Pars: Business Analysis

Pars’ has a Human Resource department consisting of five people, including the Human Resource manager who is the head of the team responsible for recruitment, performance management, personal development and training, staff pay roll and health and safety of staff. Ebert and Griffin (2013) describe human Resource management as “a set of organisational activities directed at attracting, developing and maintaining an effective workforce”. The HR department is responsible for ensuring the company can meet its objectives, including both the financial and marketing aspects of them. Mcdonald et al (2000), characterizes marketing objectives as a quantitative statement about sales volume, value, market share or profit. Pars main marketing objective

Riley (2012) believes this can be achieved through leadership and desire to improve both processes and products, considering all aspects of the business; customers, suppliers and employees. One of Pars’ visions is ‘value-added products’, for example, using organic potatoes which in turn will increase the quality and therefore profitability of the final product, as Garvin (1984) emphasis’ quality is profitability in his article “what does ‘product quality’ really mean?”. This illustrates a general perception of TQM and is also a tool for it. By evaluating work activities, material flows and paperwork they can determine the value that each activity adds to the customer. For example, they can eliminate a certain activity that is unnecessary without jeopardising customer service, making Pars’ more efficient and therefore more competitive. The HR department could follow the six sigma programme, which entails; identifying the gaps for improvement, collecting data, analysing the data, improving the process and controlling the new process. As stated by Sallis (2002), TQM is about meeting the quality expectations as defined by the customer. Therefore the six sigma agenda will allow Pars to perfect the product in order to match the customer’s wants, improving competitiveness through value-added differentiation and perhaps enhancing their market share by means of brand loyalty and consumer

They would also have to train new employees on the companies culture, policies and procedures, therefore the cost being money and time increases. Spending less on recruiting means that Pars’ will have additional finance to invest in capital or storage facilities for the production line in which the finance department are investigating possible financial sources for them at present.

However, the Human Resource manager is also looking to externally recruit as well through advertisement. In contrast too internal recruitment, Breaugh (2008) defines external recruitment as encompassing an employer’s actions that are intended to; promote a potential job opening to those not currently working for the organisation, influence whether these individuals apply for the opening, affect whether they maintain interest in the position until the job offer is extended and influence if the job is accepted. This too has its advantages:

• It will bring new ideas and skills to the workforce that weren't previously present. These new ideas and skills may improve the employee’s productivity, increasing the level of quality of the product, increasing consumer satisfaction and increasing competitiveness of