University of the South Pacific

Lautoka Campus

Semester 1, 2019

Mode of Study: Blended

COURSE CODE: MG106

COURSE UNIT: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

ASSIGNMENT: ONE

DUE DATE: Friday 19th April, 2019

Student Details
Name Student ID Si nature
Priya Shivanjni Sli170830
Rosheel Navneet Chand Si1170713
Question 1

Human Resource Practices and Policies

Human resource practices and policies are very important as it assists employees to understand
what is anticipated of them. They offer steering and equipment for managers to help with the
management of personnel. They provide rules surrounding equity, consistency and clarity.
Human resource practices have greatest effect on the primary concern will be considered in
considerably more detail.

Human resource policies are the formal standards and rules that organizations set up to
contract, train, survey, and reward the individuals from their workforce. These strategies, when
composed and scattered in an effectively utilized structure, can serve to acquire numerous false
impressions among representatives and managers about their rights and commitments in the
business place. “Workplace policies also are essential because they communicate performance
expectations and provide recognition for employees who meet the company's expectations.”
(General Human Resource Policies, 2019).

Jeffery, as HR manager has adopted some HR practices and policies. First practice is planning.
They need to plan for the staffing of the brand new ventures as well as for the enlarged
community of fast-food shops.

Another practice is downsizing of Nacho Stores. “The definition of downsizing or laying off staff
basically means that the organization is looking to reduce the number of its employees within
their organization” ("Downsizing", 2019).   Jeffery has adopted this in order to reduce the
dependency on full- time employees. In relation to this downsizing process Jeffery has to
exactly determine how many full time positions to be abolished or converted to part time or
casual positions and also he has to recommend a process for identifying which employees to be
made redundant.

Another policy adopted by Jeffery is recruitment. According to Martin (2016), “Recruitment” is

the process of finding and hiring the best and most qualified candidate for a job opening, in a
timely and cost-effective manner Jeffery planned to recruit new employees in the companies
planned new ventures”. This will help the organization to develop new ideas for better growth
of company’s revenue and profit.
Question 2

Redundancy and Legal Issues

Redundancy is rejections dependent on bosses business or financial choices with respect to the
administration of the business. There are legal issues which Jeffery should take into
consideration when designing the company’s redundancy process.

To begin with, legal considerations are noteworthy outside powers affecting human resource
management. Some important legal HR issues which Jeffery should be familiar with are: range
from issues such as hiring of employee, compensating employees, provision of benefits,
managing conflicts and termination of employees.

While designing the redundancy process Jeffery should choose workers reasonably on who is to
be made redundant. “Reducing costs through terminations and layoffs can have a variety of
adverse consequences” (Brault, 2019). This procedure shouldn’t influence other employees in
the organization where it creates fear to be terminated. The legal issues are followed so that all
employees are treated fairly according to their age, gender or ethnicity.

Alan's suggestion of targeting people closer to retirement age is not a feasible approach.
Employees who are in the organization for years are the reason company’s success. They should
be retained in the business for stronger customer relationship. When a business retains same
employees year after year, customers come to depend upon the ones employees to deliver
services and products, solution questions, and provide a relied on, collectively useful operating
relationship. Another reason is because these long- term employees display loyalty and
dedication to not only their customers, but additionally to each other. Another reason is that
people closer to retirement age have a lot of knowledge about the organization and can share
their skills for company’s higher productivity.
Question 3

OUTSOURCING

Redistributing is the business routine concerning getting a social affair outside an association to
perform advantages and make stock that generally were performed internally by the association's
own special laborers and staff. “Outsourcing is the practice of obtaining goods and services from
a foreign supplier”, Jesus L, 2017.

Surveys of business forms have driven numerous suggestions to conclude that it bodes well to
sub-contract a few or all non-center exercises to pro suppliers. Organizations tend to outsource
their Human Resource Functions to external vendors due of many reasons. One reason for
outsourcing is for reducing and controlling cost. It enables the business to bring down uses on
fixed expenses and control variable costs that can result in huge investment funds. Another
reason can be for improving and maintaining business focus. Most redistributed errands are time-
consuming. By turning over these, you can completely take care of your center business forms.
Third reason can be for maximizing external resources. Outsourcing equips the business with
adaptability and control, particularly with regards to unanticipated situations that may influence
your situation in the market.

As potential HR managers, I would be more concerned to the role of the HR expert in

organizations that outsources its HR activities rather than the external firms that have the
agreement to provide the HR facilities. This can be a better choice as the company does not have
to worry on how the person will conduct the work because professionals and they do things in an
advance way. It would offload work that is not part of the core business and hence it will also
save money.
Question 4

Training Programs for employees

Customer’s needs should be fulfilled with the aid of the agency with a purpose to preserve the
standard and reputation of the company. The sale and profit of the company depends on the
customers. In order to maintain the needs of the customers there is need of best quality products
and also highly qualified employees who serve the customers politely and those who are engaged
in the final production process.

As a consultant, in order to advance the quality of product I would implement a training

program for the employees who are engaged in the production process. Firstly, the reason for the
gathering will be discussed so that the employees know that due to a decline in the product
quality; the company’s profit is also decreasing, leading to a bad reputation in the market. Hence,
this will increase employee’s will-power and generate more potential to work together as a team
to help improve the quality of the product.

Secondly, individual employees must be asked the reason for the decline in the quality of
product. These gaps should be analyzed and highlighted and turned into the organization’s
training objectives, so that the problem is solved. Motivating employees can be the best way to
improve production; motivated employees will have better productivity compared to
unmotivated ones. According to Jennifer Schramm (2012) “Leaders in many organizations will invest
more time, attention and money into building a highly skilled HR team that can effectively deploy high-
impact practices”

This training program can only be effective when the managers play their role. It can be through
their behavior towards the employees. The way managers interacts with the employees really
matters.
Question 5

Effects of Downsizing Strategies

Jeffery proposes a downsizing plan for Nacho King Stores in a discussion paper. As an expert in
HR matters, I would advise authorities not to implement downsizing strategies.

The implication of the downsizing strategies can affect the performance of the organization as it
is having a poor financial status. Downsizing influences everybody in the association, it has the
hugest impact on representatives who are expelled and need to leave the organization. According
to Lynne M, (2019), “Downsizing will decrease the number of employees in the company as a
result it will lead to reduction in the production”. If the company downsizes then it would lose its
valuable knowledge when the employees exit and hence, there will be more workload on other
workers. Due to this, the existing staffs will not get enough time to examine new talents. The
company is currently having a poor financial performance and due to the implication of
downsizing strategies the situation will be under control to maintain the productivity.

When the employees will be aware that the company is planning to downsize its employees,
there performance will also decrease as it will create a fear of being terminated by company. In
this case the employees will not perform up to par rather will reserve their skills and talents to
perform in other industries. Employees may also loose trust in the management which will
eventually result in less engagement and loyalty. Downsizing leads to problems that ultimately
increase the chances of financial loss. It increases the risk of bankruptcy.

Downsizing is one of the components that reason a decrease in creativity in the place of business.
The workplace turns into a much less innovative environment and employees don't make as
many bold, creative movements of their work. Companies can also face legal issues if any of the
terminated personnel feel they were centered unfairly. The organization also stands to earn a bad
reputation that may in addition hurt enterprise.

Company’s reputation is source of competitive advantage. Purchasing of goods by the consumers

depend on the company’s reputation in the market. Due to downsizing companies lose a lot of
customers, financial contributors, lenders, and also the shareholders.
 Reference

SHRM. (2019).Effective HR Practices Drive Profit. Available at: https://www.shrm.org/hr-today/news/hr-

magazine/pages/1112focus.aspx

Inc.com. (2019). Human Resource Policies. Available at: https://www.inc.com/encyclopedia/human-

resource-policies.html

Anon, (2019). [online] Available at: https://www.inc.com/encyclopedia/human-resource-

policies.htmlhttps://www.inc.com/encyclopedia/human-resource-policies

Investopedia. (1983). How Human Resource Planning (HRP) Works. Available at:

https://www.investopedia.com/terms/h/human-resource-planning.asp

Cleverism. (2019). What is Recruitment? Definition, Recruitment Process, Best PracticesAvailable at:

https://www.cleverism.com/what-is-recruitment/\

Downsizing. (2019). Retrieved from https://www.hrinz.org.nz/Site/Resources/Knowledge_Base/A-

H/Downsizing_.aspx

Brault, M. (2019). Legal Considerations for Workforce Reductions. Retrieved from

https://www.hni.com/blog/hr/legal-considerations-for-workforce-reductions

What is redundancy? | Totaljobs. (2019). Retrieved from https://www.totaljobs.com/advice/what-is-

redundancy

What is outsourcing? What does it mean for companies?. (2019). Retrieved from
https://medium.com/coderslink/what-is-outsourcing-what-does-it-mean-for-companies-eff73fe60372

How Can Training Help in Increasing Employee Productivity? | Your Training Edge ®. (2019). Retrieved
from https://www.yourtrainingedge.com/how-can-training-help-in-increasing-employee-productivity/

The Positive and Negative Effects of Downsizing on Departing Employees. (2019). Retrieved from
https://smallbusiness.chron.com/positive-negative-effects-downsizing-departing-employees-34813.html

General Human Resource Policies. (2019). Retrieved from https://smallbusiness.chron.com/general-

human-resource-policies-60048.html