Analyzing HR Practices of Target Company: Insights from an Interview

Our group was choose Target Company as our group assignment task. So let's we shared HR practices of this company during our interview them. Job analysis is the procedure through which you determine the duties of the company's positions and the characteristics of the people to hire for them. Job analysis produces information for writing job descriptions and job specifications. There are a methods for collecting job analysis information. Such as interview that person, give questionnaires to the person, observation what they do, diaries and so on.

For this company they do job analysis.

They use job analysis information to recruitment and selection for the employees. This information about what duties the job entails and what human characteristics are required to perform these duties helps managers decide what sort of people to recruit and hire. Besides that, job analysis uses for this company for performance appraisal. A performance appraisal compares each employee's actual performance with his or her duties and performance standards.

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Manager use job analysis to learn what these duties and standards are job analysis. For this company they only use one method for collecting job analysis information, which is interview that person for recruitment and selection. Because of this company only used interview as a method for collecting information is use group interviews when a large number of pensive way to gather information.

As a rule, the workers' immediate supervisor attends the group session, if not, you can interview the supervisor separately and this methods also simple and quick way to collect information.

But for this company, their interview have two session, which are first session is for person that ask job related for only a basic job likes arranged the things, managed at counter, wait for customer ask for the things (size of shirt, colour of shirt or so on), they only have one interview. If they past, they can work as usual person but for second session is for person that want interview for job as clerk, supervision, they have a lot of rating interview. Such as at first stage employer will ask about their self, their experiences and if past and that employer interested to know more detail about that person, she/he will go for interview second stage.

That's a lot of stages that employees must via out for pass get job as clerk, supervision or so on that high level organizations. Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. Ageing workers population in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective human resource planning.

The planning processes is the most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined business goals. Based on what we interview them, this company is do for human resources planning. They do based on organization that arranged complete one by one. That organization showed by figure 1. Figure 1 Recruitment is the process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner.

The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization. Information about what duties the job entails and what human characteristics are required to perform these duties helps managers decide what sort of people to recruit and hire. For this company they use social media for recruitment the employees for interview to work at the company. There are two kinds of recruitment tools such as internal recruiting and external recruiting. For this company is used external recruiting. External recruiting is recruitment have to be solicited from outside the organization.

External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include - Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labour contractors, recommendations etc. Advertisement at social media for recruitment employees and when that person interested to job after see that advertisement, they can direct call for make appointment to get time for interview and they also can walk in direct to go at their office for get more detail information about the job. This is because they also select the employees through the employees direct call to their company.

Training is organized activity aimed at imparting information and/or instructions to improve the recipient's performance or to help him or her attain a required level of knowledge or skill. The job description lists the job's specific duties and requisite skills-thus pinpointing what training the job requires. For this company, depends on departments. This is means every departments got different training for employees. This company also have formal training guidelines and their own procedures. As she said, there are why should have training among employees. Firstly, environmental changes.

Mechanization, computerization, and automation have resulted in many changes that require trained staff possessing enough skills. The organization should train the employees to enrich them with the latest technology and knowledge. Secondly, Organizational complexity. With modern inventions, technological upgrade, and diver­sification most of the organizations have become very complex. This has aggravated the problems of coordination. So, in order to cope up with the complexities, training has become mandatory.

Lastly, Human relation. Every management has to maintain very good human relations, and this has made training as one of the basic conditions to deal with human problems. Performance appraisal means evaluating an employee's current and/or past performance relative to his or her performance standards. You may equate appraisal forms with performance appraisal but appraisal involves more than forms. It also requires setting performance standards, and assumes that the employees receives the training, feedback and incentives required to eliminate performance deficiencies.

For Target Company's, they had performance appraisal which is if the employees increase their performance, they can get additional allowance from employer. And also every their (employees) birthday date, they can get special gift from their employees. This ways can attract interest and make employees more affectionate to managers and more eager to work later on. And for the payroll, the manager more used give their salary by slip rather than transfer by online.

Employment Act 1955 and Industrial Act 1967 also covers foreign workers, and employees under probation including artisans and apprentices as long as they satisfy the criteria above. As this company, they also aware of this Employment Act 1955 and Industrial Act 1967. They give a SOCSO or e-borang to employees that involves in accident outside company or inside company. Below figure that example of e-borang.Figure 2