Human Resources Managment

Unit 03/ HUMAN RESOURCES MANAGEMENT
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Acknowledgement
Mr. Kosala Perera, my Human Resource Management (HRM) lecturer, deserves special
respect, which directed me through Human Resource Management assignment and
supported me in attaining future plans, as a result of which I learned a great deal. Finally, I'd
want to communicate my thankfulness to my friends from the Bcas family.
NILAKSHAN RAJASEKARAN / KBM322111 1|Page

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Table of Contents
Acknowledgement..............................................................................................................................1
LIST OF TABLE..................................................................................................................................3
LIST OF FIGURE................................................................................................................................3
LO1, Lo2 and Lo3...............................................................................................................................4
1) Introduction to John keels holding........................................................................................4
Task 01.................................................................................................................................................7
1) Purpose of HR functions........................................................................................................7
2) Key roles and responsibilities of HR function......................................................................7
A) Recruiting the right candidate............................................................................................7
B) Hiring the right employee...................................................................................................8
C) Process payroll....................................................................................................................8
D) Apply disciplinary measures..............................................................................................8
E) Employee performance management..............................................................................8
F) Job rotation..............................................................................................................................9
Task 02...............................................................................................................................................10
1) Key aspects of HR theory and how John Keels is working them.......................................10
A) Workforce planning...........................................................................................................10
B) Recruitment and selection...............................................................................................11
i. Recruitment........................................................................................................................11
ii. Selection.............................................................................................................................13
C) Training and development...............................................................................................14
D) Performance management..............................................................................................15
E) Reward management.......................................................................................................16
Task 03...............................................................................................................................................17
1) Effectiveness of employee relation and employee engagement....................................17
2) HRM practices and applications within John keels organization....................................20
3) Adoption of flexible organization.........................................................................................22
4) Employer of choice...............................................................................................................23
5) Employee and Employer under employer of choice.........................................................24
Task 04...............................................................................................................................................25
Employment legislation................................................................................................................25

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The employment legislation which john keels are practicing are as follows;............................26
Workers compensation laws.......................................................................................................26
Labor relation of laws...................................................................................................................26
Promote health and safety...........................................................................................................27
Employee benefits........................................................................................................................27
Conclusion.........................................................................................................................................28
References...........................................................................................................................................29
LIST OF TABLE
Table 1-Benefits of employee effectiveness.................................................................................21
LIST OF FIGURE
Figure 1-john keels................................................................................................................................4
Figure 2- Structure of john keels.......................................................................................................5
Figure 3-Selection process..............................................................................................................14
Figure 4-Training and development...............................................................................................15
Figure 5-Performance management..............................................................................................15
Figure 6-Employee relations...........................................................................................................17
Figure 7-Employee engagement....................................................................................................19
Figure 8- Adoption of flexible organization....................................................................................23
Figure 9..............................................................................................................................................24
Figure 10............................................................................................................................................25

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LO1, Lo2 and Lo3

1) Introduction to John keels holding
John keels overview
John Keels Holdings is Sri Lanka's largest company,

owning approximately 70 companies in seven
sectors, including delivery and logistics, consumer
food, leisure, property development, retail, financial
services, and information technology. The owners of
John Keels Holdings, Englishmen Edwin and George
John, accelerated the company in the 1870s. Then,
in the 1970s, JKH eagerly joined the tourism
industry, which is now without a doubt Sri Lanka's
most important economic driver. Following that, in
1979, JKH founded a commons Ltd organization.
JKH obtained a listing on the Colombo Stock

Figure 1-john keels
Exchange in1986, and became Sri Lanka's first
foreign-listed company by issuing Global Depository Receipts (GDRs) traded on the
Luxembourg Stock Exchange. Then, in 1991, JKH launched the "Elephant House" business,
which specializes in beverages and ice cream. JKH made a step into the banking sector in
1999 when it founded "Nation Trust Bank." JKH continued to expand, and for the sake of the
country's prosperity, JKH invested in landmark projects that will define Sri Lanka. By
investing in the previous PVT foundation severe into the United States name South Asia
Gateway Terminals (SAGT), which includes USD 900 million, 4.5 million square foot,
integrated management old complex branded so Cinnamon Life, which is the best large
investment in Sri Lanka. (John Keells Holdings, 2021)
Products
 Keels.
 Elephant House.
 Union Assurance.
 Nations Trust Bank.
 Cinnamon Hotels & Resorts

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Structure of john keels

Chief
Finance
Officer
Deputy
Chief marketing
Officer
officer
(EVP) Chief
Credit (SVP) Chief Risk
Officer Management
(EVP)
Secretary Head of
and General Compliance
Counsel
(EVP) Human
(EVP) Treasury &
Resources
Investment SVP
Banking Branch
(EVP) Leasing Networ
(EVP) Internal
Audit SVP
Cards
SVP Sales &

BusDev
(EVP)
Commercial
Figure 2- Structure of john keels

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History of john keels

In the early 1870s, John Keels Holdings (JKH) decided to start out as a produce and
exchange seller and since then has managed to grow to become Sri Lanka's largest and
most profitable conglomerate, with different industries in the food and beverage, leisure,
transportation and infrastructure, plantations, information technology, and financial services
industries. JKH is widely recognized as a benchmark of the Sri Lankan economy, as well as
the single largest business firm on the Colombo Stock Exchange, a position it has
maintained and for past five years. JKH was recognized the only Sri Lankan firm among the
top 200 small businesses in the world by Forbes Global magazine in 2001. In additional to
being the only Sri Lankan complete member of world Economic Forum, we are the only Sri
Lankan firm to have had a GDR problem. JKH has been given an SL AA+ credit rating by
Fitch Ratings Lanka. JKH's products and services include controlling the country's largest
private-sector transportation, producing food and beverages, and managing a retail chain, as
well as tea broking, stock broking, banking, real estate, port and marine fuel services, and IT
solutions. With full involvement in the international economic community, JKH is devoted to
flexibility, honesty, sustainable development, social responsibility, and ethical conduct. (John
keels Holding, n.d.) (John Keells Holdings, 2021)
VISION
Known to constantly re-invent, re-align and reposition ourselves in exploring new avenues of
growth. On a worldwide basis, to be regarded as the best produce seller in the world.
MISSION
We are also committed to sustainable development and greater social responsibility, in a
multi-stakeholder context. To maintain our position as the foremost Tea and Rubber broker
in Sri Lanka; To maintain the Tea and Rubber trades' traditions and principles; A devoted
and motivated team will provide exceptional customer service.
Values
Adaptability, Enhancement, Aspiration

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Task 01
1) Purpose of HR functions
Human - Corresponds to a company's skilled employees. A skilled worker is someone
who has a unique talent, training, or information that they can use to their job. A skilled
worker may have attended a university, college, or technical school to forward their
education. A talented employee, on the other hand, may have developed their skills while on
the job.
Resources - Corresponds to a restricted supply or unavailability. Shortages are also
known as a resource scarcity. In a scarcity scenario, people must utilize limited resources
carefully or effectively to satisfy society's demands.
Management - corresponds to how to get the most out of few or few resources in order
to meet the aims and objectives of the company. A management by objective approach
allows the company's financial goals, such as sales predictions, profits, and cost reductions,
to be linked to the goals and performance evaluations of each manager.
The practice of recruiting, hiring, employing, and managing employees is referred to as

human resource management (HRM). Human resources management is another term for
HRM (HR). The HR department of a corporation or organization is normally in charge of
developing, implementing, and monitoring rules that regulate employees and the company's
interaction with them. HRM is the process of coordinating the efforts of an organization's
employees in order to achieve specified business goals, meet staffing requirements, plus
promote employee satisfaction. It is supposed to maximize staff performance in support of a
company's strategic goals
HRM's goal is to avoid the problems from happening again in the future and to enhance a
company's success by engaging in the right people. So many in this field get the skills,
information, and resources necessary to locate and hire top talent, support employees in
achieving their goals, and maintain workplace safety. HRM's goal is to increase an
organization's production by improving the performance of its employees. Human resource
management has a key role to play within the company, involving connecting human
resource objectives with business goals, re-forming organizational procedures, and
sustaining and establishing a high-quality work environment through listening and
responding Can manage the financial transformation and change, as well as employee and
employer needs, including providing training, hiring and terminating employees, and
following to employment laws, values, and ethnicities.
2) Key roles and responsibilities of HR function
A) Recruiting the right candidate

The process of finding and hiring new personnel is known as recruitment. Recruiters and
managers apply data and analysis to build and then help determine a pool of candidates as
they move through the hiring process, finally choosing single candidate to hire. Finding the
right persons to work with is the most important element of any business. You'll need a

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successful recruitment method to attract the right candidates for your company's demands.
A good recruitment process may help you save time when it comes to locating, interviewing,
hiring, and training new workers. (Anon., 2021)
B) Hiring the right employee

Human resources are responsible for scheduling interviews, organizing hiring activities, and
introducing new hires. They're also in responsible of making sure that all of the
documentation associated with employing someone is completed and that everything runs
well from the first day to the last. (Anon., 2021)
Example -: let’s say choosing the best and those who will add value to the organization, as
previously said, is extremely challenging. As previously said, the right one has the ability to
modify the whole company; meanwhile the wrong one has the chance to destroy it. As a
result, one of HR's primary responsibilities is to choose the best candidates.
C) Process payroll
Human resources are always in responsible for preparing every employee's paycheck.
Taxes and hours must be estimated and collected on every payday. Expenses must be
repaid, and increases and rewards must be included in. Consider being in HR and having to
make sure taxes are properly handled every pay period if you think paying taxes once a year
is a headache. HR is responsible for keeping correct records of employee working hours,
containing working days, overtime, commissions, EPF and ETF contributions, and other
benefits, as well as making employee reimbursements. (Anon., 2021)
Example -: A company uses to pay its employees their monthly wages. Employees' hours or
days worked, as well as their pay rate and any applicable deductions, are taken into
account.
D) Apply disciplinary measures.

This might explain why HR has such a bad rep. Disciplinary actions, if handled poorly, can
result in the loss of a vital employee, as well as litigation and a ruined reputation. Disciplinary
action, on the other hand, can lead to an employee's success if handled appropriately. To
determine a team's unity and health, HR must develop a strong enough relationship with
managers and workers. (Anon., 2021)
Example -: if a company sees that a specific employee is frequently late and continues to be
late having received many warnings, HR may engage and examine the cause of the delay.
E) Employee performance management

It helps in the successful management of an employee's performance as well as the
achievement of an organization's main objectives and goals. Individual performance is
valued in performance management, although team, departmental, and organizational
performance are also taken into consideration. (Berkeley People & Culture, n.d.)
Example -: Performance manager should understand an employee's present and future

performance, as well as what may be done to help them achieve their objectives.
Performance management is focused with an individual's development and progress, and
how this can benefit that both employee and the company.

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F) Job rotation
Job rotation is the systematic movement of people from one job to another within an
organization to meet different human resource objectives such as onboarding new
employees, training them, advancing their careers, and avoiding job ennui or stress. Job
rotation is viewed as a strategy to retain essential personnel by motivating them, broadening
their skill sets, and keeping them motivated. It also provides businesses the peace of mind
that a replacement for an unwell or retiring employee is on the way. (Anon., n.d.)
Example -: Doctors at hospitals work in a variety of departments, giving them knowledge

about several of medical specialties.

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Task 02
1) Key aspects of HR theory and how John Keels is working them
A) Workforce planning
Workforce planning is the process of assessing, anticipating, and planning workforce supply
and demand, detecting gaps, and selecting specific talent management actions to ensure
that a company has the appropriate people in the right position at the right time to meet its
purpose and strategic goals. The staffing issues have been resolved, as well as the steps
that must be taken. When done successfully, workforce planning may help businesses
detect and anticipate problems early on, avoiding delay and unexpected costs. It may
improve its performance in identifying the most important occupations as well as any talent
shortages in those areas.
A workforce plan sets out the future labor needs in order to meet your company's objectives.
Workforce planning contains a wide variety of issues, such as: Safe staffing includes making
sure there are enough personnel on hand to give high-quality care and support, as well as
succession planning, which involves selecting and training current workers to take on new
tasks. (National state of health, n.d.)
Six stages of workforce planning process

Strategic direction
Understand the organization's main mission goals and long-term objectives, as well as how
the workforce should work together to achieve them. As a business owner or manager,
having a strategic direction within a department or organization may help you focus your
employees on specific goals. Employees should understand how each work fits into the
overall corporate goal to have a better sense of self-importance in the larger mission.
Supply analysis
Identify the present workforce and how it is expected to change over time as a result of
turnover and other factors. The supply analysis component of workforce planning identifies if
an organization has enough supply at able to help demand.
Demand analysis
Recognize the present and future personnel needs of the company. This process helps
businesses estimate the market, which is important in today's business. It helps in the
creation of an acceptable pricing policy. A company cannot succeed in today's global market
without a good understanding of customer behavior.
Gap analyzing
NILAKSHAN RAJASEKARAN / KBM322111 10 | P a g e

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Recognize the gaps between workforce need and supply, and focus the gaps that have the
biggest impact on employee performance.
Solution implementation
The right workforce interventions and actions to reduce personnel gaps and help your
company achieve its strategic objectives. The solution is implemented in three stages:
planning, preparation, and implementation. Putting the plan into motion and keeping track of
it evaluating and analyzing the action's success.
Monitoring progress
To maximize the usefulness of solutions, track their performance and their influence on the
gaps they were meant to fill.
John Keels kept track of all the market segments. Altogether, 40 hours per employee have
been given for training, with 42 hours and 36 hours for male and female employees, to
enhance leadership skills and abilities, new strategies, policies, and activities, as well as
industry-specific training, are introduced, taking into account future learning demands.
Bonuses are given to John Keels employees who do well in any location, including
outstations. To reduce employee turnover, the company should take proactive measures to
adjust the compensation structure based on the individual. HR also plays a unique function
in each corporate division's success. (Perera, 2016)
B) Recruitment and selection

Recruitment is the process of identifying right candidate and encouraging them to apply for a
current or future vacancy. The process of recruiting people from among selected candidates
and positioning them in positions within the organization is known as selection.
Organizations use recruitment and selection to find the best applicants for open jobs. As a
result, knowing the distinction between recruiting and selection is critical for a company's
success. Employees are critical to every organization's success. When a person is very well
to his position, the entire organization benefits from their outstanding performance. A strong
recruitment and selection is essential because it helps the company in establishing an
accurate job description. A proper job description is a significant part of the recruitment
process since it defines what primary and secondary responsibilities will be performed, as
well as the key abilities required for a certain role. (Anon., 2013)
i. Recruitment
Recruitment is the process of identifying and recruiting qualified candidates to fill open jobs
in a company. The recruitment process involves locating job openings, evaluating job
requirements, examining applications, screening, selection process, and choosing the best
applicant... A quick and efficient recruitment process may help a company save money,
improve its market and candidate perceptions, and ensure that the best talent is identified,
engaged, and hired. (chand, n.d.)
Finding the best candidate for the job is only part of the recruitment process when it comes
to hiring someone; there are five different procedures to follow:

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 Recruitment planning - A recruitment plan is a strategy for hiring personnel that has
been planned ahead of time. It serves as a deadline for businesses to locate qualified
applicants while reducing emissions. A recruitment strategy specifies the objectives for a
certain post.
 Strategy development - The next stage in this process is to design an appropriate plan
for recruiting candidates inside the organization after it is determined how many and
what qualifications are necessary.
 Searching - Attracting job candidates to the organization is the next stage. Candidates
are attracted from one of two sources. There are internal and external sources.
 Screening - A way of identifying a job applicant's qualifications and eligibility for the post
for which they have applied called screening. Job screening questions are included in
the employment application. In which was before testing, intellectual, behavioral, or
skills-based evaluations are employed.
 Evaluation and control - The final stage of the recruiting process is evaluation and
control. The efficiency and validity of the process and methods are evaluated during this
procedure. Because recruiting is an expensive process, it's useful to determine how well
it's doing.
Example - Attempts by military services to recruit students at universities and colleges are
one example of recruiting.
Internal and external sources of recruiting are the two forms of recruitment.
a) Internal recruitment - When a company or organization wants to fill a vacancy

from inside its current staff, they use internal recruitment. Internal recruiting encourages
employee loyalty and can even boost morale by rewarding current staff. It also saves
time and money on training because the internal candidate is better familiar with the
organization and culture. It also helps in the reduction of employee turnover.
(WILKINSON, n.d.)
John Keels would be able to save costs associated with new employee training. It's also
trustworthy because the company's reputation won't be harmed. Because of these
benefits, internal recruiting is a reasonable solution to consider. The method, on the
other side, discourages essential creativity by preventing talented international
applicants from applying.
b) External recruitment - When a company wants an outside hire, it is known as
external recruiting. The selection committee discovers new applicants by posting job
openings on the internet or employing the services of a recruiter. A corporation may
refresh its organization with new talent by recruiting from the outside. (WILKINSON, n.d.)
This will help John Keels come up with new ideas and hire employees that fulfill the HND
requirements. The method is reliable because new employees will already have the
essential skills and will be able to help the company in improving the abilities of current
employees. In this case, external recruiting is acceptable because John Keels need
qualified new employees. Existing employees may become dissatisfied as a result of
new hires' failure to train them. Due to the multiple phases involved in external recruiting,

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it is a costly operation. The company's operations may be affected due to a lack of
cooperation between current and new employees.
Recruitment process at John keels

John asks great people to join them, and they don't say no. They recognize that the quality
and abilities of new hires have a direct influence on the company's performance. They're
looking for people who are prepared to cooperate, be inclusive, and be excited about their
flaws, and they're ready to employ. People that don't back down from a challenge and are
committed to creating high-quality work. They seek employees that are highly motivated,
customer-focused, and come from a range of backgrounds, cultures, and walks of life to hire
and pick from.
John Keels is done through popular websites such as Top Jobs and ev.lk, as well as
LinkedIn, provides job openings. The company also hires executives and higher-level
employees through executive search firms like KPMG. On a limited basis, available
employments are promoted through the main stream media, such as newspapers.
Educational institutions and university leadership training programs are often used to identify
young talent from whom suitable candidates are recruited whenever a vacancy arises.
 Identify vacancy and evaluate needs

Recruitment at John Keels Holdings PLC allows departments to connect worker skill sets
with objectives and goals, as well as prepare for objectives of the company success. While
its recruiting process is way, thorough preparation and examination of the requirements will
result in the employment of the best candidate for the job and team.
 Develop position description

The successful recruiting process in the John Keels Holdings PLC was really the job
specification, often known as a job description. Interviews, interview reviews, and reference
check questions are all designed using the job description as a starting point.
 Post position and recruitment plan

The position can be promoted in this organization when the position description is ready.
Every effort should be made to confirm that both position description and the job posting are
correct. This is not encouraged, and in some situations, impossible, to change features of a
posted position. Because of the future effects of a change on the recruiting process, this is
the reasoning.
ii. Selection
Selection is the process of picking or choosing the best candidate for a vacant job position in
a firm. Employee selection is the process of identifying people with the qualities to fill a
vacant position in a business. Selection is an important stage because engaging qualified
resources may help enhance the organization's overall performance. The purpose of

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Selection is to discover the best candidate for the job, one who can meet the job's standards
and will be a successful applicant. (Anon., 2020)
Sorting Selectin Small test

within the Interview Medical Selecting
CV g the
best testing
best CV
Figure 3-Selection process

During the hiring process, John Keels guarantees that they invest in the best person for a
certain job function. Most businesses in the sector provide IQ and personality tests to
candidates as part of the original stage of executive staff selection. In the final phases of the
selection process, subject-related or job-role-related presentations or face-to-face interview
questions are used to separate the best from the rest.
The strength and weaknesses of various Technique to recruiting

and selection are as follows;
A job analysis benefits John Keels by helping in the collection of significant character
information on the numerous activities and duties of a specific work function. One of the
process's primary faults or disadvantages is that it might be the topic of a variety of incorrect
sources. The CV and appointment strategy has the advantage of being regarded as a
successful way for limiting the candidate pool to those who satisfy the fundamental job
requirements. Recruitment and selection is viewed as a vital resource function that affects a
variety of aspects of John Keels overall performance. In selection process trying to stay up
with the encouragements given by industry competitors is a continuing disadvantage in the
selection process. Appropriate amount, more extensive health benefits, and a solid
retirement package become too expensive. Personal self has been a huge asset. JKH
benefits from increased staff loyalty and lower employee turnover. External recruiting does
not build employee instantly, and it takes time for an external employee to establish a fruitful
connection with the organization. Furthermore, excellent HR planning and planning helps
create efficient information, which is a key component of the corporate knowledge required
to fulfill the objective of having the right people in the right roles.
C) Training and development

Employee training and development refers to educational programs inside a business that
are aimed at improving employees' knowledge and abilities even while giving information
and advice on how to perform certain duties more effectively. Training is a reactive, short-
term procedure for workers and activity, but development is a purposeful, continuous activity
for leadership. Employees' goal in training is to learn new abilities, but their goal in
development is to grow as a whole individual. A training program enables you to enhance
the abilities that each employee need. A development program raises the level of all

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employees, guaranteeing that they all have the same skills and knowledge. This helps to
eliminate any weak points in the organization that rely on others to complete fundamental
labor responsibilities. (Anon., 2020)
The methods for determining staff training requirements are as below;
Customer
Perform Complain
ance Oberser
appreal vation
Employee
suggestio New
n System
Product
launch
Figure 4-Training and development
Employees at John Keels Holdings benefit from outstanding training and development
activities. Training and development were viewed as beneficial resources for both
individual and organizational success by the majority of employees. John keels holdings'
training procedures, techniques, and activities are in agreement with industry best
practices for the planned and planned character of the training phase. It through
elements, it may improve employee performance.
D) Performance management
Performance management is just a year communication process between a business
and its consumers aimed at achieving the organization’s objectives. Problem started,
creating goals, offering feedback, and examining outcomes are all part of the
communication process. (Berkeley People & Culture, n.d.)
Perform
ance
Review
Perform Perform
ance ance
Coachin Plannin
g g
Figure 5-Performance
management
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John Keels will have learned this approach by the end of the month. They deal with all
aspects of the company's growth, income, and expenditure, among other things. That is a
key moment that must take place in any business. Also, with good training, they can rapidly
recover from any type of problem that the business has, and employees may communicate
their satisfactions and be friendly with the management. The company has been able to
maintain a profit and loss balance from day to day.
E) Reward management
Reward management is the process of developing strategies or policies to help reward
everyone in the organization in a fair and reasonable manner. Employees feel valued and
motivated when they are rewarded for their hard work, which may enhance the company's
productivity and profitability. (Grewar, 2021 )
John Keels used a bravo awarding system to reward their staff for their hard work,
innovation, honesty, compassion, and trust, as well as to create strong relationships based
on transparency and trust and to promote an empowering culture among their employees.
Having an effective reward system also helps to keep employees satisfied, loyal, and ready
to advance up the corporate ladder. Employees are motivated to perform harder by rewards
such as public praise and increased compensation. When it comes to financial benefits,
John Keels doesn't really forget to give their workers New Year bonuses and profit shares on
a yearly, but they also pay commissions under the John Keels plantations and Property
Company. JKH, on the other hand, maintains a strong pay system in order to increase
organizational culture and profit. The importance of reward management may be categorized
as follows: Develops trustworthiness and loyalty.

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Task 03
1) Effectiveness of employee relation and employee engagement
Employee relations are defined as an organization's effort to build and maintain a strong
relationship with its employees. Organizations find ways to keep workers loyal and involved
in their job by encouraging new, productive employees' performance. Employee relations
are often managed by a company's hr. department. This attitude encourages individuals in
management and leadership positions to request feedback from employees, respect their
contribution more strongly, and considering the hiring process when making company-wide
decisions. (Anon., n.d.)
Example-: Have a lot of unscheduled absences from work, on the company's internet; you
may see sexually explicit stuff, all the time, there's gossip.
 The management at john Keels Super is much more inspired to the employees because
they are always kind to all of them and motivate and guide them to finish tasks within a
certain time period. As a reason, Nation Trust Bank employees work diligently to realize
the company's vision and goals. They develop strong bonds on each and every one of
their employees at Keels Super. Employee relations experts, according to John Keels,
are crucial in creating and progress was made between an organization and its
employees. They support the development of effective people activities by matching
organizational strategy with employee requirements.
According to my suggestion applying the term ‘employee relation’ In JKH will

be a better choice because Employee relations will have potential to increase
a company's overall efficiency. The stronger the staff relations inside the
company, the better. This is because happy workers are more productive at
work when the employer-employee relationship becomes strong. Employee
loyalty also enhances the likelihood of employee retention, which is
beneficial to the company over time. As a respect, I believe it is best to do so.
Figure 6-Employee relations
Decision making-: Employee involvement allows employees to have a say in decisions that
affect their working life. Therefore, performance management systems when staff are
participating. Employees are more likely to engage successfully if they share their ideas and
comments. Employee position to more efficient, engaged, and productive employees, which
leads to more earnings. Employees expect management to offer a safe and healthy
workplace, equitable treatment, suitable rewards, participation in decision-making, and
fulfillment of their requests. Employees who engage in the decision-making procedure have
the opportunity to share their understanding and express their opinions. While this

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strengthens the manager-employee relationship, it also encourages workers to work
together. A situation in which a person's ability and skills are appreciated. To maintain great
employee relations, JKH might should use the following methods:
 Big income -The job must ensure that the employees are in good health. JKH, for
example, provides workers with a great workplace and a safe approach to utilize,
identical to motivated openings. It will support in the maintenance of better relations.
 Approach - Employees must be motivated in order to keep their jobs in excellent
organizations. JKH would be more forced to their energy in the act of moving the
employee. Basically, it serves to provide staff bonuses, motivational factors, promotions,
and raise employee compensation in order to maintain excellent worker relations.
 Vision - JKH put up his vision in such a way that it energies the employees to better
support the representatives' processing. The vision has been developed in keeping with
the applicants' goals.
Employee engagement means how motivated people are about their employment, how
devoted they are to the business, and how much inspirational motivation they put into their
work. Employee engagement is not the same as employee satisfaction; it simply reveals how
satisfied or pleased your employees are. (Anon., n.d.)
 According to John Keels managers have regular meetings, help employees understand

and create objectives and duties are more likely to enhance employee engagements A
good john keels boss must be dedicated to his profession and inspire their employees to
feel the same way and provide their best effort. In John Keels, when companies treat
their employees well, they can spend more time to their jobs since they like working so
hard on their responsibilities. Employee engagement will be the same situation that the
keels super possesses.
Workers are valuable parts for every organization because without employees, it would
not be able to function. In order for a company to survive and grow, workers must be
involved in all parts of its operations. The interaction between workers is critical when it
comes to enjoying usefulness and benefit. We should have a wonderful working
relationship with our teammates as representatives. Battles among coworkers, conflicts,
and confusions will only add to the pressure, strain, and a significant reduction in
productivity. Nobody can work without the help of others. Each employee needs the
assistance and cooperation of their co -workers in order to generate creative ideas and
provide the finest of the best. Because each employee spends more time with their
coworkers throughout the day, it is essential to establish a strong relationship among
representatives in order to maintain harmony.

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According to my suggestion, applying the employee engagement really engaged is

more likely to give it their all on a continuous basis and stay with a company that
promotes employee happiness. By encouraging investments on employment
fulfillment, the company will be able to support efficiency, enhance work quality,
and maintain top abilities. Because when employees are engaged, they are more
likely to go above and beyond to achieve their goals. Employee engagement is the
value to which employees have a mental and emotional attachment to their
workplace. Employees who perform and are proud of their contributions to the
company are more likely to like working for business, to enjoy going to work every
day, and to feel valued.
Figure 7-Employee engagement
Decision making-: Employees who are involved in decision-making have a professional

and personal interest in the success of the company. Employees who are actively involved in
many parts of the company and want to see their efforts succeed in the long run benefit from
this dedication, which leads to improved productivity. Employee participation in the decision-
making process helps management to consider numerous proposals and distributes the
responsibility for the choice across all employees in the organization. When choices are
made in isolation inside an organization without the participation of employees, they are not
successful or produce productive outcomes.
Example-: Companies that maintain employee involvement in many ways, are successful
and develop at a rapid rate in the long term. As a result, while it is critical for managers to
guarantee staff participation in the decision-making process, it is also extremely beneficial to
the company's growth and employee dedication.
Benefits of both Effectiveness of employee relation and Employee

engagement
a) Employee relation advantage at workplace

 Employees who have positive working relationships are more likely to offer their all and
work harder. It takes more than effective communication to keep strong connections with
your staff. It also entails praising your workers' contributions in the workplace. (SOCIAL
MARKETING SOLUTIONS, n.d.)
Increased Retention Rates - More than a quarter of employees are identified as large risk,
meaning that they will quickly pack their stuff and go. Many of these individuals have
valuable skills that might be highly useful to your company. Replacing a skilled worker might
cost up to 400% of their annual salary. Because a key resignation can be so costly to a

BM 33
business, the best thing you can do is prevent them from leaving in the first place. People
are less inclined to leave a company that respects and recognizes their skills.
Less Absenteeism - Employee absenteeism is frequently caused by workplace stress and

conflicts. If your employees are often missing work, attempt to figure out why. Ask about
their working connection with the other team members. Investigate any charges of
harassment and motivate the employees to report it. Remind your workers that their safety
and well-being are important to you.
b) Employee engagement advantage at workplace

Employee safety has improved - Because they are more connected to their workplaces,
engaged employees are more aware of their surroundings. According to research, highly
engaged employees were 70 percent less likely to be involved in a safety incident.
Employees who are engaged may focus on the work at hand rather than worrying about
whether there is room for growth or if their boss likes them. (Wickham, 2020)
Better employer health - Employees are more likely to take good care of their health in
engaged workplaces because they are more thoughtful of their requirements. Company-
sponsored road races, flexible scheduling, and fresh fruits and vegetables in the break room
are just a few examples. Employees that are in excellent health benefit a company in several
ways. (Wickham, 2020)
Higher retention - Employees are more likely to leave their present company if they are
unable to apply their skills, are not motivated, or do not love their work. Employees who are
currently working, on the other hand, have no motivation to aim for a new job. (Wickham,
2020)
2) HRM practices and applications within John keels organization

John Keels is a company that works to improve employee confidence, organization, and
dedication. If the company wants to reduce turnover, it must engage in effective human
resource management activities. These practices have increased employee engagement
and inspired them to achieve greater success. JKH has improved staff productivity while also
increasing employee engagement. By creating a strong workplace environment employees
feel relaxed with one another. JKH team factors have a great amount of responsibility for
preventing team disagreements or conflicts and encouraging active employee relationships.
John Keels maintains the following HRM practices to develop employee relationships and
engagement in order to enhance productivity. They are;
 HRM practices inspire workers to work, resulting in improved individual and

organizational performance. In JKH's opinion, benefits such as flexible job definitions,
cross training, and work teams, as well as incentive-based compensation, will
undoubtedly improve employee performance.
 Skills training - It helps in the identification of training and development requirements. It
recognizes the process of identifying and developing talent from inside the company to
fill critical roles. It conducts an examination in order to identify specific performance
problems. Employee job is not stressful, and it is kept interesting by raising the level of
challenge.

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Example (JKH)-: JKH encourages people in a variety of methods, including job
performance; if an employee performs hard, the company may inspire them by extending
their career opportunities and paying them. It can give not only a source of money, but
also the opportunity to develop new skills.
 Workforce planning – Performance management is a part of the HR procedures here. .
Hr. practice plays a good role in here employment verification is used to maintain
employee attendance, daily work fulfillment tasks, and the manager's feedback list where
JKH maintain within organization Because the task is done automatically, using
automated technologies to measure employee performance helps to limit staff
recruitment.
Example (JKH)-: HR practice within JKH is must here because to recruitment,
leadership development, for the career path, company financial improvement.
 Bonuses are given to John Keels employees who do well in any location, including
outstations. To reduce employee turnover, the company should take proactive measures
to adjust the compensation structure based on the individual where HR practices plays a
unique function in each corporate division's success.
 Employees are acknowledged and rewarded for their efforts because it indicates that
their employer values them and their contributions to the success of the team and
organization. This is especially true of HR best practices when organizations grow and
change. It makes employees feel comfortable in their value to the company, which
encourages them to keep performing great work.
Example (JKH)-: JKH keeping employees healthy give some free vacation; allow them
to take care of their own family, profit sharing plans.
i. Benefits of employee effectiveness
Benefits for effective employer Benefits for effective employee
Less absenteeism Most individuals do not consider benefits when

selecting whether or not to work for a company.
Good employer engagement discomfort work is available
Bonuses and healthcare plans are among They are helpful and have a close relationship
the top ten advantages. with one another.
The issue of employee loyalty emerges. No conflicts

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Table 1-Benefits of employee effectiveness
I totally agree about the HR practices which are performing within JKH company because
these practices must follow by the organization because why I’m saying is; HR helps in the
establishment of organizations within a company. HR has a role in the organization's growth.
Human resources support employee development and engagement. One of the most
important functions of the Human resources department is workforce management. It will
help businesses hire and train staff if you are familiar with the HRM procedure. Because the
human resources department is responsible for creating a comfortable working environment.
Employees are more likely to play to their strengths will to work in a safe and clean
workplace, which enhances job satisfaction. I clearly understood that HR is important in the
establishment of a company's strategy since it enhances satisfaction level across the
workforce and gives employees a very well perspective.
Let’s say Organizations that do not have a HR practices on their business managers to
establish workplace bond, supervise hiring and promotions, and ensure appropriate
practices. However, if management and the HR department are unable to help, the complete
business will suffer.
3) Adoption of flexible organization

Flexibility may be defined as an organization's ability to adjust to its size, composition,
reactivity, and personnel, as well as their inputs and costs, in order to fulfill its objectives and
aims. When job gets completed, where it is done, and how it will be done, organizational
flexibility can be described. If the organization is adaptable, it will be able to adapt to these
changes and thrive. Consumer loyalty will be enhanced through flexibility in working hours. A
company that isn't flexible will fail in today's severe global and commercial environment.
(Molly, 2018)
The following are five important advantages that workplace flexibility brings to an
organization:
1. Productivity Improvements - Employees feel more in charge and have a better feeling
of well-being when their workplace is more flexible. As a result, employees are more
engaged, which leads to increased productivity.
2. Employee Turnover is reduced - Employees who work in restricted surroundings are
more likely to be dissatisfied with their jobs. Businesses will have to spend more time
and money on recruitment and training as a result of the higher labor turnover.
3. Improved morale - Employees that are able to balance work and personal commitments
have better job satisfaction and are more excited about their employment.
4. A Healthier Workforce - Flexible working has been found to reduce total absenteeism
while also improving mental health, resulting in a more resilient workforce.
5. Employee loyalty - Workplace flexibility displays that a company is concerned about the
well-being of its employees. Helping employees in achieving a work-life balance shows
trust and respect, something employees will appreciate and might lead to loyalty.
John Keels (JKH) is experiment with flexible working hours in order to obtain a competitive
edge by improving customer service and product, as well as staff productivity and happiness
and also John keels supers will not adopt this approach in the beginning. In responding to

BM 33
the country's pandemic situation, Keels Super developed this flexible working strategy. John
Keels has strongly advocated for increased work-life flexibility in order to meet the demands
of today's lifestyle. This allows employees to work from home, which allows them to be more
flexible in their work hours depending on the tasks they are doing. They are available to
discuss with them because of personal flexibility working requirements, and the following are
some of the flexible practices that John Keels has in action for its employees:
As a result, the top level workers were given the option of working flexible hours. This allows
employees to be more flexible with their work hours based on their convenience and the task
they are doing. In addition, a teleworking policy that allows employees to work from home
was implemented, allowing for greater flexibility. They consider about allowing them to take
their children home from school during working hours, attend funerals, or look after family
members and they can enjoy with the holidays they would give to them.
Employees at John Keels Holdings have the option of starting and ending their days
whenever they wish, and superior employees can leave early and work the remaining hours
from home. Employees also have the option of working night or day shifts, which benefits
both the company and the employees.
According to my suggestion applying the adoption of flexibility is one of the good

implement only if you apply accurately if any company is flexible, it will satisfy your
workers' demands and plans, allowing them to have a better work-life balance and
become more pleased with respective careers and not only that Not only from one
employee to the next, but also from one employer to the next. Employees are more
invested in their employer and supportive of him. As a result, employees should create
informed decisions and work harder.
Figure 8- Adoption of flexible organization
4) Employer of choice
Employer of choice is a concept used to describe an organization that has an exceptional
work environment, where many candidates want to work for the company, where the
company's smartest workers want to stay, and where loss is limited. When the company is
identified as an Employer of Choice, it means that it is a great place to work, that people
want to work for you and those workers wants to remain with you because of competitive
firms (Newsome, 2020)
Employers of choice have developed a culture that emphasizes a new kind of working
relationship. This new working connection is more collaborative and opens than the
conventional 'them and us' one that we've all been a part of inadvertently. It is more open
than the usual since it is based on the changing demands and interests of employees and
employers. (Newsome, 2020)

BM 33
John Keels (JKH) offers a business culture that encourages employees to love their jobs and
provides excellent customer service. Clients of Keels Super are overjoyed since they chose
them to provide benefits services, allowing their companies to obtain a competitive
advantage. John Keels Employers help the organization keep up in the quickly working
environment. 55 percent of employees are happy to work again for organization as it's a
great place to work. Because fresh graduates provide the most up-to-date information and
practices, whereas bigger and stronger employees provide practical learning knowledge,
that is essential to the long success of the organization.
5) Employee and Employer under employer of choice

Employees are willing to work in a range of organizational positions and settings, but the
employer encourages them to do so. Employers provide information, skills, and programs
that support workers to focus from the outside world. Employees serve consumers ahead of
management. Work that is meaningful to employees is valued, while work that is meaningful
to employers is not.
An employer of choice is built a working image as a great place to work. As a result,
you'll see much more acceptable applicants, which also will result toward more
educated employees and employers, and that's an important practice that every
company must follow, including JKH, must follow to. So I feel that employees
would believe them being motivated to advance in their careers and education.
Figure 9

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Task 04
Employment legislation
Every business makes use of some form of labor legislation. Employment law governs the
relationship between the employer and the employee. When there is more than one
employee in a company, employment law is used. This is a collection of state and federal
legislation that cover a wide range of topics with the common objective of protecting workers'
rights. (Dye, 2021)
One of the most significant advantages of having a strong set of work laws is that they may
protect the organization. Many companies have rules in order to protect them from legal and
financial danger but still looking to manage and discipline people as they see right. Specific
work laws and rules is the best way to prevent the organization from problems like wrongful
cases. (Dye, 2021)
Prevent discrimination - John Keel's practices aim to eliminate discrimination.

Stopping misconduct in the workplace, keeping employees healthy and safe at work, and
minimizing the frequency and severity of events are all fundamental to Compare's mission.
Working is essential to us, and we take it seriously.
Promotes health and safety - Legislation laws that discriminate against certain
groups of people; these groups are usually connected with preserved or protected groups. In
terms of the kind of judgments that are prohibited, as well as the groups who are protected,
anti-discrimination rules vary by authority.
Employment legislation on the federal level - Employers are required by

the Fair Labor Standards Act (FLSA) to pay undercover employees the general minimum
wage and overtime compensation for hours worked above 40 per week. Furthermore, many
periods and places have rules governing the minimum wage, overtime, and required
opportunities.
As I have discussed the above theory, I think Employment law governs that connection among
employers and employees. It controls what companies may expect from workers, what employers
should ask employees to perform, and employees' respect for the rights. Another thing the purpose of
health and safety laws is to safeguard individuals at work as well as those who are impacted by job-
related activities. Law is created such that everybody in society understands what actions are legal,
and organizational law must be followed in order to effectively regulate everything
Figure 10

BM 33
Decision making-: Good employment legislation that may impact HRM decisions include
anti-discrimination legislation, work-life balance, and protection from gross misconduct of
employees. This means that the employer or HRM should be reasonable and socially
responsible to all employees during the HRM decision-making process. The National
Minimum Wage Act is a federal law that establishes a minimum wage The Employment
Rights Act, the Sex Discrimination Act, and the Disability Discrimination Act should all be
understood before starting a new job, since they will radically affect any decision or plan you
make.
In business organization general factors suited for work are considered, which includes: -
 Administrators and supervisors should be involved in reaching agreements and adjusting
initiatives. These activities must focus that improper behavior will not be allowed under
any conditions.
 Lead activities that are reasonable and generous in nature, and base tasks on a life that
has not been passionately assembled. The complaint must be protected against the kind
of behavior that caused the issue.
The employment legislation which john keels are practicing are as

follows;
Workers compensation laws

Workers' compensation is a legal system that pays employees who really are injured at work
for their lost wages, medical expenses, and occupational medical expenses, regardless of
their own fault or responsibility. If companies follow this appropriately, workers'
compensation insurance can help employers reduce the real cost of an employee's medical
costs and lost wages following a workplace injury or illness. If you don't have workers'
compensation insurance, even a single large workers' compensation claim might result in
permanent financial damage. (FindLaw's team, 2018)
 John Keels maintains that properly managing employees in the workplace includes the
development of work standards in even the smallest of firms. Work rules safeguard both
the company and the employees, and when properly developed and performed, they
help to develop and maintain a better working environment for everyone.
Labor relation of laws

Employees who participate in organizational activities are protected by federal employment
rules. This employment law assumes that an employer cannot treat an employee unfairly
because they attended a meeting without being requested. Moreover, the term "labor law"
refers to the body of laws that controls employment, pay, working conditions, trade unions,
and labor relations. The phrase can also apply to social security and disability insurance in
its totality. If someone is dismissed for attending a meeting; they must be rehired and paid,
according to the National Labor Relations Act. (Anon., 2020)
 In john keels organization, laws protect both the employee and the employer, as well as
supporting employees in receiving a fair income, having safe employment, having stops

BM 33
and work hours controlled, minimizing labor unrest, promoting improved working
conditions, and paying injured employees.
Promote health and safety

 The John Keel organization relates to a law that prohibits harassment against specific
categories of individuals; these groupings are generally associated with maintained or
protected groups. Anti-discrimination laws differ by government as part of the types of
judgments that are illegal, as well as the groups who are protected. JKH has examined
all legislative requirements as well as worldwide best practices, and each of the group's
businesses has created its own health and safety guidelines to guarantee appropriate
working arrangements and safe working conditions for its employees.
Employee benefits
 Employee benefits, commonly known as bonuses or allowances, are extra compensation
provided to employees on top of their pay and profits. Employee benefit packages
include overtime, medical insurance, holidays, performance bonuses, and retirement
benefits, to mention some. Employee benefits are non-monetary or financial
remuneration given to an employee in extra to his or her regular salary or earnings.
Some of the benefits include health insurance, life insurance, paid vacation, flexible work
hours, and workplace amenities such as on-site snacks and meals.
 As I have mentioned worker compensation, labor relation of law, promote health

and safety and employee benefit, the worker’s compensation law creates employees
who are injured or unemployed on the job are protected by workers' compensation laws.
The regulations provide injured workers with a defined cash reward in an aim to minimize
the need for legal proceedings. Employees can also recover lost earnings, medical
expenditures, income support, and costs connected with recovery and training in that
case. As a result, the summary of labor relations legislation attempts to correct the
conflict of interest between employees and employers, prevent employers for firing
workers no reason, and support and encourage methods that recognize workers as
equal partners in determining respective labor practices. Promote health and safety have
objective of the reduction of workplace accidents, sicknesses, and death, and the
associated stress and economic cost on workers, their families, and employers. As a
result, the recommended procedures described above pay special attention to workplace
safety and health management and finally employee benefits are aimed at enhancing
employee productivity, engagement, absence, and motivation.

BM 33
Conclusion
Human resource management is the process of recruiting, hiring, deploying, and managing
employees in a company (HRM).
I think the content I have covers a wide variety of human resource management and JKH
subjects, including HR workforce planning, hiring and selection, development and training,
performance management, and the reward system and how the company is carrying out this
process, as well as the HR function's roles and responsibilities, which mostly include
employee relations and employee engagement, and how the company is implementing
strategies to prosper in the commercial market for each issue. I'm hoping you have a good
understanding of the company's structure and human resources.

BM 33
References
Anon., 2013. Recruitment and selection – The most important HR function. [Online]
Available at: https://empxtrack.com/blog/recruitment-and-selection-the-most-important-hr-
function/
[Accessed 26 june 2021].
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organisation/
Anon., 2019/20. John_Keells_Holdings_PLC_AR_2019_20_CSE.pdf. [Online]

Available at:
https://keells.com/resource/annual-report/John_Keells_Holdings_PLC_AR_2019_20_CSE.pdf
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Available at: https://www.custominsight.com/employee-engagement-survey/what-is-employee-

BM 33
engagement.asp
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managing-successfully/performance-management/concepts
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Available at: https://www.mylawquestions.com/what-is-employment-legislation.htm
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Available at: https://www.findlaw.com/hirealawyer/choosing-the-right-lawyer/workers-
compensation-law.html
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Available at: https://www.perkbox.com/uk/resources/blog/10-ways-good-reward-management-will-
transform-your-company
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Available at: https://en.wikipedia.org/wiki/John_Keells_Holdings
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Available at: https://www.keells.com/history

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John_Keells Holdings, 2019/20. John_Keells_Holdings_PLC_AR_2019_20_CSE.pdf. [Online]
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recruitment/

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Unit 03/ HUMAN RESOURCES MANAGEMENT

NILAKSHAN RAJASEKARAN / KBM322111 1|Page

NILAKSHAN RAJASEKARAN / KBM322111 2|Page

NILAKSHAN RAJASEKARAN / KBM322111 3|Page

LO1, Lo2 and Lo3

John Keels Holdings is Sri Lanka's largest company,

JKH obtained a listing on the Colombo Stock

NILAKSHAN RAJASEKARAN / KBM322111 4|Page

Structure of john keels

SVP Sales &

Figure 2- Structure of john keels

NILAKSHAN RAJASEKARAN / KBM322111 5|Page

History of john keels

NILAKSHAN RAJASEKARAN / KBM322111 6|Page

The practice of recruiting, hiring, employing, and managing employees is referred to as

2) Key roles and responsibilities of HR function

A) Recruiting the right candidate

NILAKSHAN RAJASEKARAN / KBM322111 7|Page

B) Hiring the right employee

D) Apply disciplinary measures.

E) Employee performance management

Example -: Performance manager should understand an employee's present and future

NILAKSHAN RAJASEKARAN / KBM322111 8|Page

Example -: Doctors at hospitals work in a variety of departments, giving them knowledge

NILAKSHAN RAJASEKARAN / KBM322111 9|Page

1) Key aspects of HR theory and how John Keels is working them

Six stages of workforce planning process

NILAKSHAN RAJASEKARAN / KBM322111 10 | P a g e

B) Recruitment and selection

NILAKSHAN RAJASEKARAN / KBM322111 11 | P a g e

a) Internal recruitment - When a company or organization wants to fill a vacancy

NILAKSHAN RAJASEKARAN / KBM322111 12 | P a g e

Recruitment process at John keels

 Identify vacancy and evaluate needs

 Develop position description

 Post position and recruitment plan

NILAKSHAN RAJASEKARAN / KBM322111 13 | P a g e

Sorting Selectin Small test

Figure 3-Selection process

The strength and weaknesses of various Technique to recruiting

C) Training and development

NILAKSHAN RAJASEKARAN / KBM322111 14 | P a g e

The methods for determining staff training requirements are as below;

Figure 4-Training and development

NILAKSHAN RAJASEKARAN / KBM322111 16 | P a g e

According to my suggestion applying the term ‘employee relation’ In JKH will

Figure 6-Employee relations

NILAKSHAN RAJASEKARAN / KBM322111 17 | P a g e

 According to John Keels managers have regular meetings, help employees understand

NILAKSHAN RAJASEKARAN / KBM322111 18 | P a g e

According to my suggestion, applying the employee engagement really engaged is

Figure 7-Employee engagement

Decision making-: Employees who are involved in decision-making have a professional

Benefits of both Effectiveness of employee relation and Employee

a) Employee relation advantage at workplace

NILAKSHAN RAJASEKARAN / KBM322111 19 | P a g e

Less Absenteeism - Employee absenteeism is frequently caused by workplace stress and

b) Employee engagement advantage at workplace

2) HRM practices and applications within John keels organization

 HRM practices inspire workers to work, resulting in improved individual and

NILAKSHAN RAJASEKARAN / KBM322111 20 | P a g e

Less absenteeism Most individuals do not consider benefits when