Human Resource Management

In order for an organisation to function successfully it requires the formation of teams of individuals who are skilled, knowledgeable, have a good work ethic and most importantly an attitude to thrive towards organisational goals. By considering Welltasty in this perspective, it can be seen that it is failing to recognise that human capital is their most important asset. The fast growing pace of the business has led to a breakdown of employee relations and has caused a number of personnel issues. Welltasty's decision to create a Human Resource Management (HRM) department means that the organisation can focus on managing its human capital towards the achievement of organisational goals.

Evidence suggests that Welltasty suffers from having an unstable workforce as the long term service within the organisation is relatively low. Consequently in order to stabilize and retain the workforce a Human Resource (HR) strategy should be implemented that focuses on resourcing, training and rewards. Evidence to support this comes from Mahal (2012) who suggests that "progressive HRM practices involving resourcing, training and rewards can lead to reduced turnover."

In order to stabilize the workforce at Welltasty a resourcing strategy needs to be implemented that focuses on the recruitment and selection of additional production staff, sales staff, administrative staff and clerical staff. "Recruitment is a process by which organisations attract a pool of candidates from whom to select new staff, whereas selection is the process whereby employers determine who from among those who have submitted applications is to be offered a job and who is not" (Redman and Wilkinson, 2002). During the recruitment process the HR department should focus on attracting two different groups of employees, namely skilled works and unskilled workers. As the production line workers fall under the unskilled labour category, the process used to recruit these individuals will differ from the skilled labour.

An external recruitment policy should be used to recruit production workers. External recruitment is beneficial as it would reach a wide pool of applicants which is necessary for Welltasty as they will need enough workers to meet and satisfy its expansion. As the position requires relatively little skill the most practical recruitment source to consider is recruiting people locally through adverts in the local newspaper. Interested parties will always be looking for employment whether its long term or short term, for examples students may be looking to gain extra cash to finance expenses whereas graduated students look for long term opportunities. Therefore a newspaper advert is a quick and efficient method to gain applicants because this is usually where unskilled-or semi-skilled workers first look for employment opportunities. The HRM department should also consider getting external assistant from jobcentres and employment agencies.