A report on the Development of HR

Delivery Methods at Clethan Clothing

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 A report on the Development of HR Delivery Methods at Clethan Clothing

Executive Summary

This report has focused on the enhancement of the delivery procedures in HRM of fashion

industry. Clethan Clothing is chosen for the conduction of this study. Within the fashion sector,

Clethan clothing is a well-known clothing organisation which has a global presence. The aim of

this company is to give good and durable quality clothing to the customers. They also set the

price of products in reasonable ranges. As this company maintains the quality of the products and

their customer service is one of the best services, they can able to huge customers and retain

them and also engage new customers. Thus, customers are satisfied and retained. In their several

stores, the customers get all clothing sections as women wear, children wear, men wear, Clethan

urban, shoes and many more. However, there are some issues happened in their HR department

that hamper their operations and productivity. Therefore, the HR team of Clethan Clothing has to

focus on developing their weakness areas in HR processes. This study elaborates on a clear view

of the issues and mitigation processes and approaches too. After changes in HR procedures, there

is a huge chance of several risks arisen. Therefore, a risk register for eradicating the risks

smoothly is also depicted in this report.

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 A report on the Development of HR Delivery Methods at Clethan Clothing

Table of Contents
Introduction......................................................................................................................................4

Major Issues of HR Management at Clethan Clothing....................................................................5

Betterment of the HR Delivery Processes at Clethan Clothing.......................................................7

Implementation plan including responsibilities and outline costings..............................................8

Risk register for identification of the risks....................................................................................10

Conclusion.....................................................................................................................................14

References......................................................................................................................................15

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 A report on the Development of HR Delivery Methods at Clethan Clothing

Introduction

The main topic of this study is focused on exploring and optimising the HR delivery process of a

Clothing Company named Clethan Clothing. This report states that Cleethan Clothing faces

some hindrances regarding Human Resource Management. These barriers are regarding effective

management of production, managing stocks, good working condition, setting up vertical

communication channels among superior and subordinates, encourage employees' participation

in decision making, setting up responsibilities, laying down the proper promotional and training

procedure and salary packages, etc. To eradicate the barriers remedies are also suggested.

Without finance smooth running of the company is not possible. Regarding proper utilisation of

fund and cost control, measure to be taken is also advised here. The risk factor regarding

organisation structure revamp is also advised here.

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 A report on the Development of HR Delivery Methods at Clethan Clothing
Major Issues of HR Management at Clethan Clothing
Issues
The increasing cost of labour
Poor maintaining of delivery schedule
Avoidance of job responsibility
Mistrust and conflicts among employees
Poor employees participation in decision In the absence of vertical communication,
making
Dissatisfaction of employees
Effects
Employees are apprehended about losing
their job specially those physically
handicapped and female employees.
Employees at the regional office are afraid of
losing their control. They are also afraid of
cultural conflict. The company is looking
into the cultural and legal implications of the
decision to implement this.
Employees are ignorant about this Nobody is
taking any responsibility (Brewster, Brookes
and Gollan, 2015, pp.577-597). Apart from
that, the concerned manager has been
ridiculed.
Nobody trusts anybody. For this, the normal
flow of the activities will be hampered. There
were no clear cut guidelines regarding the
process to be followed. The overlapping of
jobs leads to conflict among the employees.
channel employee has no role in decision
making. Superiors gave instructions
regarding production and time frame.
Workers obey superiors' instruction and
complete the job within the time limit. In the
process, quality is hampered.
Employees are deprived of proper working
conditions, training, long working hours, no
proper guideline regarding promotion
procedure, training and salary structure, no
scope of nurturing talent, putting wrong
persons at top places, absent of motivating
process of the employees (Goldberg and
Zaman, 2018). In the absence of proper
guidelines regarding the job, responsibility
staff is not aware of their duties.
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 A report on the Development of HR Delivery Methods at Clethan Clothing

Betterment of the HR Delivery Processes at Clethan Clothing

In order to get rid of the HRM delivery processes issues, HR activities should be developed by

the HR department of Clethan Clothing. E-HRM has the major capability of developing its

services withing HRM by elevating efficiency, maintaining the costs and meets the ultimate

goals (Holland and Wood, 2019). While confronting a huge work pressure, the HR department

has to focus on implementing a systematic recruitment procedure and hire skilled candidates. At

the same time, the HRM should focus on defining and allocating the tasks for the staff properly

and boosting the communication among them.

To motivate the employees, the motivational techniques like incentives, rewards are to be

followed by them. In that way, the employees are motivated and engaged in their work and thus

the delivery time is reduced (Brennan and Rajan 2020, pp. 239-252). On the other hand, the

decentralised management structure can be followed by HRM of Clethan Clothing. As the

employees get pressurized and feel stress with a huge workload, they cannot concentrate on their

work and do not bring innovation. Therefore, innovation is blocked and the employees are de-

motivated. In this fact, decentralised structure helps them to conduct employee engagement and

make a proper decision in any situation and implement new ideas in their work (Peltonen and

Vaara, 2018). Along with that, they can also implement several advanced technology like

robotics, cloud computing in their activities. To resolve the biasness and conflict among the

employees, the HR team has to treat all staff equally and fulfill their needs. By following the

decentralised structure, all employees make their own decision and innovate something in their

own creative way. This helps in building a flexible and smooth environment within the

workplace of Clethan Clothing.

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 A report on the Development of HR Delivery Methods at Clethan Clothing

Implementation plan including responsibilities and outline costings

Outline costings:

Outline costing of Clethan Clothing

Costs
Category Section Quantity Price Total
Equipment New technology £10,000 £10,000
Software 10 £2,500 £25,000
Server 1 £3,500 £3,500
Specialized software 1 £10,500 £10,500
Printers 3 £1,500 £4,500
Training Computer skills 8 £400 £3,200
Customer service system 12 £750 £9,000
Office software 8 £400 £3,200
other Production lost £40,000 £40,000
Man-hours lost 320 £25 £8,000
Total cost £116,900

According to the graph, it is evident that the cost of all equipment including new technology,

software, server required by Clethan Clothing is measured (O'Har, Senesi and Molenaar, 2017,

pp.19-27). Along with that, training essentials and other factors' cost is also analysed. The total

operating costs maintained by HR of this company are £116,900.

Responsibilities:

In the case of HR management of Clethan Clothing, the responsibilities are the most valuable

term illustrating their roles which make comparison between the HRM and the personal

administration. Therefore, the whole HR team has to make proper decisions to maintain all

organisational and managerial activities and develop HR procedures in an effective way. The

HRM function is to be more enlightened and sophisticated and the organisational structure

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should be flexible and peaceful which will motivate and engage the employees, encourage

diversity and accept the changes (Leva and Sheehan 2019, pp. 105-125). Building good

communication among all staff is also the most important task for the HR department of Clethan

Clothing. They should recruit skillful and experienced candidates as they adopt the changes and

execute all operations systematically.

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 A report on the Development of HR Delivery Methods at Clethan Clothing

Risk register for identification of the risks

The risk register is a famous a risk management tool as well as its’ main role is to satisfy the

regulatory compliance activities for the identification of the risk. Clethan Clothing has faced

several risks in its Human Resource Management, therefore this analytical tool is very much

important for this clothing company. Risk register involves four steps which are as follows:

Steps of the Risk Explanation

register
Identification of the Firstly, Clethan Clothing has to find out the actual risk in HRM
risk processes. the major risks of them are lack of diversity, fear culture,
unable to adapt to the new process, high employee turnover and so on
(De Stefano, Bagdadli and Camuffo 2018, pp.549-566).
Determination of After identifying the risks, the cause of those risks should be accessed.
the basis cause of Therefore, they must conduct a depth analysis.
the risk
Mitigation of the In this step, Clethan Clothing should bring and implement new strategies
risk and technologies to mitigate the risks. They need to follow a proper
structure and provide proper training to the staff.
Control and After resolving the risks, it is vital to take feedback by following a
monitor the risk monitoring and review plan (Kayl et al., 2017, pp. 23-30). If any issues
response actions arise, then the action is to be taken quickly.

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Figure: Steps in Risk Register

Source: (Register, 2017, p.8)

Analysis of the risk: To identify the risk, analyse the cause and their effects and level of risk

and understand the way of mitigation them, a step-by-step guide has been elaborated below:

Name of Owne Reasons Effect Probab Level of Risk mitigation

the risk r ility % Risk strategy

Lack of Emplo Lack of Hamper all 5-10% Low The leaders and

diversity yee leadershi the activities managers should follow

p and and use an appropriate

operations leadership style to

develop their skills.

Fear HR Improper The employee 30-50% High The leaders should

culture manag allocation does not allocate the jobs

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 A report on the Development of HR Delivery Methods at Clethan Clothing

ement of tasks understand properly among the

to the the task and employees and motivate

employee the task is not them to perform the task

s and a completed in a proper way

lot of within the (Sparrow 2016, pp. 15-

stress time. 31).

among

them

Unable to Emplo Lack of Productivity 40-50% High A proper training

adapt to yees adaptatio can be program should be

the new n skill reduced than arranged for the

process before. employees to develop

their skills and

performances.

Incremen Manag Poor For Clethan 10-50% High The HR management

t of ers working Clothing, the should hire the best

annual condition profitability candidates and offer

turnover level is good pay. Moreover,

affected. they also provide a

flexible work schedule

for them (Hardcastle et

al., 2017, pp.1-16).

Communi Emplo Culture In a team, the 10-15% Medium The company has to

cation differenc workers follow a proper

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 A report on the Development of HR Delivery Methods at Clethan Clothing

issues yees es and cannot organisational structure

lack of perform any and culture to make a

motivatio task. The bad proper working culture

n among relationship and build effective

the between them communication among

employee affects them.

s productivity.

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 A report on the Development of HR Delivery Methods at Clethan Clothing

Conclusion

This report has provided a detailed insight into the delivery process of the HRM department

within a company named Clethan Clothing. From the analysis of this study, it is seen that several

issues in HRM processes has occurred at this company. By following several theories and

processes, the HRM team can able to resolve the issues. To implement the changes, an outline

costing is also analysed here. After changing in HR processes, several risks are also assessed by

this company. In that perspective, a risk register should be followed to mitigate the risks.

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References

Brennan, M.P. and Rajan, N., 2020. HR Issues: Sexual Harassment, Workplace Diversity,

Cultural Sensitivity, Privileging, Credentialing, Denying Privileges, Difficult Conversations.

In Manual of Practice Management for Ambulatory Surgery Centers (pp. 239-252). Springer,

Cham. https://link.springer.com/chapter/10.1007/978-3-030-19171-9_16

Brewster, C., Brookes, M. and Gollan, P.J., 2015.The institutional antecedents of the assignment

of HRM responsibilities to line managers. Human Resource Management, 54(4), pp.577-

597.https://onlinelibrary.wiley.com/doi/abs/10.1002/hrm.21632

De Stefano, F., Bagdadli, S. and Camuffo, A., 2018. The HR role in corporate social

responsibility and sustainability: A boundary‐shifting literature review. Human Resource

Management, 57(2), pp.549-566. https://onlinelibrary.wiley.com/doi/abs/10.1002/hrm.21870

Goldberg, D. and Zaman, N., 2018. Text Analytics for Employee Dissatisfaction in Human

Resources Management.https://aisel.aisnet.org/amcis2018/AdvancesIS/Presentations/14/

Hardcastle, S.J., Fortier, M., Blake, N. and Hagger, M.S., 2017. Identifying content-based and

relational techniques to change behaviour in motivational interviewing. Health psychology

review, 11(1), pp.1-16.

https://www.tandfonline.com/doi/abs/10.1080/17437199.2016.1190659

Holland, P. and Wood, J., 2019. Contemporary HRM Issues in the 21st Century.
https://www.emerald.com/insight/content/doi/10.1108/978-1-78973-457-720191001/full/html

Kayl, I.I., Zudina, E.V., Epinina, V.S., Bakhracheva, Y.S. and Velikanov, V.V., 2017. Effective

HR Management as the Most Important Condition of Successful Business Administration.

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In Integration and Clustering for Sustainable Economic Growth (pp. 23-30). Springer, Cham.

https://link.springer.com/chapter/10.1007/978-3-319-45462-7_3

Leva, M.C. and Sheehan, R., 2019. Developing a risk register to deliver risk intelligence.

In Total Safety and the Productivity Challenge (pp. 105-125). Routledge.

https://www.taylorfrancis.com/books/e/9781315108100/chapters/10.4324/97813151081

00-6

O'Har, J.P., Senesi, C.W. and Molenaar, K.R., 2017. Development of a risk register spreadsheet

tool for enterprise-and program-level risk management. Transportation research

record, 2604(1), pp.19-27. https://journals.sagepub.com/doi/abs/10.3141/2604-03

Peltonen, T. and Vaara, E., 2018. Critical approaches to comparative HRM. In Handbook of

research on comparative human resource management. Edward Elgar Publishing.

https://www.elgaronline.com/view/edcoll/9781784711122/9781784711122.00010.xml

Register, S.R., 2017. Strategic Risk Register. Policy, 4(2), p.8.

https://mygov.elmbridge.gov.uk/documents/s13128/Appendix%20H%20-%20Corporate

%20Strategic%20Risk%20Register.pdf

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https://link.springer.com/chapter/10.1057/9781137465191_2

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