HR needs of Natural Knibbles - Essay Example

HRM Portfolio: Case Study Q.1 What HR issues and challenges does Natural Knibbles need to address? In response to the continuously changing information technology, the implemention of HRIMS based on the specific HR needs of Natural Knibbles could enable Cherrie improve her ability to manage and maximize the use of the company’s available human resources. Given that Natural Knibbles would soon establish a niche market specialization by offering its target consumers with food products that caters special dietary needs (Matthews: 148), the development and implementation of HRIMS will make it easier on the part of Cherrie to assign group of employees on rotation basis1. Aside from Furthermore, the same technology can be use to enable Cherrie manage employee benefit packages that are effective in terms of motivating its existing employees to support the challenges the company is about to encounter. Among the HR issues and challenges that Natural Knibbles need to address includes: (1) the need to implement human resource information management system (HRIMS) that is tailored to the company’s current HR needs (Matthews: 140); (2) risk of facing the business consequences caused by resistance-to-change; (3) need to establish a strong organizational culture that strongly supports organizational learning, work flexibility and adaptation to organizational change; (4) significance of transformational leadership skills in the implementation of new HR strategies; and (5) importance of establishing a new organizational vision and mission. The problem with implementing HRIMS lies behind the possibility wherein some of the company’s existing employee may find it difficult to learn how to use new technologies. Although the use of HRIMS could enhance employees ability to improve the quality of their products and services rendered to the customers (Jackson, Schuler, & Werner, 2012: 54), the success of implementing HRIMS is highly dependent on the willingness of its employees to embrace change. Because of their fear of changing their usual working practices, some of them may refuse to adapt with the required organizational change. Because of the risk wherein Brandon and Cherrie would face business consequences associated with resistance-to-change, Cherrie should be able to establish a strong organizational culture that strongly supports organizational learning, work flexibility and adaptation to organizational change. With this in mind, the process of making organizational learning such as peer coaching and work flexibility a part of the company’s culture can make its employees more open to organizational changes (Richardson 2009: 138; Zepeda 2007: 227; Zepada & Mayers 2004: 33). On the other hand, the use of transformational leadership style empowers Cherrie in terms of being able to motivating and inspiring employees to become self-directed (Burke, 2002: 243). Through the use of organizational vision and mission, it will be easier for Cherrie to make all employees of Natural Knibbles understand and accept the need of the company implement HRIMS. Q.2 Describe the steps that Natural Knibbles would need to talk to develop an effective HR plan. Since the major organizational change at Natural Knibbles revolves around the need to implement the use of HRIMS, the HR plan should include careful examination of data that needs to be included in the proposed information technology system. In line with this, Brandon and Cherrie should first identify and discuss specific addition product that Brandon wishes to add in the production line. Using this information, Cherrie will be able to have better idea with regards to required training that the company should provide to each employee. Based on additional product and manpower requirements, Michael will be able to design HRIMS that is synchronized to the company’s sales and production department. For instance: Through the use of HRIMS, Cherrie will be able to have access with regards to the incoming and outgoing of raw material requirements and the company’s expected delivery schedule for each job order. Thus, accurately determining necessary job rotation on a daily basis. It is given that resistance-to-change is likely to happen since employees at Natural Knibbles are not accustomed with the use of HRIMS. For this reason, the HR plan should include the development of strategic ways on how Cherrie will be able to effectively manage incidence wherein one or more employees would refuse to support the implementation of the said technology. To avoid resistance-to-change, Cherrie should carefully plan on how she could build a strong organizational behavior and culture that is open to change. As a result, Cherrie as the HR manager could easily control the possibility of internal conflicts caused by resistance-to-change (Sweringa & Wierdsma 1992: 9). In response to the additional product line, HR plan should include the provision of proper training intervention. Since the process of hiring additional manpower can be too costly on the part of the company, HR plan should focus on how the company could maximize the use of its existing human resources. Q.3 How would the HR plan, as described above, help Natural Knibbles to implement its changes and achieve its new strategic objectives? One of the best strategies to avoid resistance-to-change is to develop strategies that will enable Cherrie effectively manage incidence wherein one or more employees would refuse to support the implementation of the said technology. To develop a strong organizational behavior and culture that is open to change, Cherrie should gather employees to discuss the new vision and mission behind the need to implement the use of information technology in the business. In line with this, Cherrie should identify and communicate the long-term benefits associated with the implementation of HRIMS. By doing so, Cherrie will be able to effectively persuade its employees to support the use of the new HRIMS in the company’s daily operations. Two-way open communication between the HR manager and employees is essential towards the success of this project. In general, resistance-to-change can take place due to miscommunication between the organizational leaders and employees. Therefore, it will be helpful on the part of Cherrie to allow each employee to express their individual concerns about the use of this technology. By immediately responding to the main concern of each employee, Cherrie could effectively avoid the occurrence of resistance-to-change. Creating niche markets for Natural Knibbles is expensive because the company is required to invest additional $800,000 on equipment/technology (Matthews: 149). Since pushing the plan to create additional product line is very expensive, the provision of training intervention is necessary as it will enable the company minimize the risk of producing poor quality food products. Considering the fact that the process of hiring additional manpower is too costly on the part of the company, maximizing the use of its existing human resources is the next best option. Q.4 An effectively designed HRIMS contains a great deal of information. What data would Natural Knibbles need to include in its new HRIMS, and how would the company use this to support its strategy and improve employee job satisfaction? To enable Cherrie benefit from HRIMS, Michael should include the following data in the development of a new HRIMS that can effectively improve employees job satisfaction: (1) monitoring employees individual work performances which can be use in awarding employees with employment benefits associated with increase pay or bonuses; (2) the use of company intranet which enables Cherrie communicate directly with each employee; (3) integrate a personal career development plan for each employee based on their professional achievements, acquired skills, and work-related experiences. Monitoring employees individual work performances of each employee is effective in terms of motivating each worker to render their best service on a daily basis. Having in mind that they will be awarded either intrisic or extrinsic pay for outstanding job performance help increase their work satisfaction. Basically, open communication through the use of HRIMS will enable Cherrie not only communicate the company’s new vision and mission but also useful business strategies and future business plan. By making each employee feel important, the chance wherein each employee would be satisfied in their existing job is higher. Regardless of cultural differences or distance in terms of location, the same technology can also be use in enabling Cherrie directly praise employees for any signs of improvements in the job performance. In line with this, Jackson, Schuler and Werner (2012: 55) revealed that “social networking technologies can be use to improve employee performance and satisfaction”. Taking into consideration the professional achievements, acquired skills, and work-related experiences of each employee in the job analysis process is essential in terms of enabling Cherrie maximize the talent and individual skills of each employee. By keeping a record regarding each employees’ assigned duties, tasks, and responsibilities, Cherrie will be able to have better idea about the individual skills each employee possess (Doyle, 2009). Using this information, Cherrie can avoid hiring extra manpower to do certain tasks. Through job rotation or pre-assigned tasks, Cherrie could maximize the use of its exisitng human resources. Q.5 Part of the HR planning process undertaken at Natural Knibbles may indicate a need to change the employment arrangements for some employees. Under the requirements of current Australian employment law, what are the legal obligations of Natural Knibbles regarding these employees, and how can the company ensure that these are met? Based on Australian employment law, part of the legal obligations of Natural Knibbles includes: (1) keeping record on employer’s name, employer’s Australian Business Number (ABN), employees’ name, employees’ commencement date, and basis of employees’ employment (i.e. full-time/part-time); (2) pay records; (3) hours of work record; (4) individual flexibility arrangement records; and (5) unfair dismissal of employees (see Fair Work Act 2009) among others (Fair Work, 2011a, 2011b). To ensure that the company will be able to meet the employer obligations based on Australian law, Cherrie should discuss with Michael the importance of meeting these requirements. To avoid legal issues, the HRMIS should contain records of employees’ name, employees’ commencement date, and basis of employees’ employment (i.e. full-time/part-time), pay records – both gross and net including details on incentive-based payments or additional bonuses and penalty, hours of work record especially among the part-time employees, leave record, individual flexibility arrangement records, and termination records among others (Fair Work, 2011b). *** End *** References Burke, W. (2002). Organizational Change: Theory and Practice. Sage Publication. Doyle, A. (2009). Retrieved September 15, 2011, from Interview Questions and Answers: http://jobsearch.about.com/od/interviewquestionsanswers/a/interviewquest.htm Fair Work. (2011a). Retrieved September 15, 2011, from Defence Reservists: rights and responsibilities at work fact sheet: http://www.fairwork.gov.au/resources/fact-sheets/employer-obligations/pages/defence-reservists-fact-sheet.aspx Fair Work. (2011b). Retrieved September 15, 2011, from Employee records and pay slips fact sheet. Employer obligations in relation to employee records and pay slips: http://www.fairwork.gov.au/resources/fact-sheets/employer-obligations/pages/employee-records-and-pay-slips-fact-sheet.aspx Jackson, S., Schuler, R., & Werner, S. (2012). Managing Human Resources. 11th Edition. OH: Souteh-Western Cengage Learning. Matthews, P. Niche Markets for Natural Knibbles - Case Study. Richardson, L. (2009). Sales Coaching: Making the Great Leap from Sales Manager to Sales Coach. McGraw-Hill Companies. Sweringa, J., & Wierdsma, A. (1992). Becoming a Learning Organization. London: Addison-Wesley. Zepada, S., & Mayers, S. (2004). Supervision Across the Content Areas. Eye on Education. Zepeda, S. (2007). Instructional supervision: applying tools and concepts. Eye On Education Inc. Read More