Assessment Answers On HR Issues Of Employee Retention MGMT661

Assessment Answers On HR Issues Of Employee Retention MGMT661

Running head: STRATEGIC MANAGEMENT
STRATEGIC MANAGEMENT
Name of the Student
Name of the University
Author Note
1 STRATEGIC MANAGEMENT
Literature …

Preview text

Running head: STRATEGIC MANAGEMENT
STRATEGIC MANAGEMENT
Name of the Student
Name of the University
Author Note
1 STRATEGIC MANAGEMENT
Literature Review:
A case study of Farm-strong has been chosen in order to understand different trends in
the industry of craft brewing. Being operating within this industry, this chosen organization
faces different issues among which one of the issues of wages and HR. The elaboration on
the HR issues related to the chosen organization and industry will be discussed in the entire
research. Different articles and online sources can be reviewed in order to understand how the
organization is facing the HR issues against the trends in the beer manufacturing industry.
HR Issues Of Employee Retention:
According to areport of fastcompany.com, (2020), due to the impact of lockdown,
different HR issues are being faced by the craft brewing industry. The imposed lockdown has
shut down acertain number of bars which has threatened the lines of unemployment in this
sector. On the other hand, Farm-strong is operating its business seasonally, therefore in terms
of recruiting and retaining workers becomes one of the challenging tasks for the organization.
Due to the shutdown of different bars and restaurants, the production in the craft brewing
industry has been reduced and thus leading to high unemployment in this industry. Thus the
workers are bound to have long working hours, physical exhaustion and many more other
issues (Bowditch, 2022 ). Being operating seasonally, Farm-strong hired people who can work
hard for the workers for afew days and after that again the workers become jobless and that
is where the issues of HRs can be seen in abusiness environment. The uncertainties of HR
operations are increasing the insecurities among the workers, because when Farm-strong will
stop operating in the offseason then how those workers will be living their life is one of the
key considerations among them. Therefore the lack of leadership approach is increasing the
issues for the workers as well as increasing the pressure for the organization to manage and
retain effective workers for the business environment. The craft beer industry where Farm-
strong is operating is offering people an opportunity to work in apositive work environment
2 STRATEGIC MANAGEMENT
that provides creativity, authenticity, value and hand-one connection to production. The
workers in the brewery industry on the other hand supported by enthusiast consumers that
enjoy talking, making and consuming the products of Farm-strong. From this, it can be
understood that if the business organization can effectively manage the human resources,
then the performance of the business can be effective and astrong consumer base also can be
maintained (Alonso, Alexander & O’Brien, 2018 ). Low wages and long hours of working are
the points that dissatisfied the workers and increase the issues for HR professionals to
manage human resources for the production and selling of beer products. From different
research, it has been seen that hiring and retention of workers is one of the significant
challenges faced by HRs in the craft brewing industry where 90% of respondents have agreed
on this fact. It has been seen that people are living craft brewing sector and living the
organization Farm-strong to have better opportunities in other industries (Fastcompany,
2022 ). So the question that has been arising is whether the craft brewing industry might not
provide better opportunities to the workers and that is forcing them to leave this industry for a
better opportunity.
Issues of proper hierarchical structure:
According to Cabras, (2018), the lack of proper hierarchical structure is another
reason that is causing the issues of human resources in this industry of craft brewing. People
with less capability in higher authority often neglect the ability and capability of workers
working in the environment. It has been found that, at the end of 2021, there were around 4.5
million workers who quit their jobs due to not having proper work culture in the industry of
craft brewing. This increases the issues of labour shortage for the chosen organization Farm-
strong. It is quite understandable about the reason behind the workers leaving the industry
among which one is a toxic work environment where discrimination, improper behaviour
from the supervisors and many other issues can be seen in both the department production
3 STRATEGIC MANAGEMENT
and selling. Not being able to manage the culture of the workplace, the HRs are facing the
issues of retaining skilled and talented workers (Miller, 2019 ). The role of aleader is not just
guiding the workers, but also understanding the needs and requirements of the workers and
that is where the HRs are facing issues of not understanding the demands and choices of the
workers. Satisfying the basic needs of workers and ensuring the employees that they are also
an asset to the organization is one of the ways to motivate and increase the morale of the
workers. Farm-strong is operating seasonally and therefore while operating in different
seasons the HRs of the organization must ensure recruiting new and existing workers and by
providing the worker employees with basic needs, the process of retention can be done in an
effective way (Craftbrewingbusiness, 2022 ). In addition to that, the management and HR
professionals within the organization must ensure job security for the workers, so that they
can feel like working within the organization for a longer period of time and for that the
business must operate in a continuous manner rather than operating seasonally. This is
because if the organization operating only operates seasonally and the HRs do not retain the
skilled and talented workers, then in this period of labour shortage, the organization can face
the difficulty to operate in aseasonal environment. If the organization cannot take care of
their workers, then the workers might not give value to the organization in terms of working
part-time with the organization. In terms of brand community, workers often become the
members of the community and the value consideration goes for both the parties. Therefore
the HRs can face the issues to manage the brand community.
Issues of labour shortage and management:
According to Sozen & O’Neill, (2018), in the ongoing labour shortage, if an organization
does not provide proper wages to the workers, then that is considered to be another fault or
issue from the side of HRs. It is one of the common considerations that people in any industry
work for money and then work for their own satisfaction and wages are interrelated with
4 STRATEGIC MANAGEMENT
wages. If an organization can provide better services in terms of wages to workers, then the
motivation and encouragement among the workers will ensure self-retention within the
organization for a longer period of time. HRs within the craft brewery industry where the
process of production and selling of beer used to be done must ensure that those who are
giving their best for the organization in this situation of the crisis must be paid with aproper
salary and that must be taken care of by the HR management of Farm-Strong
(Farmstrongcider, 2022 ). In addition to that, in order to not face the issues of skilled and
talented workforce shortage, the organization can also come up with the process of rewards
and recognition. This is where based on the level of performance among the workers, the
organization can ensure conducting rewards and recognition programs to make sure that
workers are motivated towards the operations of the organization. Along with that, in this era
of labour shortage issues, attracting talented and skilled workers is another challenging factor
that Farm-strong is facing while operating in this industry of craft brewery. Being an
uncertain industry, attracting and retaining workers is one of the challenging tasks faced by
HRs. But to deal with this challenging environment, if an organization can come up with
several strategies of the good wage system, paid vacations, higher wages based on working
capacities, subsidized insurance and different retirement plans can ensure an organization
attracts and retain potential people (Bowditch, 2022 ). According to Maslow ’shierarchy of
needs, satisfying the basic needs of workers is necessary to make sure that employees feel
motivated to give effort to the business and personal development process. In this industry of
craft brewing, the strain on workers can be reduced by implementing clearer, more structured
roles of job and can also implement more regulation toward the responsibilities of workers.
Providing workers with clear roles and responsibilities also reduces the stress on the workers
and that is how the management and HRs can make sure to have a good workplace
environment for workers to work.
5 STRATEGIC MANAGEMENT
Issues of Wages:
According to Bachman, Hull & Marlowe, (2021), the industry of craft breweries has
faced the issues of wage and hour lawsuits in the last few years. It has been claimed to the
HRs that they have failed to pay the due wages at the time of termination and also often failed
to pay overtime wages. The common consideration is that, if Farm-strong does not pay proper
wages to the workers and failed to clear their dues, then the chances of employee retention
will be reduced. In order to avoid such issues, the organization in the craft brewery industry
should implement different processes to reduce the risks where based on the working hours,
each and every worker should be cleared with due (Forbes, 2022 ). This can increase the trust
between the organization and the workers and the chances of working in along run for the
organization will increase. Often it can be seen that due to workload and the need for wages,
workers use to do overtime working in the organization in seasonal time. Now for each and
every extra working hour, the HRs must ensure about providing wages in such away so that
it does not only satisfy the worker’s needs but also can increase the desire among them to
again work for incentives. People are not only working for organizational development but
rather working for personal expenses and growth. Thus with the basis of working hours and
working loads, if Farm-strong can provide more than workers need, then it can be beneficial
for the HRs to make the retention process easier and more effective for the workers
(Farmstrongcider, 2022 ).Not only the wages but the working time is another HRs issue that
to manage the workforce. People want to balance apersonal and professional life, but due to
operating seasonally, the organization often use to have long working hours for workers and
that is what made the employees feel like quitting the workplace. In addition to that, in the
process of change management, often the workers do not showcase their desire to provide
effort to have a better change management process. Encouraging and convincing the
6 STRATEGIC MANAGEMENT
workforce to adopt the technological power to have better business outcomes often becomes
challenging for the HRs and for the leaders as well. But there are different remedies that the
leaders and HRs can take into consideration. A strong leadership approach where aleader
must have the quality of transformation to ensure that the subordinates can follow the path
with the leader for an effective change management process (Canadiandimension, 2022 ).
Letting the workers know about the process of change and the benefits that the workers can
have from the change can increase the morale of the workers for participating in the change
management process. In addition to that, providing the workers with astrong work culture
where different backgrounds people can work together without any cultural issues can also
ensure about reduction of the issues that HRs can face.
Issues of HR recruitment and selection and power of leaders:
According to Perius, (2021), selection and recruitment are other key weaknesses or
challenges that HRs can face while working in a craft brewing industry. The chosen
organization Farm-strong is operating in this industry for a few years and also operating
occasionally or seasonally. Therefore having manpower is necessary to take care of the
operations of the organization and having adequate count and quality workers become
challenging in this era of labour shortage. Attracting apotential target audience and selecting
candidates according to the needs and necessities also become challenges for HRs to take
care of. Therefore in order to deal with that, the HRs initially need to understand the needs of
workers to fit for different roles within the organization. It is not only about the stages of
production of beer within Farm-strong but also ensures hiring potential workers for the
process of marketing and sales (Farmstrongcider, 2022 ). The adoption of social media
channels can be effective to continue the process of hiring and selection. Effective content
where the details about the posts, the structure of wages, and different attractive offers should
be there so that accordingly skilled and talented workforce can apply for those posts and the
7 STRATEGIC MANAGEMENT
motto of successful recruitment can be done. Along with that, in order to retain the workers,
the policies, rules and regulations should not be against the workers so that they do not feel
motivated while working with the organization. Over the last few years, it has been seen that
the industry of craft brewing has faced the issues of abuse, violation, sexual harassment and
discrimination. Therefore managing these conditions within the workplace can be another
issue faced by HRs in Farm-strong. Different policies and codes of conduct should be there
for the workers where if the organization found someone guilty then immediate termination
can be done so that positive workplace culture can be maintained. The wrong utilization of
power while staying in a certain position can be another issue faces by HRs within an
organization (Farmstrongcider, 2022 ). The position in higher authority such as the post of
managers, owners, and leaders of the organization makes a man powerful while working
within an organization. But utilizing the power in the wrong way is the way that impacts the
workers within an organization. If a leader forces their workers to do a task forcefully or
without proper guidance if they scold or showcase the fear of termination, then the morale of
the workers can be reduced and their way of working will also be changed to a negative
perspective. In order to control this issue, the business organization can ensure proper
policies and practices to make sure that leaders do not force themselves to cross their limits
while guiding their subordinates (Tomski & Menderak, 2019 ). In addition to that, the rules
and regulations should be equal for each individual so that any biasness should not damage
the workplace culture. Managing the workers by prioritizing each and every individual
irrespective of their culture, gender and background is another way the HRs can reduce the
issues the management of HR. Maintaining workplace safety, specifically for the women
workers also needs to be managed by the HRs while working in Farm-strong. Understanding
the benefits of positive workplace culture and maintaining those factors is also another key
consideration that the HRs of Farm-strong need to take care of to manage proper workplace
8 STRATEGIC MANAGEMENT
conditions and retaining a skilled and talented workforce can also be done accordingly
(Farmstrongcider, 2022 ). Therefore according to all these above-mentioned literature
statements, if the organization and the HRs can manage the workforce then a better
workplace culture can be developed.
9 STRATEGIC MANAGEMENT
References:
Alfeo, V., Todaro, A., Migliore, G., Borsellino, V., & Schimmenti, E. (2019).
Microbreweries, brewpubs and beerfirms in the Sicilian craft beer
industry. International Journal of Wine Business Research .
Alonso, A. D., Alexander, N., & O’Brien, S. (2018). Collaboration and the emerging craft
brewing industry: An exploratory study. Journal of Asia-Pacific Business ,19 (3), 203-
224.
Bachman, J. R., Hull, J. S., & Marlowe, B. (2021). Non-economic impact of craft brewery
visitors in British Columbia: A quantitative analysis. Tourism Analysis, 26(2-3), 151-
165 .
Bowditch. (2022). Employment Trends in the Brewing Industry -At the Bar With Bowditch.
Retrieved 7 May 2022, from
https://www.bowditch.com/craftbrewerylegalblog/2018/01/19/employment-trends-in-
the-brewing-industry/
Cabras, I. (2018). Beer on! The evolution of micro-and craft brewing in the UK. In Economic
perspectives on craft beer (pp. 373-396). Palgrave Macmillan, Cham.
Canadiandimension. (2022). Time for craft brewery workers to organize. Retrieved 7 May
2022, from https://canadiandimension.com/articles/view/time-for-craft-brewery-
workers-to-organize
Craftbrewingbusiness. (2022). The three biggest workplace law concerns for breweries and
brewpubs. Retrieved 7 May 2022, from
https://www.craftbrewingbusiness.com/business-marketing/three-biggest-workplace-
law-concerns-breweries-brewpubs/
10 STRATEGIC MANAGEMENT
Farmstrongcider. (2022). Retrieved 7May 2022, from https://www.farmstrongcider.com/
Fastcompany. (2022). Craft brewing ’shiring crisis, and the challenges of a‘passion-driven ’
career. Retrieved 7 May 2022, from https://www.fastcompany.com/90743969/craft-
brewings-hiring-crisis-and-the-challenges-of-a-passion-driven-career
Forbes. (2022). The Trends And Challenges The Craft Beer Industry Is Facing. Retrieved 7
May 2022, from https://www.forbes.com/sites/hudsonlindenberger/2021/11/30/the-
trends-and-challenges-the-craft-beer-industry-is-facing/?sh=39e91b82cbb9
Miller, A. J. (2019). Crafting aBetter Industry: Addressing Problems of Regulation in the
Craft Beer Industry. U. Ill. L. Rev. ,1353.
Perius, J. D. (2021). Male and Female Millennials ’Consumption Values of Craft Beer: A
Quantitative Comparative Analysis (Doctoral dissertation, Northcentral University).
Sozen, E., & O’Neill, M. (2018). An exploration of the motivations driving new business
start-up in the united states craft brewing industry. In Craft Beverages and Tourism,
Volume 2(pp. 195-212). Palgrave Macmillan, Cham.
Tomski, P., & Menderak, R. (2019). Contract brewing –production-oriented cooperation in
craft brewing industry. Production Engineering Archives ,22 .

QUALITY: 100% ORIGINAL PAPER – NO PLAGIARISM – CUSTOM PAPER
error: Content is protected !!