Centre for Executive Education

Certificate / Diploma in Effective Training and Development

Student Name: Zubaidah Al Din
Case Analysis 1: HR Follow-up to Strategi !lanning at "HC
#uestion $ne
Introduction:
The MHCs has no procedure of HR, and Development or Training Programs & with support of eternal
consultant to stud! their process and "ring an improvement to run efficientl! in the #Competitive
$nvironment% with competent resources& The! were using standard procedure where actuall! there is no
HR Department and the Management'Middle level emplo!ees are doing the recruitment'selection
individuall! or as per the instructions and re(uirements& $arlier it was )nows as the Personnel *refers to
the individuals within the firm, and to the portion of the firm+s organi,ation that deals with the hiring,
firing, development programs, and other personnel issues-:
HRM Histor!:
.elfare
/dministration
$mplo!ee relations
0unctional epertise
Problems/Justification:
1n2e(ualit!
1n2fair .aging and 3alar! 3tructures
4o proper performance evaluation
5ess opportunit! for promotions
3taff mem"ers un lo!al to the organi,ation
/ging of the 5a"our force
6ncreasing levels of education
Method:
To improve the current strateg! the following sections implementation after the development of HR
Department:
7- 5egal Compliance & Policies
8- 9o" /nal!sis & Descriptions
:- Performance /ppraisals
;- Recruitment, 3election or Termination
<- Training & Development Programs
=- Manpower Planning
>- Compensation Management
?- Counseling & Communications
Page 1 of 4
Centre for Executive Education
Certificate / Diploma in Effective Training and Development
Student Name: Zubaidah Al Din
Case Analysis 1: HR Follow-up to Strategi !lanning at "HC
#uestion $ne
@- Health & 3afet! $nvironment
The HR Argani,ation Chart involves:
HR Director
7 $mplo!ment Manager
8 Compensation & Benefits Manager
: 3afet! & Health Manager
; Training Manager
HRD:
3ets policies in writing
Monitors trends
Affers advice
Performs additional research
/ct as change agent
HR Challenges:
Economic:
/ specific countr!s economic conditions
Clo"al Trade
o international trade, glo"al econom!
o epansion of the organi,ation to other countries and la"our mar)ets
Autsourcing
/ssists in decreasing inputs and increase flei"ilit!
Decreases in permanent wor)ers
9ust contract as re(uired
6nvolves:
o finding more efficient wa!s to meet o"Dectives
o wor)ing on improving (ualit! of life
o retraining and outplacement
Page 2 of 4
Centre for Executive Education
Certificate / Diploma in Effective Training and Development
Student Name: Zubaidah Al Din
Case Analysis 1: HR Follow-up to Strategi !lanning at "HC
#uestion $ne
Technological:
Computeri,ation 2 increased fle&, when & where wor) is done
Decreases geographical "arriers
4ew issues arising:
Concerns over data control
Rights to privac!
1sing technolog! to monitor emplo!ees
1se of HR63 s!stems to aid HR departments
Main categories of wor)ers 6D:
6nformation wor)ers: data use, transmission, and those who produce the data *fastest growing
segment-
4on2information wor)ers: those wor)ing in mfg and service sector
Competitive trategic:
4eed to have direction and plan
Must encompass the large picture for the priorities, and mission:
To improve production contribution of individuals !hile attempting to attain other societal
and individual emplo"ee ob#ectives
To "e effective must o"tain, develop, maintain, and retain the right com"ination of
wor)er to facilitate these goals
Provide environment scanning
6nformation a"out competitors policies'programs
/id compan!s in preparing for their strategic plans E i&e&&& epansion, cost cutting
measures, mergers etc&
3trategic approach helps to anticipate pro"lems "efore the damage is caused
Issues:
4ew Argani,ation & Culture
Page 3 of 4
Centre for Executive Education
Certificate / Diploma in Effective Training and Development
Student Name: Zubaidah Al Din
Case Analysis 1: HR Follow-up to Strategi !lanning at "HC
#uestion $ne
Competencies
Dispute Resolution
3election
Training'Development
Career Paths
Rewards
Page 4 of 4