Having served as the Remuneration Specialist in the department of Human Resources for close to one year, it is evident that our human resources Department is in dire need of the special Human Resources Management System. The new system should be able to integrate all sections and sub-sections of our Human Resources. It is also evident that this system is in need of development amidst challenges it has faced during working experiences. Among the challenges are poor communication among employees, inadequate flow of activities due to non-adherence to the organization protocol and inconsistency of data in the organisational database.
The Emirates Group has been focusing on professionalism and customers’ services as strategies to maintain the customer. The current Emirates Group Human Resources Management System has been poor and it has created a lack of proper communication among the employees. This has affected many stakeholders negatively, including the employees themselves, customers and external service providers. Perhaps what the organization has never realized is the effect that a poor Human Resources System can have on its overall performance (Robyn 8). It first demoralises employees and corrupts their attitude towards customer service, which of course directly affects customers’ satisfaction. Moreover, employee retention is poor in such a situation, as many employees will seek strategies to exit from service. When this happens, the Human Resources Department incurs heavy costs during recruitment of new employees. The new system seeks to provide support for all functions in human resources, with a special focus on how to increase the customer retention indices. It supports all functions relating to employee relation as well as employee welfare issues.
The new Human Resources System that is in proposal will benefit the entire Emirates Group and all its employees. It will also benefit its stakeholder either directly or indirectly. The system will provide a more efficient way to implement the compensation and benefits policies in a better way the present implementation of support. This will help the organisation align its resources and efforts the correct target markets (Nooshin & Hamid 43). It will, therefore, assist the senior management of the organization to focus of accomplishing the organization strategy and in retaining its workers through motivation. Through the system, the senior management will be able to articulate the needs of all employees by recognising their efforts and reward excellent performance.
The system will further benefit the Remuneration section to maintain compensation levels of employees at manageable levels and maintain them at the market level. The cost of recruitment will become less once the Human Resources Department rolls out the system. When the whole organisation realises the benefits of the system, they will develop the pride to identify with the organisation. This in essence will discourage he tendency by staff members to exit. The reputation of the company will also improve in the world market, thus, improving its annual performance. The system will provide strategic direction and help provide critical solutions for the business on any matter relating to the Human Resource Management. While it serves as a tool for the employee relation support, it will reduce cases of employee conflicts and provide professional conflict resolutions methods to the management regarding employee relations challenges. Control measures such as disciplinary actions and personal management for employees will become professional. Finally, the system will be able to provide educational services through electronic learning and online quizzes, thus, imparting necessary skills on employee.
Before the development of the system, there will be a session of data collection, followed by data analysis, then data interpretation and, finally, the presentation of data conclusions. For data collection, this research will use questionnaire method, making sure all respondents are anonymous for optimal confidentiality (Kayani, 7). As opposed to interview method, which exposes every respondent, this method will enable the research to collect almost 100 percent accurate data. Interview method may threaten respondents with victimization. Since some of the respondents are employees, they will sense the risk losing their jobs, hence, the tendency to conceal true sentiments on sensitive matters. Using observation method is also not applicable because it makes researchers use their prejudiced judgments (Thite & Kavanagh 11).
The working experiences of employees in the company and the corresponding challenges they face have exposed the areas of weaknesses of our Human Resources. The experiences served as tools to necessitate critical analysis of the system and eventually bore the fruit of innovation. Initially, the Human Resources Department experienced serious grievances from its employees from issues that could better have been easies, had there been a centralization system for communicating them. This was overwhelming to the Human Resources Team since they handled all matters ranging from work-related problems to personal welfare matters. Along with that, the Human Resources team had to deal with frequent recruitments because of employees’ short exit notices. This experience resulted into stressful moments for every employee, setting the company into chaos. Lack of communication ranked highest among the problems facing the company, followed by the refusal of General Manager to respond to HR issues and their refusal to obey the HR policies whenever they noticed suspicious information in them.
Timeline of the research
The research work should take a period of four months from the stage of data collection to the final stage of data presentation. After the acceptance of the proposal, the development of the new Human Resources System should commence immediately taking approximately three months. Data collection will take approximately one month, data analysis one month, Data interpretation one month and data presentation, One month. The target for each activity is to take less than the duration that this proposal has projected for it.
Budget and Requirement
Cost analysis has taken into consideration all activities necessary for the realisation of the reforms in the Human Resources Department and found out the budget to be costing a total of US$ 1,600. The breakdown of his budget is as tabulated below:
|Activity Stage||Activity description||Time (Months)||Cost (US$)|
The following key words exist in the paper and here are their descriptions
- Respondents: People who the research depends on to provide necessary data.
- Organisation protocol: The order in which decision-making takes place in an organisation.
- Critical analysis: A detailed analysis of the capability of a system.
- Conflict resolution: Methods that an organization can use to make peace.
It is highly recommendable that the senior management of the Emirates Group approves this proposal. The organisation is sure to reap fruits of reforms out of it. After all, members of a fraternity always fear a change once they get accustomed to a leadership structure (Frey 27). However, failure to accept change does a company no good. It only paralyses its functions and such a company only meets a rude awakening when reality dawns on it in the future.
Frey, Martin. Instructor’s Manual to Accompany Alternative Methods of Dispute Resolution. New York: Thomson Delmar Learning, 2003. Print.
Kayani, Tanvir. Challenges of Human Resource Development to Pace with Globalization. Islamabad: National University of Modern Languages, 2008.
Nooshin, Eslami and Hamid Nakhaie. Effects of Human Resource Management Activities to Improve Innovation in Enterprises. Mahan, Kerman, Iran: Mahan Center, Islamic Azad University, 2011
Robyn, Johnston. Challenges in Human Resource Development Practitioner Preparation. Sydney, Australia: Carfax Publishing, 2001.
Thite, Morhan and Michael Kavanagh. Evolution of Human Resource Management and Human Resource Information Systems The Role of Information Technology. UK: Kent, human Resources Management, 1990.