Human Resources of Diary Production Company - Case Study Example

R Assessment Name Institution Organisation: Diary Production Company Activity A The main products and services Company X Dairy will be offering drinks and food products made up of milk like steamed milk pudding, ice cream made up of milk, and milk powder for preparation of breakfast. The company will also be offering breakfast meals in the form of toast, eggs, sandwiches, tea, macaroni, ham, and noodles among other foods. The main customers Company X will be serving majorly the local customers in need of the manufactured milk products mentioned above. The company will offer these products on a regular basis in order to meet the interests and demand of customers. It will serve individual customers, groups, organisations and institutions locally ordering for the products to be delivered to their premises and offer products during events as per the customer orders. The purpose and goals of the organization The main goal of Company X is to create market for milk producers and process the milk onto different milk products to enhance healthy growth of the customers in the locality. The company will focus at providing quality services to its customers. Another company’s goal will be to working towards securing a flourishing and sustainable dairy farming industry and promoting the real value of milk. External factors and their impact Promotion/ Marketing factor: Marketing of the dairy products becomes a challenge to the company. This influences the market of the dairy products manufactured in this factory. It is clear that the growth of population is changing with the changes in the technology where consumption of dairy products is minimal. Kilelu, Klerkx, and Leeuwis (2013, 67) argue that the company has to hire some experienced and skilled personnel to conduct marketing activities, thus incurring high costs. Competition: It is perceptible that dairy industry is very competitive where there are a number of companies in the area dealing with dairy products. Company X will be facing competition from other dairy companies located within. Ju (2012, 104) identifies that there is competition in sale of the dairy products in the market, as well as competition in winning over the dairy supply from the dairy farmers. Economic Recession: The downturns of the economy might influence the company and its economic operations. The downturns lead to increased costs and reduction of the demand for the dairy products, as well as the power of customers to purchase the dairy products (Kilelu, Klerkx, and Leeuwis (2013, 71). Milk supply; Dairy companies rely on dairy farmers for the supply of the milk. It is clear that dairy farmers are faced with challenges which lead to production of little amount of milk. Ultimately, the challenges faced by dairy farmers influence the operation of the dairy company. The farmers also face the problems of inadequate labour and capital to improve their dairy farming activities (Ju, 2012, 104). The structrure and functions Company X will have a number of structures; that is, The managerial department and each manager will be responsible in the supervisory of a certain department. Operations department: There will be procurement department where milk will be procured. The hygiene department will be for testing the milk for hygiene before it is processed. Then the milk would be taken to the processing department to be processed into different milk products and then packed. After packing, the milk will be tested then released for distribution to the merchandisers. There also is the accounting department in the organizational structure for accounting operations. The marketing department is for promotion and marketing of the milk products in the locality. The human resource department is capable for employment of workers in the company. The information technology is another department is another department that will be responsible for communication and other IT operations in the company. How these different functions work together within the organization to optimize performance The above structures enable the company to meet its performance goals since each department has its functions, which they play in connection. From the management, manager supervise the roles played by workers in all the department after being employed through the human resource managers. The IT department also operates within all other departments because of enhance communication. Sale of the milk products becomes effective through the work done by the marketing department personnel. The culture of the organization and ways this affects operations The company would be operated through clan organizational culture. This is a culture that enables all the departments to be like a family or work together. This culture affects the company’s operation by ensuring worker’s satisfaction because of proper conduct of the managers. It also helps in meeting of the customer demand because of availability of the milk products all the time customers are in need. Activity B To retain the HR or L& D function The organization strategy Company X’s organization strategy in relation to the human resource managers is to improve the organizational performance. The company strategy is to work with competent and determined workers in meeting the market demands and offering quality services to its customers. The company would be innovative in different milk producing areas, improve its organizational capability, and improve its productivity. There is also knowledge management and improved productivity of the workers. HR activities support the organisation’s strategy Staffing activity The HR performs the staffing activities of the organization and managing the employees. The HR ensures that the company is well staffed with the right employees having the efficient qualifications and skills (Kalyani, & Sahoo, 2011, 280). The HR also helps in designing of the organizational structures by identifying the right staff to be assigned duties in different departments and grouping workers according to their qualifications and expertise. The HR recruits the right people for the company and ensures their development through provision of some training. The function helps in meeting the company’s goals and objectives, as well as improving its productivity. Performance activity In the company’s performance, the HR plays a major role of ensuring that the employed workers have the required competence and skills to perform different roles towards the productivity of the company. The HR also ensures that workers are well motivated and dedicated to their work, thus maximizing their performance (Long, & Ismail, 2012, 24). Through promotion, increasing pay, and providing benefits and rewards to the workers, the HR helps in improving the performance of the workers. Negotiation with the trade unions also leads to improved worker satisfaction. Change management During changes where the company needs more employees, the HR ensures filing of the empty positions. The records kept by the HR are used to determine the changes affecting different employees and enhance their adjustment. During the change, Kalyani and Sahoo (2011, 280) state that the HR helps the management team to identify the employees to change in different departments and use the records to identify the employees capable of adopting the specific change easily. Three ways HR professionals support line managers and their staff Administration HR has the responsibility of ensuring smooth operation of the company by maintaining the inclusive and accurate information of individual employees (Sparrow, Scullion, & Farndale, 2011, 43). The HR retains records that show the performance of workers, thus helping the managers to understand how to cope with their subordinates. Goal setting HR help in setting of goals of the company because the assist the managers to identify the right roles to be played by different workers and help in identifying the competence of workers in achieving a certain goals within a certain period. Decision-making The HR is noble in making decisions associated with distribution of duties by the managers and saves the issue of workers being provided with duties that they cannot handle. By providing, the records kept regarding the workers’ qualifications and skills, the HR enable managers to delegate the right duties to the right workers (Long, & Ismail, 2012, 25). The role that the HR function has to the overall success of the business The HR plays a major role of ensuring availability of workers in the company and it is widely known that without workers, an organization cannot perform or meet its goals. In addition, HR helps in the acquisition of skilled and qualified employees to conduct the organizational operations, thus the success of the company (Sparrow, Scullion, & Farndale, 2011, 47). The HR majorly does management of workers and this helps in meeting the administration objectives. It is the responsibility of the HR to identify the areas that need specific number of employees and offers the required training to workers helping them to fit in different worker areas. The function of the HR is to offer a direction to the organization regarding the workforce required and ensures that workers are handled efficiently for their enhanced productivity, for instance, ensuring they are paid well and delegated duties equally. References Ju, B. (2012). An Evaluation of Critical Factors Influencing Product Innovation in the Food Industry-A Case Study of China Mengjiu Dairy Company. International Journal of Business and Management, 7(3), 104. Kalyani, M., & Sahoo, M. P. (2011). Human resource strategy: a tool of managing change for organizational excellence. International Journal of Business and Management, 6(8), 280. Kilelu, C. W., Klerkx, L., & Leeuwis, C. (2013). Unravelling the role of innovation platforms in supporting co-evolution of innovation: contributions and tensions in a smallholder dairy development programme. Agricultural systems, 118, 65-77. Long, C. S., & Ismail, W. K. W. (2012). The HR specialist as an agent of change: Skills that open up a place at the company's top table. Human Resource Management International Digest, 20(2), 24-28. Sparrow, P., Scullion, H. U. G. H., & Farndale, E. L. A. I. N. E. (2011). Global talent management: New roles for the corporate HR function. Global Talent Management, Abingdon: Routledge, 39-55. Read More