Question:

Assessment Task 1:

Based on the Article: Managing human resources remains challenge to growth (thenational.ae, 2015)

As the region’s economies exit the financial crisis and shift gears towards more inclusive and sustainable growth, the challenge of creating adequate knowledge and talent resources – and managing them – is becoming more obvious.………………………………………………………………………………………………………………………………………………………….

Read the following questions and prepare a Report.

Explain the importance of SHRM in any organisation by justifying with an example. (AC: 1.1 Explain the importance of strategic human resource management in organizations).

Based on the Article given above, it states explicitly that “There is widespread acknowledgement that finding the right framework to recruit, retain and manage human capital resources remains one of the toughest challenges to growth and continuity for organisations and governments in the GCC”.
Choose an organization of your choice, preferably the organization where you are working (or) worked (or) familiar with in the GCC region. Understand the chosen organization’s objectives and understand the working procedures of the organizations related to the HR management. Give out clearly the chosen organisation’s goals and objectives.
State the SHRM activities pertaining to recruitment, retention and management of important human capital resources in the chosen organisation and assess the purpose of such SHRM activities in the organisation.

(c) Finally, evaluate the contribution of SHRM of the organisation, towards achieving and meeting the chosen organisational objectives and goals.

Assessment Task 2 (Scenario)

Answer the following questions given below relating to your chosen organisation in the Task 1.

1. Analyse the business factors that underpin human resource planning in terms of recruitment, retention, training and development in your chosen organisation.

2. Based on the objectives of the chosen organisation, develop a human resource plan for recruitment, retention, training and development in your chosen organisation.

3. Explain the purpose of having human resource management policies in your chosen organisation (you can concentrate on recruitment policy, selection policy, retention policy, training and development policy, leave policy, career growth and promotion policy, compensation and benefits policy).

4. Choose a minimum of three or more major regulatory requirements which are influencing your chosen organisation’s HR policies, and analyse the impact of these regulatory requirements on your organisation’s human resource policies.

5. Organisational culture has a major impact on management of human resources in an organisation.

6. How would you like to improve the effectiveness of human resources management in your chosen organisation? Make few recommendations with justification.

Assessment Task 3 (Case Study)

Syngenta

To fulfil its mission effectively, a business needs to operate within a structure best suited to its purposes. Traditionally large businesses divide the organisation up into functional areas. Syngenta’s functions include research and development, global supply (including manufacturing), human resources (HR), sales and marketing, finance, and Information Systems (IS).………………………………………………………………………………………………………………………………………….

1. Analyse organisational structure impact on management of human resources in Syngenta. (A.C 4.1 Analyse the impact of an organizational structure on the management of human resources)

2. Examine how the effectiveness of human resources management can be monitored in a company like Syngenta. (A.C. 4.3 Examine how the effectiveness of human resources management is monitored in an organization).

Answer/Solution:

1.0 Introduction

In the contemporary business environment, the role of Human Resources (HR) is critical as it enhances the functioning and progress of a business or an entity in the attainment of their set objectives. In light of this, Wright and McMahan (2011) have noted that HR plays an instrumental role in the long-term success of an entity for it does not only lead to the objectives attainable but also provide long-term success of any entity. Also, in an event the HR plays their instrumental roles in their organizations, they end up leveraging from a competitive advantage. In order to enhance harmonious operations of all the HR team, the strategic human resource management plays an instrumental role. This involves the formulation of long-term plans, implementation of ideas in the business and results evaluation to ensure an entity is tracking all operations for attaining all laid down objectives. As a modern practice, the SHRM provides that there is a human capital development through identification, assessment, acquisition, development, deploying and retaining of employees who are all critical to an entity success. The evaluation in the current study would focus on the Dubai Islamic Bank to evaluate their roles of the SHRM and how their functions are integrated successfully in their organization.

2.0 Assessment Task 1:

2.1 AC 1.1 Importance of Strategic Human Resource Management in Organisations

As aforementioned, in any modern organization, the Strategic Human Resource Management (SHRM) is characterized by tremendous gains as part of overall strategic management within an entity. As observed by Çalişkan (2010), a successful SHRM in an organization ensures that entity leverage from competitive advantage by having their HR ready through diverse capacity development programs. This is in collaboration with other strategies for recruitment, employee retaining, and getting the right talent that is in line with the expectations in a specific area. Also, the SHRM equally formulates the most appropriate reward management system that is in line with the organization goals and strategies. In this regard, Kramar (2014) noted that the contemporary organizations are increasingly becoming conversant with the view that successful human resource policies and practices could have a direct implication in increasing their overall performance in diverse areas including productivity, quality, and financial performance. Taking this into account, the major significances of the SHRM for modern organizations include;

Attracting, developing and retaining high-quality HR– SHRM plays this role by ensuring that they are matching people to the strategic and operational needs of an entity. The acquired, developed and retained talented employees usually are having the capacity of delivery a superior performance, increasing productivity, flexibility, innovation and high levels of personal customer services fitting culture and strategic demands of an entity.
Management of the employees to promote a feeling of belonging and maintenance of appropriate culture– This is a process that ensures that the talented and effectively-motivated individuals essential for meeting an organization present and future goals and objectives are available
Working environment (core values, leadership work-life balance, diversities management and securing of an employment contract)- It is the role of the SHRM department to ensure that they establish an elaborate vision and ends up setting an integrated value system and providing that their organizations are characterized as a significant area of operations.
Management of the relevant knowledge and intellectual capital- This is achieved by the SHRM focusing on both the organizational and personal learning and effective provision of learning opportunities for sharing relevant expertise more systematically. Through this, it becomes possible to harness existence of vital stocks of knowledge being trained in the organization.
Boosting the levels of motivation, commitment, and active roles engagement- The rationale for this is encouraging an organization HR in identifying themselves with and acting upon all the relevant core values of an entity and willingly making contributions to the overall achievement of set organizational goals. According to Albrecht (2012), this ends up developing a relevant climate of active cooperation and trust making clarifications on the overall psychological contract.
Management of an organization High-performance by setting a clear path of the employees – This is implemented through the creation of a strategic culture that harnesses the possibility of encouraging a high level of performance in areas of productivity, quality areas, customer service levels, overall growth, profitability and delivery of an increased profitability shareholder value. The relevance of this is enabling the employees in exhibiting diverse discretionary behaviors where a majority of the behaviors are linked with higher business performance. According to Carlson and Kavanagh (2011), some of the roles of the SHRM is enhancing risk-taking, innovativeness, sharing of ideal knowledge and establishment of trust characterizing the managers and their subordinates.
Ensuring that the compensation of the employees is based on the competence levels– This is a strategy adopted by the SHRM which provides that an organization HR is highly motivated, committed, engaged in their job roles and discretionary behaviors. This is attained through a strategic valuing and reward of individuals in line with the different contributions.

Taking into account the above-highlighted roles of SHRM in an organization, it is evident that it has a direct correlation with their results which is also in line with the resource-based view. In light of this, Martin et al. (2011) study have noted that through active involvement of an organization SHRM, it is possible to lead to increased form performance and as such become a source of sustained competitive advantage.

In the context of Dubai Islamic Bank which is the primary focus of the current evaluation, the relevance of SHRM is evident in diverse levels in their different roles. In one of the company talent development program identified as a Branch Trainee Operations (BTO) which is implemented in various departments in the HR department harnesses the improved HR development. This is done in the facets of improving their overall interaction skills, management of time resource, management of stress, team building, services delivery to clients and networking skills. As noted by CIPD (2016), the relevance of this initiative in the Dubai Islamic Bank is ensuring their employees are adequately prepared, refined in their skills to be in a position of playing significant roles in their organization.

2.2 AC 1.2 Purpose of SHRM Activities

Taking into account the Dubai Islamic Bank, there is a wide array of the scope of SHRM currently undertaken. According to Martin et al. (2011), the relevance of the activities is developing, motivating and driving the employees in meeting their overall goals and objectives which as a consequence leads to the bank achieving in its goals and long-term objectives. Their operations can be categorized in the areas of employee recruitment, retention, capacity development, reward management and aligning talents with the bank expectations and targets. Taking this into account, some of the purposes of SHRM activities include;

Training and Development: In Dubai Islamic Bank, there is a full department under the larger HR department that is tasked with the roles of talent management. Prior regularizing a specific training and development strategy, the department ensures they align the requirements with the readily available approaches. In the current financial year, the bank has partnered with the Emirates Institute for Banking and Financial Studies in their quest to educate their staff in areas of finance, accounts, and banking to avert some of the risks that come with the changing scope of the banking sector. Despite the costly nature of these undertaking, they are consistently integrated as part of the organization operations due to their relevance and criticality in improving organization operations. Prior to any appraisal or promotion of any employee, they are first trained and developed and only after confirmation of their suitability in terms of the set skills and knowledge levels that the process is implemented.
Employee Satisfaction Surveys-From a fundamental point of view, the Dubai Islamic bank is founded on the purview of promoting Islam believes and traditions. As a consequence, the employee satisfaction is hedged to the extent to which the bank is capable of offering their banking services in line with the Islamic religion. The employee satisfaction is done on the basis of the set rules, regulations, and procedures of operations, services delivery, and the sophisticated leadership approach. Since the identities of the employees are not identified, the information provided by the employees is applicable and can reliably be implemented.
Compensation and Benefits– According to Adnan et al. (2011), one of the most critical roles of the SHRM is setting up a reliable reward management system which is relevant in accordance to the existing market standards, sufficient to attract the appropriate talent and in line with the organization affordability. In this context, the SHRM in Dubai Islamic Bank always ensures a consistent review of the reward system to ensure that they are in line with the existing internal and external operating environment. It is in this case that they have established basic salary, annual bonus, incentives paid monthly, allowances and holiday allowances. The existing remunerations are in line with the existing nature of their roles, grades of their jobs and overall critical functions. Also, performance among the employees is appreciated for the sake of retaining fundamental HR in the bank operations.
The growth of Career Opportunities-This is a common practice in Dubai Islamic Bank where the HR department is always involved in ensuring a fair distribution of all the available opportunities. Also, any available prospect in the organization is posted on the different platforms that are utilized by the company. A priority is given to the internal employees provided they have the adequate skills on the basis of the offered qualification sets. This has a positive implication of creating a healthy culture in the bank with all the employees having a feeling of being appreciated and accessing all available opportunities relevant to the employment existence and their growth and development. As noted by Jackson et al. (2011), the relevance of this is motivating all employees in learning more on their work and gaining relevant knowledge for other concepts which could be linking to their current job descriptions and roles.
Induction or Orientation Training Opportunities– As the best strategy of ensuring that the employees are prepared to work in their new working environment, orientation and induction sessions are offered on the first day of their work. It is the role of Dubai Islamic Bank to carry out the induction and orientation sessions. The relevance of this is ensuring that the new staff acquaints with the different policies, structures, rules and regulations relevant to the organization. Also, as Bloom and Van Reenen (2011), noted that the processes ensure that the new employees are in a position of understanding their work culture, different specifications of their roles, enhancing a sense of belonging, harnessing the communication practices.
Safety and Welfare– the relevance of the welfare aspect is harnessing the safety of the involved staff in different areas of the bank. It is the role of the HR in the organization to ensure that all staff is protected and secure from any internal or external harm. The employees are also trained on best practice of avoiding issues of fire, defending themselves against any external threat. Also, all buildings are equipped with security features such as CCTV, non-penetrable glass walls and security personnel in every department.

2.3 AC 1.3 Contributions of SHRM to the Achievement of an Organisation Objectives

According to Caldwell et al. (2011), the ………………………………………………………………………………………………………………………………………………Please contact our team to receive guidance and support on this assessment in entirety

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