Managing People at Josita Farm Assignment Sample

Introduction To Managing People at Josita Farm Assignment

Managing people is a process of recruiting, motivating and growing the team members to contribute the goals of company. The report is based on the Josita farm business that offers the customers high quality and fresh grown food. It will state about the challenges and issues face by the farm. The report will outline the HRM recruitment and selection model that is follow by the farm to achieve its goal and its impact on behavior of staff and productivity. It will also cover the positive and negative aspect of current HRM model. The report recommends the HRM model to improve productivity and employee relation in the business.

2. Challenges/ Issues

2.1 Josita`s Farm strategic goals and objectives

The Josita Farm is a business that provides fresh and quality grown foods to its customers. The goal and objective of the farm is to expand its business through online platform by providing healthier and environment friendly grown foods. The objective of Josita farm is to create a network that connects all stakeholders like local farmers, customers and suppliers so that benefit all.

2.2 Josita Farm HRM challenges/ issues

There are various challenges and issues face by the Josita`s Farm. The company faces issues including proper training of employees, retaining the employee in the farm business as well as problem in meeting the demands of customers. This issue is barrier in the success of business.

2.3 Impacting company productivity/ performance

There are various challenges in the HRM policy, this significantly impact the productivity as well as performance of the business. the operational productivity of the firm decrease as a result there is delay in making orders on time. This leads to impact the reputation of the business as the farm start receiving complaints of customers. It impacts the brand loyalty of the business as well as the profitability.

2.4 Impacting Employee productivity/ performance

The farm expands its business and start delivering services for fresh food and start serving its services. As with the expansion, the employees of the company have more work as well as responsibility to produce or deliver the good on time. With the expansion, the employee needs to work more than the contracted time, this lead to increase workload in employee (Kud?a, 2021). The lack of proper training lead to increase burden of the current staff as a result they feel burdened due to this, the productivity and performance of the employee decrease.

3. HRM Models, Concepts And Theories

3.1 Define HRM recruitment and selection models, theories and concepts

The human resource management is an activity of organizing, managing and coordinating the employees of the company to achieve the goals, vision and objective. It includes training, motivating, compensating the employees. There are numbers of HRM theories-

AMO Theory- Employees are important part of the company because their performance influences the success. The AMO means ability, motivation and opportunity. This model used by the professional of HR to determine the relation of individual and their outcome in the company (Cui and Yu, 2021). The farm use this model because the employee perform well when they have ability, skill and knowledge and it work as a motivating factor for them. This gives them opportunity to work in a best manner so that able to attain the goals and objective of the farm.

Human Capital Theory- The human capital theory is related to the idea of humans for enhancing productivity as well as efficiency by giving more emphasis on education and training. It is an study of the human. This model helps the farm business in training the employees as a result the farm is able to expand its business to different regions as well making the presence of business online (Sayili, 2020). It assists the business in boosting the production, attracting new employees by providing effective training sessions. It increases profitability as well as performance of the business.

Michigan Model- This model of HRM includes human cycle that consist four functions which performed in the company. This process includes selection means harmonies the avail human resource to the job, appraisal according to the performance, reward focus on performance of company and development for developing quality employee. This model gives emphasis on management, group of professional as well as new workforce. It main aim is to aligning the structure, strategies and policies with the human resource system. By following this HRM model, the farm business is able to hiring and attracting new skill employee, retain the current employee by giving timely training. The farm provides appraisal and reward to its employee for the better performance it leads to motivate employee and aids in better employee engagement and reduce the employee turnover. This model provides benefit to the business in developing high quality employee that give opportunity to the business in expanding the operation to the next level.

3.2 Effect on the behaviour of the staff within the workplace

This model aids the company in selecting a candidate that match according to the requirement of the job. It helps in selecting the candidate according the requirement of the job by focusing on skill, talent and knowledge of the candidate. It helps the Josita farm in appraising the candidate according the performance, it assists the business as the employee feel motivated through appraisal. The employee feels motivated as well as less overburdened, stress free. This aids the farm in meet the demands of the customers.

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There are some negative effects on the staff in a absence of this model, the farm faces issues like lack of trained workforce which affect the working of the farm. The untrained employee feels de-motivated in the workplace if he is not able to fulfill the required task given to them. Due to this it lead to increase employee turnover as well (Kalyanamitra, Saengchai and Jermsittiparsert, 2020). Lack of proper training system in the business increase the pressure of current staff because the new employee coupled with the old ones, this increase workload, burden and stress as a result employee turnover increase.

3.3 Effect on the company`s productivity/performance

These HRM models play a significance role and enhance the productivity as well as performance of the farm. It helps the farm in providing training to the employees regarding how to perform the tasks in the farm and offer the fresh food to the customers on time so that objective and goals of the firm achieve effectively. It assists the employee to engage with the customers online so that productivity of the farm increases. This model helps in enhancing the skill and knowledge of the workers by conducting training session and trained employee always give its best and increase productivity of farm.

There is some negative effect as well if the model is not implemented properly, it lead to several drawbacks to the reputation of farm. Lack of proper implementation leads to poor management of company operation and staff that increase workload on both, it directly impact the satisfaction of the customer (Talukdar and Ganguly, 2022). As a result, the productivity and performance of the farm decline.

4. Analysis

4.1 Assessing the appropriateness of current HRM Models and Concepts

The HRM model used by the Josita Farm is important for the success. The AMO model is suitable for the farm as it aids in forming the characteristics of the employee and contribute in making success for the farm. This model catered the best to the interest of the farm as it enhance the ability, motivation and opportunity of the employee and improve productivity of farm. The farm expand its business and do business online for this it need to conduct the training session to enhance the ability and capability of staff. It need to motivate employee to give best as the farm face problem in meeting the demands and also give opportunity to do work by giving ideas (Bos?Nehle et al, 2023). The human capital theory is appropriate as it provide training and education to the employee. This leads to give competitive advantage to the farm as it improve efficiency and productivity. The employees with more skill able to do the work on time and assists in increasing profitability.

The Michigan model is suitable for the farm because it helps in aligning the strategies of organization with the human resource. This model is appropriate for the firm as it helps the business in selecting the best employee so that it is helpful to attain goals of the business. An motivated employee give their best to business, this model influence the employee by appreciating and rewarding. A motivated employee helps the business in meeting the demands of its customer. Also, it assists in developing in new talent employee for the company.

4.2 Positive element

The HRM model has positive influence on the working of the Josita Farm. The AMO theory benefits the farm in recruiting the employee according to their abilities. It assists the farm in making the plan and strategy to provide the training to employees to attaining the goals and vision. The training motivates the employee to give their best and increase the productivity of firm this lead to decline the employee turnover. The human capital model also benefits the Josita farm in recruiting the best employee who possesses the skill, talent and knowledge of agriculture related activities. It provides training as a result enhances productivity, customer satisfaction as they get quality product, innovation and also improve employee health and wellbeing.

The Human capital model mainly focuses on the training of the staff that assists the business in developing and making innovation in the business as well. It ensures the training and improving the people so that able to build a productive workforce (Aghimien, Aigbavboa, and Aghimien, 2024). It helps the farm business in expanding its business by making strategy and providing training. The Michigan model is advantageous for the farm as it is helpful in the management of employee. It hired new employee, appraise them for the performance and giving them reward for this, it motivate them and increase productivity. This assists the farm business in expanding its business and achieving its goal and vision.

4.3 Limitations and area of improvement

The farm has benefits of HRM model but there are some limitations as well. The farm face issue in managing its business as it expands the business. The company needs to provide training to its employee regarding production and fulfilling the orders on time as the company receives complaints for this. With the help of AMO model the firm can motivate it employee by providing training related to online working so that enable to engage more customers (Bos?Nehle et al, 2023) The farm is facing issue like increasing workload of employee, due to this the employee feel overburden as a result employee turnover increase, it directly impact company performance. The farm by taking corrective action can improve the performance by providing proper training, organizational culture by rewarding and appreciating employee and giving them fair pay. The firm face issue that include bad management of activities in the farm as well as not able to meet the customer demand and also getting complaints from the customers for this it is important for the business to use the model and appropriate ways to improve the management. To meeting the demands and reducing the complaints the business need to motivate the employee through appraisal and reward. This influences staff to do the best and enhance productivity and profitability of the Josita farm.

5. Recommend And Justify

5.1 Identifying and recommending HRM models, policies and procedures

The farm should follow the new models to overcome the current problems in the farm business. It can use models includes-

Guest Model- The guest model focuses on the developing the motivating and encouraging factors for the employees. To motivate the farm gives training to its employee related to operating business so that it helps the employee in doing production on time and complete the orders on time (Behl et al, 2022). By providing training the employee also get a chance to learn new skills and expertise that helps them in engaging the customer online. This model helps the farm in growing and expanding the business so that effectively attain the goals, objective and vision of the business. This model results in high employee motivation, engagement, proficiency and compatibility result in high profitability of farm.

Warwick Model- The Warwick model focus on integrating the functions of HR into the strategy of business so that effectively attain the goals of the business. The Josita farm can use this model because it use business strategies that included the internal and external environment in which the farm has to operate its business (Human Resource Management Models,2024). It assists the business in recognizing and classifying the internal and external environment that impact the business. It provides the business a competitive advantage over its competitors. With the help of this the farm business evaluates the challenges and issues that hamper the business and make changes accordingly.

Person-Organisation Fit Model- This model give emphasis on harmony and compatibility between employees value, objective and personality with those of the company. This model helps the Josita farm in recruiting the candidate who better way join or align with the culture of farm. This model help the farm business as well as the new candidate as when the organization culture fit the best it result in high job satisfaction which motivate the employee (Hu, Yao and Zhang, 2021). With the help of this the farm is able to earn more profitability by increasing productivity as motivated employee gives his best to the business.

5.2 Justification of the recommended model

This recommended model assists the Josita farm business in solving their current issue related to workers training, retaining employees and fulfill the customer demand on time. The guest model assists the farm business by providing training to the employees it enable the business to fulfill its order on time as well as aids in declining the complaints of customers. It also helps the business in expanding the grown food business to the next level in the future.

With the help of Warwick model, the farm business is able to recognize external and internal factors and according to that make decisions in the business (Bilan et al, 2020. If demand for the product increase it give the business a foresight to increase employees so that efficiently meet the demand of customers. The Person- Organizational Fit model aids the business in recruiting the best employee who effectively align with the business culture. It leads to motivate employee, this lead to solve the problem of employee turnover.

6. Conclusion

As expressed, managing people in the business is important to achieve the goals and objective. The report is based on the Josita farm that do the business of fresh grown food. The report stated about the challenges of employee training and difficulty in meeting the demands. It covered the HRM model like AMO, Human capital theory and Michigan that is followed by the Josita. It also stated about the suitability of the current model and outlined the positive element and limitation. It recommended model including Guest, Warwick model and Person-Organizational Fit model and how it impacted the business. Thus, selection of right HRM model is important for success.

References

Books and Journals

• Aghimien, L., Aigbavboa, C.O. and Aghimien, D., 2024. Workforce Management Theories, Models, and Practices. In Construction Workforce Management in the Fourth Industrial Revolution Era (pp. 75-102). Emerald Publishing Limited.
• Behl, A., Pereira, V., Varma, A. and Tarba, S., 2022. Guest editors' overview essay: exploring the dark side of electronic-human resource management: towards a new PROMPT model. International Journal of Manpower, 43(1), pp.1-11.
• Bilan, Y., Mishchuk, H., Roshchyk, I. and Joshi, O., 2020. Hiring and retaining skilled employees in SMEs: problems in human resource practices and links with organizational success. Business: Theory and Practice, 21(2), pp.780-791.
• Bos?Nehles, A., Townsend, K., Cafferkey, K. and Trullen, J., 2023. Examining the Ability, Motivation and Opportunity (AMO) framework in HRM research: Conceptualization, measurement and interactions. International Journal of Management Reviews.
• Cui, Y. and Yu, G., 2021. A cross-level examination of team-directed empowering leadership and subordinates' innovative performance: an AMO theory perspective. International Journal of Manpower, 42(7), pp.1257-1278.
• Hu, Q., Yao, J. and Zhang, Z.X., 2021. Selecting people based on person?organisation fit: Implications for intrateam trust and team performance. Human Resource Management Journal, 31(1), pp.293-310.
• Kalyanamitra, P., Saengchai, S. and Jermsittiparsert, K., 2020. Impact of Training Facilities, Benefits and Compensation, and Performance Appraisal on the Employees' Retention: A Mediating Effect of Employees' Job Satisfaction. Systematic reviews in pharmacy, 11(3).
• Kud?a, B.M., 2021. Human resource management in contemporary enterprises. VUZF Review, 6(3), p.59.
• Sayili, K., 2020. Retaining skilled employees: A human capital model with innovation and entrepreneurship. Managerial and Decision Economics, 41(6), pp.911-923.
• Talukdar, A. and Ganguly, A., 2022. A dark side of e-HRM: mediating role of HR service delivery and HR socialization on HR effectiveness. International Journal of Manpower, 43(1), pp.116-147.

Online

• Human Resource Management Models. 2024. Online. Available through:< https://www.managementstudyhq.com/hrm-models.html>