Case Study: Human Resource Management

I’m going to explain my own overview about my Father’s Company which is called Intercontinental Import & export so first of all the company which is located in Algeria it’s a factory source Wholesaler which consist import of furniture home decoration, also porcelain product and even more specialized in the field of marble ,and the factory has 13 depots around Algiers and is well known factory it was established by my Father in 1988.

Our Factory aim always the need of the wholesaler, we aim for the quality of the product, moreover the choice and looking for the interesting deals that are suit to the wholesaler moreover is to support our

wholesaler by providing superior products and services of exceptional value which help them to gain competitive advantage in their markets. Our Company do the import of the merchandise from different countries from Europe and also in Asia products.

The explanation of purpose and the functions of HRM At Intercontinental Import & export: The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining, designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees.

Human Resource Management at intercontinental import & export can be defined as a strategic, integrated and coherent approach, to the development and well-being of the working people in our organization.

The functions of HR

• Strategic Management. …
• Workforce Planning and Employment (recruitment and selection) …
• Human Resource Development (training & development) …
• Total Rewards (compensation & benefits) …
• Policy Formulation. …
• Employee and Labor Relations. …
• Risk Management
• Intercontinental Import & export
• Number of employees: 423

Responsibilities: 

1. To help the organisation to attain its goals effectively and efficiently by providing competent and motivated employees.
2. To use the available human resources effectively
3. To increase to the fullest the employee’s job satisfaction and self-actualisation.
4. To develop and maintain the quality of work life (QWL) which makes employment in the organisation a desirable personal and social situation.
5. To help maintain ethical policies and behaviour inside and outside the organisation.
6. To establish and maintain cordial relations between employees and management.
7. To reconcile individual group goals with organisational goals.

HR planning for the organisation in general:

1. The method that does not link the human resource needs of an organisation to its strategic plan to ensure that staffing is adequate, qualified, and competent enough to achieve the organization’s objectives.
2. The process that links the human resource needs of an organization to its strategic plan to ensure that staffing is adequate, qualified, and competent enough to achieve the organization’s objectives.
3. The method that links the human resource needs of an organization to its strategic plan to ensure that staffing is adequate, qualified, and competent enough to achieve the organization’s objectives.
4. Planning HR strategies for the future in alignment with the organization’s objectives.

The Strengths and weaknesses of different approaches for recruitment and selection:

So, first of all the recruitment part has an advantages and disadvantages approach which are; selecting and hiring employees, strategic HR planning and training and development. Recruiters should present the job offer in a way that only qualified job seekers would apply. The selection process starts when the recruiting process comes to an end and the recruiters receive job applications

• When an organization recruits externally, it opens the organization up to a larger pool of applicants, which increases its chance of finding the right person for the job.
• External recruitment provides an opportunity for a fresh outlook on the industry that a company may need to stay competitive.
• Bringing in fresh talent from the outside can help motivate the current employees to produce and achieve more in hopes of obtaining the next promotional opportunity.
• Looking outside the organization also allows a company to target the key players that may make its competition successful. Hiring a candidate with a proven track record for the competition allows the company to get an insider’s view as to what the competition is doing to be successful. This gives the organisation a chance to stay a step ahead of the competition.
• Hiring an external candidate also opens up many opportunities to find experienced and highly qualified and skilled candidates who will help a company meet its diversity requirements.

And for the disadvantages of recruitment:

• The firm may not select someone who will fit well with the job and the organisation.
• The recruiting process may take more time and resources.
• New employees may require longer adjustment periods and orientation efforts.
• The process may cause morale problems for internal candidates not selected.
• Recruiters often must evaluate more applications

The Benefits of different Hrm practices within an organization: Intercontinental import & export for the employer and employee:

Benefits for employees are that they get the right job based on skills and job performance, rather than risk possible exclusion based on the individual’s diversity. Staff training and development; (training and development helps increase performance).

Benefits for the employers are that they make the right choices when recruiting new employees. An efficient job recruiting proces helps companies and business to develop its internal and external perception of the organisation.

The benefit that can lead Employer for being more motivated at Intercontinental import & export: There are different types of HRM practise which are performing at intercontinental import & export for the management of the employees. Benefits of those practices for both the employees and employers are given here.

Training and Development

On the Job Training: This is the best approach for the employees because the employees can work for the organisation and also can get the benefits of the training. At the same time, the organisation will also get benefits from the issues because the organisation will be able to get the services of the employees while training them for the learning of the business.

Off the Job Training: In this training approach, the employees of intercontinental import & export will be able to take the leave from the organisation and will be able to concentrate on the training fully. On the other hand, the intercontinental import & export will be able to ensure that the employees are becoming more effective through off the job training activities.

Performance Management

The performance management practice will help both the employees and employers to get some benefits.

Performance Review: The performance review will help the employees to get idea about the performance of the employees and they will be able to take corrective measures. In addition, the organisation that means the intercontinental import will get idea about the performance of the employees and will be able to take corrective measures if necessary.

Peer Appraisals: Through using the peer appraisal, the organisation will be able to focus on the condition of the performance of the organisation and will be able to understand the requirements for the development of the performance. In addition, the employers or the organisations will be able to get idea about effectiveness of the employees.

Dashboards: The employees and the employees both parties will be able to get idea about the performance through mathematical calculation which will help the organisation and employees to get idea about the performance of the employees (Sargeant, 2014).

These practices will lead to employee satisfaction which is the main benefit of HRM that will have direct impact on productivity where the more satisfaction the more productivity for the company.

Evaluate the effectiveness of different HRM practices in terms of raising intercontinental import & export profit and productivity.

Evaluation of the practices is necessary because it will help the organisation to understand that whether the HRM practices are effective enough for intercontinental import & export or not for the rise of profits and productivity. The evaluation of different types of HRM practices are given below:

Recruitment and Selection

Through recruitment and selection, Intercontinental import & export will be able increase the productivity of the organisation because it will be able to get better quality employees for the organisation. And, when the employees will work hard for the organisation, then it will be able select the right people for the organisation and will increase profit.

Training and Development

The training and development are done for the development of the capabilities of the employees and this training and development helps the organisation to ensure that the employees are capable of doing any types of activities of the organisation (King and Lawley, 2012). The productivity of intercontinental import & export will increase when the employees will be able to achieve the objectives of training and development. In addition, intercontinental import will be benefited when the organisation will be able to increase the performance of profits due to the developed activities.

Reward System

Financial versus Non-financial rewards: Both financial and non-financial rewards will be helpful for the organisation and the employees. Employees will feel motivated for the organisation and the intercontinental import & export will get better performance from the motivated employees.

Performance based versus membership based rewards: Through these types of reward system, employees get benefits because they feel motivated about the activities of the business. On the other hand, intercontinental import & export will be able to build strong employees to get the benefits of these rewards.

The importance of employee relations at intercontinental import & export with respect to influencing HRM decision-making:

It is necessary to maintain to good relationship at the workplace between the employees. It is necessary to provide some freedom, equality and respect to the employees as this will allow in motivating the workers and also will allow in building good relationship. The human resource management of intercontinental import export need to build a good relationship with the workers in achieving the goal of the organisation. The importances of good relationship at workplace are highlighted below.

• An employee used to spend most of the time of a day with his colleagues. So, there are little chances to fight with the workers. Conflicts and corporate politics are considered as the issue that used to create different misunderstandings between the workers of intercontinental import export (Fu, Tan and Teo, 2008). If the organization would not be able to fix the issue though discussion, then the organization would not be able to achieve the goal.
• The good relationship between the workers will allow the workers of intercontinental import export in exchanging the skills of each other. There would be different workers at the workplace of intercontinental import & export and as for the good relationship the workers will contribute in fixing lack of the workers. This will help in developing skilled workers.
• The good relationship between workers will help the organisation intercontinental in fixing the underperformance issue. And as for this the organisation would be able to increase the productivity.
• The good relationship between the workers will allow the organisation intercontinental import & export in getting a friendly atmosphere at the workplace. The friendly workplace will make feel the workers that all workers are equal at the workplace. This will motivate the workers in accelerating the performance.

The key elements of employment legislation and the impact of it on the HRM decision making of Intercontinental import export are highlighted below:

Equality Act 2010: The term equality act used to express that every employee would be able to get the equality at the workplace. Intercontinental used to consider the term in the employment process that every person would be able to get the equal chance. The duty of the term is to ensure that race, gender and any other reason would not be able to the reason of discrimination.

Data Protection Act 1998: The term data protection act used to introduce that the details of the applicants would not be disclosed. The term used to allow in keeping safe the details of the applicants. Intercontinental import export used to consider the term to keep safe the details and also to maintain standards in the process of employment.

Health and Safety at Work Act 1974: The health and safety act used to express that the organisation must need to fix different health and safety issues that the workers would be able to work safely at the workplace. Intercontinental import & export, used to consider the term as this used to help in motivating the workers and as for this the organisation would be able to achieve the goal of the company.

Employment Contracts in Employment Law: Intercontinental import export need to do a contract with the employees during the time of hiring the employees (Fu, Tan and Teo, 2008). In doing the contract it is necessary to consider employment contract in employment law. This will allow both the parties in having a clear contact.

Ethical and social responsibilities: The term ethics used to express that intercontinental should need to maintain the workplace in a proper way that the organization would be able to avoid the unethical issues.

The unethical issue used to discourage the workers and as for this the organisation would not be able to achieve the goal. Responsibilities used to express that the company need to consider necessary attempts in maintaining the manners in a proper way.