Master of Business Administration

Lincoln University Collage

FACULTY OF SOCIAL SCIENCE ARTS AND HUMANITIES

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Student’s Name Htet Htet Aung

Student’s Matric No

Year/Semester 2022

Program Master of Business Administration

Subject Name / Human Resource Management

Subject Code

Lecturer’s Name Dr. Myo Thiha

Assignment Title

No. of Page 19
(excluding this
page)

Required words 1500 Actual # of

words

Soft copy included Yes / No

DECLARATION BY STUDENTS:
I certify that this assignment is my own work in my own words. All resources have been
acknowledged and the content has not been previously submitted for assessment to
LINCOLN or elsewhere. I also confirm that I have kept a copy of this assignment.

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Signed: Date:

Table of Contents

Executive Summary...................................................................................................................4

Introduction............................................................................................................................4

1.0. Procedure of Performance Evaluation.............................................................................5

1.1.0 Objectives for Performance Assessment..............................................................5

1.1.1 Key Performance Indicator Measurement............................................................5

2.0 Procedure of Recruitment Plan.......................................................................................5

2.1.0 Purpose of Recruitment Plan................................................................................5

2.1.1 Manpower Plan....................................................................................................6

2.1.2 Standard Operations Procedure of Recruitment Plan...........................................6

3.0 Procedure of Training & Development Activities Plan..................................................7

3.1.0 Introduction of Training Plan...............................................................................7

3.1.1 Schedule of Training............................................................................................7

3.1.2 Training ROI Evaluation Method........................................................................7

4.0 World Economic..................................................................................................................8

4.1.0 How will these trends affect your organization?..................................................8

4.1.1 Unemployment Rate.............................................................................................8

4.1.2 Impact of organization and industry.....................................................................8

4.1.3 Market Leader of Follower..................................................................................8

4.1.4 Competing talent..................................................................................................8

4.1.5 HR technical trend impact....................................................................................9

4.1.6 Skill in Organization............................................................................................9

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4.1.7 Retaining Talent...................................................................................................9

5.0 Consultation..................................................................................................................10

Appendix..................................................................................................................................11

Figure 1:M2_Trading_Organization_Chart.............................................................................11
Figure 2: E-Commerce_Department_Organizational_Structure..............................................11
Figure 3: Manpower Planning and Setup.................................................................................12
Figure 4: Manpower_Budget_Plan..........................................................................................12
Figure 5: Performance_Assesment_Criteria............................................................................13
Figure 6: Training_Evaluation_Form......................................................................................13
Figure 7: Training_Plan_I........................................................................................................14
Figure 8: Training_Plan_II.......................................................................................................14
Figure 9: Ecommerce Workflow..............................................................................................15
Figure 10: JD_and_JS_for_E-Commerce_Manager................................................................16
Figure 11: JD_JS_for_Digital_Markter...................................................................................16
Figure 12: JD_JS_for_Ecommerce_Sale.................................................................................17
Figure 13: 360degree_performance_apprescial_quesiton........................................................18

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Executive Summary
HRM ensures the smooth functioning of an organization. The process starts with
formulating the right policies for the job requirements and ends with ensuring a
successful business growth of the company. Therefore, HRM is an invisible agent that
binds all the aspects of the organization to ensure smooth progress. HRM is a crucial
aspect of administration. Even though it is not considered a profession in itself, it is
unquestionably a subject of study. Because HRM is part of the management process
category, it largely relies on management concepts, methods and procedures when
managing the human resources of almost any business segment.

Introduction
725 Construction Limited is a general contractor with a proven track record in the
Myanmar construction sector with an extensive list of completed projects in
infrastructure, residential, commercial, industrial, and institutional such as educational
facilities. 725 is one of Myanmar’s leading construction companies with invaluable
experience and expertise in the construction and development of civil and land
development works. We carry out all aspects of construction and development
projects. Our vision is to become the leading construction service provider in
Myanmar and reach out to International markets and to become a globally recognized
and trusted entity. To reach this goal we strive to be the best bidder and to deliver the
highest standard of quality.

Challenges in construction
1) The operational realities faced by construction organizations, means there is a
risk that the needs of employees are subjugated by performance concerns.

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2) There can be insufficient time for strategic planning because of the tendency
for construction projects to be awarded at short notice following a competitive
tendering bid.
3) The workforce may work long hours, claim high travel expenses, have
different nationalities and working cultures, and so on.
4) Staff turnover tends to be quite high on construction projects.
5) Personnel change as projects progress and different skills and experience are
required.
6) There are many health and safety risks which must be managed.
7) There are a great number of legal requirements that must be satisfied.

Human resource management also known as HRM is the practice of organising andmanaging
people within a business concern. Main aim of human resource management is toenhance
skills and expertise of individuals which further helps in ensuring effective businesspractices
in a company. This is a quite strategic approach which provides a competitiveadvantage to
firms and also helps in maximising profits as well (Noe and et. al., 2017). Thisreport has been
framed based on Marks and Spencer which is UK based multinational retailbusiness entity
founded in the year 1884. Marks and Spencer operates in clothing as well as foodand home
products as well. This report further encloses various elements such as purpose andfunction
of HRM practices along with strengths and weaknesses of various recruitment and selection
approaches as well. Also this report studies benefits of employees and employers with
asignificance in relation to employee relations.

1.0. Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing the chosen organization of your choice.
Human resource management in construction projects has its share of unique
challenges. Implementing, keeping track of, and enforcing human resources policies
can sometimes be more complicated than in other industries.

In today’s talent-based economy, the workforce itself is arguably the most important
tangible asset of most organizations.

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Human resource management is a practices of hiring, and motivation of an employee
in an organization. It helps an employee for doing work effectively and efficiently for
achieving organizational goal. Human resource management main purpose is to
optimum utilization of resources.

The role of human resource management is to plan, develop, and administer policies
and programs designed to make expeditious use of an organization’s human
resources. It is that part of management which is concerned with the people at work
and with their relationship within an enterprise. The major functional areas of human
resource management are:

Planning: In the human resource planning function, the number and type of
employees needed to accomplish organizational goals are determined. Research is an
important part of this function because planning requires the collection and analysis of
information in order to forecast human resources supplies and to predict future human
resources needs. The basic human resource planning strategy is staffing and employee
development. Job analysis is the process of describing the nature of a job and
specifying the human requirements, such as skills, and experience needed to perform
it. The end product of the job analysis process is the job description. A job description
spells out work duties and activities of employees. Job descriptions are a vital source
of information to employees, managers, and personnel people because job content has
a great influence on personnel programmes and practices.

Staffing: Staffing emphasizes the recruitment and selection of the human resources
for an organization. Human resources planning and recruiting precede the actual
selection of people for positions in an organization. Recruiting is the personnel
function that attracts qualified applicants to fill job vacancies. In the selection
function, the most qualified applicants are selected for.

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FUNCTIONS OF HRM

Recruitment and selection: In an organization the main purpose of HR manager is

recruitment and selection. Recruitment is a process of attracting and hiring a suitable
candidate for a vacant position of an organization. Whereas selection is a process of
choosing or identifying a right person for filling up the vacant position in an

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organization. In context of M&S company they placed or hiring a right person for the
right job. It includes online questionnaires and telephonic interview for recruitment
process.

Training and Development :In human resource management training and

developmentin a very important function (Cascio, 2015). In training the main role of
HR trainer is to give andenhance employees knowledge and skills for performing their
task of job very effectively and efficiently, some organisation prefer development
programmes which helps an employee for high level of responsibilities in an
organisation. In context of M&S they provide training anddevelopment programmes
to their staff which helps them to performing task very effectively
andefficiently.Performance appraisal:The main role and purpose of performance
appraisal is tomonitoring or evaluating a performance of an employee in an
organisation. In context of M&S, itmeasuring actual performance of an employee
with their standard performance which helps inidentifying the gaps in their
performance (Wright, 2018).Purpose of HRM:Main aim or purpose of HRM practices
is to enhance skills andcapabilities of employees which further help in timely
achievement of goals and objectives aswell. This further helps in developing a stable
and healthy brand image of the company alongwith effective relationship building
between employees. Hence in this context, HR manager ofMarks and Spencer will
need to develop goals and objectives for their company. These goals canbe both long
term as well as short term which includes high sales volume and labourrequirements
as well. Long term goals include framing strategies and policies that help inbusiness
and its growth. The two main approaches of HRM functions has been stated as
under:Hard approach–Hard approach of human resource management focusses on
developinga more effective and efficient workforce. Decision making in this case
generally lies in the handsof senior managers whose main aim is to increase
productivity of business concerns. Marks andSpencer does not consider this approach
as they believe on treating employees as their resources.Soft approach–It is a
behavioural approach of human resource management whichfocusses on human
aspects which helps in treating employees as assets or resources. Managersin this
approach focus on skill enhancement of their employees along with developing
theirexpertise level as well. Marks and Spencer treats its employees in such a way that
they are moreimportant (Bratton and Gold, 2017). Also they adopt planning and

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promoting strategies thathelps in organisational and as well as personal growth of
employees.Soft approach should be considered by managers of Marks and Spencer so
as to developeffective communication between employees as well as employers which
help in effectivecommunication. Also it will help in resolving issues and conflicts.

2.0 Explain the strengths and weaknesses of different approaches to recruitment and
selection for the chosen organization.

3.0 Explain the benefits of different HRM practices within the organization chosen
of your choice for both the employer and employee.

4.0 Explore the different methods used in HRM practices, providing specific
examples to support evaluation within the chosen organizational context.

5.0 Evaluate the effectiveness of different HRM practices in terms of raising

organizational profit and productivity.
The human resources management system supporting the business plan should be
perceived as an investment, facilitating the organization's strategy to create value. It is
also important to invest in business benefits for human assets to safeguard that
proficient employee that creates a competitive lead in business are recruited and
retained in companies.

4.1.0 the current structure of the company and possible developments if needed
to achieve the goal.

4.1.1 the current corporate culture and possible developments if needed to

achieve the goal

5.0 Consultation
Important human resource plans for business success and rapid growth;
Important future plans; It also specifies what needs to be done to improve the
current situation. More transparency for the betterment of the organization;
Improving job opportunities in order for the organization to be happier and
more willing to work in the workplace and to have an organization with
skilled staff, it is necessary for the people in charge of Human Resources and
the organization's owners to actively participate. Performance appraisal should

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not only focus on employee promotions and salaries but also on the ongoing
monitoring of employee awareness, capacity building, and the development of
competent staff.

Reference List
https://www.fostec.com/en/competences/e-commerce-strategy/e-commerce-
organisation-3/
https://www.marketresearch.com/search?query=trading
GSP Trading Company
https://ecommerceguide.com/guides/ecommerce-job-roles/

Appendix

Figure 1:M2_Trading_Organization_Chart

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Figure 2: E-Commerce_Department_Organizational_Structure

Figure 3: Manpower Planning and Setup

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Figure 4: Manpower_Budget_Plan

Figure 5: Performance_Assesment_Criteria

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Figure 6: Training_Evaluation_Form

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Figure 7: Training_Plan_I

Figure 8: Training_Plan_II

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Figure 9: Ecommerce Workflow

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Figure 10: JD_and_JS_for_E-Commerce_Manager

Figure 11: JD_JS_for_Digital_Markter

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Figure 12: JD_JS_for_Ecommerce_Sale

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Figure 13: 360degree_performance_apprescial_quesiton

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