HR Planning and Recruitment - Gasco Company - Case Study Example

HR planning and Recruitment (GASCO Company) 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 Many organizations are considering the aspect of HR planning because it is the source of competitive advantage in the global business. Hiring the right number of people with required skills will ensure that the organization is competitive as they will offer best quality services and products. Human resource planning is forecasting to have the right skills required by the organization (Clinton & Laurence 2013). In this regard, this paper will discuss the results of interview conducted with the HR manager of GASCO Company, issues facing the HR department and solutions to the issues. Company background GASCO Energy Company is a gas and petroleum company located in Abu Dhabi. The main aim of the company is to acquire leasehold interests and exploitation of these leases either directly or indirectly. The company was founded in the year 1975 as a small outlet of the natural gas and oil. Due to its effective Human resource management, the company grew and up to date it is among the best Energy companies in the world (GASCO Company 2013). The shareholders of GASCO Company include Abu Dhabi National Oil owning about 68% of the shareholders of the company and also Shell Abu Dhabi owning about 15% of the shareholders. The head of the HR department is called Tariq yousuf. Previously he was the assistant HR manager. Later he was promoted to be the HR manager in the 2006. He holds a bachelors degree in human resource management and a post graduate degree in corporate management (GASCO Company 2013). As a human resource manager, his responsibility is to find a plan and recruit the right number of employees who will help the organization to achieve its goals. The performance of the company has been performing well in the oil industry until in the recent years. The rate of absenteeism has gone high and also the employee turnover. The reason for this situation is competition in the same industry (GASCO Company 2013). There are some companies which have proved to offer better satisfaction to its employees than GASCO Company thus attracting the employees. This has led to vacant positions in the company and the company has been filling them through promotions and hiring new employees. In order to solve these issues, the company has been collecting data concerning why there high employee turnover and absenteeism. One reason is inadequate salaries and wages. To solve this issue the company has increased the basic salary to all employees by 2.9 % (GASCO Company 2013). Further, there are clear promotional strategies hence the skills of the employees are developed leading to satisfaction. Issues facing HR department The first issue is the dissatisfaction of the employees. The demands of the employees keep on changing due to changes in the labor market (Seyed-Mahmoud 2003). They always advocate for better pay and working conditions. They also want to be involved in the decision making process which may not be appropriate to involve all employees. This leads to dissatisfaction. Lack of adequate technical skills has also been an issue. The number of technical skills is limited because of the demand for the skills (Clinton & Laurence 2013). In this regard, the HR department is challenged to be able to attract and retain the right number of technical skills to help the company achieve its goals and objectives. In addition, the HR department faces the challenge of attracting and retaining the skills within the organization. This is because there is competition in the same industry thus the employees will always search for better jobs (Clinton & Laurence 2013). This becomes a challenge because the organization hires employees and within a short period of time they leave the organization. Development and leadership programs within the organization challenge the human resource manager. The demands of the employees are too high in terms of training and their involvement in the leadership process (Clinton & Laurence 2013). As the company expands, the training needs of the employees also increase with a constraint in the budget. There this becomes a challenge to the HR manager on how to handle the issues. Finally, cultural diversity can also be an issue to the Human resource manager. The employees of the company are diversified and thus they have different values and personalities. It becomes a problem to integrate the different cultures and values of the employees so that they work together as a team (Clinton & Laurence 2013). The main issue which is as a result of diversity at workplace is poor communication thus the employees will not coordinate well. Forecasting process of human resources HR forecasting process is the process of planning the future manpower requirements of the organization. The following are the steps followed; The first step is to evaluate the labor market. This is the step of assessing the skills in the market and how the trend for the skills has been. The factors considered include the availability of the skills in the market and also the rate of unemployment (Pamm & Anne 2013). Next step is to assess the needs of the company. Information about the human resource skills is collected from various departments (Pamm & Anne 2013). This helps to understand what the organization needs in terms of the right skills. The next step is to determine the employee turnover. This is done by reviewing past records and the rates of unemployment. This will help when making estimation of future requirements of the company (Pamm & Anne 2013). Lastly, the real forecast of the requirements is made. The forecast is made considering the market requirements and the requirements of the company (Pamm & Anne 2013). Through forecasting, the company will be able to manage human skills effectively. Recommendations The following are the recommendations on how GASCO Company will improve its human resource management. In the first place there should be procedures which are standard when promoting and developing the skills of the employees. This is aimed at motivating the employees and also satisfying them. The company should be competitive in terms of paying salaries and wages as well as good working conditions. This will help to satisfy the employees with their jobs and the company hence they will be maintained by the company. In order to have adequate technical skills, there should be programs which aim at developing the technical skills of the employees (Seyed-Mahmoud 2003). For instance, there should be seminars coaching and also formal training to improve the employees’ technical skills. Organizational culture should be developed to integrate all other cultures of employees (Seyed-Mahmoud 2003). This will help to reduce diversity issues as all employees will apply common culture when they are working with the company. Finally, there should be competitive working conditions. These conditions include better wages and salaries and also standard working hours (Seyed-Mahmoud 2003). This will improve satisfaction among the employees. This will also improve the performance of the employees because they will enjoy accomplishing their assigned duties hence improve the general performance of the company. Conclusion GASCO Company has been performing well in the market. The reason for its good performance is effective human resource planning and recruitment. However, of late the company has been experiencing some issues in the HR department. The human resource department issues include lack of adequate technical skills, inability to attract and retain the right number of employees, dissatisfaction among the employees, diversification issues and also the development and the leadership issues. The forecasting process starts with assessing the job market, evaluating the needs of the company, estimating employee turnover and making the forecast. In order to manage these issues there is need for organizational culture, better salaries and wages, training to improve technical skills and clear promotional procedures. Works Cited Clinton, Longenecker. & Laurence, Fink. Creating human-resource management value in The twenty-first century: Seven steps to strategic HR. Human Resource Management International Digest, 21.2, 29 – 32, 2013 GASCO Company. 2013. 6th Oct 2013. http://topics.nytimes.com/top/news/business/companies/gasco-energy-inc/ Pamm, Kellett. & Anne-Marie, Hede. Innovations in Events: Human Resource Management Issues. London: Emerald publishing group, 2013 Seyed-Mahmoud, Aghazadeh. The future of human resource management. Work Study, 52.4, 467-572, 2003. Read More

 

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