Issue related to Human Resources Management

There are many significant human resources issues facing by SCANIA

group today. With the development of larger-scale businesses, the need for
human resource management and the foresight and ability to avoid the
problems that accompany it is growing. What are the main issues faced by
SCANIA?

1. HR Planning, Recruitment and Selection

One of the most common tasks HR practitioners engage in is hiring
workers to fill the positions created as a result of job analysis and
design. While the most visible parts of the hiring process are
advertising for potential employees and then interviewing a subset
of these applicants to select someone, HR planning usually
precedes these activities, and that is where this unit starts.
Recruitment has become a marketing exercise in recent years.
Knowing how to properly generate interest in SCANIA company or a
specific job placement is paramount to recruiting the right
candidates. Worthwhile employees are increasingly seeking jobs that
address their need for a better work-home-family balance, and good
HR departments are becoming more aware of this. SCANIA need to
consider the prospect of job security for employees, as they are often
more concerned with stability, health benefits and their employment
in unstable economic conditions than ever before.

2. Training and development

A function concerned with organizational activity aimed at bettering
the job performance of individuals and groups
in organizational settings. Training and development can be
described as "an educational process which involves the sharpening
of skills, concepts, changing of attitude and gaining more
knowledge to enhance the performance of employees.
With 3,500 employees working in training and development
operations, SCANIA aim is to develop high-quality products and
 solutions for specific customer demand, with short lead times from
idea to launch.

3. Performance Appraisal
As a performance review, performance evaluation, development
discussion, or employee appraisal is a method by which the job
performance of an employee is documented and evaluated.
Performance appraisals are a part of career development and
consist of regular reviews of employee performance
within organizations.
SCANIA group are straightly about the employee KPI which is always
make sure its maintain and improve year by year and provide a
loyalty to the good employee.With 18,400 sales and services
employees globally, SCANIA is strategically placed within our
customers operations in 100 countries across the world. Our head
office is in Sdertlje.

4. Career Development
The lifelong process of managing learning, work, leisure, and
transitions in order to move toward a personally determined and
evolving preferred future. In educational development, career
development provides a person, often a student, focus for selecting
a career or subject to undertake in the future. Often educational
institutions provide career counsellors to assist students with their
educational development.
SCANIA core values define our companys culture. Theyre closely
linked, guiding our actions and creating value for our stakeholders.
They share a way of thinking and working, and everyone at Scania
contributes by strengthening and continually improving how we
operate.

5. Compensation Management
 The act of distributing some type of monetary value to an employee
for their work by means of the company's policy or procedures. In
basic terms, it is paying an employee based upon the decided pay
and benefit package for the position.
High-quality solutions are essential for our customers profitability.
Knowing our customers needs and requirements ensures that our
products and services meet their exacting demands. Any deviation
is used as an opportunity to improve, and every opportunity to
eliminate waste and inefficiency is seized.
6. Employee Satisfaction
Employee satisfaction is the level of contentment an individual feels
toward their job. It is a facet of employment that is seldom
discussed, but is a very important element in any workplace. It is
important for businesses to monitor and understand satisfaction
levels, and for good reason: the level of satisfaction employees feel
toward their job is directly related to how successfully they perform
their job, how long they remain at their current place of
employment, and most importantly, it impacts the collective culture
of the business.
The individual is at the heart of all SCANIA group do. They capture
the knowledge, experience and ambition of each individual to
continuously improve the way thry work. New ideas that arise
during the working day lead to increases in quality, efficiency and
job satisfaction.
Understanding SCANIA customers businesses helps them create
solutions to enhance their profitability. Creating operational
efficiency, boosting profitability and promoting sustainability are at
the heart of the value chain, sourcing and production, to delivery
and financing of vehicles, engines and services.