Assignment on

Human Resource Management Strategy of Savsol Bangladesh in the Pandemic

Submitted to
Tasnima Aziza
Associate Professor
Human Resource Management
HRM 201

Submitted by
Yasir Arafat
ID- 1959
28TH Batch

Date of Submission
22nd February, 2021
The Strategic HR practices of Savsol Bangladesh aligns with its Strategic Management Goals of the
company. Fair Light Technologies, the distributor of Savsol Bangladesh is primarily focused on
Geographic Expansion. Sales & HR are the key Skeletons of this company. Our strategic HR objectives
would be:

1. Sales staff will be heavily involved in educating our Vendors on what’s the difference between
Regular Petroleum based Engine oil and Bio-Synthetic Engine Oil.
2. Sales staff will be encouraged to build a long-term relationship with the Vendors which will
impact our long-term profitability
3. Creating different Incentive Programs to keep the sales staff motivated to reach quarterly sales
target.
4. Hiring & Recruiting individuals with specialized knowledge in this field

HR Strategies that should be implemented:

“HRM is the provision of leadership and direction of people in their working or employment
relationship.”- Dave Yoder.

Every organization is trying to comprise of people acquiring their service, developing, their skills,
motivation them to high levels of performance, and ensuring that the employee continue to maintain
their commitment to the organization are essential to achieving organization objectives, goals because
these parts are very important for the organization.

Recruitment, training systems and development, appraisal and feedback, promotion, motivation and
performance, labor relations and cultural differences are components of human resource management
system. Each component influences the others and all must fit together. The kind of people that are
being hired through recruitment and selection, for example, determine the kinds of training and
development that are necessary, the way performance is appraised, and the appropriate levels of pay
and benefits.

So, our HR practices will entail 4 main activities:

1. Staffing
2. Training and Development
3. Appraisal & Feedback
4. Maintenance
Staffing

A geo-centric staffing is the best strategic move here. As like any other industries, employee motivation
sinks when he/she is taken out of his natural habitat and introduced to a new environment. While Geo-
centric staffing has the disadvantage of the availability of Human Resource with the technical specialty
required in this field, that short coming can be overcome by training programs.

Best fit for the sales staff would be those who has hands on experience with Automobiles. In that way
they can relate to our strategic goals more profoundly.

Internet Advertisements will be the primary medium for reaching out to Interested candidates which
will be followed by selective screening and one-one interviews. Employee referrals will be a secondary
model for reaching out to candidates.

Training and Development

Training and development entail 2 factors:

 Intrinsic Skills and Renewal: Since the majority of staff is favored to be familiar with automobiles
& we’re following a geo-centric HRM Staffing policy, we’ll motivate our staff to capitalize on
their personal network to build a closer relationship with the vendors.
 Application of VR technology will bring out the most outcome in technical expertise
 Individualized Strength based development should be the focus to personalize their career
paths.
 Digital Talent Management services to provide coaching and tailored learning

Appraisal and Feedback

Contrary to performance-based incentives, we should be focusing on other fringe benefits for our
employees. We can follow a number of strategies:

 Ranking is a process alike on which the individuals are compared within their departments and
the best ranker receives the reward. There is a structured budget so only one person will be
receiving the reward.
 The employees are given different club memberships and are also offered to participate into its
activities in which they are awarded as well by the clubs.
 The employees are given annual paid leaves for which their salary will not be deducted
 The environment of the work place is made so flexible and interesting that the employees feel
secure and remain concentrated while being at the work place. The timings are also flexible so
that employees cannot think about taking out time for some of his/her off the job related work
during job
 Traveling Vouchers
Maintenance

Developing a roadmap for People Analytics will be a key role here. People Analytics can help us to
monitor and digitize employee performance records and strategies for better evaluation. High
Performing Employees will be encouraged to share their techniques with others.

To be a more agile company the company boundary of information sharing should be blurred. Hence
Employees will have a vocal presence in management decisions and they will be motivated to improve
their performance as well.

References:

1)https://www.researchgate.net/publication/282016342_Strategic_Human_Resource_Management_an
d_its_Challenges_in_Oil_Gas_Industry_Projects

2) https://www.mckinsey.com/industries/oil-and-gas/our-insights/the-future-of-hr-in-oil-and-gas

3) https://www.ukessays.com/essays/commerce/human-resource-practices-at-shell-pakistan-limited-
commerce-essay.php