Assignment Project

Function, strategy and job analysis in HRM, A case study

BILAL MASOOD
SAP 28858

HUMAN RESOURCE MANAGEMNET AND ORGANIZATION BEHAVIOUR

 Function, strategy and job analysis in HRM, A case study
CHAPTER-1
Management function evolution
Planning: involves the making of organization objectives and action needed
Organizing Determine, what activities are needed to complete the task
Leading: The leader style needed to complete the tasks
Controlling
The role of HR in strategic management process
Transactional this involves the payoff
Tactical developing solutions that benefits employees
Strategic this benefits long term goals
Strategic analysis
Mission what need to be done and how to do it for long term goals
Core values core values and culture are the personality of organization
Analysis of environment for assessment of the internal and external environment the SWOT
analysis is done
Strategy formulation
 Corporate level Strategy
The cooperate level strategy have relatively stable and it can be done on long term for many year
bases. The other areas of function to major strategy growth include restructuring. These are
considered to be the challenging part of the human resource management.
Growth strategy: organization grow in same type business this is called concentration. The
related diversification is the process branching the business in the similar industry. Starting the
business in the different industry is called unrelated diversification.
Restructuring strategy: This is type of the strategy to help the trouble organization to survive.
These problems can arrive due to the bad economy, past strategy failure and downsizing. In these
only useful staff is retained.
 Business level: The business level strategy is to create the business, it is the relationship
between the customer and the employees. The most important type of the business level
strategy is the competitive advantage.
  Functional level: The function level strategy is to divide the organization into the
functional groups, like finance, human resource, production, marketing and
manufacturing.

Marketing: Distribution to meet the customer requirements, product, price and

promotion.
Finance: Managing the finance
Human resource: This relates the human resource like issues, recruit, hire and train
employees.
Operation: This is related to the daily operations, inventory, production, scheduling and
leveling.
Strategy implementation: HRM design the job according to the relevance to the position and
skill variety. Performance management also need to the support of organization structure.
Evaluating results: Once the strategy is aligned. Metrix measures the effectiveness of the
business. Varity of software are available to monitor the workforce matrixes.
HRM Functions
 Staffing the staffing is done of people with specific skills, knowledge and abilities
 Training and development training is designed to assist the employees in acquiring the
better job skills. Employee development current talent is meeting the organization need
with compensation.
Employee training: These are the abilities designed to give employees better skills.
Employee development: The organization must have the necessary talent to fulfil its
requirements
Career development: Career development are the required for the organization and it is
very important for the progress of the organization. The skilled obtained by the
employees are deployed at the organization.
Organization development: It is used by the organization to change the attitude of the
people.
 Motivation function HRM try to figure out what motives the employees. There must be
a level of respect between the organization and employees. Then set the performance
standards of the employees. Many organizations now a days use the motivation as a tool
to enhance the performance and to create the better relations with the employees, top
management and organization.
The organization sets the performance standards for the employees. This system is used
by the organization to evaluate their performance and give the feedback to the employees
to enhance their performance.
 Maintenance function this involves the family heathy benefits, limited over time, onsite
daycare, flexible scheduling, wellness programs and counseling. HRM must develop the
strong communication program and ensure the employee are informed.
 There must be the proper communication program set between the employees and the
organization to deliver their message to the employees.
Structure of HRM department
 Employment arranging the job fair, then those resumes forward to line manager, then he
conduct the interviews, employment specialist further cut down the list, then schedule the
meeting with line manager for interview.
 Training and development This helps employees to maximize their potential. This is
considered as internal change agent. Special training programs are introduced in the
organization to enhance the skills of the employees.
 Compensation and benefits paying the employees benefits. The compensation is
elaborated through the survey and analysis. After that job rating is done with its worth.
Benefits have become most dynamic part of HRM.
 Employee relation this defines the union, restricted by labor agreements and
communication. There is the labor relation department in the organization, which makes
the better relation with the employees. Specially the union created for the betterment of
the employees,
Talent management
The talent management is the process that systematically define, assess and retain the talent for
current and future business needs.
Workforce planning: These are set such that the all organization strategies are set such that they
support the long term goals of the organization. This may help the organization to identify the
good external candidate.

CHAPTER-2
For the companies like Samsung, it was important to partner with HR plan to hire people with
skill and smart talent that company needed. The talent, who are smart and willing to learn new
things. The knowledge skills and abilities are required to accomplish the tasks in efficient ways.

Linking organization strategy to human resource management

Assessing current Human resources: HRM Develop with the profile of organization. The
internal assessment showed that the skill required to run the organization is important
Succession planning: The organization is concern about the supply of the people. The
replacement chart is used as the critical position and individuals with the skills representations.
These are used to fill the gap of the necessary position.
Determining the demand for labor: Predicting the demand depends upon the sales volume,
economic factor, available technology, employees turnover rate, industrial growth and
demography. Statistical analysis is used to determine the required labor. The demand of the
employees linked with the product growth.
Examining the internet labor supply: Shortage in internal labor creates an opening for external
labor. Decrease internal labor layoffs, voluntary quits, prolong illness or deaths. There is increase
and decrease in the labor supply. The promotion may create the opening for the new employees.
This creates the duty for the HR to find the new talented skill people for the vacant position. The
replacement of the employees may come from the four sources.
1=new hire, 2=contingent employees, 3= Transfer, 4= The employees returning from the leaves
The decrease in the internal supply may come from the retirements, dismissals and employee
transfer, quit from the employment, long time illness or deaths. The most easiest forecast is the
retirements.
o Staffing table: One of easiest way of the shows the number of the people holding
the job shows the staff table. This process may combine with the statistical factor
to tell that the number of employees needed for each position in the future.
Where will new worker come from: After assessment of the internal employees the
organization look for the external employees. The external employees come from the college
grades and experienced skill person. The skill employees are expensive and cam create the
financial burden in slow growing organization. The highly skill employees are hard to find and
retain. These employees may require the rewards and benefits from the organization. The
employment type concern is the part time and full time employment.
The other employee type are the university graduates, and people recently left their jobs. There
are other sources of the employee hiring. These are the third party employees providing agents.
The potential register them self to these employment agencies. These agencies provide the
employees to the organization. The organization in difficulty getting the employees, seek the
employees with the similar experience or to be new to the field. Then after the organization train
the employee.
Matching labor demand and supply: The aim of the employees forecasting is to fill the
demand for future employees. Overstaffing in an organization can lead to downsizing.
Downsizing can also occur due to the financial crisis.
The downsizing is not without the cost; it requires the package to be given to the leaving
employees. This may also have negative effect on the remaining employees.
 The employees may feel the supervisor guilt after they had been dismissed
 They feel insecure after they had to go to next line of job
  The left employees may create increased work load on the remaining employees,
 The organization culture has the negative effects after the employees have left their job.
NASA faulted company had downsized the 2800 employees, which had negative impact on the
aviation industry. The big company but giving negative impact in the organization culture.
JOB ANALYSIS PROCESS
 Job description
 Job specification
 Job evaluation
Job description
Written statement of what job holder will do and he will do his job. In other words, how the job
will be completed.
Identifying information: what is title of job, whom to report and salary range or grade
Supervisory responsibilities: if the employed person is responsible as supervisor
Job summary: how the job is related to other jobs and mission of organization.
Essential function: it is detailed list of tasks, duties and responsibilities. These activities are core
and cannot be altered.
Job specification: This states the minimum acceptable qualification that is needed to perform
the job. This specifies the knowledge, skills, education, experience, certification and abilities.
Maintaining job description: The job description should be reviewed and update regular
interval mainly annually.
Job evaluation: The jobs must be evaluated fairly and it gives the worth of the job.
Job design, creating better job
Job design is the way the task and positions are organized. How and when the job will be done.
Job enlargement: Adding more related task to the job
Job enrichment: if you want to do good job, give employees good job
 Skill variety: allowing workers to use the wide range of their abilities to perform the tasks
 Task identity: Extent to which a job involves doing a complete from beginning to end and
identifiable piece of work with a visible outcome, as opposed to doing only a portion of
the job.
 Task significance: The meaningful impact of the task. On organization and environment.
 Autonomy: It is the control of the employee over the task.
 Feedback: It is the opportunity the employees have to see the result of their task.
Flexible work schedule
The loyalty increases as the employees allowed to work in flexible hours. This may also result in
motivation.
Compressed schedule: allow employees to work in longer days in exchange to longer weekends.
Flex time: it is flexible working hour, allow employees to schedule the time of their 8 hour
workings.
Job sharing: allow employees to share their job responsibilities
Telecommuting: it is working from home, employees use their phone, internet and
teleconferencing to complete their task.
 ORGANIZATION CASE STUDY-
Paint chemical process industry

CASE STUDY - STRATEGY & FUNCTION

Management function evolution
The managers are required to use the skilled related the following technique and HRM is
using this technique
Planning: involves the making of organization objectives and action needed
Organizing Determine, what activities are needed to complete the task
Leading: The managers are required to do their leading job in efficient way in the plant.
Controlling: Controlling the task of in the efficient way
The role of HR in strategic management process
Transactional this involves the payoff and rewards for high performance work
Tactical The HRM department is working to give the great benefits to the process industry
Strategic The process company want to achieve its long term goals by attaining the high revenue
and high quality product through the R&D
Strategic analysis
Mission what need to be done and how to do it for long term goals
Core values core values and culture are the personality of organization
Analysis of environment for assessment of the internal and external environment the SWOT
analysis is done. SWOT analysis will help the company to excel in the high competitive
environment.
Strategy formulation
 Corporate level Strategy
The cooperate level strategy have relatively stable and it can be done on long term for many year
bases. The company do the cooperate level strategy for 5 years. The other areas of function to
major strategy growth include restructuring. These are considered to be the challenging part of
the human resource management.
Growth strategy: The concentration business the company is doing is about the different paint
colors. The related diversification the company is doing about the varnishes and epoxy paints.
The company has started the farming business as unrelated diversification.
 Business level: The business level strategy is to create the business with the customer.
The company has created the business with customer. The company want to retain strong
relation with customer by giving them quality products. The paint company has created
the strong business with supplier.
 Functional level: The function level strategy is to divide the organization into the
functional groups, like finance, human resource, production, marketing and
manufacturing.
Marketing: Distribution to meet the customer requirements, product, price and
promotion.
Finance: Managing the finance
Human resource: This relates the human resource like issues, recruit, hire and train
employees.
Operation: This is related to the daily operations, inventory, production, scheduling and
leveling.
o Production department: They are responsible for the giving the daily production
according to the sales target. The production manager uses the human skills to
manage the technical employees, supervisors and operators.
Sales: They are responsible to get the sales target.
Quality control department: The quality control department check the quality of product
and apply the lean tools in the organization.
R & D: To give the customer with latest product and to meet the customer complains.
The technical staff is ready for the trouble shooting the paint product. The R&D is very
important to outclass the competitors. It is also very important to retain the good position
in the market.
Material department: The material department is responsible for handling of the material,
keeping the inventory and managing the in and out materials in the store and inventory.
Purchase department: The purchase department is responsible for the buying of the
product from the supplier. They are responsible for the buying of quality products with
right kind of price. They are in strong contact with the material department.
Safety control department: The safety control department in the industry is used for the
hazard and risk control.
o Fire control department: The fire control department is the sub section of the
safety control. The primary responsibility of fire control department is find the
fire hazards and mitigate them
HRM Functions
 Staffing the staffing is done of people with technical specific skills, knowledge and
abilities
 Training and development for the high quality paint product and high demand. It is
important to train the staff for new technologies to get the required results
 Motivation function HRM has figure out that motivation is important factor to get high
revenue and better product. The employees must be given rewards for motivation for
their high productive tasks.
 Maintenance function this involves the family heathy benefits, limited over time, onsite
daycare, flexible scheduling, wellness programs and counseling. HRM has developed the
strong communication program and ensure the employee are informed.
Structure of HRM department
 Employment The new high skill employees will be inducted in the organization to boost
its abilities.
 Training and development to get the maximum out put the employees will be given
training to upskill their abilities related to paint production. It is an important factor for
the company progress
 Compensation and benefits The employees will be given life and injury insurance, with
bonus of 1 pays in year. The bonus will vary by the employee salary.
 Employee relation The HRM will keep the friendly relation with the employees
Talent management
The talent management is the process that systematically define, assess and retain the talent for
current and future business needs.
CASE STUDY - HRM –HUMAN RESOURCE MANAGEMENT
The chemical process industry contains the following departments
HRM, Production, Sales, Finance, R& D, material resource department. Each department
contains the manager. The HRM department is expanded department.
For the company’s like process industry. it was important to partner with HR plan to hire people
with technical skill and smart talented people that company needed for higher production and
revenue. The talent, who are smart and willing to learn new things, specially the lean and quality
tools for the better quality product. The high talented people are an important aspect of customer
retention. The knowledge skills and abilities are required to accomplish the tasks in efficient
ways.
Linking organization strategy to human resource management
Assessing current Human resources: HRM Develop with the profile of organization. The
internal assessment showed that the skill required to run the organization are sufficient to get
high quality paints and varnishes.
Determining the demand for labor: The demand for labor is high, the labor should be highly
skilled. The labor needs depend upon following in the industry
High sales volume of paints, economic factor, high available technological paint product,
employees turnover rate, industrial growth and demography.
Examining the internal labor supply: As it is fast paced industrial manufacturing the Shortage
of internal labor always there to creates an opening for external labor. The reason for Decrease
internal labor layoffs, voluntary quits and prolong illness.
Where will new worker come from: After assessment of the internal employees the
organization is look for the external employees. The external employees come from the college
grades and experienced skill person.
Matching labor demand and supply: Employees forecasting technique used to check the
demand for future employees. Overstaffing in an organization can lead to downsizing.
JOB ANALYSIS PROCESS
 Job description
 Job specification
 Job evaluation
Job description
Written statement of what job holder will do and he will do his job. In other words, how the job
will be completed.
The short sample summary of job description of Chemical engineer as follows
JOB DESCRIPTION

JOB TITLE Chemical Engineer

DEPARTMENT Production

SECTION Paint Production

DESCRIPTION

Skilled in all aspects of chemical engineering including computer simulation, development, equipment
sizing and specification. Also have hands on experience in making sure that standards of quality are met
while production costs are kept as low as possible. Proven ability to use applied research and problem
solving skills for establishing the root cause of any chemical-related failure, as well as heading any
investigation.

RESPONSIBILITIES AND DUTIES

 Production sequencing.
 Complete detailed hazard study.
 Supervision of work force.
  Designing and improvement.
 Supervision of operation.
 Analysis and innovative solution of complex problems.
 Design and conduct experiment.
 Ensuring compliance with engineering standards.
 Providing technical expertise, leadership and direction to various work groups.
 Support and practice the health and safety practices.
 Developing strict safety guidelines and making sure they are adhered to.
 Strong team player with other technical and non-technical people.
 Have methodical approach to work practices with strong emphasis on quality.
 Must be strong team player and an excellent problem solver.
 Working closely with process chemist and chemical technicians to ensure maximum output
levels and the efficient running of the production facility.
 Will be involved full time on the mixtures and production of paint products.
 Attend weekly progress meeting with other members of development team.
 Detailed literature survey.
 Proven ability to use applied research and problem –solving skills.
 Investigate processing problems in production plant.
 Investigate new alternative technologies to improve the production process.
 Continuous process improvement.
 Provide plant support for issues related to paint process control.
 Documents preparation of different departments.
 Product preparation according to batch card and writing batch cards
CHEMICAL ENGINEER COMPETENCIESPERSONAL

 Familiarity with all process design safety requirements.

 Production sequencing and scheduling.
 Able to work with cross-functional team and projects.
 Familiar with quality and analysis tools.
 A practical and hand-on chemical engineering and designing.
 Professional engineering status.
 Knowledge of material and material handling.
 Knowledge of paint shop operations.
 Conceptual understanding of engineering discipline.
 Identifies and understands the interactions between engineering system and people.
 Understand the fundamental principles of engineering project management.
PERSONAL

 Flexible handling a variety of tasks and shift priorities simultaneously.

 Can work independently and in a team environment.
 Enjoy solving problems.
 Attention to details.
 Proficient in listening, speaking, reading and writing English.
 Creative approach to development.
DESIGNING

The operation involves the designing of equipment and powder coating unit.
PHYSICAL EFFORT

Slight physical effort involving walking, standing, bending and operating of equipment.

WORKING CONDITION

Exposure to chemicals.

ASSISTANCE

Sampling, lab quality, dispatching, batch preparation according to batch card and packing.

MINIUM REQUIREMENT

 Masters of chemical engineering or closely related field.

 One-year previous industrial experience.
 Good knowledge of English.
 Good knowledge of windows and MS-office.
 Ability to work with chemicals etc.
 Must have excellent written and verbal communication skills.
Job specification:
The minimum qualification is MS chemical engineering; this meets the minimum requirement of
the job.
Having 5 years of experience
Maintaining job description: The job description should be reviewed and update regular
interval mainly annually.
Job evaluation: The jobs is evaluated every six month
Job design, creating better job
Job will be done on the production floor
Job enlargement: The engineer is required to fill in the check sheets, tables and survey
Job enrichment: if you want to do good job, give employees good job
 Skill variety: Multiple skilled related to lean and quality are required
 Task identity: The visible outcome is to make R&D of new product demand, by assisting
R&D team.
 Task significance: This job has meaningful impact on the organization as related to high
quality and end product
 Autonomy: There is complete autonomy to supervise the work force to get higher
production in paints
 Feedback: Strong feedback mechanism is required between employees and engineer.
There is also a reporting feedback mechanism between the engineer and production
manager.
Flexible work schedule
The loyalty increases as the employees allowed to work in flexible hours. This may also result in
motivation.
Compressed schedule: allow employees to work in longer days in exchange to longer weekends.
Flex time: The flex time is not allowed in the organization, as it work on strict schedule.
Job sharing: The employees are allowed to share their job in case of illness or injury
Example pay slip
EMPLOYEE DATA
E-code R- Chem-Engineer
Employee number Name Mr. XYZ
Job Engineer Chemical
HR Status Regular Day time

Pay Slips Details

Earning Deduction
Pay code Amount Pay code Amount
Basic pay 100,000
House rent 10,000 Income tax 10,000
conveyance 2000 Provident fund 20,000
Extra duty 10,000 loan
Utilities 10,000 Insurance 5000
bonus
Total earning 132000 Total deduction 35000

Net payroll 97000

The pay slip contains the earning and deduction of the employee. Mainly the deduction is done
loans, income tax and provident fund.
Sample job offer letter by paint industry

Date xx Jan 20xx

Name Paint industry

Address DDD street y

City UVW

LETTER OF OFFER OF EMPLOYMENT – Chemical engineer

Dear Mr. xyz

Following our recent discussion, we are delighted to offer you the position of Chemical engineer in our
organization. If you join our organization, you will become a part of fast-paced and dedicated team that
work together to provide our clients with highest possible level of service.

As a member of our organization team, we would ask for your commitment to deliver outstanding
quality and results that exceed client expectations. In addition, we expect your personal accountability
in all products, actions, advice and results that you provide as a representative of our organization. In
return, we are committed to providing you with every opportunity to learn, grow and stretch to highest
level of your ability and potential.

We are confident you will find this new opportunity both challenging and rewarding.

Title: Chemical Engineer

Job description: see attachment

Start date: xx Jan 20xx

Reporting relationship: General Manager

We look forward to opportunity to work with you in an atmosphere that is successful and mutually
challenging and rewarding

Sincerely,

General Manager