A Business Report to optimize the HR Processes
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Executive Summary
Human resource management is the critical aspect determining an organization’s growth, profitability, and success in the long-run. It is the process of working with and through others to achieve the collective organizational goals and objectives. The present report includes the analysis of the Human Resources Practices undertaken in the Findian Textiles and its impact on its operations. It also involves the current issues and challenges related to the company’s HR and the implementation plan focusing on eradicating those issues. Lastly, it comprises the risks and hazards associated with the proposed implementation plan and the level of its impact on the company’s overall growth.
Introduction
Companies aim at raising their sales and profitability; this is possible when they have skilled and experienced employees. In this context, it is important for organizations to understand the issues or difficulties faced by employees and to take appropriate steps that can help in raising their performance level. Present report is on Findian Textiles; there are certain issues that are being faced by cited firm. This report focuses on determining the primary HR issues and stating appropriate plan that can be taken to overcome them.
The primary issues HR issues in Findian Textiles
Internal conflicts: Conflicts within an organization occur when the diverse workforce comprises employees belonging from different cultures, backgrounds and when they are bounded to merge their priorities at the workplace. The internal conflicts in an organization can be observed in various ways, such as anger, bullying, and non-co-operation (Newelland Scarbrough, 2017). At the Findian Textiles, conflicts occurred between a team leader and an employee named Jo and Miles. Jo and Miles have been facing severe issues in communicating with each other, and both of them do not behave appropriately at the workplace.
Inefficient human resource management: The employees at Findian Textiles reviewed that the organization demands long working hours, which further creates stress at the workplace and affects the employees’ productivity levels. Moreover, the managers and the supervisors of the organization are criticized by the employees as idiots who don’t have any idea about what to do and the ways to do it. Also, the managers do not pay enough attention to the health and well-being of the employees. The agency staff is also treated with inappropriately and appallingly. Additionally, the managers do not possess the unique competencies and managerial skills required to effectively and efficiently get the work done through others.
Negative organizational culture: The employees at Findian Textiles have commented on the workplace’s negative corporate culture. The employees shared their opinion about the unstable work and the long work hours, which further creates stress and ambiguity at the workplace. In addition to this, the company leaders and managers do not consider and value their staff. The organizational culture is more of a political type rather than a democratic one. Also, the workplace culture is a massive blame type towards the employees and other colleagues.
Insufficient attention and consideration towards employees’ health and well-being: The managers and supervisors at the Findian Textiles faced a typical situation regarding the employees’ health and safety at the workplace (Bauer et.al. 2018). One of the employees became severely injured by a faulty electrical cable, as some wiring got loose in the staircase at the workplace. This issue further created misbehaviour and negative relationships between Jo and Miles, the team leader and the safety executive, respectively, at the organization.
Proposals to improve the delivery of HR Processes at Findian Textiles
Human resource management is essential to maintain the quality of work-life, match the supply and demand of the human resource, increase overall productivity, earn more profits, retain competent personnel, etc. In addition to this, managing the employees at the workplace is crucial. It creates a sense of belongingness, respected and team spirit among them and resolves the organisation’s conflicts.
Findian Textiles urgently demands the improvement of HR processes delivery, as it experiences inefficient human resource management at the workplace. It further creates stress, ambiguity, and negative employee relationships in the workplace. The issues faced by the employees at the organization negatively affect their morale, and they do not work with their best skills and abilities at the workplace (Syed and Kramar, 2017). The AMO theory described below clearly explains the strategy of effective human resource management.
The AMO Theory refers to the three independent aspects that are the essential aspects of effective Human Resource Management in an organization. The components that boost employees’ morale and make them give their best at the workplace are A-Ability, M-Motivation, and O-Opportunities. The HR managers at Findian Textiles should focus on the three components of the theory described below:
Figure 1The AMO Theory
(Source: Motivating individual performance, 2021)
Ability: The practices and policies that a manager undertakes to ensure that the personnel possess the required skills, abilities, and knowledge to perform the assigned tasks in the best possible manner demanding less supervision (Motivating individual performance, 2021). Appropriate training and development techniques should be adopted by the HR department to ensure that the employees in the organization are competent, capable, and possess all the required skills and qualities.
Motivation: It refers to evaluating individual employees’ performance and the required amendment policies undertaken by the HR department to manage the company’s motivation level. It includes adopting and implementing the best suitable techniques and methods to motivate the employees to give their best towards the organization, such as employee recognition, rewards, bonuses, incentives, etc. The managers and leaders at Findian Textiles should communicate with the employees about their performance feedback and the required changes in their work practices.
Opportunities: The HRM practices focusing on opportunity-enhancement and employee involvement by providing them with opportunities to engage in the decision-making process (Nikpour, 2017). The leaders and supervisors at the Findian Textiles should focus on adopting such techniques and practices such as assigning responsibilities and delegating decision-making authorities to the employees.
Implementation plan including the outline costs and responsibilities
The Human Resource Department at the Findian Textiles should urgently adopt and implement the required strategies and techniques to improve its employee’s management practices and organizational culture. The goal or objective of implementing an HRM plan in the organization is to alter its workplace culture and improve the inter-relationships existing among the employees at the same level and in the hierarchical structure. To eradicate and eliminate the prevailing human resource issues, the steps and practices that should be adopted are:
Proper training and development to the managers: The managers and the supervisors at the Findian Textiles require the best suitable methods and procedures for adequate training and development. The process involves building necessary skills and capabilities in the managers to make the right decisions in favour of the organizations’ growth and success in the long-run. The training and development sessions will incur costs and expenses which are estimated below:
| Components | Estimated costs or expenses to be incurred |
| Training experts | £8300 |
| Facility costs | £2000 |
| Living costs | £5000 |
| Training equipment | £4000 |
| Loss of productivity of trainees | £9800 |
To create ethical organizational culture: Since Findian Textiles currently prevails in a politics based organizational culture, which also includes the blame-game patterns among the employees (Strati,2017). For this purpose, the proposed implementation plan focuses on building an ethical organizational structure to remain at peace and work most effectively and efficiently. The implementation plan aims to keep the employees clear as to what is expected from them at the workplace, providing training and development programmes to them, imposing control over them and their tasks, etc. In addition to this, the organization should encourage the employees to provide their feedback and report any workplace grievances. The employees’ grievances or complaints will then be resolved by adopting suitable strategies and policies so that it keeps the employees motivated and makes them feel valued in the organization.
To reduce and eliminate employees’ conflicts: The implementation plan aims to reduce and eliminate the internal conflicts observed in Findian Textiles by providing the team leaders and the sub-ordinates with suitable training programmes and supporting the staff members to build positive inter-relationships at the workplace. The training sessions should include the sessions regarding the flow of communication; channels adopted, team building activities, conflict mediation for the leaders, and lastly, encouraging the employees to participate in the organizational decision-making processes.
To maintain well-being and good health of the employees: Since the Findian Textiles faced serious issues with employee health at the workplace, and also experienced an accident due to the electrical wiring, it is crucial to consider the employees’ health at the workplace. Moreover, the employees also feel stress and ambiguity due to the long working hours, which further negatively affects their productivity levels. The plan aims at identifying the risk factors, if any, to reduce the employees’ stress by giving them regular breaks, and engaging them into group activities for a short duration (Abadiyah et.al. 2020). Lastly, to eradicate the internal conflicts, the managers and leaders are advised to talk to the employees regarding any issues they face at the workplace or towards any other employee so that it doesn’t affect their productivity while undertaking operations.
Risk Assessment related to the proposal plan:
| Basis | Severity of harm or Impact | |||||
| Likelihood or
Probability in implementing the plan. |
Low (L) | Medium (M) | High (H) | |||
| High (H) | 3 | 4 | 5 | |||
| Medium (M) | 2 | 3 | 4 | |||
| Low (L) | 1 | 2 | 3 | |||
Risk assessment refers to identifying the fatalities or the hazards that have the capacity to negatively affect a company’s ability to operate in the market. The proposed implementation plan offers some risks, which if not determined can adversely impact the organization’s growth and survival in the long-run (Rhee et.al. 2017). The probability of the risk associated with exceeding the estimated costs and expenses is high, which can affect the firm’s budget on a high scale. Moreover, the risk of delay in the training process of the managers and the application of strategies to build an ethical organizational culture is low, and affects the Findian Textiles on a moderate level, as shown in the table. Lastly, the risks associated with the implementation of employees’ health and well-being measures is low, however, impacts the organizations; growth on a low scale. Hence, the risk assessment plan analyses the probabilities and the impact of the proposed plan on the organizations’ growth and operations.
Conclusion
It can be concluded from the report that human resource management plays a vital role in an organization’s success and growth. It is the key aspect which aims at getting the work done through others in an effective and efficient manner. The report concludes that the issues and problems faced by Findian Textiles can be eliminated by implementing the proposed plan and strategies. Lastly, on concluding the overall report it is recommended to the company to implement the required strategies and policies for maintaining a desired organizational culture.
References
Books and Journals
Pak, K., Kooij, D.T., De Lange, A.H. and Van Veldhoven, M.J., 2019. Human Resource Management and the ability, motivation and opportunity to continue working: A review of quantitative studies. Human Resource Management Review, 29(3), pp.336-352.
Newell, H. and Scarbrough, H., 2017. Human resource management in context: A case study approach. Macmillan International Higher Education.
Bauer, T., Erdogan, B., Caughlin, D. and Truxillo, D., 2018. Human resource management: People, data, and analytics. SAGE Publications.
Syed, J. and Kramar, R., 2017. Human resource management: A global and critical perspective. Macmillan International Higher Education.
Nikpour, A., 2017. The impact of organizational culture on organizational performance: The mediating role of employee’s organizational commitment. International Journal of Organizational Leadership, 6, pp.65-72.
Strati, A., 2017. Organizational culture. In Concise Encyclopaedia of Participation and Co-Management (pp. 578-584). de Gruyter.
Abadiyah, R., Eliyana, A. and Sridadi, A.R., 2020. Motivation, leadership, supply chain management toward employee green behavior with organizational culture as a mediator variable. International Journal of Supply Chain Management, 9(3), pp.981-989.
Rhee, J., Seog, S.D., Bozorov, F. and Dedahanov, A.T., 2017. Organizational structure and employees’ innovative behavior: The mediating role of empowerment. Social Behavior and Personality: an international journal, 45(9), pp.1523-1536.
Online:
Motivating individual performance, 2021. (Online:)<https://www.oecd-ilibrary.org/sites/9789264301856-8-en/index.html?itemId=/content/component/9789264301856-8-en>
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