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Improving the Delivery of HR Processes at Findian Textiles Essay

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A Business Report to improve the delivery of HR Processes at Findian Textiles
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Introduction
HRM plays an essential role in firms’ success as effective HRM policies and practices results in
reduced employees’ turnover, source of competitive advantage and improved productivity among
others (Obeidat et al., 2016). In this regard, this report seeks to analyze the case study of Findian
Textiles where it will outline the key HRM issues, propose ways to improve the delivery of the
HR processes, develop an implementation plan and a risk register to identify the main risks in the
proposal.
The primary HRM issues in Findian Textiles
Poor workforce/HR planning- workforce planning according to the HR Value Chain Model, is
a broad term in the HRM practice which entails the process of forecasting, analyzing, planning for
workforce demand and supply, ascertaining target talent management, assessing HR gaps and
formulating appropriate HR policies among others to ensure the firm has right people and the right
skills (Moghe, 2019). Findian Textiles faces poor workforce planning due to several aspects
including; the company’s HR team is centralized in Indian and has less presence in the regional
centres. This leads to negligence in local productions, sales and marketing HR’s functions and has
affected the firm’s HR function adversely. Besides, this has led to lack of integration of HR policies
across the organization and a reduction in engagement and development. The other issues relating
to HR in Findian Textiles such as poor communication leading to conflicting objectives, lack of
management training for sme organization’s leaders who assume top offices such as global IT
manager and advanced workforce conflict threatening the firms performance among others can
also be attributed to poor workforce planning.
Workplace conflicts- organization’s conflicts adversely affects individual employee’s
productivity and subsequently the entire organization’s productivity (Hussein and Al-Mamary,
2019). Findian Textiles experience workforce and workplace conflicts and this has affect the
company’s operations. If the company has effective HR policies on workplace conflicts, the same
would not be experienced. According to the case study, there has been increasing cases of
workplace conflicts in both the office sites and the factories as employees seem to be increasingly
dissatisfied and there is also an apparent lack of clarity around the reporting lines between the local
instructions and the corporate central functions. For instance, Findian Textiles experienced a
heated internal conflict between Jo, a team leader and Miles, the health and safety executive. Jo

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A Business Report to improve the delivery of HR Processes at Findian Textiles Name Institution Introduction HRM plays an essential role in firms’ success as effective HRM policies and practices results in reduced employees’ turnover, source of competitive advantage and improved productivity among others (Obeidat et al., 2016). In this regard, this report seeks to analyze the case study of Findian Textiles where it will outline the key HRM issues, propose ways to improve the delivery of the HR processes, develop an implementation plan and a risk register to identify the main risks in the proposal. The primary HRM issues in Findian Textiles Poor workforce/HR planning- workforce planning according to the HR Value Chain Model, is a broad term in the HRM practice which entails the process of forecasting, analyzing, planning for workforce demand and supply, ascertaining target talent management, assessing HR gaps and formulating appropriate HR policies among others to ensure the firm has right people and the right skills (Moghe, 2019). Findian Textiles faces poor workforce planning due to several aspects including; the company’s HR team is centralized in Indian and has less presence in the regional centres. This leads to negligence in local productions, sales and marketing HR’s functions and has affected the firm’s HR function adversely. Besides, this has led to lack of integration of HR policies across the organization and a reduction in engagement and development. Th ...
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