role of HR in driving change and achieving objectives. The report then delves into a SWOT analysis of Zespri, identifying key weaknesses and threats and proposing goals for the quality control department. It explores how HR practices can be leveraged to address these issues, improve customer satisfaction, and streamline operational processes. Furthermore, the report includes a detailed personal development plan for a leader in the quality control department, outlining objectives, success criteria, and implementation strategies. The report concludes by emphasizing the importance of HR in enabling Zespri to realize its strategic goals, improve efficiency, and overcome industry challenges.

Running head: Managing people and change 1
Managing people and change
Student’s Name
University

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Executive summary
The role of human resource in achieving organizational strategy is a new method that is
being applied in many organizations. Since human resources are at the core of implementing any
activity within the organization, then it is important to involve the department in all
organizational processes. The role of human resources has evolved to a pivotal role that cannot
be ignored. SWOT analysis of Zespri has identified key threats and weaknesses that need to be
addressed through proposed goals in the quality control department. Further, personal
development of leaders is important in achieving organizational effectiveness. This report
analyses the case of Zespri by proposing the role human resource in achieving the proposed
goals from the SWOT analysis and also addresses how a personal development plan of a leader
in the quality control department will be achieved.

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Table of Contents
Executive summary.....................................................................................................................................2
Introduction.................................................................................................................................................4
Question One: Organizational Goals...........................................................................................................4
Question two: Personal Development Plan..................................................................................................6
Job Description and Specification of Quality Control Manager position.....................................................6
Personal Development Plan.........................................................................................................................7
Conclusion...................................................................................................................................................9
References.................................................................................................................................................10

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Managing people and change
Introduction
Managing people and change within the organization is a managerial skill that managers
need to properly execute their role in the organization. As organizational theory keeps on
changing, organizations have to change with these changes that take place in the market hence
changing organizational operations. Through business appraisal tools like SWOT analysis, the
organization can identify weaknesses and threats that need to be addressed to improve
competitive advantage. However, the rise of strategic human resource management has put the
human resource department at the core of every initiative and strategy that organizations take.
Human resources today exist at a pivotal role for instituting organizational change and realizing
the intended objectives. Through improving leadership abilities of leaders in the organization, it
becomes easy to achieve business needs. This report highlights the role of the quality control
department in achieving organizational goals in Zespri.
Question One: Organizational Goals
Quality control department in Zespri is charged with the responsibility of reviewing all
factors involved in fulfilling quality results in the organization. The organization is working on
goals of addressing the weaknesses. One major weakness that the company faces is production
and distribution costs which are high thus reducing profits. Quality assurance programs are used
by most manufacturing companies to gain competitive advantage (Anderson, Rungutusanatham,
& Roger, 2004). Since quality control reduces wastage in the organization, Zespri can institute
quality control measures to ensure that it removes waste. (Rosemary, 2002)Total quality control
is a strategic tool that is used is streamlining the operational system of the organization thus

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leading to increased efficiency and reduced costs. The outcome of the process is the provision of
consistent quality products through reduced costs thus fetching competitive prices in the market.
The evolution of strategic human resource management placed HR at a pivotal level in
achieving the organizational strategy. In the past quality control was reserved for engineers and
those working in the production lines. However, this has changed today leading to the need to
include human efforts in achieving quality control and organizational objectives. To achieve this,
Zespri can institute new human resource practices that institute links between people and
processes in a system. Hassan, (2010) suggests that when developing such strategies, the system
has to be streamlined to reduce errors and defects thus reducing the rate of return-overs and
rejected products. With this the company has to focus the effort on every employee thus all
people in the organization must be involved. Since the process requires the effort of every
employee, then the human resource department plays a strategic role in aligning employees to
organizational goals (Klerck, 2009). As a department, the human resource can play the role of
jumpstarting the total quality management process and at the same time contribute to the running
of the business in a quality way.
Another goal that the organization seeks to achieve is maintaining the existing customer
base and at the same targeting more customers. This goal can be achieved through customer
satisfaction by offering services that meet their needs. Since from the SWOT analysis the
company has a lower probability of expanding the customer base, then it has to rely on
maintaining the existing customers through increased customer satisfaction (Johnson,
Gustafssonb, Andreassenc, Lervikc, & Cha, 2001). Human resource roles of the modern era
focus on how organizations engage their workforce to support through championing a service
climate that meets customer needs. Chand (2010) argues that customer satisfaction is an outcome

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of many things that happen to the customer thus the need to focus on the approach that
employees have towards organizational processes. Human resource practices can be used to
improve service quality which leads to increased customer satisfaction thus increased return
clients.
Since there is a high link between human resource and organizational strategy, then
streamlining the human resource system of the organization can lead to improvements in
technical and operational processes (Chenna, 2012). Human resources can be developed to meet
the required needs of the organization through training, high relative pay and performance
management system. This will lead to development and implementation of strategies that are
directly focused on customer satisfaction. Therefore the company had to invest in building
employee capacity to meet customer needs as a way of retaining the existing customers.
Question two: Personal Development Plan
Job Description and Specification of Quality Control Manager position
The Main purpose of the job
The main role of this job is to coordinate control and manufacturing quality in Zespri. In
particular, the individual will be charged with the responsibility of reviewing quality
requirements and specifications of clients to ensure that they understood and followed during the
manufacture of items.
Knowledge and Experience
 Interested candidates must have at least a bachelor’s degree in science or engineering
related course.
 In-depth understanding of safety and quality control requirements and specifications in
the industry.

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 Experience in review and acceptance of material certification for compliance.
 Understanding the requirements for managing quality productions as per ISO standards.
 Background knowledge and experience in production and manufacturing.
Personal Development Plan
Objective one: To improve my abilities in coaching and training others.
Success criteria:
The success of skills will be measured through improved abilities that will be seen
practically in ways through which I work with others. Further, my improvements will be
measured through a satisfaction questionnaire that will allow those I work with to assess my
performance.
Actions
The learning outcome will be achieved through attending training sessions from training
coach who will guide in developing skills for coaching and training others.
Implementation
The development plan will be implemented within a period of three months. This will be
reviewed with intervals of four months with the trainer to assess on developments.
Objective two: Develop Time Management Skills
Success criteria
Success will be measured through the time taken to accomplish tasks before the
development plan and after. This analysis will determine the achievements accomplished in
managing of tasks through maximizing concentration on tasks and limiting distractions.
Actions

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Training will be used as a major action plan that allows improving concentration on
tasks. Tasks will be allocated to measure the level of concentration thus leading to training of the
mind to reduce destructions and maximize concentration. This skill will lead to managing work
situations in different contexts by learning to allocate time to different activities based on their
strengths and weight to the organization.
Implementation
The training will be implemented through a six month period where the activity will be done on
a weekly basis.
Objective Three: Learning How to Managing Stress and Conflict
Success criteria
The success of this skill will be evaluated in my ability to engage in meaningful
conversations for decision making and the ability to minimize and control stressful situations.
Actions
Conflict resolution is based on negotiation and decision making skills that can be used to
bring together two parties that are aggrieved. Thus the skills will assist in convincing the affected
parties in determining the best course of action for their grievance. These skills will be achieved
through engaging the services of a confliction resolution expert who will assist me attain
different approaches to negotiating conflict situations.
Implementation
The plan will be implemented through monthly training sessions that will run for three
months then evaluation for the acquired skills will be done for the last six months of the intended
twelve months of the career development period.
Objective Four: Improvement of Team-working Skills

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Success criteria
Success in achieving the skills will be measured through assesssing my ability to relate well with
others and work in teams.
Actions
Training will be used to achieve teamwork skills through developing interaction skills for
building rapport with others.
Conclusion
Human resources play an important role in enabling the organization realize strategic
goals. Through reorganizing the human resource and improving their output, quality control can
be achieved thus leading to efficiency and increased output. Zespri can achieve easy
implementation of the intended goals through involving the human resource department and
aligning it to the organizational strategy. However, empowerment and capacity building of
employees is a driver in ensuring that leaders can execute intended strategies. Through,
addressing personal development concerns, the organization can overcome the weakness and
threats that it faces in the industry to perform better.

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References
Anderson, B., Rungutusanatham, & Roger, G. (2004). Theoritical Model of Total Quality
Management. Academy of Management Review,, 19(3), 472-509.
Chand, M. (2010). The impact of HRM practices on service quality, customer satisfaction and
performance in the Indian hotel industry. The International Journal of Human Resource
Management, 21(4).
Chenna, N. (2012). Contribution of HRM Practices on Customer Satisfaction a Conceptual
Outline. nternational Journal of Multidisciplinary Research, 7(2), 178-185.
Hassan, A. (2010). Linking quality assurance to human resource management: a study of SMEs
in Malaysia. International Journal of Quality & Reliability Management,, 27(6), 641-
657.
Johnson, M. D., Gustafssonb, A., Andreassenc, T. W., Lervikc, L., & Cha, J. (2001). The
evolution and future of national customer satisfaction index models. Journal of Economic
Psychology, 22(2), 217-245.
Klerck, G. (2009). Industrial relations and human resource management. In D. G. Wood, Human
resource management: A critical approach (pp. 238-259). London: Routledge.
Rosemary, A. (2002). Managing Customer Services: Human Resource Management Practices,
Quit Rates, and Sales Growth. Academy of Management Journal, 45(2), 587-597.