HUMAN RESOURCE STRATEGY & PROFESSIONAL PRACICE

By

ABC

Supervised By

XYZ

FACULTY OF BUSINESS AND MANAGEMENT STUDIES

UNDERGRADUATE BUSINESS PROGRAMME

ACADEMIC YEAR 2019-2020, 1ST SEMESTER

2018
INTRODUCTION

ALSAFA Environmental & Technical Services LLC is an Environmental Consultancy located in

Muscat the heart of Oman. The company is specialized in providing environmental solutions in
the Middle East, Africa, and Asia. The company is owned by Salim Al Jufaili and Jihad Al
Jufaili, and is registered as a consultancy with Oman's Ministry of Environment and other
institutions within Oman. ALSAFA provide a series of services to its clients that include
Environmental Impact Assessment, Air Quality Monitoring, Environmental Audit, Site
Assessment Soil cleanup groundwater testing, Audit, Social Impact Assessment, Ecological
Surveys, Training, Waste Management and Marine Surveys. ALSAFA have a team of expert
environmental consultants from Oman, India and the UK with extensive experience of the local
environment, legislation and permitting process.

Mission Statement: “To offer Best services to the clients and keep the environment Clean”

Vision Statement: “To become the leader in service industry to overcome Climate change”

Core Values

 Integrity
 Honesty
 Trust
 Accountability
 Leadership
 Diversity
 Continuous Learning
 Commitment to clients
 Teamwork

Analytical description

The quality of implementation of the human resource management is one of the most important
factors that totally depends upon the success or failure of organization in a competitive
environment. The company has a lot of accomplishments in HR department that boost up the
sales of the company as the 98% of growth rate shows the continuous success of HR department.
They provide health insurance to all the employees, they provide safe work environment so that
the employees do not face any health issues and other difficulties, The company provide a proper
transportation service for their labor as well as pension pension rewards after retirement. The
upper management is facilitated with luxury cars and other benefits of health, education, house
rent and other allowances. During this study I found that ALSAFA Company have greater
strengths of HR management that include

 Recruitment Process Management

 Training and Development
 Talent Management
 Efficiency of HR process
 Measurement of HR

RECRUITMENT AND SELECTION OF ALSAFA COMPANY

ALSAFA Company has a unique recruitment and selection process from its competitors, The
Company hire once in a year. The recruitment process of the company includes the initial
screening of applicants so that the unqualified applicants are drop out at the initial stage, the
initial screening helps in saving time, cost and efforts of the selection committee in selection
process. After initial screening the application process starts which is a blank form and all the
desired information required by ALSAFA is to be filled by the applicants for further verification.
After application a pre employment test is conducted by ALSAFA to measure the physical and
mental abilities, knowledge, skills personal characters and other behavior of applicants. The
applicants who qualify the the test are called for a structured interview process. After interview
process few background checks are made in which the company checks the applicant education,
criminal record and legal status whether the applicant is authorized and eligible for working at
ALSAFA and then they precede it for a medical examination and final selection decision.

TRAINING AND DEVELOPMENT

ALSAFA Company has the advantage of its own training infrastructure that is very cost
effective. They have made a training centre where they train newly employees as well as the
existing employees accordingly the new market trends. The training process includes classroom
training, field training and scenario based training.

TALENT MANAGEMENT

One of the core values of ALSAFA company is leadership. The company hires talented
individuals and develops the most talented individuals available in job market. ALSAFA
company involve employees in decision making process to develop their competency and
leadership skills that how a company takes in developing business strategies. The company
motivates employees in the form of different incentives depends upon the nature of task. That
ultimately helps employees in success of their career. The company creates leaders of future.
EFFECIENCY OF HR PROCESS

The HR process of ALSAFA is very efficient and cost effective. They use ERP software and all
the information is exchanged electronically between different departments. The flow of
information is fluent which ultimately helps in time saving and cost minimization.

MEASURMENT OF HR

ALSAFA company do a detailed evaluation process in which they measure the HR process with
outcome if the outcome is low which is not accordingly to the standards then they provide proper
training for specific tasks in order to get efficiency in process and meet the standards of the
company.

CRITICAL EVALUATION

RECRUITEMENT PROCESS MANAGEMENT

Recruitment process is the approach of attracting as many candidates as possible for the vacant
positions. It is the process of identifying and making potential candidates to apply for the jobs.
There are numerous individuals, who apply for the jobs, but selection is made only of those
individuals, who are qualified and proficient. Selection is important, the reason being, hiring of
good resources can help in increasing the overall performance of the organization. Both the
processes of recruitment and selection are considered important for the effective functioning of
the organizations and they take place simultaneously. They are imperative for growth and
development of the organization.

COMPENSATION PACKAGES AND BENEFITS

Compensation management is the process of providing monetary rewards to employees for their
work which they do by means of a company process or policy. Compensation includes salary of
the employees, timely bonuses, and benefit packages. The main purpose of compensation is to
motivate employees to work hard and achieve organizational goals. Performance enhancement
has a significant relationship with the payments that are based on performance. As a matter of
fact, every employee wants more money, so he/she put ability, skills and knowledge in work to
increase productivity and competency. Such payments are a cause to motivate the workers, so
that they may more competent which results in generating capabilities to work with creativity
while earning more.

PERFORMANCE MANAGEMENT AND EVALUATION

In today’s world environment where the market is developing at a very fast pace, it is important
for an organization to understand the benefits of performance management. Therefore, managing
employee’s performance is the ultimate need of an organization. The employees are considered
as an asset by the organization. Authors define performance as an organization’s ability to
achieve its objectives and goals in a measurable, reliable, and sustainable way through planned
actions..

EMPLOYEE SEVERANCE MANAGEMENT

Severance pay is money that an employer might want to provide for an employee who is leaving
their employ. Normal circumstances that can warrant severance pay include layoffs, job
elimination, and mutual agreement to part ways, for whatever reason. Severance pay usually
amounts to a week or two of pay for each year the employee supplied service to the company.
For executives, the severance pay may even constitute up to a month’s pay for each year of
service or whatever was negotiated in the senior employee's contract.

PROPOSED HR STRATEGIC PLAN

The recruitment and compensation management highly impact the turnover ratio in ALSAFA
Company that needs to be improved.

Recruitment Process

The recruitment process of AL SAFA Company is very unique but it needs to be improved.
ALSAFA hire lower management and labors on yearly basis so they need to hire employees on
quarter basis lack of compensation leads the company towards higher turnover ratio so they
should implement a new strategy in recruitment process to overcome this turnover ratio.

Compensation Management
The compensation packages and benefits need to be improving in lower management as the
higher management is getting high rewards but all the hard work is done by lower management
and labor. The process of compensation is very slow that takes a lot of time in disbursement. As
studying the company HR practices I found that there is less promotion strategies ALSAFA
needs to promote their employees on timely basis that will help in reduction of turnover ratio
because the employees are not getting worthy rewards and they quit. A fair compensation is to be
made in order to reduce the turnover ratio.

CONCLUSION

ALSAFA Environmental and Technical services LCC is a services company which provides
variety of services in the area of general services, consulting, onshore services, pollution and
environmental consultancy. The company was established and registered in 2004 in Oman. The
total numbers of employees are 123 with the classification of small SME. The company is
serving in different project that is helpful in climate change which is the current facing issue of
the world. The growth of the company is increasing high time by time with the great core values.

The company uses five HR strategies in their HR department that includes, Recruitment Process
Management, Training and Development, Talent Management, Efficiency of HR process and
Measurement of HR. The main findings of this study are the two strategies must be improved for
future growth one is the recruitment process and the other is Compensation management. If the
company provides timely compensations and rewards and timely recruitment process that will
help the employees to perform their task in an effective way and that will ultimate leads the
ALSAFA towards success.
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