Bahr2204 Human Resource Management : Assessment Answer

Answer:

Introduction

Human resource management is termed as the management of human resources in an organization (Mohamed, 2016). The HRM deals with several activities in an organization, including recruitment, management, and provision of directions for the employees.

In most organizations, the human resource department is responsible for the development that strengthens organizational culture (Werner, 2011). The HR department is also charged with oversight responsibilities aimed to ensure an organization establishes teamwork and encourages employee empowerment.

The human resource management has the responsibility of ensuring employees realizes job satisfaction and feels the organization values them (Mohamed, 2016). The HR specialists undertake various roles including mentorship and planning events that involve staff families.

Challenges facing HRM

As the labor market condition continues to improve and the demand for competent and skilled staff continues to increase across the world, companies are finding it more challenging to attract the best recruits (Werner, 2011). The stiff competition for talent is also impacting the compensation and benefits strategies, immigration policies, and global relocations. These factors are making it difficult for the HR personnel to source the right people who can assist an organization to achieve its goals and objectives

Another challenge that HR faces is the rising sense of insecurity. The technological advancements are leading to data security issues for both the employers and employees (Akbar, 2013). One of the greatest safety issues that employers are facing is the risks of data breaches. There are also concerns that employees are likely to find themselves in physically hazardous situations.

Managing human resources effectively in a globalized organization requires cultural awareness and the ability to react quickly in a dynamic environment (Kok-Wai, 2010). In multinational organizations, human resource experts typically deal with various activities which include; hiring, interviewing, recruiting, training and developing a staff that the companies require to attain their goals.

For organizations to succeed in the global market, the HR personnel is supposed to motivate and inspire individuals to work in teamwork, even in situations where the employees do not reside in the same geographical locations (Mohamed, 2016). The human resource organizes for training courses that assist the employees to attain proper skills for performing their duties. They also use various strategies to ensure organizations adhere to all legal requirements in the countries where they operate.

In the past few years, HR professionals in the traditional SMEs were focusing on completion of administrative tasks such as hiring and recruiting of employees, mostly without input from the heads of departments (Satyenda, 2012). Currently, HR professionals act as business partners to with the responsibilities of interviewing and orienting new staff to the companies (Alim, 2015). A complex business activity requires specialized personnel. This means HR professionals have an obligation to work collaboratively with the managers in the production lines.

Human resources managers who support companies which operate in global markets ensure that diverse groups work efficiently (Mohamed, 2016). Through organizing for team-building workshops, encouraging acceptance of cultural diversity and motivating staff in attaining strategic goals, the HR personnel assists companies to establish strong teams which lead to motivation and sharing of ideas.

Good human resource management in a business that operates in a global perspective comes down to hiring the right employees, in the required time, right place, and at the right job (Van, 2011). The HR managers in the internationalized companies mesh into cohesive connections which they quickly identify and leverage the best ideas.

The International Human resource management explores the manner in which internationalized companies manage their human resources in national context (Van, 2011). Most often, the international HRM relates to the private global companies known as multinational organizations.

For the organizations that wish to attain success in the world market, they must undertake Human Resource activities in line with sound knowledge of international business (John, 2013). They should also be aware of all management problems that arise in internationalized organizations (Werner, 2011). In the perspective of International HRM, it is important to ensure that all employees are valued irrespective of their nationality or race.

The advancements in technology is easing the work of human resource because most of the tasks that were being done manually like for example preparation of payrolls, keeping record, processing of salaries, communication among others are being done by the use of machines (Muller, 2010). The use of technology has also minimized the cost of managing human resources. For example, in the recent days, HR managers do not need to travel from one country to other to handle human resource related issue. With the help of technology, they can come up with systems that can assist them to manage internationalized organizations without travelling to where they are located.

Managing human resource in different economies, cultures, and legal systems indicates various challenges. However, when proper strategies are utilized, human resource managers can realize positive results (Werner, 2011). For human resource managers to realize success in a global perspective, they must s include research, innovation, technology and development in their operations.

Managing Human resource in an internationalized organization is not as simple as people may think (Satyenda, 2012). Organizations should support human resource personnel by providing them with the resources they need to undertake their duties. The senior management should work collaboratively with the HR department (Kok-Wai, 2010). This collaboration should involve the provision of salaries, bonuses, off-time, leaves and other benefits at the right time and to the right people.

The partnership between Toyota and this company started in 1975 when the Toyota Motor Corporation decided to internationalize by establishing sales and service networks across the world (Indra, 2011). Since the partnership began, Saud Bahwan has been committed to enhancing customer service, Toyota sales volume, and market share in Oman.

Saud Bahwan has been playing a vital role in the Oman’s economic life through introducing world-class products in the market (Falcon, 2010). Over the years, this company has been gaining a good reputation in various fields like automotive and allied businesses, construction equipment, specialized equipment, heavy vehicles and so forth.

At this company, the development of HR embraces an extensive Omanization program in-line with national priorities (Van, 2011). Its chairman has established an independent Omanization section which he supervises to ensure the recruitment, training, and induction of the Omani staff are done in the right manner.

Over the years, this company has been maintaining high levels of customer satisfaction. Currently, Saud Bahwan group reaches the clients with branches that are located in different parts of the country (Duane, 2011). The company has been making sure that all branches have well-pointed showrooms, and service operations that are backed by various sophisticated warehousing equipment.

The company has a dedicated staff that ensures that the levels of service to the customers are high (Van, 2011). The company also has an efficient supply chain that is frequently fed with products. This ensures the presence of sufficient stocks and inventory at all times.

Saud Bahwan seeks to expand its market share by establishing regional branches and showrooms (Duane, 2011). Establishment of these branches is also aimed at fulfilling the chairman’s dream of selling its products within a 50-kilometer radius of the clients anywhere in the country.

Saud Bahwan group brings the best-known construction equipment in the country. The company caters for every machines and equipment demand in the country (Mitushi, 2014). Some of these machines can be applied to mining, infrastructure, and agriculture. Its management is committed to investing in innovation and technology to ensure the company attains its time and cost saving targets.

The company also has an advanced computer technology which assists in ensuring all branches have real-time connections and the exchange of information among the staff is instantaneous (Saba, 2016). This advanced computer technologies also assists the human resource in keeping each employee’s records and other information which is required for running the organization.

This company has remained to be leading in the Oman’s automobile competitive industry for more than three decades and continues to delight the clients with the top-class services and conveniences (Whalen, 2010). Some of the factors that make this company become popular include; a landmark Toyota showroom in Muscat, world-class parts distribution centers, motor vehicle distribution centers, best customer care initiatives, a network of integrated facilities among others.

This company’s commitment to customer satisfaction has been extending beyond the introduction of world class brands (Pavitra, 2012). The management has been stretching to service support of an equally high stand, and this is among the factors that have been making its products to gain popularity.

Saud Bahwan believes its customers and employees are among the most valuable assets of the company. Its management appreciates the customers through delivering high-quality products and listening to their opinions (Satyenda, 2012). The human resource ensures the employees realizes job satisfaction through salary increment, annual bonuses among other benefits.

HRM in the Saud Bahwan Group

Through its “people first” approach, this company has established pioneering initiatives in its human resource management (Mitushi, 2014). One of the primary concerns of Saud Bahwan group has been caring for its employees and customers (Saba, 2016). The human resource of this company performs a range of activities that are related to various processes like; acquisition of talent, skill enhancement, and retention of unique talent.

The company believes in “people first” approach and establishes open and direct communication with its staff across all levels (Saba, 2016). The human resource personnel frequently interact with the staff to address their personal and professional issues, and this has to the realization of rich dividends and extraordinary customer delight.

In this company, the staff enjoys a tax-free remuneration package with a potential for high savings (Ingmar, 2015). They are also given other benefits which include annual paid leaves, health care, gratuity, among other.

Saud Bahwan group also provides its staff with top class furnished accommodation in the company’s residential complexes that are fitted with recreational and in-house medical equipment (Duane, 2011). The human resource focuses on the well-being of the family members and organizes regular programs like yoga classes, health talks, counseling and so forth. The HR also organizes recreational activities such as sporting activities, musical programs, among others.

The HR personnel provide opportunities for career progression and encourage innovation and creativity to enhance growth. The company also provided a conducive work environment, which encourages innovation and enterprise (Long, 2011). With the world class professional across the world, employees in this company realize chances to embrace a multicultural working environment. The management places immense importance on the workplace ethics and makes sure that the environment constantly encourages the spirit of teamwork.

The human resource in this company comprises a team of highly skilled professionals who understands the importance of providing growth opportunities, appropriate compensation, annual salary increments, and bonuses (Mitushi, 2014). Its experienced team of HR professional enables this company to be termed as one of the best employers in the Middle East.

Saud Bahwan Group has partnered with hi-tech training centers to ensure its employees get equipped with the best skills. The company also ensures it hires Human resource personnel that is highly skilled to ensure all HR aspects are managed in the right way.

HRM problem

Despite being one of the leading companies in Oman, Saud Bahwan Group is said to have a management team that is full of politics (Thomas, 2012). The company is associated with less employee motivation, and lack of attention to employee opinions.

 The company is also said to have been Paying its employees lower than the industry standards (Saba, 2016). Employees in this company argue that this company generates high revenue per year but does not value paying its employee's good salaries which can motivate them to continue putting efforts in their tasks.

Although it is a well-reputed company in Oman, its workshop facility does not match the standards of this company. Most of the employees say that the management has not provided a workshop which matches the standards of this company (Saba, 2016). The human resource seems not to provide the employees with better working equipment that can assist them to save time, cost and even meet their production targets.

Recommendation

Because this company receives high annual revenue, it should consider paying its employees better salaries. Giving employees a better wage will help the company to realize many advantages (Thomas, 2012). Some of the benefits include; reduced employee turnover, improved employee satisfaction, and will favor recruitment and talent retention.

The management should equip its workshops with better working tools that enable the employees to save time and cost (Saba, 2016). The management should invest in technology and innovation so as to implement equipment that can enable its staff to meet targets and schedules.

The management should establish open communication channels that allow the employees to express their ideas and opinions (Muller, 2010). The HR team should give the employees opportunities to progress in their career by providing regular promotions and better compensation.

The company has too many hierarchy levels that lead to slow job growth and excess workforce (Falcon, 2010). The management should consider minimizing workforce through employing the use of technology and innovation.

Conclusion

Human resource personnel should be focused on all activities that relate to employees (Thomas, 2012). Some of these activities comprise of recruiting and hiring new employees, training, and orientation of current employees, provision of employee benefits and so forth.

Human resource should be taken as a central department in an organization. The department faces various problems, especially when managing a globalized organization. Some of these problems include:  adapting to the rapidly changing work profile, raising issues of insecurity, talent rendition among others.

Apart from work related benefits, Saud Bahwan Group provides its employees with free transport and accommodation (Stefan, 2011). This means that the organization is committed to ensuring that staff feels appreciated and valued by the company. Organizations should always ensure that their employees feel the importance of being associated with the company through assisting them to meet their cost of living.

From the case of Saud Bahwan Group, it is important for organizations with high standards and good reputation to give its employees good salaries, career growth, good working environment and tools, good working hours and other benefits. This is because providing employees with various benefits gives employees job satisfaction and motivation to continue working hard to achieve the organizational goals.

References

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