UNIVERSITY OF MANAGEMENT TECHNOLOGY

HUMAN RESOURCE MANAGEMNET (MG-540)

SEMESTER: 5TH YEAR: FALL-2019
GROUP: 05
TITLE: (RISK CONTROL STRATEGIES: HUMAN RESOURCES CHALLENGES)

WAC #: (2)
SECTION: (G)
DATE OF SUBMISSION: 23/12/2019 (Day/Month/Year)
SESSION OF SUBMISSION: FALL-2019
YOUR PROGRAM: MBA EV

ID FULL NAME S. # (Ascending LEAVE BLANK

(AS PER ROSTER Order)
F2017274001 MUHAMMAD AHMAD 01
F2017274010 ALI MEHMOOD 10
F2017274011 MUHAMMAD FAWAD 11

AHMED
F2017274014 MUHAMMAD BADAR 14

HAFEEZ

For Grading:
COMMENTS: MARKS SECURED:

Q1: What are the real issues of HR in the case that are affecting this small
Pakistani Company?

Ans: Some real issues of HR we find out in this case are as follow:
  High turnover rate (Every 3 to 6 months trained employee resigned)
 Selection of employee
 Retention of employee
 Security reference (Trustworthy People)
 Security clearance
 Compensation management
 Performance evaluation

Human Resource plays a vital role in the development of company’s strategies and its
succession. In Ansari’s company case, they have no proper HR Department to handle all these
issues. If the organizations don't select the right person for the right position than they don't
get the required outcomes from that person. As per this case they not utilize an ideal
individual for the right activity and turnover rate increase due to this. they waste a lot of
money in the enlistment process of the company (RCS).

There is a continuous change in systems, management cultures and philosophy of Pakistani

companies due to the global alignment. In Pakistan, there is no organization who thinks they
have KPIs, which are to be measured monthly and quarterly. Many organizations are working
with the wrong measures, many of which are incorrectly termed key performance indicators
(KPIs). A good KPI will affect most of the core critical success factors.

Although the company is giving benefits like (health, Medical, Utilities and Accommodation)
with basic salary but salary is less as compared to other companies’ salary packages with less
or no benefits. In Pakistan people prefer more salary over benefits. More salary may increase
the motivation level of the employee to work with more dedication.

Q2: What are the major challenges for Ansari right now?

Ans: One of the major challenges for RCS is the lack of Human Resource. The company is
facing high turnover rate. Many employees leave the RCS for more salary offered by other
security companies without noticing that RCS also providing them some good benefits like
health and educational aid for their families.
The worst challenge is training and development because major portion of budget is spending
on training. Training take couple of months to trainer the handler and their dogs. It is difficult
job to familiarize the dog with the person (Handler). Once the training completes the
employee leave the job for higher compensation offered by various security agencies.
Ansari’s company already have good name in market so the other security agencies get
benefit from it and they hire Ansari ex-employee without training them which reduce other
companies training cost.

The other challenge is that people submit fake documents which also leads to some serious
issues. When the handler of the dog leaves the job, it is very difficult to familiarize and train
same dog with new handler.

Q3: What weaknesses do you see in the recruitment process, especially

referrals in the given context?

Ans: The basic issues in the recruitment process of RCS is that there is no proper Human
Resource department. Mr. Ansari has a small team of five people including himself. Mr.
Ansari had made some policies when he started the company.

The company prefer to select Ex-Army Personnel as they have higher training in security
filed and handle high pressure situations. With the passage of time when the company grow
up, they hired some people without any prior experience in the field simply because of their
love of dogs. The company also hire some people with village background on the
recommendation of their colleagues and fellows, that caused the problem when the employee
asked for leaves, they all have to go back home to spend some time with their families on
occasions. Some employee leaves the company after training and try to find seasonal
employment in villages.

This is the major weakness of the company in the recruitment process, they hired more
outsider instead of local, they have to hired both local and outsiders Company should have
backup force especially dog handlers.

Mostly people avoid to give referrals due to negligent hiring. At start the company has a
competitive advantage on canine security, but they are unable to meet the customer
requirement due to lack of staff. RCS spend a lot of money on their employee for trainings
and other stuff like dogs feeding health etc. Once the employee left the company he cannot be
rehired. The company will hire new employee and train him from scratch. The most
important drawback of RCS is that they have no culture to take exit interviews and ask the
reason of leaving in order to save their trained employee.

Q4: What better method can be adopted for the recruitment of the
handlers in this case?
Ans: For this case we find out some issues of enrolment process in RCS. So, these
methodologies must be trailed by RCS to control the high turnover rate of workers and to
reduce the waste of money any time in recruitment and training process. Since they are not
procuring an opportune individual for the particular vacancy.
Build Up HR Department:
The company should build proper HR Department and they can outsource it. This will help in
choosing right person for right position and build the culture in the company.
Shortlisting:
The basic and significant part is to audit and short list the best possibility for job opening. At
the point when they are evaluating shortlist the candidate for the interview, they should have
the following points in mind and ask them as well in interview.
Job Positioning (Internal/External):
To contract a canine handler, the organization should initially declare and promote an empty
job position inside and remotely. RCS needs to publicize the job position after employment
promotion, organization will get an enormous pool of candidates and security office can pick
the best fit for the empty position. So, the organization has the alternative to employ a best fit
for the position. The more weight you toss behind exposure, the more brilliant your odds of
contracting an able handler. In this way, if an organization truly searching for countless
candidates, they need to promote the position utilizing both offline and online techniques like
newspapers, television, job-oriented sites, social media etc.
References Check:
Before enlisting a worker, managers should do different individual verifications to confirm
the capabilities just as criminal records of candidates, to twofold check all cases at a
beginning period in the enrolment procedure is just a brilliant move.

Skilled Labour:
Organization needs to procure an individual who know how to deal with dogs. He should be a
dog lover. He will be able to work at any time and has the courage to manage any basic
circumstance.
Evaluation:
Organization must have a keep an eye on their last organization's performance. Organization
must notification that how much self-control an applicant has and how easily he can deal with
the dogs.
Q5: Training is very extensive at RCS which is good on one hand, but is
adding the employees market value thus negatively effecting employees’
retention. What strategies can be adopted for this to be stopped?

Ans: The major issue for this circumstance is that company has no proper policy or strategy
to handle these types of problems. As the turnover of employee retention is high. The most
ideal approach to control this turnover rate is that:
 Employee referral plan can be presented which will lessen their expense of enlisting
new workers.
 On each effective referral, worker can be given a referral reward after fulfilment of
probation of the new worker and the current worker too. By this the company can get
a new employee at a reduced cost as well as are retaining the existing one for a longer
period of time.
 RCS should employ suitable individuals for the accurate activity.
 RCS should make each employee accountable so that the employee can also feel that
he or she is as important for the RCS Company.
 Proper Contract should be signed before hiring
 Company should have the original documents of the outside employee like CNIC as
proof.