The Intercultural And Global Challenges

Published Date: 02 Nov 2017

Company Overview

Project Background

Objectives

Research Methodology

Literature Review

Research Analysis and findings

Intercultural and Global Challenges

Forecasting Human Resource Requirement

Assessing the Jamaican Legal Environment (Human Resource)

Recruitment and Selection Strategies

Evaluating Employee Performance

Employment Contracts

Compensation and Reward

Training and Development

Recommendation

Conclusion

References

Company Profile

Royal Imperial Syme International Bakery Company Jam. is a subsidiary of Syme Industries which is a European specialty bakery company with the initiative to establish a presence in the local market with an innovative, original, authentic, high quality line of gourmet bakery produce with the entirety of the operation meeting all local and international standards, making it the ideal and number one choice for the local and regional retailers of our bakery products and our vast segments of consumers.

The company is seeking to be the premier manufacturer of bakery products coupled with a stringent business operations culminating with a motivated, dedicated and enthusiastic staff which will enable us to attain our goal of acquiring a market share of 60% within the next 5 years following the commencing of all operations; the company will be targeting supermarkets, wholesalers, small time businesses and food stores throughout the island under the brand name "Gourmet Goodness." As demand for an upscale and diverse line of baking goodies including cupcakes, raisin breads, cheese breads, bread puddings, cinnamon rolls, hard dough bread along with diabetic friendly goods has continued to steadily grow in demand our mission will be to tap into all available resources and establish a firm presence in the local bakery market.

Background to Research

The content of the research is designed to apply to a wide cross section of business operations it provides practical information on a variety of Human Resource Management topics. It addresses topics such as Motivation and Rewards whereas it provides a potential business with a variety of ways of rewarding, motivating, and developing the human resource function of their employees consequently achieving organizational objectives. It provides knowledge of the Intercultural and Global challenges that are likely to be faced by the subsidiary in its new location and what are the implications thereof on the firm behavior. The research helps a potential organization to understand the most suitable strategies whereas recruiting and selecting the required personnel for the subsidiary that are consistent with the firm’s aims and objectives, it further expounds and analyses the methods that can be utilized to forecast and determine the human resource requirement from the standpoint of a newly formed subsidiary. The research also presented a detailed assessment on the legal environment locally whereas HR Management is concerned citing specific Labour Laws, the forms of employment contracts that will be negotiated with staff and the various means by which their performance will be evaluated. The general aim of the research paper is to provide firms within the same stage of human resource development with information on crucial topics relevant to the field of HR Management; it provides applicable and essential means to achieve organizational coordination whereas Human Resource is concerned as of such formulating good internal HR systems.

Objectives

The outcome of this research would be to address the following questions:-

To identify the intercultural and global challenges that the business will face and the most feasible means of forecasting human resource requirement within the new subsidiary; the outcome this research is to thus elucidate its readers on the account of the Global and Intercultural challenges that the HR department is likely to face in its new environment and how they will impact on working relationships within the company’ the study seeks to also highlight the various means of forecasting human resource requirement within the new subsidiary presenting sophisticated procedures that are efficient and effective in forecasting the organizations human resource needs.

To allow the reader to understand the Jamaican legal environment as it correlates with human resource and how it will impact on the operations within the new subsidiary and to determine the most effective HR recruitment and selection strategies that conform to organizational mission and goals as it relates to human resource planning and how its implementation can equip the staffing capabilities within the new subsidiary.

To describe the most proficient HR strategies as it relates to training and development of new personnel and the long-term benefits that it will hold in establishing coordination of employee activities and the forms of contractual agreements that the business will engage in with its employees stating the reasons for the mentioned contracts and how they are pertain the operations to the business.

To understand the reward and compensation systems that will be enacted by the HR department and the reasons that has prompted the choices and consequently the impact it will have on employee performance and more importantly how HR will measure the performance of staff illustrating the most effective means.

Research Methodology

My research methodology requires gathering relevant data from the specified documents, books, journals, articles written on the subject and compiling databases in order to analyze the material and arrive at a more complete understanding of Human Resource Management but more specifically as it relates to the research topic presented. The principal aim is to inform potential readers of the research of following questions and through my research: 1) What are Global and Intercultural challenges faced by Human resource 2) What methods can be utilized to forecast and determine human resource requirement in the new subsidiary 3) Assessing the Jamaican legal environment as it relates to human resource citing specific Jamaican Labor Laws and how they will impact on our operations within the new subsidiary 4) What are the training and development regiment for the new staff within the subsidiary 5) The forms of employment contracts that will be negotiated with the personnel within the new subsidiary 6) What methods of compensation and rewards will be employed within the subsidiary? 7) What strategies will be employed in the recruitment and selection process? 8) The methods that will be employed to evaluate the performance of the new subsidiaries. This research project will utilize both quantitative and qualitative data collection tools, but is more centered on qualitative as a means of constructing the research more informatively as of such this will enable the research to be applied across multiple streams of working environments. Data collection primarily consists of predominantly books, articles written on the subject matter, as well as journal logs on scope of the relevant area of study.

Literature Review

Human resource is the process of attracting, developing and maintaining a talented and energetic workforce to support organizational mission, objectives and strategies. The research was garnered from a number of books including Managing Human Resource the 7th Edition providing incremental information towards the completion of the study, the aim of the book is to prepare all future managers in every scope and context of business operations but more specifically it provides the reader with a deeper understanding of the role, skills and need as it relates to human resource management. The book focuses on people who are working in an organization and the pattern of relationship they have with the organization; it expounds on the fact that rewards and compensation is a quintessential mechanism that is a defining tool for managers to attract, recruit and motivate competent employees as a means of shaping their performance to suit organizational objectives.

The research also bears reference to the book Human Resource Management 2nd Canadian Edition which is a fully Canadianized text its objectives are to give students, managers, supervisors and entrepreneur a focused introduction to human resource management in Canada that is rich in content and relevant in its strategic application; it discusses distinct aspects as it relates to the human resource environment it explores the responsibilities that are involved in preparing for and acquiring human resource and expounds on the important element that attracting, retaining and engaging human resource is the employees belief that he or she is fairly rewarded for the work performed. A significant portion of the study draws reference to the book Fundamentals of Human Resource Management 4th Edition primarily focuses on human resource issues and how the function is used in a working environment. The books effectiveness as it is centered around approaching students in learning by way of using examples and best practices setting emphasis on important HR issues and concepts.

Intercultural and Global Challenges

Workplace diversity

The issues that may arise include indifference regarding age, marital status, sexual orientation, income, education, ethnicity, physical limitations, gender, religion, or any factor that my prove to . The HR must have an indepth understanding of these challenges that will arise due to the interaction between any of these diverse groups, coinciding with the required openness the is required of the subsidiary to provide toward such groups, it is the responsibility of the HR personnel to provide assistance whereas providing training to employees to work with those they might consider "different," there must be a consensus that such workers are amidst in the business, and of such it is in the best wishes to treat each other fairly and respectfully regardless of the divergence.

Technological Issues

A major issue as it relates to global human resource is the access to and the utilization of emerging technology. It is a global problem for HR leaders to gain access to the necessary technology and information and more significantly its implementation. The ability of the company to communicate information to the employees creates the environment where it is more conveniently available to use the internet but at the same time the issue of information privacy. With the advent of HR technology HR records are thus converted to electronic format as of such the threat of data loss is possible and avenues for recovery is now relevant.

Demographics

The demographic trends and increasing diversity in the workforce is also a challenge that is likely to be faced by the company in its new environment; demographics is a term that refers to the characteristics of the workforce inclusive of sex, age, educational level and marital status in such circumstances the workforce might lack the educated and skilled personnel that the business requires to operate efficiently, profitably and subsequently effectively in its new environment.

Economic Environment

The economic environment poses as a major challenge to be faced by the business from both a general management and human resource perspective. The prevalent conditions in the market influences the supply and demand for products and services which in turn dramatically impacts on the labourforce by limiting the number and range of employees required, more so an employer’s ability to pay salaries, wages and employee benefits. When the economic environment is healthy companies now have the ability to hire more personnel given that the demand for goods and services increases.

Change management

This is another challenge that is faced by HR departments. Being able to understand and deal with his or her own changing roles in corporate society, in addition to the changes that will occur with other jobs, and of such the accompaniment of overlapping responsibilities and more.

Language

The ability to effectively and efficiently communicate and convey information in a timely manner is important to establishing procedures, policies, rules and regulation that in turn will achieve organizational coordination. The language of the labor force that will fill positions within the company must be consistent whereas if the language of the employees is disparate this can affect the communication process.

Culture

Individuals of different cultural beliefs and background are divergent as they follow different norms, values and patterns of behavior. It is intrinsic that all employees are aware of this and of such have the knowledge and training that is required of them to work in an environment that permits and accepts the divergence.

Forecast human resource requirement

Forecasting human resource demand is the process of estimating the future human resource requirement of the right quality and right number (Ashok Khurana, Parveen Khurana, Sharma 2009-10 p35).

Managerial Judgement

This is a very useful and widely used technique for forecasting human resource demand this particular approach is applied by both small likewise large enterprises it can involve line managers dispatching their departmental requirements as it relates to human resource to the management personnel. Top management will return forecast the human resource requirement for the entire organization more so on the basis of a collaborative effort by the various departmental heads. Or it might take the approach of top management forecasting the entire human resource requirement of the subsidiary and its corresponding departments then disburse this information to the relative departments within the organization for review and approval. A detailed analysis of our work operations will be done simultaneously detailed job analysis will be conducted for each individual function within the subsidiary coinciding with a list of the policies and procedures required to complete each task. Documentation of the standard output per hour per person in the production department will be done along with a collective effort with various departments within the company will be done in order to determine and establish the desired level of output in order to calculate the number of people we will need to produce that volume of operations we so desire.

A consultative effort will be done in a survey format asking several experts in the organization their opinion on forecasting needs based on their past experience managing employees in companies with similar operations they have previously worked in. The survey will be created and distributed anonymously to ensure confidentiality to gather pertinent a valid unbiased data. Thoroughly the results will be examined from the input collected from the administration and then a forecast of staff will be established. Repeat the process and send the forecast to the original participants to get their new input. Repeat the survey process until all participants reach consensus that the forecast appears accurate.

Markov Analysis

The role of the Markov Analysis in determining the human resource requirement in the subsidiary is predicting the movements of employees within the company on a year to year basis by identifying the number or percentages of employees who will eventually remain in their jobs, undergo promotion, be demoted, transferred or merely dismissal out of the company. As of such the Markov analysis is foremost used to track and predict employment movement within the organization furthermore its purpose extends beyond merely understanding the exit and retention relationship in the subsidiary where there is high turnover more specifically at the general laborer and machine operator levels.

Demand Analysis

This can be used to identify the subsidiaries future workforce needs as a means of maintaining the organizations missions and goals the eventually result of demand analysis is the identification of the number of employees that will be required by the subsidiary and more so the functions’ that the employee must perform as a means of achieving organizational objectives.

Delphi Method

This method involves the use of a panel of experts using their judgments to make future estimates of short term human resource demand. These particular experts use a variety of factors to make their judgment’s including the social, legal, technological, demographical and economic conditions outside the subsidiary, the method also analyses the production, sales, experiences, turnover, experiences and the education level of the subsidiaries workforce.

Jamaica’s Legal Environment and Human Resource

The Jamaica’s legal environment as it relates to human resource management is governed by a number of regulatory Labor Laws stipulated in the constitution, the government plays an important role in creating a legal environment that is conducive for human resource management. It is of importance that the employer is a aware of and more importantly comply with all legal requirements. These laws typically govern related issues such as equal employment opportunity, the employee’s safety and health, pay and benefits, the employee’s privacy, and job security. Foremost the Employment (Termination and Redundancy) Payments Act of 1974 stipulates that all workers inclusive of household workers but excluding civil service workers who work in both central and local government departments; this act in particular illustrate that workers dismissed as a result of reasons of redundancy are entitled to a redundancy payment, the worker should be paid on the basis of the years of service to the business and there should also be a minimum standard of payment.

The Holiday with Pay Act of 1974 stipulates the conditions under which workers are entitled to paid holidays and sick leave or such gratuities and benefits. This act regulates the granting of vacation/holiday leave with pay or sick-leave with pay. The act states that for each year of employment, each 12th month period commencing from the first day of employment by virtue of this the worker then qualifies and becomes eligible for a paid vacation leave. The act typically stipulates the minimum vacation leave and the method that is used to qualify the worker. The vacation leave is paid before the holiday begins or on a specified date agreed upon by both parties concerned. Lastly it cannot be granted during a period of notice by the employer to terminate employment.

The Minimum Wage Act 1938 allows the fixing of minimum wages to be paid to be paid to a certain category of worker. The order regulates the number of hours work and other terms and conditions that would apply and fix different minimum wages in different categories of the establishment.

These laws in return will reduce the efficiency of the firm since it channels resources away from wealth creation to redistribution, since these laws typically reflect the power and influence of the interest groups within the society in a circumstance as this a solution that will work for one particular group but in return will involve as a loss for the company. Generally labour law rules maybe seen as response to market failures which is inclusive of monopsony effects, regulatory failure is a major possibility and asymmetries of information. The laws will in fact affect the firm given that the laws are often too complex to able to comply thus inevitably leading to a kind of "Growth Trap" situation as a result of this the enterprise will become stifled and are unable to grow. The regulatory environment along with its compliance requirements will impose a high cost of operating the business from a global standpoint it can be argued that nations that are more economically advanced tend to have fewer procedures, low cost of doing business and least time required whereas the context of the business operations is concerned it will have a negative impact given that the business is operating in a developing environment which of course is largely at a micro economic activities and of such operating in an informal environment.

Recruitment and Selection

Referrals

An increasing popular method of recruitment we will adopt in our operations as it relates to recruitment is the utilization of employee referral schemes whereby company employees suggest potential candidates who they assume to have the necessary skills, expertise, knowledge and experience to engage in the relevant work related activities the concurrent result of employee referrals is the reduced recruitment cost also allowing applicants to gain a realistic job preview. This can be used as a defining tool to assess employees as it relates to how readily they are to recommend the organization to others in other world measure "organizational commitment. "It is particular beneficial since it is inexpensive, people who are familiar with the organizational culture will refer people who fit in, it is a fast method of recruitment and the individuals who refer good qualified candidates reputation will be enhanced and therefore their initiative will be to recommend individuals with good potentials. It can be an effective recruitment tool because the employees have an understanding of what it takes to become a successful worker and thus a member of the organization.

Drop in’s

The company will accept and screen applications from drop-ins. The advantage of this method is it provides a constant stream of potential job applicants, it is inexpensive and individuals who are seeking a job often have knowledge of the company and the relative types of jobs that are currently available

Print and radio advertisements

Advertisements can be used both for local recruitment efforts (newspapers) and for targeted regional, national, or international searches (trade or professional publications).

This is a widely used method, it is quite an effective tool as it relates to clearly defining the key job responsibilities and competencies and its effectiveness in reaching people locally, provincially and nationwide.

E-Recruitment

The company will utilize the Web as a part of its recruitment tool and job seeking processes. The company will post opening job vacancies on our own website or use the services of other recruitment websites. It is effective because it provides a quick and effective way of matching potential human resource with the company. The fact that more information can be dispensed inexpensively. This gives the company the ability to expound on our culture and then clearly outline the kind of candidates we desire and those they don’t want. it is more dynamic, it often produces faster results than newspaper help-wanted ads. It is also a convenient tool for job seekers.

Evaluating Employees Performance

Managing human resource includes the task of keeping track of how well employees are performing relative to objectives such as job descriptions and goals for a particular position. Management has outlined that it will conduct regular scheduled employee assessments evaluating staff using both general and job specific duties and expectations. The initial step which will be creating comprehensive assessment forms based on individual staff official job descriptions using the aid of departmental supervisors.

This helps management to ensure that employees are assessed from an attitude as well as the range of skills, expertise as well as their job specific knowledge culminating this with an established standard rating system that conforms to the goals, objectives, mission and targets of the company. This makes it an easy feat to compare employee performance in comparison to previous and current data. Strategically management will implement quality control checks based on the employee’s job duties this "spot checking "allows management to carefully assess the staffs "everyday behavior "which might be disparate from performance immediately before scheduled reviews.

A quintessential means of indicating the relative performance of the company’s staff is the cost-effectiveness and the adherence to policies the company institutes. The cost of work performed should be only utilized as an indicator in cases where the employee as some level of control over cost. As it relates to the industry the company operates, competes, performs and thrives meeting important deadlines and how fast work it is done is an important facet of the company’s operations but this must be approached with caution particularly in the manufacturing industry this can be assessed via the number of units of each of our product line produced per hr.

The quality of our product line can also be used an indicator to assess the relative performance of the company’s staff the amount of output that must be redone or is classified as rejected is one such indicator, intrinsically as it relates to the company where the success is largely conducive to company sales figures, the amount of sales made is often a good indicator of salesmanship quality. Intertwining this with indicators of staff performance such as the number of units sold is a good objective indicator of the performance of the staff.

An important facet to indicate the performance of staff would be speaking directly with our clients/customers and/or furthermore their customers regarding how satisfied they are with the service or quality of the company’s produce this will give a new vantage/viewpoint to measure the performance level of staff. Techniques we will implement include comment cards and more effectively setting up phone surveys with the companies valued clients this acts as a medium through which clients/customers can address particular issues of concern or give praise. Using this as an established analysis can help to ensure that management has a holistic picture of employee performance. Adopting an internal assessment scheme by asking co-workers to complete peer reviews is crucial; as an important aspect of an organization performing effectively is depicted in knowing how well employees of the company interact and engage each other this can help to determine work ethic and how well staff exhibit professionalism it will also help to intercept potential problems and identify members of staff with management potential.

A proposal requesting that employees of the company make self-assessments. Using this as an open exercise to share from their vantage point on their relative performance this will give management an understanding of the staffs goals and obstacles deterring them from successful attaining their potential. This will inform management on differential views regarding work quality and employee enthusiasm by allowing employees to compare their self-assessment with the likes of those from management and fellow co-workers can assist in workplace development.

Employment contracts

Permanent employment contracts

These types of contracts are issued after the prospective employer has received an offer in writing and has accepted it. These employees are entitled to all the provisions that are outlined in the employment contract. The termination of such contractual agreements will involve a period of notice as specified in the award, contract or legislation.

Fixed term contracts

A fixed term contractual employment is one with a defined end date as it relates to the business model a fixed term contractual agreement would apply as it relates to the business operations is circumstances where an employee in absent for a protracted period of time due to maternity or other leave this can include sickness leave an employee would fill this vacancy within the specified period of time.

In other instances the purpose of a fixed term contractual agreement would be to undertake a particular task or project and of such the contract will terminate after the designated task or project is completed.

Casual Employment Contracts

These are applicable to workers who engage work on an irregular hourly basis this form of agreement is subjected to the needs of the firm, these employees in particular are not entitled to benefits ranging from sick pay, statutory and customary days, retainer payments or holiday pay for annual leave. This form of contractual agreement is ideal in circumstances where additional laborforce is demanded throughout the year where production activities have increased exponentially thus requiring additional human resource.

Compensation and Reward

Planning a pay and benefits structure involves many often complex decisions and also the knowledge of numerous legal requirements. Important decisions include how much to offer in terms of wages and salaries as opposed to commissions, bonuses, and other performance related pay it might also involve other decisions including the type of benefits to offer inclusive of retirement plans and various insurance schemes it also involves intangible rewards which include opportunities for learning and personal growth. All decisions will have implications on the organization but more importantly the employees motivation.

Cash Rewards

Base Pay

A standard base pay plan that consists of fixed salary range that applies to each category of employee within the firm. The salary will compromise the minimum and maximum salary that should be paid depending on work experience and abilities.

Bonuses

Bonuses are typically above and beyond the employee’s salary and is awarded based on achievement , all employees should be entitled to receive an incentive. It is intrinsic that all employees have an equal opportunity to a bonus if some employees receive bonuses and others are not it can limit and possibly ruin the company’s chances of success, if the employees are going after the same goal it can make the company the best it can be and of such continually see positive results.

Commissions

This can be used as a means of replacing salary packages when the employee gets seasoned in the field or simply take the place of ever paying salaries and wages. Commission can be used as a means of supplementing salaries by tying it with performance and sales and thus motivating employees to achieve higher levels of work productivity.

Non-Cash Employee Compensation and Reward

Training and Personal Growth

Almost all employees want to learn and grow professionally giving employees the opportunity to attend training programs for both the hard and soft skilled this will not only improve growth but there potential will be recognized throughout the organization. This is an effective compensation method in instances where it is consistent with the relative developments of the employee and if it occurs on an occasional basis.

Flexible working hours

The objective of this compensation strategy is to give the employee the ability to adapt to his or her work schedule that suits their desire this is reflective of the trust in the employee to autonomously do his job well. Using this particular compensation means that the employees work will be based on objectives rather than a fixed schedule. With objectives being well set and supervised this can be beneficial for both the employee and the employer.

Involvement in important projects

The majority of employees desire self-gratification they want to be involved in organizational work. This will make them feel a sense of challenge and the mere fact that they can impact significantly through work related activities. By involving employees in more important projects that they were not accustomed to this can be a just reward, the employee in return will see projects like these as an opportunity with a chance to learn, prove how efficient they are and consequently to advance in the organization.

Training and Development

Even though most organizations base their hiring practices and decisions based on the candidates existing qualifications there are a number of ways an organization can provide skills, knowledge and ability. To do this, the Royal Imperial Syme International Bakery Company must provide the employees with training and development.

The Human Resource Department of Royal Imperial Syme International Bakery Company will ensure that the employee has a clear understanding of all the relative job requirements before initially making a job offer since it will be burdensome for an employee to come into a job with an unclear or incorrect understanding of his role will be difficult to train.

The department will have a well-organized, up-to-date manual for the employee to read. A thorough job manual or handbook is ideal for the employee to have an insight into the relative duties and responsibilities that the job permits thus giving the employee a concrete reference for understanding his or her job, this will unequivocally show that the department is well-organized and investing in employee development. As a formal way of breaking the ice the employee will be introduced to co-workers and their new working environment. This is a vital part of our training process and regiment and eventually the employee's development as well, as it not only makes the employee feel comfortable and welcomed, it will allow the employee to have an understanding of the relative roles everyone in the office plays, and who is designated for he or she to turn to for help or additional resources.

To safely maintain a smooth transition of the employee into their relative post the human resource department will designate an entire day for training our goal is not to simply throw employees into a new job with little training and expected them to sink or swim. Even the most proficient and brightest employees need some level of guidance in a new situation. Newly recruited employees will each be assigned a mentor to understudy as it relates to their daily duties, task and requirement’s and how to go about accomplishing it. With an ever changing labor force it is always crucial to have employees with a wide range of skills to assist in various departments and simultaneously ensuring that they perform optimum within the scope of their position.

The department has chosen to offer employees development options such as advanced career training or skills training. Departments such as the maintenance, marketing, accounting, info tech, production and sales all will benefit from the refresher courses. The human resource department will conduct regular performance appraisals assessments of its employees as training and development are an ongoing process as keeping up to date with the new employee's progress even after the 90 day period this is of vital importance both from an employee and business development standard as more frequent informal feedback are keys to well-developed employees.

Recommendations

Before the recruitment and selection process, job descriptions must be clearly defined for each specific role within the subsidiary including all the skills and education that is required of the employee to perform the role successfully this must be inclusive of a detailed list of responsibilities.

The subsidiary should employ a compensation and reward system that is aligned to the goals, missions, objectives, culture and strategy of the subsidiary it should reflect market competitiveness, attraction and a motivational factor putting greater emphasis on starting salaries, competitive pay, linking both pay and performance and administrative flexibility.

It is recommended that the employee performance be evaluated regularly as it provides not only employees with feedback but also gives them the opportunity to correct deficiencies where necessary.

It is highly recommended that before forecasting and determining the human resource requirement in the new subsidiary there are number of factors that must be considered including the need for the subsidiaries products, budgets constraints, the level of turnover due to resignations, transfers, termination, retirement, new technology being implemented in the field or decisions that are made to upgrade the quality of the products provided.

It is recommended that the training and development process be reinforced by a support process, it is also ideal to do a thorough needs and skills analysis to determine the real need for employee training and development, provide information to the employee of the necessity of the new skills, skill enhancement or information, it is also intrinsic in particular that the training and development relevant to the skill in particular that is required of the employee to retain and the information is garnered to expound on his or her horizon. Lastly it is important to design or obtain employee training that have clearly defined objectives that have measurable outcomes.

Conclusion

The research study conclusively validates that human resource management comprises of an organizations people practices inclusive of the policies and systems that in turn influences employees attitudes, behavior and performance and the responsibility that includes acquiring and managing employees, the process also involves analyzing and designing jobs then takes the initiative to recruit and select personnel to fill such jobs.

With reference to the research carried out it can be concluded that the HR is responsible for training and developing employees and of such equips the employee to carry out their current jobs and follow a certain path in the company career wise. It the role is also responsible for Performance Management will ensure that all the workers activities and outputs match the company’s goals. It is also the department’s responsibility to both plan and administer all the company’s pay and benefits to the workers.

The research also supports the claim that the HR acts as a support for employee relations, communications programs and collective bargaining. The top management also relies on the skills of human resource professionals for help with regards to ensuring that the company complies with all labor laws, they also requires the skills of the HR as a means of support for the organization’s strategy.

The research provides substantial claim with regards to the skills that are pertinent to HR professionals inclusive of human relations, communication, negotiating, and the role of team development.

The majority of the research encompassed secondary sources including economic textbooks, dissertations, reports, journals etc. The research design also included occasional interviews with professionals in the field which proved to be beneficial as it helped to substantiate the information presented by the sources cited as of such it provided the basis for contemporary reasoning.

Limitations exist where the outline is concerned as the reading does not provide an in-depth analysis of the topics concerned instead it does so on the basis of the research questions.