Essentials og HRM

Question: 1
As the HR Business Partner for Mirage Investments Ltd, the objectives of the HR department
will be aligned with the company's overall goals and aimed at effectively managing employee
relations. The following are some examples of objectives for the HR department in this
organization:
1. Recruitment and Selection: Attracting and hiring qualified candidates who align with
the company's values and possess the necessary skills and competencies. This
includes implementing a comprehensive recruitment strategy, conducting interviews,
and ensuring a smooth onboarding process.
Example: Develop a targeted recruitment plan to hire experienced wealth managers for
expanding the client base and driving business growth.
2. Performance Management: Establishing a performance management system that
provides regular feedback, sets clear expectations, and recognizes and rewards high-
performing employees. This includes conducting performance evaluations, goal-
setting, and providing coaching and development opportunities.
Example: Implement a performance management framework to assess the performance of
investment advisors and provide them with personalized development plans to enhance their
skills and productivity.
3. Employee Engagement: Fostering a positive and engaging work environment that
promotes employee satisfaction, productivity, and retention. This involves
implementing initiatives such as employee recognition programs, team-building
activities, and employee feedback mechanisms.
Example: Organize regular town hall meetings where employees can openly share their
thoughts and ideas, fostering a culture of transparency and inclusivity.
4. Training and Development: Identifying the training and development needs of
employees and providing relevant learning opportunities to enhance their skills and
knowledge. This includes conducting training sessions, workshops, and partnering
with external providers if required.
Example: Offer specialized training programs for employees to improve their knowledge in
wealth management strategies and financial markets, enabling them to provide superior
service to clients.
5. Employee Relations: Promoting positive employee relations by addressing employee
grievances, ensuring compliance with labor laws and regulations, and fostering a fair
and inclusive workplace culture.
Example: Establish an effective grievance handling mechanism to promptly address
employee concerns and resolve conflicts in a fair and unbiased manner.
Overall, the HR department's objectives in Mirage Investments Ltd will revolve around
attracting and retaining top talent, fostering employee growth and engagement, and creating a
supportive and high-performing work environment.

Question: 2
As the HR advisor for The Luxe Group, I would propose restructuring the human resource
department into several subdivisions to streamline and enhance HR activities. The following
are the subdivisions and their respective activities, along with corporate examples:
1. Recruitment and Talent Acquisition:
• Developing and implementing recruitment strategies to attract top talent.
• Conducting job analysis and creating job descriptions and specifications.
• Utilizing various sourcing channels, such as job portals, social media, and
networking.
• Conducting interviews, assessments, and reference checks.
Example: Establish a partnership with hospitality management schools and universities to
recruit fresh graduates and interns, providing a pipeline of talent for various positions across
the hotels.
2. Employee Onboarding and Training:
• Designing and implementing comprehensive onboarding programs for new
hires.
• Conducting orientation sessions to introduce company policies, culture, and
values.
• Identifying training and development needs and providing relevant programs.
• Monitoring and evaluating the effectiveness of training initiatives.
Example: Develop a personalized onboarding plan that includes a mentorship program,
shadowing opportunities, and cross-departmental training to ensure a smooth integration of
new employees into the organization.
3. Performance Management and Rewards:
• Establishing a performance management system to set goals, provide
feedback, and evaluate performance.
• Conducting regular performance appraisals and feedback sessions.
• Identifying high-potential employees and implementing succession planning.
• Designing and implementing reward and recognition programs.
Example: Implement a performance-based bonus program where employees who consistently
receive positive guest feedback and meet or exceed key performance indicators are eligible
for financial incentives.
4. Employee Relations and Engagement:
• Handling employee grievances and complaints.
• Promoting a positive work environment and fostering employee engagement.
• Conducting employee satisfaction surveys and implementing action plans
based on the feedback.
• Organizing employee engagement activities, team-building events, and
recognition programs.
Example: Establish an employee suggestion program where employees can submit ideas for
improving guest experiences and operational efficiency, fostering a sense of ownership and
engagement.
5. HR Compliance and Policy Development:
• Ensuring compliance with labor laws, regulations, and industry standards.
• Developing and implementing HR policies and procedures.
• Handling employee contracts, terminations, and exit procedures.
• Providing guidance on HR-related legal matters.
Example: Create an HR policy handbook that clearly outlines the company's policies on
diversity and inclusion, code of conduct, and ethical standards, ensuring a consistent
approach across all hotels.
By dividing the HR department into these subdivisions, The Luxe Group can effectively
manage recruitment, onboarding, performance management, employee relations, and
compliance, while also promoting employee engagement and development. Each subdivision
will focus on specific HR activities, ensuring a more specialized and efficient approach to
human resource management.

Question: 3
a. Qualitative methods of HR demand forecasting that Shanghai Food Corporation can
consider include:
1. Expert Opinion: Gathering inputs and insights from key stakeholders, including senior
management, department heads, and HR professionals, to obtain their expert opinions
on future human resource needs. This can be done through interviews, surveys, or
panel discussions.
2. Delphi Technique: Conducting a structured forecasting process where a panel of
experts provides anonymous feedback on HR demand projections. The responses are
then summarized and shared iteratively until a consensus is reached.
 3. Scenario Planning: Developing various scenarios based on different assumptions and
future business conditions to forecast HR demand. These scenarios consider factors
such as market trends, industry changes, technological advancements, and
organizational strategies.
4. Nominal Group Technique: Facilitating group discussions and brainstorming sessions
to gather inputs and insights from relevant stakeholders. Participants individually
generate ideas and then collectively prioritize and evaluate them to forecast HR
demand.
b. The trend analysis method is a quantitative technique used in HR demand forecasting. It
involves analyzing historical data to identify patterns and trends that can be extrapolated to
forecast future HR needs. Here's how it works:
1. Data Collection: Gather historical HR data related to various factors, such as
workforce size, turnover rate, business growth, and productivity levels. This data
should span a significant period to capture long-term trends.
2. Data Analysis: Analyze the collected data using statistical tools and techniques to
identify patterns, trends, and relationships. This may involve techniques like
regression analysis or time series analysis.
3. Extrapolation: Based on the identified trends and patterns, project future HR demand
by extrapolating the historical data. This projection assumes that the observed patterns
will continue in the future.
4. Validation and Adjustment: Validate the projected HR demand by comparing it with
other qualitative inputs and adjusting the forecast based on factors such as changes in
business strategies, market conditions, or technological advancements.
Example: Shanghai Food Corporation can use trend analysis to forecast HR demand by
examining historical data on sales revenue and workforce size. They can identify correlations
between sales growth and staffing requirements and project future HR needs based on
anticipated revenue trends.
It's important to note that while trend analysis provides a quantitative approach to HR
demand forecasting, it should be complemented with qualitative methods and ongoing
monitoring and adjustments to account for dynamic business environments and changing
organizational needs.