Mg302: human resource

Management

Assignment 3: case
Analysis

Name: Ronika swaran lata

S11133241
Lautoka campus

Introduction
Human resource management is the way toward recruiting, choosing, inducting employees,
giving direction, granting training and improvement, evaluating the presentation of workers,
choosing remuneration and giving rewards, motivating workers, keeping up legitimate relations
with workers and their trade.

After going through the case study, the 3 divisions provided was manufacturing division,
creative development division and transportation, services and maintenance division.
Manufacturing division mostly focus on the quality enhancement where it improves the quality
and strength of the products. The organization works hard to keep the quality high and at the
same time keeps the cost low. Creative development division strategy is innovation is the
creation, improvement and execution of new ideas, procedure or administration, with the point of
improving proficiency, adequacy or competitive advantages. Transportation, service and
maintenance division focus on the cost reduction can be a critical piece of an organization's
general coordination spending. With increments in the cost of fuel, the extent allocated to
transportation can be upward of 50 percent. This expense is given to the client and the cost of
stock keeps on rising.

1. The human resource concerns and challenges of each division are:

Manufacturing division
Concern: the main concern of this division was issues in hiring the employees for the
organization.
Challenges: the challenges that the division faced were lack of external recruits because
the company mostly hired employees by looking at their abilities rather than experience
which was quite difficult in hiring the employees as most people does not have the
abilities which the particular job requires for example, when a person joins a particular
company, they are first asked about their experience, however in some companies the
jobs are given after knowing the abilities which are hard to find, therefore the person are
not hired for that job even though they have experience.

Creative development division

 Concern: making the right hire
Challenges: difficulties in hiring the skillful workers because in current time, the
organization mostly uses technology to get their work done which needs skillful and
experienced workers to operate as many people faces difficulties in operating the
machines and other technological features. There is a need to update capacities of
workers if the association needs to get by in a competitive world market. For example,
the IT solution company will hire employees who are experienced professionals and have
knowledge about the technology.

Transportation, service and maintenance division

Concern: recruiting more employees is the major concern of this division
Challenges: the challenges which this division faced were inexperience workers because
the company mostly hired workers who had experience in warehouse and trucking, rather
than hiring the employees who are experienced in every work as there were no
experienced employees who would work with automations. For example, in many
companies especially those who have Truck Company, hire people who only have
trucking experience, thus the workers faces difficulties in managing other departments
apart from operating trucks.

2. The recruiting plan for all three divisions ( manufacturing creative development and
transportation, services and maintenance) are same which are planning which includes
the interpretation of likely occupation opportunities and data about the idea of these
employments into a lot of destinations or focuses on that determine number, and kind of
candidates to be reached. Strategy development focus on what type of recruits are
required and things to be considered are make or 'purchase' employees; automated
advancement of recruitment and choice gadgets; geographic dissemination of work
markets containing work searchers; wellsprings of enrollment; and sequencing the
exercises in the enrollment procedure. Searching involves source activation and selling,
where search methods are activated by the issuance of an employee requisition and
concerns communications and messages like advertisement. Screening is where the
 unqualified workers are removed for the jobs and shortlisting are made. Evaluation and
control is where costs are considered such as salaries for recruiters, the board and expert
time spent on planning set of working responsibilities, work details, commercials,
organization contact, etc. Cost of advertisement or other mobilization strategies, that is,
office expenses.

Recruiting activities that would be important for:

Manufacturing division- establish a strong relationship with hiring managers and

recruitment specialist. For example if you acquire that you obtain the administrations of
employing managers and recruitment experts and specialists in your enrollment, at that
point ensure that you fabricate and keep up a strong and positive relationship with them.
This will motivate them to do your recruitment procedure successfully and productively,
guaranteeing the nature of recruit.

Creative development- invests in highly skilled recruiters and keeps training them, for
example in the event that the association has its own HR group put accountable for the
enrollment procedure, at that point it is significant that the best individuals are picked to
do the tasks and functions. Ensure that the selection representatives made as a feature of
the group have what it takes and abilities required. The association ought to likewise
guarantee the persistent advancement of these enrollment specialists via preparing them
and giving chances to develop and sharpen their aptitudes.

Transportation, service and maintenance- searching of experience workers, as in this

division, there are lack of experienced and skillful workers, therefore it is important to
search for the qualifies, skillful employees for a particular job.

3. The external recruiting activities that all divisions should use to grow their companies
are:
Manufacturing division- referrals is an inner technique for securing position applicants.
Referral is an organized program that organizations and associations use to discover
gifted individuals by requesting that their current workers suggest applicants from their
 current systems. For example, instead of asking the external recruiters to give the shortlist
of qualified candidates, we can ask our coworkers to recommend people with skills and
capabilities which could reduce the cost of paying the external recruiters for asking.
Creative development- Official inquiry firms are particular type of private work offices
that spot top level administrators and experienced experts. These are the associations that
look for the most-qualified official accessible for a particular position and are commonly
held by the organization requiring a particular kind of person. For example, if the
experienced employees are hired it would increase the productivity of the company.
Transportation, services and maintenance- internships is where students are recruited
as a temporary worker to work in an organization, which would gained their knowledge
and experience towards the job, for example, in this division, there were inexperienced
workers, and therefore, the company can hire students, train them and make them capable
of working, which would bring more new skills, ideas and innovations to the
organization.

4. Human resource management information system is a software or online solution

used for data entry, data tracking and the data information requirements of organizations.
HRIS is a coordinated framework used to assemble, store and examine data with respect
to an association's human resource involving databases, PC applications, and equipment
and programming important to gather, record, store, manage, deliver, introduce and
control information for HR work. Human resource management law and job analysis
indicates to the way toward identifying and deciding the duties, responsibilities, and
particulars of a given activity. Job analysis in HRM sets up the degree of experience,
capabilities, aptitudes and information expected to play out work effectively. These can
assist in solving the problems by providing easy access to training material, handbooks
for new recruiters about the technological feature of the company which would help the
employees to get better idea and knowledge regarding what the company is about. The
company can also get the contract signed by the employees legally on how many years to
work so that the employees does not leave the job in between which would make the
company difficult in hiring the experienced and skillful workers in short period of time
and while signing, the responsibilities, duties should be given to the employees on spot so
that they will work accordingly towards their goal and for the success of the company.
Reference

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