NAME

J.H.A.D.M.JAYATHILAKA

ICBT CAMPUS ID

NG/DMS/09/09

SUBECT

STRATEGIC HUMAN RESOURCE

MANAGEMENT

Table of Contents
Executive

summary

1
The objective of the report

Analysis

of

scenarios

2
1:1

Strategic

Human

Resource

Management

2
1:1:1

Humana

Resource

Management

2
1:1:2

Characteristics

of

Human

Resource

Management

2
1:1:3 Activities of Human Resource Management

3-

4
1.2 Purpose of Strategic Human Resource Management

4-5

1.3 Walt Disney Company employees and how they value them as
Human Capital

5-

6
2.0 Human Resource plan for Walt Disney Company

2.1 Business factors support to Human Resource planning

2.1.1

Internal

Factor

External

Factor

8
2.1.2
8
2.1.3

Diagram

of

Internal

and

External

Fit

9
2:2 Evaluation of Human Resource Requirement for
Heroes Work Here

9-

10
2:3 Human Resource Plan for an organization.

10-

11
2.4 How the Human Resource plan can contribute to meeting in an
2

Organization

12-

13
3.0

Human

Resource

Policy

13
3.1 Purpose of Human Resource Management policies in organizations

13-

14
3.2Analyse the impact of regulatory requirements on human resource
policies

in

an

organization.

15
3.2.1Recruitment

&

Selection

15
3.2.2Training

&

Development

15
3.2.3 Performance Management

15-

16
3.2.4 Leave

16-

17
3.2.5

Child

Labour

&

Females

at

Work

17
3.2.6 EPF & ETF

17-

18
4.1.1

What

is

Organizational

Structure?

Resource

Management?

18
4.1.2

What

is

Human

18
4.1.3 Link between Human Resource Management and Structure

18-

20
4.2.1

What

is

Organizational

Culture?

20
4.2.2 Interrelation between Human Resource and Organizational Culture
21
4.2.3

Human

Resource

functions

21
4.2.4 Impact of an organizational culture on the management
3

of Human Resource

21-

23
4.3.1 How to effect Human Resource Management in an organization
4.3.2

Measures

of

23

effectiveness

23
4.3.3

How

can

we

monitor

effectiveness?

24
4.4. Recommendations for improve the effectiveness of
Human Resources management in an organization

25-

27
Conclusion
28
References
28

Executive Summary
This report will be discussed about the topic of Heroes Work Here learning
under Strategic Human Resource Management undertaken by the Walt Disney
Company and its collaborative partnership between employees and the
company. The Walt Disney Company is the world renowned leader of
providing family entertainment services.
This report discussed about the HR practices of Disney and reviewed the
current practices with best practices in the service industry and finally
suggested area to improve with citron recommendations. In this report first
section explained important of the strategic HR management & contribution of
strategic HR management to achieve organizational objectives. Second section
describe about the business factors and how HR plan can contribute to meeting
an organizational objectives. In third section explained about the HR policies
and impact of regulatory requirement on HR policies in an organization.
Fourth section illustrated the structure & culture of the organization and how it
impacted the HR practices or human resource management functions and also
recommended solutions for current issues in human resource practices with the
culture that Disney embraced.

The Objective of the Report

The Objectives of the study is to gain much practical knowledge of a
particular industry which in this case a service industry and to probe in to HR
practices and how current and to gain knowledge about the theoretical aspects
in practical context to apply the knowledge in HR to a particular situation or
context with practical inputs.

Analysis of Scenarios
1:1 Strategic Human Resource Management
Strategic human resource management is the way to manage people who work
in the company while achieving the long term business goals and outcomes. It
includes typical human resource components like hiring and firing, payroll,
trainings to improve the quality of the work and administrations.

1:1:1 Humana Resource Management

Humana resource management is the important fact in organization or
company to control its employees. It increases the employee performance and
creating, implementing and control policies governing employee behaviours
and behaviours of the company to its employees. It controls the internal and
external factors of the organization and it helps to reduce the risk of the
organization and increase the return on investment of the organization.

1:1:2 Characteristics of Human Resource Management

Human resource management involves with certain characteristics. It is based
on the company or organization. Human resource management characteristics
as follows, when we are taking the method of Harvard school mainly its
contain two main characteristics as follows,

Line managers have more responsibility about the competitive strategy and

personal policy.
Workers of the organization have missions of setting policies that govern how
personal activities are developed and implemented in ways that make them
more secured.
Other than that human resource management has more characteristics such as,

Employer attitudes
Job description
Recruitment
Career development
Visibility of cooperate goals

1:1:3 Activities of Human Resource Management

2

In Human Resource Management there are more activities to keep employee

happily and to create a comfortable work place. Its not target profit directly
but it will help to achieve the company targets in proper way. There are some
characteristics as follows,

Increase employee skills and abilities.

Human resource management department wants to understand each and every
employees skills levels and their abilities and week points. It will help to get
better decisions to increase the skill level and reduce the weaknesses using
conduct trainings, workshops and events.

Attendance management and leave management.

In department of human resource management is responsible for handling
employees attendance, and leaves as well, they wants handle employee
attendance and leave schedule properly. It depends on the company policies
and government policies.

Promoting positive attitudes of the employee.

Human Resource Department provides career progression to all employees,
depending of course on their abilities, commitment and actual job
performance.

Recruitment the right people for right job.

Human resource management department is doing the recruitment process for
the vacant positions in the company. They want to know the capacity and
boundary of the post and they wants select the correct person for that
positions. So they can use exams, interviews like methods to select right
person to right job.

Job oriented training and development.

Human Resource Department provides training to enhance employees
technical and job related skills.

Provide remuneration/ employee benefits and programs.

Salary and other perquisite applicable to employee position will be
communicated to employee & salary particulars treated as confidential.
Provide bonus/ ex-gratia payment granted in appreciation of employee
contribution to the organization.

 Provide Superannuation.
Employees Trust Fund (ETF) - Company contribute 3% of employee gross
salary to the employee trust fund.
Gratuity Employee who have served for a continuous period of five years
become entitled for gratuity.

Manage employee health and safety.

Human resource management department is doing Insurance and medical
schemes. Employees in the organization their spouses and children are also
covered with these schemes.

Importance of Strategic Human Resource Management

Encourage positive behavior

Vision, active, expectation

Translating the strategic plans into actions

A good HR planning makes strategic HR choices that fit the overall

organizational strategies

1.2 Purpose of Strategic Human Resource Management

Purpose of the strategic human resource management is managing scope of the
organization activities, including co-operate activities and boundaries of the
organization. Main purposes of strategic human resource management as
follows,

To ensure the internal structures, observes and procedures use to achieve

organization objectives.
Equivalent the activities of an organization to the environment in it operates.
To reallocation the resource to full fill the works in time and to increase the

quality of the outcome.

To Divesting the resource for maintain the organization quality.
An acquiring resources using the method hiring, outsourcing like that.
Translating the dynamic and multifarious set of internal and external variables
that an organization faces into a structured set of clear upcoming objectives,
which can then be implemented on a daily basis.
4

1.3 Walt Disney Company employees and how they value them
as Human Capital
Walt Disney has been distinguished in 1920 as a cartoon studio in
the field of family entertainment and also it had been established the business
around the world.

The Walter Disney Company produced best quality

imaginary production for entertainment such as cartoons, creative theme

parks, Walt Disney studios, Disney consumer products and Disney interactive
for all members of the families around the world.
Walter Disney Company Vision & Mission statements are as follows:Vision of Walt Disney
To be the market leader in family entertainment
Mission of Walt Disney
The mission of The Walt Disney Company is to be one of the world's leading
producers and providers of entertainment and information. Using our portfolio
of brands to differentiate our content, services and consumer products, we
seek to develop the most creative, innovative and profitable entertainment
experiences and related products in the world.
Company Walt Disney targets the person who are left from military service as
their employees. Veterans are the people in the military who have experiences
in one particular work and been successful in it so Walt Disney can easily
manage them, They name their veterans workers as Heroes then company
try motivate there veterans worker.
Disney always try to build up the strong partnership between employee and
the company, it is the best method to keep their employees long time with
them.
They provide more resources to improve their knowledge about the product
and it will helps to become a knowledgeable worker and then it will become
more productive long term outcome.
5

They provide job related degree programs to their employees, so the

employees will become an academic qualified people. Then they will motivate
about the job and they can go ahead from their post and the salary wise.
Walt Disney give the training to their employees in their own training institute.
So employees can build up their knowledge through this institute so
employees are willing to work in Disney because they can gain updated
knowledge about the field.
Disney has large network of branches all over the world, then employees can
work with different type of workers. Employees like to work with different
people then they will motivate to work in long time in the Disney.
Disney provide the Resume writing tool which is helpful to prepare
themselves to the new interviews. And makes sure all the employees are well
trained to face any types of interview they involve with.

2.0 Human Resource plan for Walt Disney Company

Human resource planning is the root component of human resource
management strategy. All other human resource activities are based on the
human resource plan. It contains future human resource requirements and it
has internal and external efforts as well. Mainly human resource planning can
divided in to two methods such as,

Aggregate planning
Aggregate planning decisions are made on production, staffing, inventory and
backorder levels. It depends on the supply of the demand for a product or

service by defining the correct amounts and correct time of inputs, alterations,
and outputs.

Succession planning
Succession planning is the way to identifying the people and developing their
skills to full fill the leadership positions in an organisation.it increases the
availability of knowledgeable and talented employees that are ready to
undertake to the job roles as they become available.

Major objectives of Human Resource planning

Manage the number of employees for the correct job, it helps to avoiding the

understaffing and overstaffing.

It will guarantee about the employee and the job roll as well, so it helps place

right person to right place at the right time

Human resource plan provide better directions and coherence to all human
resource activities. And it helps to increase the investment.

2.1 Business factors support to Human Resource planning

Business factors which are affecting an organization can be divided in to two
elements such as internal factors and external factors. In this scenario these
two elements are showing in. Approach of strategic human resource in
organization is assign to right person in right position at right time in the
organization.

2.1.1 Internal Factor

Very direct influences which can be an impact to the organizations are internal
factors. Inner strength and weakness are the analytical strategy of internal
factor. These factors can be manageable by an organization. Internal factors
are known as people, finance, structure, vision, mission, objectives.

2.1.2 External Factor

7

External factors are outbound impacts to the organization which are cannot be
controlled by organization.

Politics

Customer

Competition

Economy

Technology

Social

Legalization

2.1.3 Diagram of Internal and External Fit

Source of Chapter 7 Competitive advantage in technology intensive industries

2:2 Evaluation of Human Resource Requirement for Heroes

Work Here
Walt Disney Company hire veterans for join with their future employment.
Strategically to help on giving programs to veteran who have joined Walt
Disney, they have implemented outsourcing strategy and joined with four
organizations.

Blue Stat Families

The Mission Continues

USA Care

Boys and Girls Club of America

Above mentioned are the companies that Walt Disney has collaborated for
innovative programs for veterans.
Volunteers of Disney Company has another strategic plan started by Disney to
do service project with veterans.
Walt Disney Company Human Resource management department has a
strategy which is always does qualitative approach for the need of human
resource to the organization where they get feedback from minor staff and
properly they make decision through those feedbacks.
Eg:"The skills from my days in the service that I have found the most helpful
since joining ESPN are communication, work ethic and discipline. At ESPN
you are part of a team working together. Just like in the military, you have a
common

goal."

Anita, Associate Director of International Sales ESPN

"One of the values Disney has that is similar to those in the service is doing
things

right.

It

really

comes

down

to

honesty

and

integrity."

Bud, Senior Financial Analyst The Walt Disney Studios

Source of http://disneycareers.com
Walt Disney Company has partnership with certain organization such as
Joining Forces, VOW, USAA, DAV, Army Womens Foundation, SVA and VA
to change their military lives style to civilian lives.

2:3 Human Resource Plan for an organization.

Developing human resource plan is a process of changing current job position
to desired position in the organisation.

Walt Disney Company- Human Resources Plan (2014-2019)

Human Resources Mission
Build up the collaborative partnership between employee and the company.

Human Resources Vision

Heroes work here to build a world prominent leader in family entertainment.

Human Resource Strategic Plan Goals and Objectives

1. Employees are recognized as Heroes and worlds valuable resource.
2. Effective work, design job rolls and responsibilities to each and every
employee.
3. Employees have access to tools, updated technologies and resources.
4. Advise employees about the importance of education, responsiveness, selfcare, and behavioral changes and commitment to managing their own
continuous learning and growth of the profession.
5. Invest in professional development programs to improve leadership skills, job
oriented abilities, and efficiency of employees
10

6. Higher Managers and supervisors are responsible for effective human resource
outcome.
7. Give benefits package to the employee who are achieved higher education
levels that are given from the company.
8. Improve open communication method to all the employees who is in the
organization.
9. Introduce an Information sharing method to all branches in the world.
10. Encourage contribution of employees in decisions and issues in the workplace
and the organization.
11. Emphasis retirement plan and support to retired employees and their families.
12. Plan new pleasant office location to stay physical, mental

well-being of

employees
13. Emphasis retirement plan and support to retired employees and their families.

2.4 How the Human Resource plan can contribute to meeting

in an organization

Source:

http://www.winnipeg.ca/isext/document_library/HRSP

%20Condensed%20-%20Final.pdf
11

The below mentioned objectives are meeting when human resource planning
are contribute in an organization.

To recruit and maintain the HR of requisite quantity and quality.

To predict the employee turnover and make the arrangements for minimizing
turnover and filing up of consequent vacancies.

To meet the requirements of the programmers of expansion, diversification

etc.

To anticipate the impact of technology on work, existing employees and future

human resource requirements.

To progress the knowledge, skill, standards, ability and discipline etc.

To appraise the surplus or shortage of human resources and take actions

accordingly.

To maintain pleasant industrial relations by maintaining optimum level and

structure of human resource.

To minimize imbalances caused due to non-availability of human resources of

right kind, right number in right time and right place.

To make the best use of its human resources; and

To estimate the cost of human resources

Human Resource Planning is necessary to achieve the objectives of
approximating prospective human resources requirements to manage with
changing requirements of the organisation.

12

Taking into consideration the changing technology; to make full utilization of

the existing and potential workforce of the organisation; and career planning
of employees.

3.0 Human Resource Policy

In an organisation Human Resource Policies provide a mechanism to manage
risk with current movements in employment principles & regulation. Human
resource policies are the proper directions and strategies that businesses put in
place to hire, train, and reward the associates of their work force. It is
important to establish a standardized way of doing things in a workplace.

3.1 Purpose of Human Resource Management policies in

organizations
Human Resource policies provide mechanism on how to handle people in
most given situations. Policies help manage risk and ensures that the
organization is up to date with employee related legislation.
Every organization should have Human Resource policies. Human resource
policies should cover the entire process from hiring to retirement including
induction, training, promotions and disciplinary action. The benefits of Human
resource policies are as follows.

The structure of the organization. / How policies and procedures work.

Human Resource policies set out the structure & culture of the organization.
This helps the employee to understand the nature of the organization and its
helps the employer to set the tone of the organization.

What employees should expect from the work place.

Such as fair remuneration, training, career advancement opportunities, leave
entitlement and a safe working environment.
13

What the workplace expect from its employees.

This covers areas such as attendance, punctuality, committed service, loyalty
etc.

The accepted behavior in the organization.

This covers a wide area of concerns starting from the dress code & going up to
concerns such as handling of confidential information, bribery, and
relationship with external stakeholders.
The management of unacceptable behavior.
This addresses the action that will be taken against an employee, when
unacceptable behavior had been demonstrated.

3.2Analyse the impact of regulatory requirements on human

resource policies in an organization.
In an Organization Human Resource policies are help employers to set ground
rules for employee behaviour, principles and effectiveness.
Human resources department has to follow federal, state and local laws. Such
as recruitment, benefits, labour relations and termination.
Given below are the human resource policies followed by the Walt Disney
operation in Sri Lanka. These policies have been formulated after taking the
local regulatory requirements in to consideration,

3.2.1Recruitment & Selection

14

In a company recruitment decisions will be made in a just and fair manner

based purely on merit without any regards to race, region, culture, gender or
background. Selection of the employees to vacant position at a company will
be through head hunting, internal promotions, personal contacts or public
advertisements. In a recruitment mainly considering points are as follows.

Minimum age for recruitment shall be 18 years.

The normal age of retirement is 55 years. However, extension beyond 55 years

can be granted at the discretion of the management.

3.2.2Training & Development

Organization provide training to enhance employee technical and job related
skills. Employees training will be identified and tracked through the
performance appraisal system.

3.2.3 Performance Management

The main aim of performance management is to align individual performance
goals. To enhance each persons ability to perform their current job, as well as
support their career aspirations, with evaluation, relevant training and selfdevelopment activities. Employee performance will be reviewed annually in
April.

3.2.4 Leave
Annual Leave
Leave is not granted during the period of probation. After completion of
probation employee will be entitled to 28 days of leave per calendar year and
this includes 14 days Annual leave. Employee will be required to apply for
annual leave and obtain Department Managers prior approval during the
employment. Unutilized annual leave will be en-cashed, and the employee has
to forgo, if not utilized.

15

Duty Leave
Duty leave will be granted to the employees for the following reasons,

To attend training/ Seminars approved by the management

To represent the company in court matters.

Special Leave
Special leave will be granted to vote at Presidential Election, General Election,
Local Government Election, considering the distance from the work place, to
the permanent residence where the employee has registered for such election.

Maternity Leave
A female employee, if she is confined, is entitled for maternity leave. For the
first two children the number of maternity leave will be 84 working days. The
two children are interpreted as two living children. Thus if a child dies, the
third confinement would qualify for 84 working days.

Vacation of Post (VOP)

If an employee does not report to work continuously for three days, without
any notice, a telegram will be sent on the third day requesting to report to
work or to submit a medical certificate in return if he/ she has countered as
illness. Despite receiving the telegram, if the employee fails to report work on
or before the stipulated date, HR will send a letter under registered post
requesting the staff member to report to work immediately. If no response is
received the employee concerned will be treated as having vacated the post.

Medical Leave
Sick leave may be granted at the discretion of the management. Medical
certificates to be produced by the employee to cover such leave.
16

3.2.5 Child Labour & Females at Work

Child Labour
Children below 18 years prohibited engage in any commercial employment.
According to the current law children above 14 years has the opportunity to
partake in any employment except for hazardous activities. No employer in
any enterprise shall use child labour either directly or indirectly through subcontractors.

Females at work
Female workers would not be employed in cleaning or lubricating any
machinery which is in motion.

3.2.6 EPF & ETF

Employees Provident Fund (EPF)
An amount equivalent to 20% of the employee's total earnings has to be
remitted to the fund before the last working day of the succeeding month in
respect of all employees from the date of commencement of their employment.
The organization contributes 12% of gross salary towards the EPF while the
employee contribute 8% making a total of 20%.

Employees Trust Fund (ETF)

Company contributes 3% of employees gross salary to the Employees Trust
Fund. There is no contribution from the employee.

4.1.1 What is Organizational Structure?

Organizational structure describe in an organization hierarchy levels. It
categorises each employees job function and where it reports to within the
organization.

17

4.1.2 What is Human Resource Management?

Human Resource management is a process of managing employee in an
organization. The goal of the Human resource management is to maximize the
productivity of an organization by optimize the effectiveness of the employees
and treating them as valuable resources.

4.1.3 Link between Human Resource Management and

Structure
In an organization most difficult thing is managing employees. Human
resource getting decisions, its effect to structure. Proper employee
management for has to have an organizational structure. It helps to categorise
employees job functions and easy to understand their reporting levels.
In an organization there are four factors affecting organizational structure.

Environment
Strategy
Technology
Human resource.

In an organization wants to has a proper organization structure. Such as

Tall Structure
Flat Structure
Flexible Structure
Hybrid Structure
Matrix Structure
Geographic Structure
If it is a tall structure, there were different layers. So management has to
follow different policies. In Walt Disney Company employing people from
various cultures across the word. So structure has to be very flexible. This
organization tall structure is very complicated. Because recruitments, salaries,
allowances, vehicle policies and rewards policies are very difficult to handle.
Walt Disney structure is not stable or not specified properly. So in this
situation structure has to be flat, flexible or matrix. In a structure main features
18

are reporting, span of control, communication and job allocation. So these

functions are not functioning properly too difficult to control, monitoring &
planning. According to the Walt Disney Company has to be a Matrix
Structure. Walt Disney Company employing people from various cultures
across the word. So structure has to be very flexible. So each employee has a
functional boss and an operational boss. In Matrix structure main strength is
reduce the functional barriers between departments, and increase the
integration of functions.

Matrix Structure
Matrix structure is a type of an organizational structure and functions, product
are grouped by individual.

19

Source of http://www.businessmate.org/

4.2.1 What is Organizational Culture?

Organizational culture is the behaviour of humans in an organization.
Organizational Culture Edgar Schein describe as follows.
a pattern of basic assumptions-invented, discovered or developed by a
given group as it learns to cope with its problems of external adaptation and
internal integration-that has worked well enough to be considered valid and,
therefore, to be taught to new members as the correct way to perceive, think
and feel in relation to those problems.
- Source - Edgar Schein, 1985

4.2.2

Interrelation

between

Human

Resource

and

Organizational Culture

Organizational
Culture

The Social
System
People
Teams
Relationships
Roles

The Technical
System
Plant
Equipment
Processes
Tasks
External
Environment

20

4.2.3 Human Resource functions

There are four main functions.

Acquisition HR planning, recruitment & selection

Development - Training and development, performance appraisal
Motivation Job enrichment, rewards
Maintenance- Health and safety care, labour relations

4.2.4 Impact of an organizational culture on the management

of Human Resource
Remuneration Systems
Compensation and reward systems are the most important tools Human
Resource can use to motivate employees to perform. Human Resource must
careful when planning such remuneration for performance reward programs.
To effectively impact in organizational culture, pay systems should
remuneration not only job outcomes. Remuneration system does not support to
the organizational culture and proved as a respected lesson for this Human
Resource,

Performance Management:
Performance management programs more important in organizational culture,
because they clearly articulate to the employees what is expected from them.
To impact culture, performance management systems need to also address
employee behaviors and not just work objectives. In an organizational
objectives may be met, if behavior expectations are not the performance
management method will point out this discrepancy to an employee so that
their performances can be line up with organizational culture.

Recruiting and Selection:

Recruitment is the process of attracting & encouraging potential employees to
apply for a position. Selection is the process of making fair & relevant
21

assessments of the strengths and weaknesses of applicants with the intention to

hire them. - Boxall & Purcell (2008): Breague & Starke (2000)
The recruitment and selection process is of strategic importance to an
organization due to the following key reasons.

The necessity to select the right candidate who best fit the job profile

Having workers who are highly competent in their own sphere of work is a
competitive advantage for an organization

Errors in the process could lead to wrong selections which in turn lead to
waste of company resources.
Human Resource must have a proper understanding of the culture of the firm
if they wish to determine if someone will fit into the culture.

Training & Development:

Training and development is an integral part Human Resource initiatives with
a team dedicated to development and management of the programs and
initiatives practiced. Organizations that promote employee development as
part of their organizational culture should ensure that enough resources are
assigned to Human Resources training and development budget. By focusing
on training and development efforts that help employees to think, act and
behave in the proper way, Human Resource can impact the culture. The
training department is overall responsible to facilitate and address the training
needs of all staff of the organization.

4.3.1 How to effect Human Resource Management in an

organization

22

Humana resource management is helps to increase the effectiveness of an

organization. Employees performance is depends on the human resource
management in an organization.

4.3.2 Measures of effectiveness

Absenteeism

Worker turnover

Positive comments ( Employees or customers)

Positive comments in climate survey

Quality of people apply

Retention of employees in key positions

4.3.3 How can we monitor effectiveness?

Dash Board

Balance Scorecard

Performance appraisal (360`)

Climate survey

Regular Audit

Employee Discussions

Employee suggestions

KPI VS achievement

The most effective measures of Human Resource

The HR Scorecard

23

Focuses on primary indicators.

Helps HR managers focus on and manage their strategic responsibilities.

Encourages HR flexibility and change.

Encourages Customers of HR to become more self-self-sufficient.

Provides focus for HR and OD staff.

Source - Emerging Trends in HRM

4.4. Recommendations for improve the effectiveness of Human

Resources management in an organization

For Recruitment & Selection

24

Issue

Recommendation

Recruitment and planning is It will be more effective if the recruitment

not done in a systematic planning can be done in advance and in a
manner and mostly handled more formal and periodical manner with
through ad-hoc replacement the involvement of the top management
and

vacancy

management and planning personnel.

efforts.
A narrowly defined job A more comprehensive job application
application form

form encompassing information on the

candidate pertain to below areas;
a. Conflicting interests
b. Personal declarations

Initial

screening

internal

&

of

c. More details on educational qualifications

both Initial screening of applications to be

external carried out by a per-specified team

applications is carried out comprising

only by HR Department

representatives

of

relevant
,

along

functional
with

HR

Department
No

proper

checking

background Use outsourced services to handle a proper

background check.

For Training & Development

25

Issue

Recommendation

Non-existence of linkage between Design a training & development

business strategy and training & policy
development strategy
Formal process does not exist to Design and implement a multidetermine the motivation level of staff

dimensional

staff

satisfaction

survey
Lack of formal methodology for Establish a process by which
calculating the training budget

training budget is calculated based

Lack of an apprenticeship program

on the training plan

Develop a formal apprenticeship
program in collaboration with
leading

Lack

of

formal

procedure

universities

and

educational institutions
for Develop a multi-dimensional

evaluation of training effectiveness

Lack of learning culture

training evaluation program

Develop a program of knowledge

sharing among the staff

Lack of clarity in trainee on the need Formal briefing to be implemented
and objectives of the training program

into the training process

For Performance Appraisal

26

Issue

Recommendation

Although the appraisal process Appraisal

provide for approval by the mechanism

process
for

should
directly

include

channeling

supervisor of the appraiser, there performance appraisal related grievances to

is no explicit provisions for skip the appraisers superior.
level

appraisal

or

directing

appraisal related grievances to

appraisers superior.
Current appraisal process has There should be restrictions on the extent
midyear appraisal to facilitate to which objectives and its measurability
reviewing of set objectives to aspect allowed to be amended at the
ensure realistic aspect of the midyear review.
objective. However this

may

impair rigorous challenging of

objectives at the inception.

27

1 Conclusion
2
3

Base on the information available in the case study & information available in the
second resources analysis and evaluation carried out in order to streamline the HR
process based on the best practices and theoretical framework. However in order to
implement certain recommendations need to carry out in-depth analysis one certain
aspects in the organization. Such as cultural context and the structure and the elements
of the structure. Meantime organization needs to critically evaluate current practices
and best practices should be implemented based on the future strategic objectives and
strategic human resources plan.

5 References
6

7 Textbooks
8

Armstrong M Strategic Human resource Management: A Guide to Action, 3rd

Edition.

The framework of strategic HRM- Page 24

Edgar Schein, 1985- organizational culture and leadership

Emerging Trends in HRM

9
10

11 Websites
12

http://disneycareers.com/en/working-here/heroes-work-here/

http://www.longwoods.com/content/21776

http://www.businessmate.org/Article.php?ArtikelId=186

http://www.winnipeg.ca/isext/document_library/HRSP%20Condensed%20%20Final.pdf
28

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