Impact of HRM practices on organizational - MyAssignmenthelp.com

Question: Discuss about the Impact of HRM practices on organizational. Answer: HRM performs many functions in an organisation. Briefly describe three major functions using current NZ organisations to provide context. I work in Hell Pizza which has expanded its business to introduce 66 outlets spanning the entire country. The brand is well-renowned for catering superior quality fast food pizza in Australia and its ethnically diverse workforce adheres by effective communication system to ensure maximum profit and effective cooperation within the organization. Here are some of the HRM functions that Hell Pizza has adopted to increase efficiency and productivity. Training and development- Training can be defined as the process by means of which particular skills as well as information are conveyed to a person which might aid him or her in the performance of his or her job roles and duties. It is often seen that an effective training can lead to the overall growth as well as the development of not only the particular employees but the company or the business organisation concerned itself. HRM practices are oriented towards development of competencies like improved employee performance, fostering employee confidence specific to the firm for gaining sustainable competitive advantage. These competencies will help the employee to work well and keep them aware of the ground-breaking industry developments. The HR team of Hell Pizza concentrates on the development of positive work environment Performance appraisal and feedback- It is to be noted that timely performance assessment and feedback plays an important role in the development of the workforce. The various feedbacks can tell the particular employee whether his or her performance is on par with the expectations of the company or the organisation concerned and the changes that he or she needs to make in order to improve their performance. Employees are given regular feedbacks and also motivated to give productive performance. Appraisal results in both monetary and non-monetary outcomes Recruitment and selection- The processes of recruitment as well as selection also play an important part in the overall growth of the organisation concerned. The HRM recruits and selects appropriate personnel for specific job design. The outlet normally recruits people with good communication skills and who are capable of doing multiple jobs at a time. Positive labour relationship is maintained with the selected employees. HRM of Foodstuffs engages in open communication. Explain three ways in which effective HRM can be applied to help an organisation achieve its strategic objectives. Strategic objective of an organization makes it unique from its rival competitors. One of the strategic objectives of Hell Pizza is to offer consistent good quality products at moderate prices to put its competitors at disadvantage. Three ways an effective HRM can be applied to the organisation to achieve its strategic objective are: Retention and development- Retaining experienced employees will help the company deliver high quality client services. Talent hunt among organised retailer players is turning into a fierce competition. Therefore, it is effective to develop strategies to nurture and retain the experienced employees. Motivation and rewards- Motivation plays an important part in the overall performance of the employees. It is commonly noticed that a company which provides effective motivation to the employees is more likely to prosper than the ones which does not. Effective incentive plans ensure productive performance. Monetary benefits have always been successful in motivating employees from retail and non-retail sector (Daley, 2012). Giving positive feedback on a regular basis on accomplishments of targets can increase self-esteem and encourage them to perform well. I would to comment here at Hell Pizza I was given regular feedback about my performance and the key areas on which I needed to focus more in order to excel at my job role. Cross training- Cross training can be defined as the process by means of which interchanging of tasks within the employees is done in order to expand their overall capabilities. It equips the employees with a clear idea regarding a number of roles and responsibilities within Hell Pizza like taking online orders, serving the customers, looking after the supply chain and others. It will help identify the high performers and retain them (Daley, 2012). It will help an individual perform key functions even in the absence of the person who was originally assigned that particular task in the store. In retail stores job rotation is another strategy to prevent individual misdeeds and also to enhance performance. Cross training for other store positions is beneficial increasing the career opportunities and making the existing workforce more flexible and adaptable. Here I would like to comment that at Hell Pizza I was to perform various diverse roles like customer handling, providing services t o the customers, looking after the supply system and others and I was able to perform all these diverse roles because of the effective cross training provided to me. Prepare a SWOT analysis for a NZ organisation. The SWOT analysis of Foodstuffs (Foodstuffs.co.nz, 2018) is given below- STRENGTHS WEAKNESSES OPPORTUNITIES THREATS Strong focus on food and liquor business- by regular introduction of new products Strong customer base- with rigorous marketing campaign Efficient supply chain management Strong consumer base and customer loyalty High taxes that adversely affects companys profits and hiring of employees due to high payroll taxes. Lack of Innovation in the sphere of technology. The company rarely modifies its food menu and this can act against the company. Strategic initiatives like introducing mobile apps and online pages may strengthen the online retail presence Engaging in big data analytics New acquisitions Increasing demand can boast its expansion in the market Government regulation and tax changes the social behavior of the business Increasing costs of raw materials and price shifts of the products sold by Hell Pizza can destabilize the supply chains. High competition from rival firms and lack of strategy to deal with the same Expansion and customer base- It is often seen that the kind of customer base which a particular company or business organisation has, decides the process of the overall growth as well as the development of the organisation concerned. Therefore, the majority of the companies or business organisations focus on the increase of the customer base with the aim to increase their annual sales and thereby profit margins. With increasing customer demand the HRM must focus more on recruiting more skilled as well as efficient employees who can cater to the increasing number of customers of the food chain. Moreover, the HRM should also focus on the training process of the employees to ensure customer happiness and loyalty (Liu, Lee Hung, 2017). Online Marketing- In the present world of technology, the online media as well as the various social platforms play an important part in the growth as well as the development of any company or business organisation. Therefore, the HRM should focus on recruiting competent digital employees for Hell Pizza to cater to those customers who are dependent on Internet. HRM should also identify the challenges of digital age as well as preferences, behaviours and buying of variety of customers to sustain in a competitive market (Chaffey Ellis-Chadwick, 2016). High competition from rival firms- Hell Pizzas strongest competitors are Pizza Hut and MacDonalds. Therefore, the HRM should experts who could focus on product differentiation and innovation and also nutritionist to improve the quality of food both in terms of taste as well as nutrient content. HRM can also hire some media experts who could conduct online surveys to know more about the expectations of customers. Supply chain- The various supply chains form an important part of any business organisation. It is often seen that the prices of the products sold by a particular company depends on the supply chain used by it. Therefore, the HRM can recruit individuals from this particular field to create their own supply chain wherein the company through its hired employees will get raw materials straight from the suppliers within no middle men involved. This would significantly reduce the production cost of the organisation. Show how you would manage each of the impacts identified in 1.3.1. The HRM can recruit fresh as well as new employees who are efficient and willing to work hard in order to cater to the needs as well as the requirements of its growing customer base. Effective customer service by these employees is likely to attract even more customers to the various outlets of the organisation. The company can recruit various media experts who can help in the creation of a positive brand image of the company and would also conduct time to time surveys as well as customer interviews in order to understand the expectations of the customers and also their various needs as well as requirements. These answers gathered by the media experts will help the organisation to launch new food items. The HRM can recruit experts who will provide help to the organisation in terms of product differentiation and also innovation. The HRM can also hire some nutritionist who will help to improve both the taste as well as the quality of the food items sold by the outlets. The HRM can hire some experts from the supply chain field and ask him to provide training to the other employees about the various processes of the supply chain in order to develop their own supply chain which will provide raw materials to the organisations at a relatively cheaper rate. Recruitment Selection Explain in your own words (using current NZ businesses), what you understand by recruitment and selection. Recruitment is defined as the process by means of which new and fresh employees are brought into the fold of the organisation. It is normally seen that the process of recruitment is followed by the process of selection. The recruitment and selection is performed by the human resource department of a business organization like Hell Pizza. There are number of steps involved in hiring the right candidate for a particular designation and which include sourcing the candidates, reviewing their academic and social background, contacting the candidates for interviews and finally deciding on their competency. Assume you are working with the organisation you have identified in question 2.1, and you are recruiting and selecting a new employee. Describe the process you would follow and explain why you would use that process? If I were to conduct the recruitment process of Hell Pizza, I would focus on the people with good communication as well as interactive skills who conduct efficiently with the various customers of the outlet. I would also like to recruit people who are willing to work in rotational shifts and even compatible with working through the week. They need to understand that the organisation for which they are going to work operates in the food industry and therefore, they will have to be willing to work in flexible shift timing. Along with rotational shift timings, I would also insist that the new employees should be comfortable to do multiple tasks at a time and comfortable to work in different departments of the outlet. To achieve this particular object, alongside the normal interview rounds I would also like to take a demo interactive session with the customers in order to find out whether the new recruits would be able to handle the customers in a proper manner or not. I would definitely follow the process of internal recruitment with an appropriate identification of talent from within the organization. Internal recruitment for Hell Pizza will help me motivate the other employees. Internal recruitment can be defined as the process by means of which the various companies or business organizations instead of recruiting employees for higher positions from outside selects the deserving candidates from within the organisation itself. Motivation can increase productivity and employee loyalty towards the organization (Craig, 2015). The process is also advantageous because of comparatively lower recruitment cost, additionally an old employee will be already familiarise with the organizations norms and culture. In this way, the organization can achieve full productivity from the employee within a short period of Explain with examples, what you understand by training and development within a NZ business context. The training and development is provided in every business organization, for instance in Foodstuffs, in order to develop and nurture new talents and skills of the employees so that they are giving their complete best to the company. Employee training and development help to deal with a number of conflicts within an organization like communication breakdown and wrong interpretation of information. In New Zealand, training is an important aspect for employee retention, and improving the overall reputation of the company. The training programs ensure that employees have the motivation to learn and incorporate their learning into their job and they would also be made to understand that they will grow with the overall growth as well as development of the organisation. The trainers of Hell Pizza retain considerable knowledge to ensure that they are taking the necessary steps to improve the trainees skills so that the same can yield better production. The formal training, which a company provides to its employees include time management skills, resource handling skills and various others. There are number of companies that recruit employees belonging from different cultural backgrounds in order to connect with ethnically different customer base. A proper training plan can ensure that the employees are keeping aside their differences to work for the companys goals. Some examples of training and development programs are 24 hours classroom learning to introduce the employees to an overview of companys culture, along with e-learning and skills certification to promote learning and self-evaluation in future (lvarez, 2015). Employee training can result in increased job satisfaction and lesser number of turnovers by the employees. What are three (3) benefits to an organisation from providing training and development? a) Training and development helps to foster skills and concepts of organizational culture, increased communication skills within the employees which can be further used for the benefit of the institution (lvarez, 2015). b) Employee training and grooming will help Hell Pizza to stay ahead in market competition. A group of effectively trained employees will always fetch recognition and appreciation for the organization not only in terms of customer service but also will help in improving the quality of products (Deery Jago, 2015). c) The training period can be a wonderful opportunity to gauge the hidden potential of each and every employee. This will be essential for the management to understand where they need supervision and guidance to perform better. Pick two (2) employee positons that would be part of the NZ organisation you have identified in question 3.1, then suggest suitable training and development activities that you would want employees in those positions to complete and explain why? The two employee positions that I have picked for the company Hell Pizza are Customer Service Team Manager and Store Manager. Training and Development for Customer Service Team Manager: a) Making them watch short video clips about the effective ways to handle customers and answer questionnaire based on the above stated clip. This can be helpful in testing their memory and listening skills. b) Testing their public speaking skills and query resolving while correcting their presentation style, checking voice modulation, and giving them ideas about how to retain customer attention will help to improve the level of customer service and would also increase the customer loyalty. Training and Development for Store Manager: a) Observational training that would require them to roll their sleeves and work. The same would help to correct their behavioural pattern with the hypothetical customers. They should be taught strategies to attract customers. They should also be provided with an objective type questionnaire to provide feedback on different management questions. b) Hypothetical situations that would test how they would deal with the new store employees and reduce inventory costs. Showing movie clips to make them understand how to manage diversity and make the use of brand quality and price of the product to convince the customer to buy a product. What are three (3) benefits of the training and development activities for employees identified in question 3.3? a) The above stated training module will acquaint the trainees with real-life scenarios in handling the customers in a much better manner. In that case they will be able to deal with crisis like inventory shortages, lack of sales and predicting business climate. b) The training will ingrain within them and will also help them to increase productivity and make better usage of time and resources. Choose a NZ organisation. Based on your knowledge of the business environment this organisation operates in, explain (with examples relevant to that organisation), the impact or potential impact of the following: NZ consumer law, NZ contract law, NZ health and safety law, NZ employment law, and The concept of negligence. THE IMPACT OF NEW ZEALAND CONSUMER LAW ON HELL PIZZA According to the New Zealand Consumer law or Consumer Guarantees Act, goods should be of standard quality, reasonably priced, matching the description accurately stated and the trader has the license to sell the goods. Therefore, the consumer has the power to complain about the trader if the above requirements are not met properly or if the goods are not good enough to cater the purpose they were bought for. At this juncture Hell Pizza has to be careful about the false usage of pictures or product descriptions in order to promote the product. Fake sales like creating misleading content on internet about a product or service pitch or promotional interests are illegal. HEALTH AND SAFETY LAW OF NEW ZEALAND One of the many impacts of the health and safety law is that it can cause a delay in product deliveries of Hell Pizza. The same will be all the more prevalent with a lean workforce scenario. Hell Pizza needs to demonstrate a clear policy regarding the management different sorts of leaves and allocation of employees. In regard to the safety law, Hell Pizza now possesses the responsibility of providing a safe workplace environment to the workers. A safe working environment usually takes into consideration the various fire safety regulations, health hygiene, proper arrangement for the smoke from the fire place to exit and various others. Hell Pizza should also try to incorporate these regulations into practice. EMPLOYMENT ACT OF NEW ZEALAND It covers a broad range of issues like Union issues, providing the workers with flexible working environments, hiring employees without discrimination based on race, creed and colour. Hell Pizza additionally should also provide the employees with a written agreement and as a result Hell Pizza needs to be more logical and reasonable while refusing employment and has to reshuffle the staffs so as to assure for flexible working hours to employees. THE CONCEPT OF NEGLIGENCE The concept of negligence in business, which is a breach of care resulting in loss or injury to the employee, can be described as negligent hiring where the business organization might face a lawsuit if the employee faces injuries due to casualty on companys part. The same can also be applicable when the company fails to remove a person from the company irrespective of incompetency. Therefore, Hell Pizza should be attentive during hiring and ensure that the employee is competent enough for the position. Discuss how culture, heritage and commerce contribute to innovation and change in New Zealand business entities. Support your discussion with current NZ examples. Organizational culture is a cognitive framework wherein a number of people with varied attitudes, values, behavioural norms and patterns exist in close harmony (Alvesson Sveningsson, 2015). Over the years, Hell Pizza has evolved the culture of its business environment in such a manner as to embrace all the opportunities that would result in procuring enormous benefits in the market. Hell Pizza follows a hierarchical system and one of the issues of the business environment of Hell Pizza is the lack of employee motivation which might be a result of the long hours which they have to work and the rotation job roles which they need to perform and as a result this negatively impacts the productivity of the company. Therefore, to deal with the same Hell Pizza has introduced incentives in order to make them mutually agreed upon goals and objectives of Hell Pizza. However, societal culture when nurtured in an individual can inspire the person to apply the inventive and ingenious measures to the benefit of an organization. When people are met with a completely new set of cultural values they can test the competency of a new idea and how far it can be useful. New Zealand being one of the most prominent migrant receiving countries in the world accommodates the highest ethnic minority communities hailing from different backgrounds, cultural sets and beliefs (Humphreys et al., 2017). Amalgamation of different culture and heritage will also lead to the growth of new talents who can apply their skills for the advancement of the business entities. Ethnically diverse business organizations that are ready to adapt to diversity can become more dynamic. Multicultural environment will attract new talents and would make the organizations ready for the global expansion. According to researchers, culture has a big influence in the way a person solves challenges, and handles conflicting scenarios (Humphreys et al., 2017). Furthermore, these companies also maintain a steady focus on the external factors that are a part of organizational factor, and their unbiased approach resulting from the accommodation of a multitude of culture and heritage can alter the habitual behaviours. Additionally, a competent company should be able to view diversity in culture and heritage as a talent management opportunity at the global level. Vodafone in New Zealand has recruited some twenty five directors from twenty different countries and in the same way has broadened the organization. Hell Pizza works in active collaboration with IDEA services which helps them to recruit and place trainees from a variety of locations. IDEA also encourages recruiting disabled employees with proper training and care. Even, Hell Pizzas current focus is to employ people of LGBT community and age diversity to allow young people to shape their career early and provide service to the community. These two major business organizations of New Zealand have shown how culture and heritage can inject inventiveness and innovation into an organization and can do the needful in order to understand the needs and preferences of different customers. Describe how the origin and nature of the bi-cultural partnership (as embedded in the Treaty of Waitangi) is applied to business activities and relationships in New Zealand. Biculturalism is the harmonious co-existence of ethnic diversity, a phenomenon resulting in New Zealand due to colonial settlement and migration of indigenous people (Kelsey, 2015). The implementation of bi-cultural partnership reflects and upholds the political, spiritual, social, ideological and communal grounds which bind human relationships. The Treaty of Waitangi fosters and promotes harmony and collaboration between the members of Tangata Whenua and Tauiwi (Slocum, Saldanha, 2016). The treaty addresses all the diverse social and communal works in order to encourage development. The treaty is important in its own right as it governs the relationships between the Maori and the rest of the community and ensures the rights and honour of the people. The treaty is also important in representing the Maori community in the parliament and ensuring they are helping the latent talent of the Maori community to prosper and work in favour of the entire community (Aiyeku, Nwankwo, Ogbuehi, 20 15). The Treaty of Waitangi has changed the entire scenario of business in New Zealand as it gives the Maori community to have ownership over their own land and as a result this has fostered business opportunities significantly (Aiyeku, Nwankwo Ogbuehi, 2015). The treaty has nurtured the fishing industry significantly which has extracted huge sum of money after exporting vast quantity of fishes to overseas. Another significant impact of this treaty is that the Maori people now have representatives in the parliament and they are allowed to use their lands for retail estate business. As a result of this treaty, the prestigious business organizations in New Zealand like Golden Bay Air, MixBit, Fletcher and the likes have recognized and valued the protection and involvement of Maoritanga or Maori, with the other communities. The organizations have also identified the need for Maori leadership along with the inclusion of their values and practices. The management of such organizations has in fact agreed to interweave the Maori values within the daily life of these organizations. The quintessential element of Whakawhanaungatanga is to support the employees in order to push them towards their aspirations and goals. Downer Group, a renowned supplier of integrated services, specializing in the infrastructure of rail, brigs and transport has realized the importance of bi-cultural partnership as stated in the Treaty of Waitangi and has hired 800 Maori workers and a number of leaders to represent the workforce at a national and international level (Healy, 2016). The compan y Downer Group is engaged in the construction and the maintenance of the mining, transportation, energy and various others in Australia and New Zealand. The Maori leaders have also provided the companys workshops with mentoring and self-awareness plans and strategies to develop leadership spirit. The competency of Maori people have resulted in their promotion to higher positions and improved business relationship of Dower with leading business firms. The business firms in New Zealand believe in the existence of bi-cultural partnership and the prevalence of the same to improve leadership values. Consequently the Maori community has got representation within the dominant culture of a given organization that has embraced and welcomed the phenomena of cultural pluralism. Companies like Holmes, Theta, Datacom and such have permitted the Maori people to incorporate their perspective to improve the productivity and quality of the workforce. The bi-cultural partnership has also given a distinctive competitive edge to the major companies based in New Zealand by the inclusion of the Maori people in their workforce and also by the use of their lands and resources. It forms the backbone of the economic structure of the country. The complete approach of bi-cultural partnership has also driven the export business (Sadia, et al., 2016). A typical example of this is in the fish export business. Famous media spokesperson has reported that underpinning a culturally harmonious and diverse New Zealand can act as a security system of the entire nation. Five ways in which the Treaty of Waitangi has made business unique in New Zealand The treaty has ensured a harmonious relationship not just in between Maori and the Crown but Maori and the New Zealanders. In workplace scenarios it has given ample amount of opportunities to the Maori by permitting them to voice their aspirations and conflicts (Hill, et al., 2017). The Treaty looks prohibits unlawful businesses which used to operate by the confiscation of Maori land. This has boosted the face of economy of New Zealand and foster farming and aquaculture. Treaty of Waitangi has also generated business networking and helped New Zealand to reach a stable position in the world market. Maori leadership in the field of agriculture alone has contributed significantly to New Zealands economy by making it export products like vegetables, wine, meat and dairy products, seafood and shellfish (Grimes, MacCulloch McKay, 2015). Maori leaders like ?pirana Ngata encouraged tribes to form trusts as well as various corporations to manage their farms. The flow of ideas has resulted in innovation and has helped the workers to enhance their cognitive skills. The business organizations have used creativity while conducting business with other states. Therefore, the various business organisations like Downer Group use this particular policy. According to Census 2015, there are around 565,329 of Maori people, consisting of 14% of population in New Zealand which has contributed vastly to the labor market in New Zealand (Grimes, MacCulloch McKay, 2015). Their employment in various private and public sectors has witnessed the nurture of raw talents and skills and has made the business sector unique. The bi-cultural partnership has drawn investors from around the globe like Silicon Valley and Amazon. The different ethnic communities have made transaction or trade easy. It has made New Zealand a globalized country, enhancing its international competitiveness and macroeconomic stability (Slocum Saldanha, 2016). The international fish export industry of New Zealand is an example of this. Provide detailed information of four (4) examples of business activity in New Zealand that demonstrate the bi-cultural partnership/s between Maori and other New Zealanders, as well as regional variances. (12 marks) [LO5] The inclusion of Maori employees in major T.V channels across New Zealand like Rialto Channel, BBC UKTV, and The Rugby Channel. The Maori Television in collaboration with the New Zealand government is a significant breakthrough and is responsible for reviving the culture and language of Maori. The Maori people have now become a significant part of economy. The New Zealand government has even recognised Maori as a substantial language alongside English and the Maori people even have their own radio frequencies. Bi-cultural business partnerships have also been signified by the ceremonial distribution of Maori business awards where the New Zealanders have observed and recognized the talents and management qualities of people hailing from Maori community (Healy, 2016). This is evident by the rise of eminent Maori entrepreneurs like Robett Hollis and Mavis Mullins, a well-established Maori businesswoman. Contribution of Maori in the technological sector has been vast thereby making a significant contribution to New Zealands economy. The Maori economy has been playing an integral part in the technological sector thus helping New Zealand to export IT products like Mainfreight Limited, more than any other ICT firms. Export of food products like lamb, dairy products, and fish produced with the skills and competency of Maori people thereby helping the rural Maori community to sustain daily life. Reference List: Aiyeku, J. F., Nwankwo, S., Ogbuehi, A. (2015). 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