Human resource management Case Study - Doc

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INTEGRATED CASESTUDY: THE CASEAGAINST QATAR
EXECUTIVE SUMMARYHuman resource management is one of the most crucial and significant part ofemployment practices. This system considers the working system of an employees byconsidering their employment policies to termination policies. Globalization has developed thesystem of working within the economy. It has minimized the impact of domestic boundaries andenhanced effective measures of working for the employees. To develop this system within theeconomy, regulatory authorities have created global laws and system. This has helped thecountries in meeting labour requirements to fulfil the domestic needs. This measures have helpedthe countries and organization in developing an competitive edge by employing professional andtalented employees for meeting business needs. Similarly, by outsourcing low cost labours hashelped the countries in attaining the domestic needs in minimum cost.Present study analyses a similar issue of labour management crises in Qatar which is oneof the highly developed nation of the world. Qatar will be hosting Fifa world-cup 2022 for whichthe country has demanded large labour force. The event will enhance the growth anddevelopment of the country significantly in the given time period. However, Federation ofAssociation Football (FIFA) has the authority to change the current labour conditions of thecountry significantly to develop the labour welfare conditions and policies as well. The studywill analyse the impact and role of FIFA in developing the present conditions. It has evaluatedpossible measures which could be implemented in the legal system of Qatar to improve theconditions of labours and migrants in the country.Qatar represented the need of 50000 migrants to develop the country for the huge eventawaited in the year 2022. The country proposed to develop infrastructural facilities includingnew roads, airport, hotels and stadiums. However, the country has been alleged for lacking thelabour rights and policies which has resulted in the deaths of more than 8000 workers within thecountry. The study evaluated various measures which resulted in the following Mishap. Thestudy efficiently analyses various HR, legal, ethical, Health and safety issues for the country.Implementing varied models such as Maslow need hierarchy theory, human resource models,ethical model etc has been applied in order to analyse various issues of human resourcemanagement issues. The current issues of Qatar has impacted the brand image of Fifa adversely.The model helps in creating an effective analysis of standard means of working and actualperformance of the company.
Qatar is not the only nation which is facing the condition like modern slavery. Thus, thelist of such type of nation is huge. Here, among all the case study of Russia is analysed which isalso going through with the problem of labour migrant. From the conducted research, it has beenfound out that India, North Korea and Moldavia is being regarded as the major supplier of labourfor Russia. In addition to this, it has also being examined that the people who works withinnation does not provide an effective environment of working. Here, manager of firm exploitspeople by not giving them appropriate wages. However, the significant action with regard to thegiven type of condition can be taken by applying varied type of models such as HR, legalregulations and recruitment and selection process etc. Here, with the use of human resourcemodel, HR policy of Russian firms can be improved. In the similar way, by taking assistancefrom recruitment and selection process, the firm can place right employee at right job. Moreover,by applying international rules and regulations upon company, Russian government cansafeguard the interest of migrated labour.
TABLE OF CONTENTSCHAPTER 1: INTRODUCTION....................................................................................................11.1 Introduction......................................................................................................................11.2 Background of the study...................................................................................................11.3 The statement of problems...............................................................................................31.4 Research aims and objectives...........................................................................................41.5 Research question.............................................................................................................41.6 Significance of the study..................................................................................................4CHAPTER 2: CASE BRIEF............................................................................................................6CHAPTER 3: PROBLEM STATEMENT AND PLAN OF ANALYSIS......................................93.1 Scope of the study............................................................................................................93.1.1 Plan of analysis....................................................................................................93.2 Current issues.................................................................................................................103.2.1 Maslow Hierarchy of needs theory....................................................................103.2 Managing human resource problem...............................................................................123.2.1Human resource management model..................................................................123.2.2 Grievance model................................................................................................143.3 Problem of legal and ethical issues................................................................................153.3.1 Ethical issues......................................................................................................153.3.2 Corporate governance........................................................................................173.3.3Collective bargaining framework........................................................................193.4 Strategic management of the country............................................................................203.4.1 PESLE Model....................................................................................................203.4.2 Bench-marking and laying employment standards............................................223.4.3 Organizational health and safety........................................................................243.5 RESEARCH METHODOLOGY...................................................................................26CHAPTER 4 FINDING AND ANALYSIS..................................................................................284.1 Qatar current issues: Main findings................................................................................284.1.1 Maslow need Hierarchy theory analysis............................................................284.2 Managing human resource.......................................................................................................29
4.2.1 HRM model.................................................................................................................294.2.2 Grievance management model....................................................................................304.3 Legal and ethical issues...........................................................................................................304.3.1 Ethical framework.......................................................................................................304.3.2 Corporate government.................................................................................................314.3.3 Collective bargaining Framework...............................................................................314.4 Strategic management..............................................................................................................324.4.1 PESTEL analysis.........................................................................................................32CHAPTER 5 PROPOSED SOLUTION TO THE PROBLEM.....................................................355.1 Managing human resource.............................................................................................355.2 Legal and ethical framework..........................................................................................385.3 Strategic management of resources................................................................................41CHAPTER 6: APPLICATION OF THE LEARNING..................................................................436.1 Introduction....................................................................................................................436.2 Background of Russia.....................................................................................................436.3 The problem in Russia....................................................................................................446.4 Human resource management model.............................................................................476.4.1 Reason for choosing the human resource model...............................................506.5 International laws and regulations..................................................................................506.5.1 Reason for selecting the international laws and regulations..............................516.6 Recruitment and selection model...................................................................................526.6.1 Reason for selecting the human resource model................................................546.7 Recommendation............................................................................................................546.8 Transfer learning............................................................................................................556.9 Conclusion......................................................................................................................55REFERENCES..............................................................................................................................56ILLUSTRATION INDEXIllustration 1: Qatar living conditions..............................................................................................7Illustration 2: Maslow's Need Hierarchy Theory...........................................................................11
Illustration 3: Human resource management model......................................................................13Illustration 4: Grievance management model................................................................................14Illustration 5: Ethical issues in HRM.............................................................................................16Illustration 6: Corporate governance model..................................................................................18Illustration 7: Collective bargaining Framework...........................................................................19Illustration 8: PESTLE Analysis...................................................................................................21Illustration 9: Human Resource Management goals......................................................................23Illustration 10: Organizational health and safety...........................................................................25Illustration 11: Human resource management model....................................................................48Illustration 12: Recruitment and selection model..........................................................................52INDEX OF TABLESTable 1...........................................................................................................................................35Table 2...........................................................................................................................................36Table 3...........................................................................................................................................37Table 4...........................................................................................................................................38Table 5...........................................................................................................................................39Table 6...........................................................................................................................................40Table 7...........................................................................................................................................41Table 8...........................................................................................................................................42
CHAPTER 1: INTRODUCTION1.1 IntroductionGlobalization and expanding business opportunities are developing employee’ssignificance around the world. Professional and talented employees are a crucial need for everybusiness units. Companies are globally developing policies and regulations to retain labour inorder to attain quality output and satisfied employees (Blanchard, 2010). This has helped thecompanies in developing effective growth and development within globally while retainingworkforce to enhance the prospective growth in coming future. Workforce is considered as theasset of the company rather than mere resources.In this era of development and growth Qatar has developed adverse labour conditions forthe employees and labours residing in the country. Lack of fundamental rights and freedom is themajor cause of concern. Migrants and workers from different countries are living in unfavourableconditions, working long hours in non existence of laws and regulations (Kelly, 2009). Minimumaccess to embassies, country authorities has made the living conditions miserable within country.Unhygienic living conditions and non-existence of labour compliance system has led to largenumber of deaths in the country (Revealed: Qatar's World Cup 'slaves',2013).Qatar will be hosting Fifa world-cup 2022 for which the country has demanded largelabour force. The event will enhance the growth and development of the country significantly inthe given time period. However,Federation of Association Football (FIFA) has the authority tochange the current labour conditions of the country significantly to develop the labour welfareconditions and policies as well (Williams, Bhanugopan and Fish, 2011). The study will analysethe impact and role of FIFA in developing the present conditions. Moreover, it will also evaluatethe current conditions of the labour in Qatar to examine the policies and regulation that has beenimplemented in the country to develop the national working system. It will focus on seekingpossible measures which can be implemented in the legal system of Qatar to improve theconditions of labours and migrants in the country.1.2 Background of the studyHuman resource is a significant part of the company or a country as whole. Organizationsdevelop various policies and regulations to enhance the quality of performance of the employeesin order to create and effective impact on the overall productivity of the company (Benvenisti1
and Downs, 2009). There are various regulations and legal restrictions for enhancing labourwelfare and efficient human resource management which helps the companies and regions indeveloping the overall growth of the country and region as well.FIFA world cup is one of the biggest football event in the world.Federation ofAssociation Football (FIFA) is responsible for organizing the event worldwide to entertain largenumber of spectators and develop a definite source of revenue for the country. FIFA wasestablished in 1904 to regulate and conduct competition between various national associations.FIFA does not control the rules of football but are responsible for organizing and promoting theevent which helps in developing countries around the world (Revealed: Qatar's World Cup'slaves',2013).The net revenue earned for the event is significantly high which helps thecountries in enhancing their growth and development.FIFA World Cup 2022 has been awarded to Qatar in 2010, which has been criticized bymedia and the world economy. The country conveyed the need of 50000 migrants to develop thecountry for the huge event awaited to be helped in the year 2022. The country proposed todevelop infrastructural facilities including new roads, airport, hotels and stadiums (Qatar 2022:World Cup project workers living in slum conditions behind glitz of oil-rich country.2015).However, the country has been alleged for lacking the labour rights and policies which hasresulted in the deaths of more than 8000 workers within the country. Unhygienic livingconditions and adverse treatment due to lack of proper laws and policies. Qatar government takesminimum responsibility for the well being, health and safety and living condition of the workers.Qatar promised to introduce Kafala labour laws within the country which would havehelped the employees and labours in creating effective working system along with proper livingcondition. Presently Qatar is insignificant to the labour issues and has not acted upon thesituations to take any corrective actions (Revealed: Qatar's World Cup 'slaves'.2013). Thecountry should now end the Khafala system and should introduce effective labour laws in orderto create an effective impact on the growth and development of the nations (Hertel, 2009). Themigrants must be recruited and treated as the resources of the system rather than slaves. Humanresource policies and regulations must be infused in the system in order to create an effectiveworking system for the labours of the country (Ryan and Mitsilegas, 2010). ITUS must developproper measures of health and safety for labours to create the definite measures for living andresiding within the country.2
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