MOHAMED ANFAS – BM33

HUMAN RESOURCE MANAGEMENT

ACKNOWLEDGEMENT

In the name of “ALLAH”, the most beneficent and merciful who gave me
strength and knowledge to complete this assignment. This assignment is part
of 1st semester in HND, “Human Resource Management”. This has proved to
be a great experience.

I would like to express my grateful to my subject lecturer Mr. Kosala, who gave
me this opportunity to fulfill this assignment. He gave me moral support and
guided me in different matters regarding the topics. I thank him for his overall
support.

I also thankful to everyone who supported me to complete this assignment

effectively and moreover on time. They gave me many helpful comments which
helped me a lot in preparing this assignment. ….

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CONTENTS

LO1, LO2 & LO3 ....................................................................................................................................... 4

1. An overview of the company ......................................................................................................... 4
1.1 Introduction of the company ................................................................................................. 4
Organizational structure .................................................................................................................... 6
2. Explanation of HRM function and it’s purpose ............................................................................. 7
3. Key roles and responsibilities of HRM ........................................................................................... 7
4. Theory of key areas and how John Keells is practicing them ....................................................... 9
A. Work force planning ................................................................................................................... 9
John Keells Holdings and their work force planning ................................................................... 11
B. Recruitment and Selection....................................................................................................... 11
Recruitment .................................................................................................................................. 11
Selection ....................................................................................................................................... 12
John Keells Holdings and their recruitment and selection .......................................................... 12
C. Training and development ....................................................................................................... 14
Benefits of training and development ......................................................................................... 14
John Keells Holdings and their training and development ......................................................... 15
D. Performance management ...................................................................................................... 15
John Keells Holdings and their performance management ........................................................ 16
E. Reward management ............................................................................................................... 16
John Keells Holdings and their reward management ................................................................. 17
5. Effectiveness of employee relationship and employee engagement ........................................ 18
John Keells Holdings and their effectiveness of employee relationship and employee engagement
.............................................................................................................................................................. 19
6. Adaptation of organization flexibility.......................................................................................... 20
7. Employer choice ........................................................................................................................... 22
8. Employee legislations................................................................................................................... 23
CONCLUSION ........................................................................................................................................ 26
REFERENCES .......................................................................................................................................... 27

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FIGURES

Figure 1 - JOHN KEELLS HOLDINGS ............................................................................................... 4

Figure 2 - ORGANIZATIONAL STRUCTURE ...................................................................................... 6

Figure 3- WORKFORCE PLANNING .............................................................................................. 10

Figure 4- RECRUITMENT PROCESS ............................................................................................... 11

Figure 5- SELECTION PROCESS .................................................................................................... 12

Figure 6- TRAINING REQUIREMENTS ........................................................................................... 14

TABLES

Table 1 - VISION, MISSION, VALUES AND PRODUCTS OF JKH ......................................................... 5

Table 2- INTERNAL AND EXTERNAL RECRUITMENT ...................................................................... 12

Table 3-STRENGTHS AND WEAKNESS OF RECRUITMENT AND SELECTION..................................... 13

Table 4 – PERFORMANCE MANAGEMENT ................................................................................... 16

Table 5- TOTAL REWARDS .......................................................................................................... 17

Table 6- BENEFITS OF EMPLOYEE EFFECTIVENESS ........................................................................ 20

Table 7- EMPLOYER CHOICE........................................................................................................ 22

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LO1, LO2 & LO3

1. An overview of the company
1.1 Introduction of the company

FIGURE 1 - JOHN KEELLS HOLDINGS (SOURCE-JKH)

John Keells Holdings is the Sri Lanka’s Largest conglomerate which owns about 70
companies in 7 industries where as John Keells Holdings has interests in shipping and
logistics, Consumer Food, Leisure, Property Development, Retail, Financial services and
Information technology.

The founders of John Keells Holdings, Englishmen Edwin and George John, accelerated the
company since the 1870s. Then JKH gladly entered Tourism in 1970’s and now it’s one of
the biggest Economical Driver for Sri Lanka. Then after JKH incorporated as a public Ltd
company in 1979. After that JKH Obtained listing on Colombo Stock Exchange in 1986, And
by issuing Global Depository Receipts (GDRs) quoted on the Luxembourg Stock Exchange,
Became Sri Lanka’s first company to obtain a listing overseas.

Then in 1991 JKH entered into beverages and ice cream under company of “Elephant
House”. In 1999 JKH played a role entering banking sector by establishing “Nation Trust
Bank”. And the growth of JKH kept growing and for the growth of the country JKH invested
in land mark projects which will define Sri Lanka. By investing in the first PVT port terminal
in the country name South Asia Gateway Terminals (SAGT) with USD 900 million, 4.5
million square feet, integrated mixed used complex branded as Cinnamon Life which is
largest ever private investment in Sri Lanka. JKH is a full member of the World Economic
Forum and the first Sri Lankan company to be listed abroad, having published Global
Depository Receipts on the Luxemburg Stock Exchange.

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Over the 151 years of excellence (since 1870) CEO Krishan Balendra mentions that JKH
owns assets worth Rs.4396,944 billion and their yearly revenue is Rs140,043 billion (2019),
Where over 20,500 employees being employed under John keells holdings.

TABLE 1 - VISION, MISSION, VALUES AND PRODUCTS OF JKH

▪ To be internationally recognized as the best

Vision of JKH
produce broker in the world

▪ To retain the pre-eminent position as Sri Lanka’s

Mission of JKH
leading Tea and Rubber broker, to uphold the
traditions and ethics of tea and rubber traders

▪ Integrity
▪ Excellence
Values of JKH
▪ Caring
▪ Trust and Innovation

▪ Retail– Keells, JKOA

▪ Consumer food– Elephant house, Fito, IMORICH
▪ IT – ASUS, SAMSUNG, TOSHIBA
Products of JKH ▪ Transportation– DHL, Air taxi, Sinnamon air
▪ Plantation– JKL
▪ Property – TRIZEN, VICTORIA

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Organizational structure

CHIEF FINANCE
OFFICER

CHIEF MARKETING
DEPUTY OFFICER OFFICER

(EVP) CHIEF (SVP) CHIEF RISK

CREDIT OFFICER MANAGEMENT

(EVP) SECRETARY
HEAD OF
AND GENERAL COMPLIANCE
COUNSEL

(EVP) HUMAN
RESOURCE

(EVP) INTERNAL
CEO

AUDIT

(EVP) LEASING

(EVP) TREASURY
AND INVESTMENT SVP BRANCH
BANKING NETWORK

SME BANKING SVP CARDS

SVP SALES AND

BUSDEV

(EVP)
HEAD OF BANKING
COMMERCIAL OPERATIONS
BANKING

FIGURE 2 - ORGANIZATIONAL STRUCTURE

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2. Explanation of HRM function and it’s purpose

▪ Human = Refers to an organization's skilled workforce.

▪ Resource = Refers to limited availability or scarce.

▪ Management = Refers to how to make the most of a scarce or limited resource in

order to achieve the organization's goals and objectives.

Human resource management (HRM) is the process of hiring, training, compensating, and
setting policies for them, as well as developing loyalty tactics. Human resources divisions
are in charge of employee benefits. Taking care of the money and maintaining a Positive
Work environment is the duty of HRM to ensure that workers have a positive working
atmosphere. (Andra 2019)

And HRM is important as Human resource management, as a department inside an

organization, is directly in charge of personnel and performs a variety of functions such as
human resource planning, recruitment, and retention. Job analysis, recruitment, and
conducting job interviews, as well as human resource selection Orientation, training,
remuneration, benefits and incentives, Appraising, retaining, Career planning, Quality of
Work Life, Employee Discipline, blacking out Sexual Harassment, human resource
auditing, maintaining industrial relationships, looking after employee welfare and safety
issues, communicating with all employees at all levels, and maintaining awareness of and
compliance with local, state, and federal labor laws are just a few of the tasks that need
to be completed. (Kimberlee 2019)

3. Key roles and responsibilities of HRM

Recruit Candidates
Understand the company’s need and make sure the right candidates are being attracted
and presented. Recruitment is risky and costly for the organization, as a right one can
improve the company while the wrong one can upend the company. (Lucid n.d)

Hire the right employees

After sorting CVs HR department invite the best for the interview. In the interview it Is so
tough to choose the best and ones who will bring pride to the company. As mentioned
above the correct one can change the whole company and the wrong one can upend the
company. Therefore, selecting the best ones is one of the key responsibilities of HR.
(Shalini 2021)

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Process payroll
HR is responsible for the preparation of Payroll for each and every employee. It should
include all the additions and deductions along with allowances. For this process HR need
to maintain proper records of employees work routine including working days, overtime,
in and out time, commissions, EPF, ETP and many more. And finally, to make the payment
to the employees. (Shalini 2021)

Conduct disciplinary actions

Bad disciplinary acts can bring bad name for the company as well as break between the
bond among employees. HR is responsible to maintain and look after the disciplinary acts
of employees. HR can have counseling and warnings for the smaller mistakes and
incidents like sexual harassments it is better to fire the employee. It is up to HR to develop
a strong enough relationship with managers and employees alike to identify the
cohesiveness and health of a team. (Shalini 2021)

Update policies
All the new policies and rules should be updated on time to the employees to maintain a
healthy working environment. As every year as organization’s policy changes its HR’s Job
to make official updates and suggest new policies. (Lucid n.d)

Maintain employee records

HR maintains employee records as it Is easy to identify employee performance and can
identify employee skills. It is also important to have employee personal details along with
the academic information for the company for incase of any problems. For the awarding
and bonus and promotions employees records only will help. Therefore, HR takes much
care to maintain these records. (Lucid n.d)

Job analysis and job design

Job analysis is a process of gathering and analyzing the satisfied and the employee
requirements as well as the structure of in which jobs are performed well. It’s a role of
HR. If a new job starts or an old job open up the first step is. HR should hire the right
person to the right position and should know the needs of the person to satisfy him. This
is done in job analysis. (Shalini 2021)
Job design is known as job rotation it means practice the employee between different
tasks and also giving more responsibility.

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Provide employee with career assistance

HR will conduct a meeting with staff member of the organization to say about their
performance. HR will take an active role of helping employee to advance their post. rather
than using the usually step of checking performance points list of the employee. The
modern HR specialist will help to employee the areas of improvements and develop the
specific action steps. By helping employee with the career development, the HR gain
deeper insight into available of internal candidates for potential role succession. (Lucid
n.d)

Job rotation
Job rotation is the method for moving employees between different tasks. This grade
employee practice & variety for works well for all employees. Job rotation can be a good
method to hire employees who are at risk of leaving by giving them the new and
challenging assignment’s that they haven’t done before through a legal improvement.
This will be done by HR. (Shalini 2021)

4. Theory of key areas and how John Keells is practicing them

A. Work force planning

Workforce planning is the process of analyzing, forecasting, and planning workforce

supply and demand, assessing gaps, and determining target talent management
interventions to ensure that an organization has the right people in the right places at
the right time to fulfill its mandate and strategic objectives. (Peter 2014)

Workforce planning is a strategy used by companies to anticipate staffing needs and

develop their workforce as efficiently as possible. It is primarily accomplished through
the use of HR technology. Workforce planning is building procedures to assist
employees in remaining content with their jobs. It addresses broad-based issues that
arise over months and years and can affect all aspects of their lives. (Wilson 2021)
There are 6 stages in work force planning and those are mentioned below;

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Strategic
Direction

Monitoring Supply
Progress Analysis

Solution Demand
Implement
ation Analysis

Gap
Analysis

FIGURE 3- WORKFORCE PLANNING

• Strategic direction – Understand the organization's primary mission goals and

future objectives, as well as how the workforce must be aligned to achieve them.
(Anon 2017)
• Supply analysis – Recognize the current workforce and how it is expected to
change over time as a result of retirement and other factors. (Anon 2017)
• Demand analysis – Understand the organization’s current and future workforce
requirements. (Anon 2017)
• Gap analysis – Recognize the gaps between workforce demand and supply, and
target the gaps that have the biggest impact on organizational performance. (Anon
2017)
• Solution implement action – The right workforce actions and activities to close
identified labour gaps and help your company achieve its strategic objectives.
(Anon 2017)
• Monitoring progress – Monitor the performance of solutions and their impact
on the gaps they were designed to address, and to continuously improve the
solutions to maximize their effectiveness. (Anon 2017)

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John Keells Holdings and their work force planning

John Keells also rewards employees by providing them bonuses for the comfortably in
any area even if they are from outstation. A proactive step the company has also put
effort to amend their remuneration structure based on the demographics of their
employees to reduce possible employee turnover. Moreover, a committed function
for development is maintained for all the business units by the central HR unit.

Overall, 40 hours per employee have been given for training, with 42 hours and 36
hours for male and female employees, respectively. To develop leadership skills and
abilities, new strategies, policies, and initiatives, as well as industry-specific training,
are implemented, taking into consideration future learning requirements. The belief
of John Keells is that. This provides employee motivation as explained by McGregor
(2006) Theory Y because they seek responsibilities with the confidence gained via
learning and development.

B. Recruitment and Selection

The process of identifying the need for a job, defining the requirements of the post
and the job holder, advertising the position, and selecting the best candidate for the
job is known as recruitment and selection. One of management's key goals is to
complete this process. (Martin 2021)

Recruitment can be known as Recruitment includes identifying and enrolling

candidates for the appropriate available jobs in the organization, as well as identifying
and guiding rising star employees in the firm to perform their duties. (Martin 2021)
When it comes to recruiting a person, there are four main stages to follow;

Create Job Publish

Identify develop the
description it to the
the Job
and Job relevant
vacancy advertitmnet
specification source

FIGURE 4- RECRUITMENT PROCESS

Example;
The attempts undertaken by management and board of directors in high schools and
colleges to recruit students are an example of recruitment.

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Internal and external sources of recruiting are the two types of recruitment.
TABLE 2- INTERNAL AND EXTERNAL RECRUITMENT

Internal Internal sources are those who are already employed by the
Recruitment company. Internal recruitment is used to fill vacancies through
promoting, rehiring, and moving personnel within the firm.
Internal hiring encourages employees to feel loyal to the
company. (Kelly 2019)
Example:- Promotions, Transfers, Temporary to permanent

External Recruitment from outside the company is referred to as external

Recruitment sources. People join organizations through recommendations,
advertisements, and other means, which is a time-consuming and
costly procedure. (Kelly 2019)
Example:- Choose the best in the interview

Selection can be known as hiring the appropriate individual for the appropriate job
at the appropriate time is what selection means. When it comes to choosing a person
for an organization, there are six main stages to follow. (Heather 2020)

Small
Selecting test
Sorting Medical
the best within Interview Selecting
CV Testing
CV the
best

FIGURE 5- SELECTION PROCESS

John Keells Holdings and their recruitment and selection

JKH wants outstanding people to join them, and they make no apologies for it. They
know the success of their business is a direct reflection of the quality and skill of those
who choose to join their team. They are looking for recruit and select people who are
highly motivated, customer focused people from all kinds of backgrounds, cultures
and walks of life. They want to hear from those who are collaborative, inclusive and
passionate about their work. And they are ready to recruit People who are not afraid
of challenges and that are committed to quality work.

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John Keells advertising vacancies are done on well-known websites such as Top Jobs
and ev.lk as well as on LinkedIn. Executive search agencies such as KPMG are also used
by the corporation to hire executives and higher-level personnel. Available openings
are advertised in mass media, such as newspapers, on a limited basis. Educational
institutions and career guidance programmers at universities are also used to identify
young talents from which the suitable candidates recruited if there is available
vacancy. (John Keells 2019)

In the selection process of John Keells, they make sure that they invest in the best
suited person for a particular job role. As key component of the first phase of executive
staff selection, most organizations in the industry perform IQ and personality tests to
candidates. Subject-related or job-role-related presentations or face-to-face interview
questions are performed in the later stages of the selection process to separate the
best from the rest.
TABLE 3-STRENGTHS AND WEAKNESS OF RECRUITMENT AND SELECTION

Strengths of recruitment and Weakness of recruitment and

selection selection

JKH assign one individual the JKH gives training for the freshers and
responsibility of seeing the project build their ability and confidence, where
through it when we begin recruiting, and JKH invest a cost on this and JKH is giving
that person has the time and know-how training and not gaining trained
to execute it properly. employees.

JKH advertise for Job in newspapers and JKH selects only 2-3 most talented ones
social medias, where a huge crowd will and rejects the other talented
receive the job ad. candidates due to lack of vacancies.

Internal recruitment has been a great External recruitment process doesn’t

strength for JKH because the employee build the employee loyalty at once and it
loyalty increases and employee turnover takes time for the external employee to
decreases and no need of giving training get effectively close with the colleagues.
as the employee is already working here.

JKH has a well-trained and well

experienced recruiters for the
interviewing and selecting candidates.

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I would recommend JKH to improve recruitment and selection by recruiting

employees internally by giving appropriate training and development, where if JKH
recruit internally for high posts, it would develop the employee’s skills and
knowledge and also employee loyalty would increase and also, he or she could work
free with an enjoying work environment where the workmates are already his or her
colleagues. This would increase employee effectiveness where this could lead to
increase productivity and profit.

And I would suggest JKH to have situational judgement test (SJT) and test job
knowledge along with give a test work assignment before the external recruitment
from outside, which would help JKH to select the overall most talented best
employee for the available vacancy.

C. Training and development

Training and development are a subsystem of an organization that promotes people

and groups to enhance their performance. Training is the process of sharpening skills,
concepts, altering attitudes, and gaining additional knowledge in order to improve
employee performance. Having skillful employees eventually helps the company to
improve, this is done because of training and development. By doing a training needs
the employee communication skills & knowledge will improve, reducing mistakes.
(Waqar 2021)

There places where company need to give training for the beloved employees;

Implem- Perfor-
Employee
Customer Observ- entation Product mance
suggest-
complains ation of new launch apprai
ions
system sal

FIGURE 6- TRAINING REQUIREMENTS

Benefits of training and development

▪ Boosts staff performance
▪ Improves morale and job satisfaction
▪ Ensures learning opportunities
▪ Opportunity to identify weakness
▪ Provide a framework to develop strengths

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▪ Encourages risk-taking and inventiveness

▪ Improve reputation of the organization
▪ Reduce employee turnover

John Keells Holdings and their training and development

John Keells Foundation (JKF) invests in a variety of long-term sustainable activities

targeted at developing and upgrading career skills of children and youth under its CSR
pillar of Education. During the 2018/19 fiscal year, about 9200 people were impacted.
English Language Scholarships for schoolchildren and university students targeted at
improving their English communication, ICT, and soft skills, public examination
preparation programs for schoolchildren, and Higher Education Scholarships to
promote pursuit of advanced studies among economically disadvantaged youth,
Career Guidance and Vocational Training Programs for school students and school
leavers, Soft Skills Workshops for University undergraduates aimed at enhancing their
employment opportunities, career skills, exposure programs and internships through
the Cinnamon Youth Empowerment programs are some of the initiatives through
which the Group worked towards reducing the unemployment rate amongst the
youth (John Keells 2019)

D. Performance management

Performance management is the process of ensuring that actions and outputs are
effective and efficient in meeting the organization's goals. Simply said, it is the
feedback received after a procedure has been completed in the organization. It
enables individuals to direct their skills toward the organization's objectives. (Toby
2021)

To keep everyone on track, make sure everyone understands what their work
requires, the performance expectations, and how they fit in with the rest of the team.
Provide them with feedback on their performance so that they can meet those goals.
Communicate with your staff on a nearly daily basis on what's going on the squad right
now, what's coming up, and your expectations. Discuss priorities to ensure that
everyone understands what is most important. Team meetings are an excellent place
to do this. And performance management consists of three major elements;

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REVIEWING PLANNING

ONGOING
FEEDBACK

TABLE 4 – PERFORMANCE MANAGEMENT

John Keells Holdings and their performance management

John Keells manages this process by end of the month based on the above elements
of performance management, they discuss everything regarding growth of the
organization, income expense and so on. That’s an important thing which must
happen in an organization.

So, far the organization can maintain the profit and loss between day by day. And also,
they can easily recover from any type of problem facing by the organization with a
proper planning and also employees may share their satisfactions and be friendly with
the managers

E. Reward management

Reward management is involved with the development and implementation of

strategies and policies that aim to fairly and equally reward individuals based on their
contribution to the organization. Employee reward systems are a way of encouraging
employees to improve their work habits and important behaviors in order to benefit
the company. Employees are rewarded by their employers with bonuses, unique
presents, employee of the month and year awards, and other types of incentives.
Employees that are rewarded are happier and more motivated to work hard, which
benefits both the employees and the company. (Easy 2020)

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There are 2 main types of rewards;

▪ Financial rewards = commission, bonus, basic salary, profit share, allowances,
retirement benefits.
▪ Non-financial rewards = Awards, job security, training and development,
employee empowerment, employee entertainment, foreign tours.

Total reward can be classified as;

TABLE 5- TOTAL REWARDS

Transactional Base Pay

(tangible) Contingent Total
rewards Pay remuneration
Employee
Benefits
Total
Learning and Rewards
Relational Development Non-
(intangible) The work financial
rewards experience rewards
Recognition,
achievement,
growth

John Keells Holdings and their reward management

John Keells offers their employees with accommodation, transportation, safety and
other benefits if necessary. Most the John Keells employees are rewarded with non-
financial benefits than financial, as all the employees are given adequate training and
specialized and every year John Keells send 4 best employees of their organization for
family foreign tours.

And John keells uses an awarding system called bravo awards in order to appreciate
their employees for excellence, innovations, integrity, caring and trust building strong
relationship based on openness and trust in addition to promoting a culture of
empowerment among their team members. (John Keells 2019)

When it comes to financial benefits John Keells doesn’t miss to pay new year bonus
and Christmas bonus. Also, they pay profit shares to the employee yearly basis and
under JKH’s plantation and property business they also pay commissions to their
employees. In both ways as financial and non-financial John Keells is maintaining a
good reward system to encourage and increase employee empowerment, which will
automatically increase the productivity and profit of the organization.

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5. Effectiveness of employee relationship and employee

engagement

Employees are key assets of any of the organization, as no organization can run with only
non-living entities. Any of the company need employees to take part in every action in
within the company for the survival and success. The bond between employees is what
all matters here to raise productivity and profit. As employees to need to maintain a good
relationship with their colleagues at the workplace. (Andra 2018)

The relationship can be between co-workers, between employee and superior, between
members of management and so on. The healthy relationship between each and every
employee is much important for the betterment of the performance. (Andra 2018)

The fights between colleagues, conflicts and misunderstanding only will lead to stress,
tension and will hit badly on the decrease of productivity. No one can work alone. Every
employee needs the support and guidance of his colleagues and fellow workers to achieve
brilliant ideas and deliver best out of best. As every employee spends more hours per day
with their co-workers it is much important to make a real great bond within employees
for the peace within them.

Example;
Usually, it takes 2 hours to produce one “HAT” for an employee. Therefore, as employees
work eight hours a day. So, only 4 hats can be produced for an employee. But with
effective bond between employee and productivity has increased and within 8 hours an
employee is producing 5 hats. And the time taken to produce one “HAT” is 1.6 hours (96
mins).

Effectiveness of employee relationship and employee engagement, which would help any
organization in decision making. Any decisions can be taken easily and effectively as the
employees work as a team and based on their unity. Also, the decisions can be taken and
implemented by discussing with the employees and by taking the majority votes decision
can be taken. As employees put their efforts and engage in work with their whole heart
as this will lead to increase productivity and this will automatically lead to increase the
profit along with the company’s performance.

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John Keells Holdings and their effectiveness of employee relationship and

employee engagement

JKH has achieved employee efficiency and increased employee engagement. By

maintaining a healthy work atmosphere and employees are comfortable with one
another. Superiors and team leaders of JKH have the primary responsibility to prevent
team conflicts and promote strong employee relationships. JKH Superiors are trained to
maintain few HRM practices to strengthen the employee relationship and employee
engagement effectively to increase productivity and few are mentioned below;

▪ Employees expect management to treat them fairly and equally. As a result,

management of JKH treat each person as an individual and in a fair manner. Favoritism
among employees is being avoided within JKH holdings.

▪ Superiors need to make sure that the employees' work is not boring and to maintain
the level of interest by making it increasingly challenging. This can be accomplished by
giving staff more tasks or allowing them to participate in skills training.

▪ Employees are rewarded and recognized for a job well done or for meeting/exceeding
their goals. This encourages them to work together as a team and conducts awarding
ceremonies to encourage them and make them feel proud for the company.

▪ Being friendly, but not overly friendly, with colleagues. Establishing a positive working
relationship with the individual, rather than being afraid of the manager/supervisor,
the employee should feel at ease with them.

▪ Encouraging employees to provide feedback. Employers make aware of employees'

issues and opinions about "you" as an employer as a result of this feedback.

▪ Employees are taken on a picnic or annual trip for the relaxation and increase
employees bonding and to enjoy their freedom and also to stress free them.

▪ Conduct motivational and training programs along with teaching them disciplinary
acts to which are lack within the company.

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TABLE 6- BENEFITS OF EMPLOYEE EFFECTIVENESS

Benefits of employer in effective Benefits of employee in effective

relationship relationship

▪ Fewer chances of employee ▪ Work life balance

conflicts
▪ Improves Trust and Confidence
▪ Ensure a better working place
▪ Better employee engagement
▪ Employee loyalty increases
▪ Increase productivity
▪ Less absenteeism
▪ Increase revenue
▪ Reduction in employee turnover
▪ Stressless working environment
▪ Supportive and friendly colleagues
▪ Rewards are given for better work
▪ Challenging tasks without boring
▪ All are treated equally
▪ Trained and gained extensive
knowledge
▪ Reduction of conflicts

Effective relationship among employees had led JKH to a reduction in organizational

internal context like employee conflicts, misunderstanding and had increased
friendliness, peaceful working environment and employee engagement to increase the
revenue and productivity of the organization. And as I have mentioned above JKH profit
will increase rapidly with the full engagement and effectives relationship among the
employees.

6. Adaptation of organization flexibility

In terms of human resource management flexibility is defined as an organization's
capacity to adjust to variations in size, composition, responsiveness, and the people, as
well as the inputs and costs, required to meet organizational objectives and goals. When,
where, and how work is done can all be regarded as aspects of organizational flexibility.
(Alison 2020)

If the organization is flexible then they can adapt to these changes and will succeed.
Flexible working will increase customer’s satisfaction. If the organization is not flexible
then it cannot survive the modern competitive world and business environment. (Ashley
2019)

Some of the benefits of flexible working for employees include a better work-life balance,
lower levels of absence and lower levels of stress. The employer benefits from greater
motivation and productivity, fewer overheads and an improvement in trust and the
employer/employee relationship.

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Flexible working employees can work from anywhere, from home, from cafes and also it
allows them to meet their family, personal obligations and life responsibilities. (Ashley
2019)

At JKH they actively encourage and support their people when they need to work from
different locations, or at different times. This supports work-life balance and helps them
retain their people if their circumstances change. They welcome talking to them about
their flexible working needs and below are few flexible practices that JKH allows their
employees;

▪ Having flexible time which is also can be called as customized working hours. So, the
employee can choose the start of their day and end of their day. Also, superior
employees can leave work early and work the few remaining hours from home. And
employees are free to choose their shifts as night or day.

▪ Being able to take care of the family problems and issues.

Example - Taking children home daily from school to home during working hours,
attend funeral or look after the sick member of the family with an off day which will
not come under leave and many more.

▪ Advance salary payments can be prepaid to employees with the emergence purpose
of the employees. Up to 3 months salaries can be take in advance with an agreement
between employer and employee.

▪ The superior employees of JKH can wear their own formal dress instead wearing JKH
printed dresses.

JKH had given all the above freedom and maintain these flexible practices to develop a
good working environment along with to create a good bond between the company and
the employees. Employees can enjoy these flexible practices but, the given task or the
job should be done and achieved within the given time period without any excuses.

Recommendations;

I would recommend JKH to implement “remote working”, where the employee can work
from away from the office. Like auditing, salary transfers can be done without attending
to the office. And as per how the current situation of the global world JKH need to
implement systems for the employees to work from home. In future we don’t know what
kind of pandemics might arise. Therefore, if JKH’s wish not to breakdown market shares
and revenue of JKH I would gladly suggest JKH to implement systems for work from
home. Where, this could help employee as the most flexible job. And but with this
company also not going to have any loses. The both the employer and employee would
get satisfied.

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7. Employer choice

The concept of becoming an employer of choice has resulted in the emergence of some
firms' successful attempts to establish a wonderful work environment and culture.
Working for a company that one chooses provides a level of satisfaction that few other
things can match. “It's about combining personal success with organizational success,”.
(Anon 2020)

Employers of choice have established a culture based on a new type of working

relationship. This new employment connection is built on the evolving demands and
interests of employees and companies, and is more contribution and open than the
traditional 'them and us' connection we have all witnessed and perhaps been or are part
with. (Anon 2020)

And below I have figured out the mindset between as employee and employer and which
would take towards success is mentioned clearly;
TABLE 7- EMPLOYER CHOICE

Employee mind set
Willingness to work in a variety
of organizational roles and
setting.
Before your manager, serve the CUSTOMER FOCUS
customer.
Concentrate on what you do
rather than where you work.
Accept yourself as a project-
based worker rather than a
function-based employee.
Value work that is meaningful HUMAN SPIRIT AND
Commit to assisting the
organization to achieve its
outcomes.
Commit to lifelong learning.
Willing to take issues and
develop initiative.
Shared value
Employer mind set
FLEXIBLE Encourage employees to work
DEVELOPMENT in other organizational roles.
Provide information, skills, and
incentives to focus externally.
PERFORMANCE Instead than depend on the
FOCUS organization, connect rewards
and subsidies to performance.
PROJECT-BASED Work is organized around
WORK projects instead of
organizational functions.
Provide work that is
WORK meaningful.
COMMITMENT Commit to supporting
employees in achieving their
individual goals.
LEARNING AND Enter into a partnership for
DEVELOPMENT employee development.
OPEN Provide the employee with
INFORMATION access to a wide range of
information.

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JKH has employer choice which makes their employee to love their company employers
provided quality service to the customer. The client of John Keells will feel very happy
because they choose client to provide benefits service and so their company can gain
more advantage for their businesses. As JKH have employer of choice then their
customers can experience the quality services from the organization and customers will
be desired to choose JHK and end of the day both the organization and the customers will
be happy.

8. Employee legislations

Employer-employee relationships are governed by employment law, which is a collection

of rules and regulations. When an employer can hire employees and when employees can
work are both governed by employment laws. The laws establish the minimum pay that
even an employer must pay an employee for their services. Employee working conditions
are less stringent as a result. Almost every industry requires some form of labor
legislation. As a result, if a company has more than one employee, it is likely to apply
employment legislation. (Dugger 2020)

This area is made up of both state and federal laws and covers a wide range of topics with
the common purpose of safeguarding workers' rights. These laws benefit employees in
the following ways;

o Prevent discrimination
o Promote health and safety
o Establish a minimum required level for economic support
o Prevent work interruptions caused by labor-management disagreements

EXAMPLES;
Just one well-known example is Title VII. This is a federal statute included as a part of the
Civil Rights Act of 1964. This famous law prohibits employment discrimination based on a
person's race, color, religion, sex, or national origin. This means that these aspects can't
legally be considered when hiring, firing, promoting, compensating, or in any other aspect
of employment.

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John keells practices many of the employment law factors and few are briefly
explained below;

▪ WORKER’S COMPENSATION
Workers' compensation is a publicly-funded solution that pays monetary rewards to
employees who are injured or handicapped while on the job. Workers' compensation
is a sort of insurance that provides benefits to employees who have been injured or
disabled as a result of their work.

John Keells is highly secured the safety of employees as they are the key assets of their
assest and at the recruitment the employer and employees sign an agreement and in
that agreement John keells agree to pay the amount necessary for the injury or
damage and John keells will take all the responsibility if its company’s fault.

▪ EMPLOYMENT DISCRIMINATION
Discrimination is when someone is treated negatively because of a legally protected
personal feature. To prevent discrimination, John keells by takes required measure for
stopping wrong doing in the workplace, keeping employees healthy and safe at work,
and lowering the frequency and severity of events are all key to Compare's mission.
Working is important to us, and John keells take it seriously.

▪ LABOR RELATIONS
There are several federal employment rules that protect employees who participate
in organizational activities. This employment legislation presumes that an employer
cannot discriminate against an employee for attending a meeting without being
asked. According to the National Labor Relations Act, if a person is fired for
participating in a meeting, they must be rehired and compensated back.

The JKH is practicing the prevent discrimination employee law. So, by doing the
organization is providing a safety if they are conducting any project so by practicing
this type of employee law the organization is reducing the number severity of
incidents.

▪ FAMILY AND MEDICAL LEAVE

The Family and Medical Leave Act provides employees who are qualify with up to 12
work weeks of unpaid, job-protected leave in a 12 months period for specified family
and medical reasons It also stipulates that group health benefits be maintained during
the leave as if the employees had not taken leave. The employer can elect to use the
calendar year, a fixed 12 months fiscal year, or a 12 months period prior to or after
the commencement of leave as the 12 months period Immigration.

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▪ EMPLOYEE BENEFITS
Employee benefits, also known as perks or fringe benefits, are provided to employees
over and above salaries and wages. These employee benefit packages may include
overtime, medical insurance, vacation, profit sharing and retirement benefits, to
name just a few.

▪ MINIMUM WAGE
The minimum wage of an employee differs from country to country, according to
United States it is 7$ per employee. And in Sri Lanka it was LKR.800 and it is now
expanded to LKR.1000 as the minimum wage for the workers. John keells is practicing
to pay more than LKR.1000 for each and every employee when it is calculated to daily
wages.

As if any organization maintained appropriately the employment laws in order to treat

employees. It will help the organization and employer to take decisions effectively and
bravely based on the reference of employment laws. As per this employee also can make
their decisions based on the work with the reference of employment law. All the
employees are eligible to gain the basic employment laws and its every employee’s
responsible to ask for their rights. Based on the employee rights the organization can
take decisions which will affect the employees and their rights. Therefore, both the
employer and employee can maintain a peaceful working environment.

Recommendations;

Already I have mentioned about this, as a suggestion for JKH, as per the current situation
in the country I would suggest JKH to implement remote working system, which is easy
to work away from the office or factory. Also, as per the current pandemic situation daily
wage base employees should be paid even though they cannot come to work. As if JKH
pays for the employee who cannot attend to the work, the employee loyalty towards
the company will increase. Also, I would recommend JKH to give maternity leaves with
some benefits like paying some amount for doctor fees and make the employee feel
happy about the company by giving some good advice which will help the child and the
career.

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CONCLUSION

Human resource management (HRM) is the practice of recruiting, hiring, deploying and
managing an organization's employees. HRM is often referred to simply as human resources
(HR).

First of all, I have given a brief explanation of the selected company John Keells holdings with
their history, key milestones and their presence. Then I have briefed the HRM function and
its purpose. Then I have briefed few HRM roles and responsibilities.

Then after I have explained the first four HRM key factors of work force planning, recruitment
and selection, training and development, performance management and reward
management with examples and classifications and also, I have explained the HRM factors
and the practices that John Keells Holdings is maintaining within the organization.

Then I have explained and described the employee effectiveness and employee engagement
with examples and related to John Keells Holdings with the practices they have within the
organization.

In the next question I have explained about the Flexibility of the organization with align to
John Keells Holding and their practices.

Finally, I have discussed the Employee legislations with example and how John keells
practicing them within the organization.

I hope that u can have clear about the organization and about HRM.

Hope I have addressed all concerns. Feel free to contact me if in need of further
information

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