HRM390 ASSIGNMENT

Course name- Strategic Human Resources Management

Course code-HRM390
Section-2

Submitted To-
Honorable Faculty,
Shafiqul Alam

Submitted By

NAME ID
Ashik Chowdhury Ovi 1710019
Linakar Roy 1720569
Shahria Al Islam 1731201
Ausmita Alif 1711252
Contents
Introduction ............................................................................................................................................ 2
Advantages and Disadvantage of Adopting a new technology for food and beverage industry ................. 3
Food and beverage industry common strategic issues for Adopting New Technology that’s given below . 4
Food and Beverage industry strategic HR issues for Adopting New Technology ....................................... 5
Food and Beverage industry adopting a new technology and it’s challenges-........................................... 7
How can the food and beverage industry succeed as a result of adopting new technologies- .................. 9
Develop HR strategy in the Health care industry or Health care Organization? ...................................... 10

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 Part-A
Strategic HR issues and challenges of adopting new technology? [Food sector]

Introduction
Food and beverage industry in Bangladesh are trying to reach the advance level of their production,
they are trying to manage efficient systems, minimize bottlenecks, and carefully manage inventory.
Human resources personnel are charged with legitimately, fairly and effectively managing
employees to empower company to realize a strong return on its investment in its workers. HR
staff members take seriously the food safety training provided to employees and inattention to this
issue can result in consumer illness or even death. HR department can ensure business hires and
trains an adequate number of personnel engaged in food quality control programs that include
regular testing on safety issues. HR make sure every employee is comfortable with the workforce
environment to reach higher production and adopting new technology in workforce environment.
From this observation we can agree when a food industry is making progress or trying to cop up
with this vast changes they always need help from current available technology they can find. A
program or a new machinery can make a industry production easy and make industry management
work more organized way. Adopting a unique and new technology in a food industry can give
many advantages.
Lines Pay, Jbika plexus, Zaman It, Gent It and Roopokar they are some HR and Payroll software
in Bangladesh used by so many small to big industry. This type of software can provide, attendance
report, can help in Project management where HR keep track of ongoing project, also the software
may assist in payroll management and expense and Asset management.
Technology may make things easier but when it comes to adopting, it will through some
challenges. When adopting new technology HR manager face many issue and challenges, like
when it comes to adopting new tech in a industry it might be time consuming but it will be
expensive, and in addition it might put pressure for on or off job training and to make adjustable
with the business environment.

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Advantages and Disadvantage of Adopting a new technology for food and
beverage industry-
New technology has a range of advantages and disadvantages for food and beverage industry and
stakeholders. It is important for food and beverage industry to assess the risk and make informed
decisions about whether to use the new technology.
Advantages of new technology include:
a] Easier, faster and more effective communication.
b] Better, more efficient manufacturing techniques.
c] Less wastage.
d] More efficient stock management and ordering systems.
e] The ability to develop new, innovative approaches.
f] More effective marketing and promotion.
g] New sales avenues.

Disadvantages of new technology include:

a] Increased dependency on technology.
b] Often large costs involved with using the latest technology.
c] Increased risk of job cuts.
d] Closure of high street stores in favour of online business.
e] Security risk in relation to data and fraud.
f] Required regular updates.
g] Can go down or have faults, which can stop all business operations instantly.

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Food and beverage industry common strategic issues for Adopting New
Technology that’s given below-
1. Lack of leadership/support for innovation.
2. Comfort level – effect of disruption.
3. Time to make changes and adjust.
4. Understanding of and ability to implement.
5. Social implications – changes in collaboration communication styles.
6. Current processes or procedures.
7. Budgetary priorities.
8. Difficulty/availability/time for training.
9. Resistance to learning new technology.
10. Work stress/overload.
11. Proof of value.
12. Reliability – will it continue to provide value.
13. User acceptance.
14. Performance.

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Food and Beverage industry strategic HR issues for Adopting New
Technology-
The adoption of a new technology by many food industries due to its advantages. At the same
time, however, various issues may arise when managing the human resources department. Any
skilled HR manager will work on these issues so that food industry activities cannot be disrupted.
But they must first identify these issues. These issues are given below-
1) Recruiting new staff- When adopting a new technology in food and beverage industry
sometimes need to recruit new talent for various reasons such as an increase in project scope,
operations. While recruiting, SHRM faces major challenges selecting the best candidate and
making the hired candidate familiar with the environment and culture. SHRM has to select such
candidates which are not only technically expert but socially too because the company cannot
receive expected output from employees who are unable to socialize. This affects the productivity
of the food and beverage industry.
2) Retention- Food and beverage industry hiring employees is not only the issues that SHRM
faces, retaining them is also one. Retention of employees is essential to minimize employee
turnover rate. This is a major issues for SHRM because of following reasons:
a) Contingent workforce- When food and beverage industry adopted a new technology The
contingent workforce includes part-time, temporary contract and work-at-home employees.
Maintaining such employees in the company is a challenge because they are less attached to the
company. So it becomes a major duty of SHRM to make such employees feel that they are a part
of the company in order to retain them for a long term.
b) Demand of expert employees- Personnel with greater professional and technical knowledge
are highly demanded in the job market as such employees have the ability to keep their company
ahead in the race. Such employees are an invaluable asset for any company and SHRM should
focus on maintaining them.
3) Training- Skilled workers are the key to the smooth functioning of the food and beverage
industry. Therefore, SHRM should manage on-site (within the workplace) as well as off-site
(outside the workplace) new tecnological training for employees.
4) Productivity- When food and beverage industry adopting new technology maximizing profit
and minimizing cost is the essence of productivity. Higher the productivity level, more successful
will be the food and beverage industry. SHRM should always focus on maintaining high
productivity level.
5) Health and safety- It is one of the essential functions of SHRM to collect its staff’s complete
information, including health information. It is necessary for employee’s personal safety. Keeping
health information about employees help the food and beverage industry in knowing what kind of
tasks or activities are safe for their employees to participate in. Maintaining health information is
also necessary to avoid the risk of legal complications. Several companies at present provide health

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insurance to its employees as a fringe benefit. In lack of proper health information about
employee’s various legal issues may arise when such insurance is claimed.
6) Workforce diversity- The composition of the workforce is getting diverse at present situation.
Here diversity is not only created by age, gender, educational background and religion but also by
the nature, personality and background of workers. With more diversification of workforce, issues
related to bullying, harassment, discrimination etc may arise to control which SHRM should
formulate and implement strict rules and regulations.
7) Globalization- Globalization is a process by which a food industry firm or organization starts
operating on an international scale, creating international influence. Internationalization of firms
is obviously a Sign of Success but it is a challenge at the same time because globalization invites
issues related to unknown language, laws, work ethics, attitudes, management approach, culture
and tradition. A human resource manager will need to deal with more heterogeneous functions
such as scheduling meetings, holiday management, human resource outsourcing, etc to overcome
the issues.
8) Discipline- Discipline is one of the important issues that SHRM needs to handle at present days.
Lack of discipline causes various problems which ultimately affect the productivity of the food
and beverage industry. For an instance, when discipline is not maintained, employees neglect their
responsibilities and duties. They may procrastinate their tasks and may misbehave with co-
workers, leading to a conflict that consumes time as well as energy to resolve. The ultimate result
of these activities is decreased productivity of the food and beverage industry.
9) Advancement in technology- When adopting new technology With rapid advancement in
technology, food and beverage industry nowadays require such human force that has the ability to
learn and cope with the changes at an opportune moment. Technological changes must be taken
into consideration by any kind of food and beverage industry. It is because the present world
demands every food and beverage industry to move along with the change, or else be left behind
and get extinct. Technological changes influence overall nature of work and the food and beverage
industry will need to find out employees that are capable to adjust with the change. During this
process, unemployment, as well as employment opportunities, arise, creating new issues for
SHRM.

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Food and Beverage industry adopting a new technology and it’s
challenges-
In order to remain competitive in a global economy, companies need to look at how food industry
gets done, adapt to the changing needs of their customers and maintain competitive edge by
adopting new technology. To maintain competitiveness, businesses need to continuously make
changes in both processes and technology. Before any change can be implemented, motivation
behind such change needs to be clear, understood and aligned to the improvement of operations,
revenue growth and overall company goals. Every change, being it process or technology, presents
some challenges. When planning for adopting new technology, businesses need to identify
challenges that those impacted by the change may experience, as they adjust and adopt the change.
Companies need to look into why they are adopting the new technology to better understand how
it will ultimately help those impacted.
Given below, are some of the challenges businesses face with new technology adopting:
1) Lack of an effective digital transformation strategy:
Without a detailed strategy that addresses the What the Why the When and the How
implementation will only serve to frustrate those affected. It is important to create a compelling
vision for what the technology is and what it’s going to do. The audience will need to know how
the new technology will improve their lives and how it will positively disrupt their routine. All the
benefits and impacts of the change will need to be presented in a detailed strategy program, which
should also consider the impact on the business, it’s employee’s suppliers and customers.
2) The rapid advancement of technology:
The economy is increasingly driven by rapid technological change. In order to keep the
competitive edge and access new opportunities, businesses need to stay abreast of latest trends and
innovations in technology so that they can keep up with the rate of advancements. This requires
an effective and skillful technical team to constantly re-define technological requirements.
3) Lack of communication and involvement:
In order to increase early and rapid adoption, it is beneficial to get everyone aware of the upcoming
integration. Being transparent with the new integration and sharing the transformation strategy and
objectives will go a long way in making the audience feel part of the change. It might be ideal to
demonstrate the new service offerings and the economic and rational benefits for the organisation
and the individual. Get everyone to understand why the new technology is an improvement from
what they had before. It is considerate to bear the users’ interest in mind, as functionality and user-
friendliness will be critical to them.
4) The absence of Change Champions:
It is critical to get a team of technology endorsers, early in the implementation stage, who will talk
positively about the new technology and create excitement. Once the change is communicated, the

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team can further deal with concerns or uncertainties, and communicate benefits to those impacted,
on a one-on-one basis.
5) Lack of training and upskilling:
It is vital to identify, manage, train and upskill those impacted by the new technology. For those
who are not tech-savvy, training maybe seen as a challenge, so it is advisable to run comparative
pilots and encourage them to do trials and get feedback. This will help guide the type, method and
intensity of training required.
6) Instability:
Before any new technology can be integrated or implemented, those in charge must first spend
time researching and identifying possible risks that might result in inability and ineffectiveness of
the new technology. To avoid such, a pilot operation to serve as experiment and prove technical
feasibility will be required.
7) Lack of a contingency plan:
With every new technology comes risks and vulnerabilities. Before any technology is implemented
a detailed implementation strategy with a contingency plan to minimise disruptions needs to be in
place.
8) Organizational use Human–Robot Interaction Systems in Industry: Human Resources
Implications:
The social aspects related to new concepts on the complex work environments will be analyzed,
especially those that configure the design of work organization systems with automated equipment.
In such environments, the work with autonomous systems represents specific options in the design
of workplaces. This means that human resources management SHRM is becoming more decisive
for a successful design of a complex and automated system.
9) The Staffing Process in a High-Technology Environment:
High technology has been increasingly important for food and beverage industry. Because
companies are based on the knowledge and development of edge technologies. By its hand,
staffing is the process of acquiring, deploying, and retaining a company workforce. Staffing
includes but is not limited to recruiting, hiring, transfers, promotions, redeployment, layoffs,
retirements, terminations, and retention. Staffing process in high-technology is addressed.
10) Psychological Contracts in the Age of Social Networks:
Psychological contracts are unwritten agreements that mutually shape the employment relationship
between the employer and the employee. Social relations have become a crucial part of the work
life, the two main pillars of the social network theory actors and interactions—are taken as the
theoretical basis in explaining how individual employees interact and how such interactions may
shape their beliefs and perceptions about their jobs.

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How can the food and beverage industry succeed as a result of adopting
new technologies-
If you’re ready to build a transformed digital food industry armed with the capability to adopt the
latest tech, employees must be given the tools needed to successfully adopt new technology. That’s
given below-
1.] Innovative and user-friendly training programs.
2.] Employee monitoring after new technology has been introduced.

3.] Question-and-answer forums about the new technology through a shared space, like a virtual
whiteboard or a collaboration application like Slack.

4.] Top-down leadership giving employees a role model to follow while trying to integrate the new
technology.

5.] Ensuring there’s follow-up employee progress so everyone is benefitting from the new
technology, and no one is left behind.

6.] Comprehensive plans outlining the ways in which the new technology will be used in the future.

7.] Incentives for those who go the extra mile in the first legs of adoption, which can increase
employee involvement and lead to better overall implementation.

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 Part-B

Develop HR strategy in the Health care industry or Health care

Organization?
To no one’s surprise, the healthcare industry is incredibly unique. It’s vital to millions. The
regulations and technology that shape this industry are constantly in flux. And to top it off,
healthcare workers are experiencing burnout at a time when available talent is scarce. The nature
of healthcare requires every function act strategically, especially Human Resources. In the past,
hospitals have often made the mistake of requiring doctors and nurses to do more in less time. The
consequence of this is high staff churn, a high level of absenteeism, and low overall employee
satisfaction. Automation, for instance, reduces the manual workload involved in setting up or
evaluating clinical protocols. In addition, targeted training enables a more flexible use of staff – a
key aspect of business management. A good working relationship with colleagues is also a
prerequisite for high employee satisfaction. In the healthcare sector in particular, effective
communication and appropriate information exchange between work shifts are essential
components of the job.
HR need to Understand the Competitor’s HR Strategy. How are the competitors attracting and
retaining talent. How are they utilizing technology and all types of workers to accomplish their
business goals. These are the questions that the HR needs to find answers for while developing a
successful HR strategy.
1.Firstly the HR needs to understand the objective of a company- and here the HR of a healthcare
organisation needs to forecast where they see the themselves in the future and what their objectives
and goals are. After figuring that out the HR needs to invest in technology and most importantly
human capital as in health care industry the most important factor that helps an organisation to
flourish is skilled and qualified doctors and nurses and a good administration management that
will be handling the doctors and nurses.
2. Evaluate or Audit HR capabilities, here the HR measures their current employee factors and
decide how they want to do the Talent Management. This basically deals with how effective are
you at acquiring new talent as well as simultaneously retaining and developing your current
talent. Hiring the right people for the task can be difficult, some common criteria of jobs that needs
to be covered in a health care organisation are Director of Talent Management, Healthcare Talent
Acquisition Specialists, Organizational Design Director, Workforce Planning Analyst, Data
Analytics Specialist, Total Rewards Leader.
3. After understanding the organisation goal and then analysing the organisation’s HR capabilities
the HR manager needs to align these two together and focus on the current specific HR capabilities
that are increasingly coming through to support the organisation’s objective.
4. It is also necessary to only focus on the organisation’s current HR capabilities but also plan for the
future. The HR manager needs to plan ahead for the future requirements that the organisation’s
will need according to the changes that they will be having in the future. Such as Workforce
Planning, it is also important to plan for the future and what will the healthcare team look like in

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next 5years.If a shift in care takes place, you’ll want a solid talent foundation to respond quickly,
for which a efficient and effective team is necessary. Organisational Design It is important to
Understand how your organizational structure helps or hinders the business needs and future
direction is critical. HR Analytics is another factor HR data alone won’t cut it. HR should allow
the business to forecast future needs by deploying predictive analytics. This helps HR to
understand the company’s future requirements.
5. To develop a successful HR strategy, it is important that we focus on the tools that will be needed
to sharpen the employee skills and make them more efficient. A good HR strategy will not only
focus on the employees but also focus on the essential tools that will be supporting the employees
to be more productive. In the case of an healthcare organisation the equipment’s and machineries
need to be updated always so that the patient receive an advance treatment in the hospital. Also a
flexible deployment of staff also increases employee satisfaction, as their tasks become more
varied. Doctors and nurses spend less time on unpopular administrative tasks, which reduces loss
of information and frictional losses. Thus here the Talent management comes in the picture.
6. After taking into consideration of these above factors, it is finally time to implementing the HR
strategies that has been developed after all the calculations. It is very vital to keep on maintaining
the strategy that has been developed as it will be contributing the healthcare organisation’s growth.
Also Compensation Planning Is required to optimized workforce is great, but the payment planning
should be for also planned from beforehand for this workforce. Compensation planning lets you
see the return from individual talent assets. So successful hospital operators are optimising their
medical and administrative processes. They are modernising their compensation and working time
models, improving the promotion of education and scientific research, and creating a corporate
culture that makes them an employer of choice for scarce professionals. Hospitals need to develop
new work models that increase efficiency, work- force satisfaction, and patient outcomes.
7. Evaluation and correction is important as after implementing a particular strategy it is important
to make sure that the strategy is working and showing results as planned. If the strategy does not go as
planned then the necessary changes need to be made and required corrections has to be done on the
strategies or again develop a HR strategy but doing the required analysing and developments in the
healthcare organisation.

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References-
Part-A
Topic-1

https://www.ukessays.com/essays/business/human-resource-planning-and-
development-in-kerry-foods-business-essay.php
https://www.bou.edu.bd/images/journal/mayenul_cjbou_v4_n1.pdf
https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3640269
https://smallbusiness.chron.com/importance-human-resources-food-industry-
60456.html
Topic-2

https://baronmag.ca/2019/07/advantages-and-disadvantages-of-modern-
technology-in-students-life/
Topic-3

www.businessnewsdaily.com ›
Topic-4

https://www.insperity.com/?sfid=146801&_sf_s=common%20HR%20issues&s=c
ommon%20HR%20issues
https://bizfluent.com/list-6769123-hr-strategic-issues.html
Topic-5

https://www.pnjtechpartners.com/top-challenges-faced-by-businesses-adopting-
new-technology/
Topic-6

https://www.researchgate.net/publication/229464722_The_Implementation_and_A
doption_of_New_Technology_in_Organizations_The_Impact_on_Work_People_a
nd_Culture
www.onlinecomputers.com

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 Part-B

Topic-7

https://healthmanagement.org/c/healthmanagement/issuearticle/a-successful-hr-
strategy-in-healthcare
https://human-resources-health.biomedcentral.com/articles/10.1186/1478-4491-4-
20
https://www.hrqinc.com/how-to-create-an-hr-strategy-for-healthcare-industries/
https://mobile.hospimedica.com/whitepapers/Whitepaper%20Approaches%20for%
20a%20successful%20HR%20strategy%20in%20healthcare.pdf

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