Discuss about the Strategic Human Resource of Goodman Fielder NZ.
Strategic human resource management supports the long term business goals of an organization. As commented by Knies et al. (2015), the management of an organization is responsible for coming up with certain strategic formulae that would support the organizational business activities. These strategies are HR strategies and might include determining better opportunities for reward and performance. The aim of this report is to evaluate a situation in an organization that could be easily resolved by the means of employee training programs. For the analysis, Goodman Fielder New Zealand has been selected. Therefore, the report shall evaluate the present situation of the employees in the Organization. Based on the analysis, a training program will be recommended that shall improve the condition of the organization.
Goodman Fielder is one of the leading regional food companies operating in Australia, New Zealand and Asia Pacific. The Company is responsible for manufacturing, packaging as well as distribution and marketing of a wide range of food products (Goodmanfielder.com 2017). The Company focuses on efficient distribution network and has been working for over tens of thousands of outlets in major places including supermarkets, dairies, service stations, cafes and restaurants. With the increase in the number of outlets, the organization has been facing a number of challenges in meeting the demands of the consumers as well as the business activities (Goodmanfielder.com 2017).
Goodman Fielder being a manufacturing company as well as the largest retailer and food supplier in New Zealand has always focused on delivering services to the consumers as soon as the products are manufactured from the manufacturers end. This activity obvious reason requires fast and effective contribution of the employees working in the organization. It has been found that some of the employees at Goodman Fielder have just school education and thus they are not completely aware of the entire work process that is carried on in the organization (Nz.indeed.com 2015). The Organization always focuses on increasing the productivity of the organization which requires efficient and prompt contribution of the employees. The ultimate motive of the organization is to support the consumers and arrange the best possible help to them. Therefore, it is important to train the employees thoroughly that they can be able to address the needs of the consumers well.
As commented by Fee (2014), training is important for both new and experienced employees. It is important for the employees to acknowledge a number of things in order to remain active in their work. Effective training of employees helps them to understand their individual responsibilities and duties towards the organization. It is when they understand the actual work that they have to do there remains the possibility of saving time. In addition to this, the employees also feel motivated and good about the particular company for whom they are working. Therefore, even if the employees are trained at the first go, the possibility of better performance increases when they are again trained (Marler and Fisher 2013). Therefore, it can be easily said that there remains a need for the training program to the employees of the organization in order to meet the needs of the regular business activities.
In addition to this, it has to be understood in the recent market situation, customer servicing is one of the key elements that drives the success of an organization (Storey 2014). Organizations like George Weston Foods, Steric, Arnott are the major competitors of the brand. Although Goodman Fielder is well known and acceptable among the consumers for the quality of food products that they provide, but there always remain the impact of treating the consumers’ right (Goodmanfielder.com 2017).
As stated by Purce (2014), to an organization, training intervention is an important part of the human resource management. The effectiveness of the training and development program depends on the degree of participation of the employees in the training program. Training provides certain new skills to the employees that are important to perform their job well. Therefore, it can be easily said that training can directly contribute to the development of the human resource of the organization. In this respect, Ford (2014) highlighted that it is by the implementation of certain training programs, it becomes easier for the employees to cope up with any kind of changes occurred in the organization.
Jehanzeb and Bashir (2013) highlighted a number of steps which are involved in the training and the development process of the employees. The strategic learning strategy is the main aim behind designing the training and the learning program. The primary step of the training program is by evaluating the need of the training program (Fee 2014). The training program should be focused on a particular issue that the organization has been facing in the recent time. After the evaluation of the issue, the viability of the particular training program to be undertaken is checked (Goyal and Chhabra 2016). It has to be understood that whatever the training program has to be designed should focus on the strategic management of the particular organization. The commitment level of the management should be based on long term development opportunities that would in turn increase the productivity of the organization. Training also increases the collaboration among the employees and provides the scope to share and transfer information (Knies et al. 2015).
The training session has to be conducted as a means of teaching the staffs. As commented by Goyal and Chhabra (2016), training and learning programs are always effective because it is by this process, a particular organization can easily mold the employees or the human resource according to their needs. Moreover, as pointed out by Ong et al. (2016), in the era of globalization and utter competition, product or service differentiation is a major criterion that an organization should undertake in order to make a positive mark in the market. Moreover, it is also important to service the customers well and help them whenever they look for any assistance. This help can be easily attributed from the employees and the staffs working at Goodman Fielder (Fee 2014).
As it has been identified that there are a number of issues and problems that the employees at Goodman Fielders face, a training program can be implemented that shall improve the organizational culture and strategies. It has been observed that the employees are less productive and they have a lot of time to spend in the organization (Falola et al. 2014). Therefore, the employees can be trained easily that can match the need of the organization and at the same time shall improve the productivity of the organization as well. It is expected, that the training program should be applicable right at the basic recruitment step that can be easily adaptable by the recruited employees that would ultimately benefit the organization to improve the productivity of the organization (Knies et al. 2015). The training program can be narrated as below:
1. At the time of recruitment: There remains a sea of applications who apply for the job but it emains on the responsibility of the management to think of the best possible way to hire the most eligible applicant of all. Sometimes, finding the right person might not become an easy part of the recruitment and thus, there should be certain parameters that can be used to determine the right candidate. As stated by Goyal and Chhabra (2016), the cost of hiring and recruitment are borne by the organization and thus, any kind of failure in the recruitment process results in loss of the particular organization. Therefore, the recruitment process should be validated enough to increase the impact of better recruitment.
It is expected that Goodman Fielder should adopt social recruitment policy. The social networking sites like Facebook, Twitter and even LinkedIn can be utilized as the source for getting potential employees.
2. On boarding: As commented by Falola et al. (2014), once an employee gets recruited in the organization, the on board process starts. The way the new hires are treated and are launched in the organization holds great importance for the particular organization. Therefore, it becomes very important to train the employees. For a company like Goodman Fielders it holds much importance to train the employees and the staffs to take care of the needs of the consumers visiting their outlets (Knies et al. 2015). A pleasant and good behavior from the staffs is expected by the visitors and if the same is received from the staffs, there remains a greater chance of creation of a loyalty of the brand.
In order to train them, the managers and the other authorities are responsible. It is expected that a training program shall be designed where the employees will be trained based on the requirements of the clients needed for a super market like Goodman Fielders. Moreover, as commented by Marler and Fisher (2013), for an organization like Goodman Fielder, caring about the needs of the customers is important and thus, the importance of teaching the employees and the staffs is far most important.
3. Talent management: Another important perspective of the training program has been highlighted by Purce (2014), it is talent management. There are a number of employees in every organization who performs or have the capability to perform better than other employees. These employees can be easily utilized by the management of the organization to increase the productivity of the organization. Moreover, these particular employees can be easily targeted and they can be trained as well to retain the talent in them (Goyal and Chhabra 2016). This particular perspective can be easily applied by Goodman Fielder in order to improve the situation of the organization and increase the productivity as well.
4. Performance management: It is the means by which the employees can be directly involved in the practice of learning and teaching. This method is used by many organizations and a buddy is referred to the employees who could not perform well in the business activities (Fee 2014). This same procedure can be applicable in case of the Goodman Fielder. There is no doubt that there are certain employees who are remained at the organization for a long time and that they can easily guide or help other employees in the organization (Falola et al. 2014). This same process can also be called as on-job training. The process can be easily applied by the organization to boost the enthusiasm of other employees.
All the above mentioned process can be utilized by Goodman Fielder to train the employees and at the same time increase the productivity of the organization as well. Employee training and learning process remain one of the sole responsibilities of the management of an organization to undertake. If the management undertakes the entire process correctly, there remains greater chance of getting the desired outcome.
Primarily, the management is responsible for coming up with a proper plan that should be implemented among the employees in order to make them aware about the needs of the organization. Secondly, it is expected that the management will hire a team of experts who shall be responsible for undertaking the entire employee training program (Fee 2014). For the said training method, it is expected that both fresher and the experienced are given the training and they are narrated about the jobs and responsibilities that each of the employee has to perform both as an individual person and as a part of a group (Marler and Fisher 2013). It is recommended that a time frame of 15 days session should be applicable for training a single batch of employees. Apart from theoretical understanding, it is also expected that the employees would be given certain practical examples as well that would clear out their conception on how to deal with the customers at the stores (Purce 2014). With the completion of the complete training session, the employees shall also be asked to pass an exam that would test their development on the particular matter. It is only when they pass the exam thoroughly the success of the training program can be declared.
The potential learning outcome could be either positive or negative. However, it is expected that the teaching and the training program would be effective enough and that it is by the means of the training program, the organization would be much benefitted. If the negative or the risky factors are taken into consideration, it can be said that the organization would have to face certain amount of financial losses (Knies et al. 2015).
The outcome of the training program can lead to the better success of the organization. When proper training is given to the employees, it is expected that they would become more productive. They could easily understand the needs of the visitors and the consumers also find it welcome and pleasant to visit the outlets of Goodman Fielder. However, there remains a risk of the fact that the company has to incur a lot of expenditure on the training program (Fee 2014). This might cause a financial burden or extra expense for the particular organization. In addition to this, there are chances that the training program does not become an effective one. The learners might not learn the things taught to them properly or the trainers might be not effective enough to train the employees (Storey 2014). Therefore, the management has to be excessive conscious about the type of training program and the intensity with which the employees will be trained. If proper checks and measures are kept into consideration, there remain the chances that the training program would be a successful one and the organization would be much benefitted.
Conclusion:
A detailed analysis of the work culture at Goodman Fielder has been carried on. It has been observed that the organization is facing certain issues regarding the productivity of the employees towards the organization. Keeping this particular perspective into consideration, it has been stated that there is a need for a training program to be implemented on the organization. A number of strategic human resource development theories have been undertaken during the discussion. It has been found that training is an important part of the work culture of an organization. In fact, training can be provided to each level of the staffs and managements in an organization.
In case of Goodman Fielder, it has been proposed that the employees or the staffs who are responsible for taking care of the needs of the customers visiting the outlets of Goodman Fielder need to be trained. A training program has been recommended with a proper justification to it. It is expected that if the training program is carried on with greater focus, there remains a positive chance of the improvement in the complete organizational business activities.
References
Falola, H.O., Osibanjo, A.O. and Ojo, S.I., 2014. Effectiveness of training and development on employees’performance and organisation competitiveness in the nigerian banking industry. Bulletin of the Transilvania University of Brasov. Economic Sciences. Series V, 7(1), p.161.
Fee, M.C., 2014. Human resources management.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Goodmanfielder.com 2017 Goodman Fielder Available at: https://goodmanfielder.com/ [Accessed on: 14-2-2017]
Goyal, S. and Chhabra, N., 2016. Benefits of employee training for developing economy. PARIPEX-Indian Journal of Research, 4(10).
Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to employee and organization: A conceptual study. Training and Development, 5(2).
Knies, E., Boselie, P., Gould-Williams, J. and Vandenabeele, W., 2015. Special issue of International Journal of Human Resource Management: Strategic human resource management and public sector performance.
Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), pp.18-36.
Nz.indeed.com 2015 Goodman Fielder Available at: https://nz.indeed.com/cmp/Goodman-Fielder/reviews [Accessed on: 14-2-2017]
Ong, D., Ong, D., Jambulingam, M. and Jambulingam, M., 2016. Reducing employee learning and development costs: the use of massive open online courses (MOOC). Development and Learning in Organizations: An International Journal, 30(5), pp.18-21.
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
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