HR Planning and Recruitment - Zakum Development Company - Case Study Example

HR planning and Recruitment Student’s Name: Instructor’s Name: Course Code: Date of Submission: Table of contents Introduction………………………………………………………………………………………3 Company background……………………………………………………………………………3 Challenges facing HR department……………………………………………………………….4 HR forecasting process…………………………………………………………………………..5 Recommendations……………………………………………………………………………….5 Conclusion……………………………………………………………………………………….6 References……………………………………………………………………………………….7 Introduction The human resource department needs to plan for their future needs. This process is done through human resource planning to ensure that needs such as staffing needs, forecasting on the available personnel and the requirements to retain their productive staff. It is essential that each an organization has a well planned human resource so that it can manage in a competitive environment. This is one of the best methods that can be utilised by an organization to gain a competitive advantage in the market. The process involves job analysis, legal constraints and forecasting (Noe, 2012). Company profile The focus of this paper will be on human resource planning in ZADCO which a government is owned company in United Arabs Emirates. The company started 1977 and has been a significant player in oil and gas exploration. The company has managed to flourish in the oil and gas sector due to its well coordinated service delivery. The company also adopts the latest technology in their oil and gas operations (Zakum Development Company, 2013). I interviewed the Human Resource manager in this interview. The name of the company’s human resource manager is Aude Al Dhaheri and has worked in the company since April 2002. He holds a Diploma with Merit, Certificate in Personnel practice-CIPD from the Oakwood International and Chartered Institute of Personnel and Development in United Kingdom. He also holds a higher diploma in interior architecture from Comondo, Paris France. In his tenure, he has worked hard to steer the company toward attaining the required expertise so as to compete in the market. His main purpose in the company is controlling the HR budget, monitoring workers performance, solve management based problems and develop training programs for employees in the company (Zakum Development Company, 2013). Through the efforts made by the company employees and the human resource department, the company has been performing well in the oil and gas sector. The main worries have arisen due to the rate of the employees’ turnover and absenteeism. This has been experienced recently as the company has started expanding its market. The company has attributed the main cause of the poor employees retention in the company is the poor working conditions and increased competition from other oil and gas companies. Some of their competitors have started offering better salary packages which has demoralized workers from ZODCA (Zakum Development Company, 2013). In a bid to combat the condition of absenteeism and high turnover, the company has worked in increasing their workers pay by and giving incentives. The company has off late advertised for the vacancies that were left vacant following the defection of some workers. These efforts have been done to make sure that the company retains its competitive position in the market (Zakum Development Company, 2013). Challenges facing HR department The human resource department is faced with several issues; The first issue facing the human resource management is embracing the new technology. The HR department has been faced with the challenge of training workers due to rapid technological development. The technology in the oil and gas industry has been expanding and becoming more computerised of late. The work in the industry has to be technology based making the new entrants to the company to be retained (Noe, 2012). The company has also been forced to make huge budgets to replace the old technology and be up to date. The employees salaries have also been processed using software based payroll. This has led to staff retraining to acquire new skills in payroll management. The human resource department has also been faced with difficulties in managing change. The recent trend in organization diversification and changes in strategy has contributed to this. The human resource manager in the oil and gas sector is expected to have a proactive response. This has been a challenge as changes have been unexpected in the dynamic industry. Having reactive response has been experienced in number of occasions. There have been issues with leadership where changes have not been communicated in the right channels. The obstacles to performance have not been well looked at (Cushway, 2011). Managing Talent has been another challenge that has been experienced in the human resource department. The company human resources have been trying to train their employees to the best standards. The problem has been arising when the employees have defected and joined other companies (Noe, 2012). Having god talent in the company is the key to performance. This condition has put the company information at risk with its secret being revealed. Containing cost is another problem that the human resource department has been facing. The Company has been experiencing a hard time in trying to maintain their profits within the limits. The human resource department is supposed to make sure that it lay off unnecessary workers and outsource some of the services. The human resource has not been able to contain the costs that have been escalating (Cushway, 2011). The last problem facing the human resource department is inefficiency in its leadership practices. There has been a lack of smooth leadership due to the company’s current expansion. Lack of good flow in the leadership has affected the human resource department in making decisions. Inefficiency in leadership has also led to delays in recruitment exercises that were being undertaken (Cushway, 2011). HR forecasting This process involves determining the number of personnel that the company will need later in future using statistical procedures. The process involves several steps. The first step is looking at the current personnel in the market. This involves looking at the status of the economy and the level of unemployment. The human resource manager then analysis the jo0b skills in the market and determines their availability. This is the most important step in forecasting (Noe, 2012). The second step that the human resource manager does is analyzing the labor needs in the company. This is done through looking in all the departments and determining the number of vacancies that are there (Noe, 2012). The human resource manager comes out with a list of all vacancies. Third step involves predicting the employees’ turnover. This helps in making revise in the company objectives to be able to predict on the workforce in a successful manner. This helps the HR to come up with a plan in which employee’s retention is carried out. The strategy developed at this point makes it possible to reduce the turnover rate (Cushway, 2011). The late step involves the human resource manager coming up with company future needs estimates. The company needs in terms of employees’ development are all put down. Through this, this company is able to hire highly skilled employees (Noe, 2012). Recommendations The human resource department needs to focus on mentoring the employees. Through this, there should a policy in which the workers who are performing well start mentoring other. The process involves giving advice and guiding others. This will lead to transmission of knowledge and make the workers more satisfied. This is a method that the HR can employ to retain the employees. The HR department ought to introduce incentives that will motivate workers in the organization. These incentives should be given based on the accomplishment of specific tasks in the company. The HR department should align the incentives according to the individual achievements and also collective achievement. This will encourage teamwork and performance. The communication in the internal organs should be efficient to allow incentives to function correctly. This will help in employees’ retention and motivation (Cushway, 2011). The human resource department should enhance internal communication. In a company, lack of appropriate communication channel leads to rumors. Formal communication should be encouraged so that there is consistency and smooth flow of information. Appropriate communication will speed up decision making and reduce wastage of time. The company should also increase their pay to workers to enhance retention of the workforce. The employees should be paid according to the current market pay and given good working conditions. This will work in improving their morale and hence contribute wholly to the company. When workers are content, there are fewer disruptions in operations and the company gets the full benefits (Cushway, 2011). The human resource department ought to restructure its employee’s development plan. This helps them to make sure that they are equipped with the latest skills in the field. Through training using the right procedures and timing, the company can save a lot of revenue and also gain the right skills (Cushway, 2011). Conclusion ZODAC has been rated among the top oil and gas companies in the Middle East. This is because the company has tried to work its way up despite the challenges in the sector through HR planning. The HR department has worked hard and ensured that the company does not go down despite the problem it is facing. The company has been faced by problems in managing change, workers’ retention, inefficiency in leadership, containing cost and embracing new technology. The company can utilize several methods to combat these problems such as providing mentorship to workers, giving incentives, increasing pay, restructuring their communication and workers’ development plans. Through this, company will be able to increase its performance. Good human resource planning acts as a key to smooth running of a company. Works Cited Cushway, B. The employer’s handbook: An essential guide to employment law: Personnel policies and procedures. Milford, CT: Kogan Page, 2011. Noe, R. A. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill, 2012. Zakum Development Company, 30 Oct. 2013 http://zadco.ae/en/Pages/default.aspx Read More