A Conflict with the Ownership and Human Resources Regulations - Research Paper Example

? MID-TERM PROJECT Introduction This paper shows the progress of my work in the internship with ABC Company. The paper explains the scope, objective and challenges faced by me in the duration of my internship. The Scope of the Study The scope of the study is bright. I have done a sample survey to understand the employee satisfaction level. For this purpose the questionnaire method has been applied and I have send the questionnaire to 300 employees among which 200 has already replied. 100 respondents are yet to reply about our questionnaire. A cover letter has been attached before the questionnaire which will explain the objective of my survey. I am in the way to complete the Mid-term and final project on time. At this moment I am having a clear plan and schedule to complete the project. Examples of the part of the scope I have a plan to survey with 300 employees. At this moment of time 200 employees has already send their response while 100 employees are yet to send their response. Two methods are used for questionnaire sample. One is hard copy and the second is mailing questionnaire. For hard copy as mentioned above, it was attached with the questionnaire. For mailing questionnaires, I have used the letter to convey my purpose. My Task: My task is to handle the entire questionnaire and the entire 300 respondents. I have started writing report on the basis of secondary data collection about the Company ABC. The draft of the final table content is in below: Pages 1. Thoughts and Challenges dealing with the project …………………………… 2. Abstract …………………………………………………………………….. 3. Introduction …………………………………………………………………… 4. Literature Review ………………………………………………………………. 5. HRM process. ……………………………………………………………………. 6. HRM process in family business. ………………………………………………….. 7. History of ABC Company…………………………………………………………….. 8. HRM Management in Saudi Arabia……………………………………………………. 9. Research Methodology……………………………………………………………… 10. Research Variables……………………………………………………………………. a) Employee satisfaction constructs. 11. Research result and discussion………………………………………………………. a) Employee’s demographic condition. b) Employee’s satisfaction level. c) Employee’s relation with the HR department. 12. Conclusion and Recommendations……………………………………………. 13. Value and insights to ABC Company………………………………………………… 14. References. Research Methodology and the questions we asked to the Employees to measure the employee satisfaction Research Methodology means how I have proceeded towards my objectives. What methods I have used for the purpose of my research. Research methods are of two types namely Primary and Secondary research. Primary research is the first hand data collection method. That means for Research purpose one needs to use the data collected by him only. It is a field collection. Secondary research is a kind of research where the data can be collected from different other sources like Internet, Books, and Journal, Magazine and research papers done by others. The validity of primary research is always better (Armstrong, 2007). But always it is not possible to use primary research because it is very time consuming and sources are not available always. In my study, I have used both the kind of research methods Primary and Secondary. In primary research, I used sample survey method. Sample is a part of population. My survey was based on the employees of the company. There were 400 employees and I took 300 employees as my sample. I tried to do a population survey but it is difficult to get permissions to get information from all the employees. I have extended the number of employees as much as possible because large sample size always provides reliability to the survey. Within 300 questionnaires, 220 hard copies are distributed among the employees of HR department and as well within the other departments. Remaining 80 questionnaires have been sent with the link. Only 70 respondents have responded through mail survey and 190 employees have responded through the hard copy survey. It can be seen that the success of face to face hard copy distribution is more than mailing of questionnaire. Together I have 200 responses. Data Collection I have divided the questionnaire into three groups. First one deals with the demography of the employees through which I can understand the status of the employee. Second one deals with the employee satisfaction part. Third one deals with the HR department performance and relations with other employees. The first part basically asks the information about the age, sex, nationality of the employees so that the basic in formations of the employees will be kept. Second part asks different questions to measure the various parameter of employee satisfaction level. In the third part questions are being framed in a way so that I would be getting a clear idea regarding the Hr department’s performance. The scaling technique used by me is Likert- Scale. This is a very common technique used to evaluate the survey response. This is a psychometric scale mostly used in questionnaire survey. This is known as 5-points scale also as it is based on five Likert items. The scale is summation of all the five Likert items which is shown horizontally throughout the scale. The format of a Likert-scale could be: 1. Strongly agree. 2. Disagree. 3. Neither agrees nor disagrees. 4. Agree. 5. Strongly agree. My questionnaire is mainly is a closed ended questionnaire where the employees has little scope to explain their opinion. But I have formed this kind of questionnaire so that the respondent could come up with some exact solutions and also due to the purpose of simplicity of my analysis I had to make a close ended questionnaire. The close ended questionnaire provides structured solution that helps to get valid solution in the analysis. But, I believe for every process of an organization, the decision of employees is very important (Gauchat, Kelly and Wallace, 2012). My objective is to find out the problem associated with HR department and find a solution to improve the performance of HR department. For this purpose, I want to engage the human bodies of the organization for developing HR department. It is good to have suggestions from the human being to improve the Human Resource Department. I made a space for suggestions where employees can freely give their suggestions and explain their related problems. Questionnaire for Survey Name of the Employee:……………………………………………………. Age: Sex: Nationality: Department: Years of Tenure with the Company: 1 Questions Strongly Agree Agree Indifferent Disagree Strongly Disagree. 2 My immediate boss is supportive. 3 I feel proud to work with ABC. 4 Company focuses on employee welfare. 5 My immediate supervisor has human resources competencies. 6 The training provided for my current job is sufficient. 7 Training provided for future advancement is sufficient. 8 Employee HR policies are same across all departments. 9 The in formations and communications I get from my superior is accurate. 10 The Communication from Hr department is timely. 11 I want to work with the company as long as I will continue my job. 12 I feel my job is secured working here. 13 I feel my company follows good compensation policy for the employees. 14 I feel there is better opportunity for promotion. 15 I get recognition of my work from Hr department. 16 I get periodic performance feedback form. 18 My company maintains annual set of performance standard. 19 Do you think HR department is able to deals with the employee problems fairly? 20 Do you think the relationship between the HR department and the other employees are good enough? 21. Give your Suggestions for improvement of HR process. ………………………………………………………………………………………………………………………………………………………………………………………………………………… Mid-term Results and analysis of the study that will be completed in the final report ABC Company and its HR Management: Arabian Building Company is a manufacturing company deals with various building materials and they are in distribution of paints. The Company is in the export import business also. Within three decades the company has established itself as a pioneer in the paints, varnish manufacturing sector (Steinmetz, 2011). ABC has focused on the implementation of high quality standards in their Research and Development sector as well in the HR department. Human Resource Management has a great impact on an organization’s efficiency and effectiveness. HR takes care of training, development, assessment, rewarding of employees, settlement with labor Union. There are many risks involved in the HR department (Ritzer, 2004). The risks are the human factors; the increase of retention rate can hamper the efficiency level to a lot. Suppose, an employee leave a job just before completing the training period then it is the loss to the company. In my study I aimed to focus on the “resource needs” of the organization to improve the HR process. ABC Company is a fastest growing company but it is lacking in its HR department. Every year though the Company recruits some best employees but still there is a downfall in the performance. First I have to analyze the present situation of ABC Company. Demographic information Percentage of Employee Gender Male 98% Female 2% Age Less than 25 years 10% 25-35 years 35% 35-45 years 20% 45-60 years 35% Nationality Saudi Arabian 99% Non Saudi Arabian 1% Tenure with the company More than a year’s 94% More than 3 years 70% More than 5 years 40% More than 10 Years 10% Satisfaction Parameter Overall Employee Satisfaction with the organization Satisfied 65% Not Satisfied 35% HR department Relation Parameter Overall Employee Satisfaction with the HR department Satisfied 40% Not Satisfied 60% . The data is not based on entire analysis. From the open ended questionnaire some results have been drawn but full analysis will be done after getting the entire questionnaire. It will be discussed in the final project. Limitations and Challenges The first parameter is based on the demographic situation of the company. ABC Company is a traditional company and a family based company. In traditional companies the workforce generally belongs from a medium to old age group. The tenure is also long with any company for this old age group. But the problem arises when the young work force comes in the organization and they don’t find the proper HR conditions prevail in the organization, they become dissatisfied. A family based business always has a problem with the implementation of HR department. The streamlining of the process is necessary. As it is a traditional organization, the communication process is not structured. It is being delayed always. The questionnaire survey becomes a sample survey not a population survey because it was very difficult to get permission to talk with other department. My Schedule Weeks/Days Day 1 Day 2 Day 3 Day 4 Day 5 Day6 Day 7 Week 1 July 10 work term start 11, 12, 13, 14, 15, 16 of July 2013 had a meeting with advisor and start writing the proposal. Week 2 17 proposal is completed. Review the proposal on 18 & 19. On 20th submit the proposal after reviewing it. On 21st July proposal was due 28th, 29th, and 30th of July I prepared questions for survey purpose. Week 3 28 29 30th July MBA Instruction review 1 Organization approves the proposal. 2th August to 8th survey started, 9 Week 4 10 11 12 13 9th analyzing data and started writing mid-term report. 10th August, midterm report is checked by instructor. Week 5 15th review the report and submit 16th midterm status report 17th to 2nd September Final report writing. Week 6 Finish the final report Week 7 2nd sep to 9th sep review the project and feedback getting Week 7 10th sep submit 11th sep project report submission Finish project. Week 8 Week 9 Summary From the discussion with different employees and the feedback I got from employees it is understood that the firm has not changed its HR process for a long time. There is a conflict with the ownership and HR regulations. The problem arises due to leave policy and in changes of any other policy mainly because of the reason that company is following the traditional culture. Many of the times employees are not served equally because of the leadership problem. The responsibilities of the owner and HR department should be differentiated. The owners should not interfere in the day to day basis HR affairs. The compensation package also needs to be reviewed to retain the employees. References Armstrong, M., 2007. Employee Reward Management and Practice. 2nd ed. London: Kogan Page Limited. Ritzer, G., 2004. Handbook of Social Problems. London: Sage. Gauchat, G., Kelly, M., and Wallace, M., 2012. Occupational gender segregation, globalization, and gender earnings inequality in U.S. metropolitan areas. London: Sage. Steinmetz, S., 2011. The Contextual Challenges of Occupational Sex Segregation. New York: Springer. Read More