HR in food industry

Human resources became saving factor for thousands of companies that faced recent financial crisis.  Having met with obstacles and hardships many companies appear to be vulnerable and helpless, while others managed to survive and even increase their revenue.  This is explained by the fact that these companies had adequate and professional personnel.  Only people can save business.  No computer all machine will come up with innovative decision.  That’s why, it is imperative to have loyal and well educated personnel.

Human resource management is an important aspect in running of any business.  Even if the company has professional employees they may not show their top performance because of mistakes in human resource management.  Professional employees may be not satisfied with their work or lack loyalty to the company they work for.  In such a way they will not use their knowledge and skills at maximum.  So, human resource department should create a positive organization climate and constantly work with personnel.

Of course, different business areas have different approaches and success factors in human resource management.  Industrial enterprises have tougher work conditions and thus different requirements to employees, while office clerks or finance specialists should have different skills and attitudes towards what they’re doing.  It is easier to find blue collars then smart engineers and tech specialists.

In food industry, evaluation of human resource department may be based on measurement of the following key performance indicators (sure, using Balanced Scorecard):

  1. Percentage of staff with appropriate professional qualification. Production of food is a complex technological process.  Any mistake made by technical specialists will affect quality of the products.  These mistakes will result in for quality of food products which can endanger lives of consumers.  This in its turn will result in sanctions and even court lawsuits.  If that’s why any food company should make sure it has sufficient number of professionals with excellent qualification to control food quality.  This indicator is to be measured not too often, usually after new hires.  Professional qualification can be measured through exams or special tests with questions on issues related to technological process, production safety issues etc.
  2. Percentage of job positions requiring temporary staff. Sometimes the enterprise is working in the food industry require temporary employees especially at certain seasons.  However, the number of temporary positions should not exceed certain limits.  It is simply too dangerous to control technological process without having enough permanent workers who have experience and necessary skills.  At the same time, temporary workers can really see if the company in high season when the company needs additional work force.  This indicator can be measured at certain seasons/parts of the year.
  3. Number of training hours per employee. Quality control in food industry is extremely important.  Any consumer or government body can sue food company if it produces low quality food products.  In order to avoid lawsuits quality food products are to be released to the market.  And this is where training can really help.  To concerns both managerial and production staff.
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