LO1 Appraise the use of high-performance working (HPW) and culture in supporting sustainable business performance. LO2 Evaluate the ways in which performance management can support high-performance culture and commitment LO3 Review the factors to be considered when planning training and development activities in an organization LO4 Design a personal and professional development career plan for a named job role, based on reflection and evaluation.
“Strategic resourcing is a key part of strategic human resource management i.e., matching human resources to the strategic and operational requirements of the organization and ensuring the full utilization of those resources. It is concerned with not only obtaining and keeping the number and quality of staff required but also with selecting ... people who ‘fit’ the culture and strategic requirements of the organisation.” (Armstrong, 2012. P.204) According to Garnsey and Heffernan (2005) many new businesses that experience rapid growth can experience unexpected problems, two of the most common are operational inefficiency due to poorly trained staff and employees being overworked, unappreciated and often ready to leave their employment.
Ocado is an online grocery retailer in the UK growing rapidly over the past 5 years. The company has been facing staff retention and recruitment issues which has slowed their expansion and growth. The huge surge in demand for home deliveries over past few years and currently has major challenges increasing staff performance, recruiting new staff and more importantly retaining good ones. Ocado is one of the few online delivery services to offer one-hour time slots, and it also endeavours to make its deliveries as environmentally friendly as possible. The company has made great strides in minimizing food waste, with unwanted supplies being donated to food banks and local charities therefore trying to build a positive image of the company.
Whilst the online retailer must meet the demand from increasing customers, their staff performance, recruitment of new staff and retention of existing staff is proving to be a problem for the company. One of the issues emerging is stress as their existing staff are having to work longer hours than contracted, and many want to leave the company once they have secured alternative employment.
The management board of the company in concerned and has decided to employ a specialist HR firm to help identify staff recruitment, performance and retention issues and how these could be rectified, with the hope of better performance through employee retention and better recruiting of new staff and training to meet growing market demand.
