Case Study of Shark Suit Company

Introduction
The purpose of the assignment is regarding a case study on shark Suit Company which is identified as a
company producing swimming suits all island Sri Lanka. According to case study the company is
identified with some major issues related to human resource management. Hence according to the
assignment the issues regarding HRM are to be solved as a human resource management advisor. In the
assignment you’ll be able to identify about HRM functions, hard and soft core of HRM, pay and reward
system, work force trends and recruitment.

Task 01
The major issue identified in the Shark Suit Company is lack of Staff resources due to the demand for
swimming suits and company’s plan in expanding the business and there is no human resource
department identified in the company.
Human resource planning
The requirement of human resources to achieve organization goals identified as Human resource
planning. HRP process ensures the right kind of people to complete the tasks that help the organization to
achieve its objectives.
As it has stated that, the senior managers are responsible in recruiting staffs to the company due to there is
no allocated human resource function the staff that are recruited can be unsuitable for the requirement job
role. Without having, a proper human resource planning the organization can end up in lose. Due to the
employees are leaving the company there is a lack of staff, hence having a proper HRP the company can
reduce the risk of lose business.
advantages disadvantages
 Providing necessary trainings and
education to build skills and increase
quality that enables to achieve more
quality work
 By providing necessary tools and
resources, employees will retain with the
company for longer period of time as they
understand that employers value them
 Helps when business experiencing
manpower surplus and shortages
 Due to well-trained staffs the business can
face any unpredictable issues
 Achieve organization goals by training
the valuable assets (employee)
 Cost of providing training, resources and
other expenses.
 Time and money spend towards human
resource planning can be used towards
producing more goods and services
 Excess planning can be counterproductive
to the business
Training and development

What is training and development?
The process of teaching and training the existing employees or new hires to know about the job role they
are about to work or currently working and increase their productivity and performance in the field
they’re about to work is known as training and development. Since the shark suit company is about
expand their business increasing the training and development of the employees and the new hires will
increase the turnover of the business
advantages disadvantages
 Increase the performance of the employee
 Utilization of resources due to employee
is educated in the field
 Employees turn into a skilled and a
professional in the particular task
 Increase the company’s good will
 Increase in job satisfaction due to use of
abilities by the employees
 Increase in relationship between
coworkers
 Loss of concentration due to training
 Increase stress among employees due to
training
 Lose of interest in the job role due to long
periods of training
 Cost for training for employees on non-
production days and training cost for
trainers form external
 Training done in short period in order to
reduce the nonproduction time from the
new employees
Recruitment
What is recruitment?
Recruitment defined as the process of finding the correct candidate that meets the staffing requirement of
the organization. By recruitment process the organization can increase the no of manpower to achieve the
organization goals. As in the shark suit company the employees are leaving their job due to the
dissatisfaction with the human resource issues. Hence the manpower has decreased and there’s a necessity
of new employees to fill the vacant job roles.
advantages disadvantages
 A quick way of hiring employees
 Can identify highly qualified candidates
 Specialized knowledge candidates
 Higher cost in hiring candidates
 Training
 Dissatisfaction with existing employees
 Unsuitable candidate
 Less knowledge about the company
Pay management
The process of managing, analyzing and determining the salary, incentives and benefits each employee
receives are known as pay management. These payments are the only motivation for the employer to
provide their fullest potential in their job role. In the shark suit company the salary administration is
outsourced. Hence having a pay management would help the organization to provide the salary and
otherfinancial benefits to the people at right time with even more benefits such as bonuses, gratuity etc…
Task 02
Hard HRM

Hard HRM model identified as not an employee oriented human resource management. This model can
be explained as the employers treat humans/employees as a resource such as machinery and buildings.
Employers recruit employees just to do the job directed to them and fire them whenever they decide by
providing only basic salary and no other basic allowances (short-term workforce planning). This model
mostly focuses on task oriented or achieving the organizational objectives. Mostly this model can be seen
in manufacturing organizations ex: tea estates and other organizations such as KFC, unileaver, etc…
Advantages
 Staffs are well monitored efficiently and effectively
Due to the customer’s has less chance of asking questions towards their superiors and
knows their particular job, the controlling and monitoring of the employees are effective
and efficient
 Organization can control the output when needed
Employees are identified, as a resource in the organization hence the command received
are to be actioned without any questions that can control the output of the organization
 Equality among employees and easy to be controlled
 No competition among employees
Since every employees are treated, equally there is not competition between employees
Disadvantages
 Employees quit due to over pressurizing and getting tired of work
Staffs get tired of doing the same activity without getting allowances causes staff to
demotivate and quit
 Employees feeling disrespectful
As people cannot raise any thought or ask questions, they feel disrespected
Soft HRM
Soft HRM model identified as employee orient human resource management. In this model, the
employees are treated as one of the most important and valuable resource of the organizations. The
employees receive numerous benefits and allowances. This model consist of long-term workforce
planning. In addition, it noted as there is 2-way communication system where employees can keep their
own ideas and communicate to there superiors and the employees give their fullest potential due to to the
transparency of the company.
Advantages
 High level of employee participation
Employees are treated and respected with benefits and allowances; hence, they provide
their high participation
 High motivation and greater productivity
Disadvantages
 Cost of training, wages and other allowances
 Delay in decision making
As staffs are allowed to give their opinions, the decision-making is delayed
Difference between Hard and Soft HRm

Hard HRM soft HRM
 Treat staffs just as another resource
(building, machinery, etc…)
 Business oriented tasks and recruit
employees according to business needs.
 Frequent employee recruitment (short term
work force planning)
 Lack of communication with the superiors
 Providing only minimum wage
 Making judgments on people
 Vertical organizational structure.
 Autocratic leadership style
 Employees are treated as individual and
one of the important resource of the
business and their need are raised
accordingly
 Employee oriented and satisfy staff needs.
(Motivation, allowances, etc.)
 Entity focuses on long turn work force
planning
 2 way communication system
 Providing reward systems
 Providing training to develop
 Horizontal organizational structure.
 Democratic leadership style
Task 03
What is reward system?

The benefits and achievement received by the employee from the employer for accomplishing a particular
task or job performance is known as reward. The employers reward the staff as to motivate, encourage
and appreciate the work of staff, which leads the employee to work with full potential. Matching the
rewards system with the staff performance on a assigned task by the employer is identified as reward
system. There are two types of reward system
 Financial/economical
 Non-financial/ non-economic
Financial rewards system
Financial rewards system identified as the payment towards employee for the job performance of a
particular task by directly paying through wages, bonus, profit sharing etc…and indirectly paying through
company sponsored holidays, medical leaves etc…the financial reward system that I would recommend
are
Salary
Salary is one of the common and basic financial reward that every employee receive from employer.
Salary includes allowances such as house rent, basic pay etc... Employees are give increment every year
or else according to the performance and time-to-time increase in allowance.
Bonus
Bonus is given as an additional benefit other than salary for job performance or any festival occasions
Profit sharing
Profit sharing is identified as employees are given shares of the business which then the company shares
their accumulated profit with the amount of share the employee has. This will motivate the customer to
work more efficiently and effectively.
Commission
Commission is offered as additional to salary for achieving the targets.
Advantages and disadvantages of financial reward system
advantages disadvantages

 Easy and direct ways of rewarding
employer
 No need of customizing the rewards to
employer due to employer can pay in the
same equal ways
 Increase the performance to gain more of
advantages
 Improves work atmosphere by employee
realizing that the work done is recognized
by the employer
 Alternate to promotion due to the
employer cannot offer promotions to
every staff. Hence providing financial
rewards can help them
 Ability to increase the rate of earnings by
increasing the work rate
 Other non-financial reward system can be
more motivating
 Not always receiving rewards due to the
organization not able to provide rewards
to everyone
 Inequality rewards due to the rate of work
of individual workers
 Inability to track records if the employer
is working from home or at office at
different times
Non-financial reward system
Non-financial reward system is identified as the payment towards employee through fulfilling
physiological, social and emotional needs. The nonfinancial rewards that shark suit can initiate are
Career advancement opportunity
This helps the staffs to upgrade their career by providing them with the required qualification to promote
them to a higher position in the organization. This will motivate the employee to work better.
Extra days off
Providing a surprise day off can help the employees to have a work life balance, which makes the
employee motivated, and happier state of mind about the organization.
Job security
Providing job security towards the staff can inspire them to work with enthusiasm. This helps in the
current situation due to many people are losing jobs due to the pandemic situation.
Advantages and disadvantages of non-financial reward system
advantages disadvantages

 Increase motivation
 Provide employees new rewards that they
have never had before
 Some rewards may be a waste of money
due to employer already having it
 Less motivation compared to financial
reward
 Providing rewards that employees don’t
like of.
Task 04

A business or a firm should adapt to the prevailing circumstances and conduct their business by
embracing the current situation to gain maximum profits by minimum input is known as work force trend.
Businesses should always be aware of the external situation because even though the business is receiving
high profits if the business is unaware of the external circumstances firm will eventually earn losses.
According to the current trends the business should adapt themselves to sustain in the market. As Shark
Suit Company is a well profit earning company, due to the prevailing covid pandemic situation if they
didn’t adapt themselves towards theworkforce trend their sustainability in the market would be difficult.
According to the current situation everyone’s more concern about their safety due to the rapid spread of
covid-19. Hence the following work trends would help the shark suit company to increase their profits,
sales and also provide safety towards the employees.
Flexible working arrangements
According to the current situation, employees will not be able to work in their regular shift times due to
the safety precaution. Where as the normal form of work would be more dangerous because of the people
would physically contact each other that will lead to spread of virus. Hence, as for safety precaution,
letting employee work according to their flexible time would decrease the chances of spreading viruses
and the business would function as normal. Providing employees with correct info such as time of shift,
scheduling flexible time outside of employees’ core business hours, batching the employees and giving
them their comfortable time shift etc… these arrangements would help the employee working at the ware
house because of the physical contact they have to perform in producing the product.
Remote working
Remote working is one of the best option to shark suit to maintain the business in the current covid
situation. In addition, this work force trend will only apply to non-production employees (financial and
marketing). Work from home would be efficient and effective as the employees are more willing to work
at early mornings and late nights, which will help in completing the provided task with in the time.
Virtual meetings
Employees no more need of attending to physical meetings due to the covid situation where as they can
attend virtual meeting which is more effective than physical meetings. Employees will be more
comfortable in attending the meeting at any place at any given time due to the virtual meeting
arrangements. Shark Suit Company can still contact any employee at any time, as they do not need of
physical attendance.
Social distancing measures
Although some employees work from home other will not be able to attend their work virtually. Some
employees need to physically attend to their job due to the need of physical contact to complete their task
such as production team (people producing swimming suits, delivery activities, arrangement of swimming
suit, etc…). so as for the employees who attend physically are to be provided with safety precaution
services by the company such as educating about the social distancing procedure (1 feet apart), providing
safety measure items such as masks, gloves and sanitary products (sanitizer).
Task 05
Recruitment

What is recruitment?
The process of attracting and identifying potential employees according to the job requirement identified
as recruitment.
There 6 types of recruitment
 Internal recruitment
 External recruitment
Internal recruitment
The process of recruiting the existing staff in the company towards the vacant job role identified as
internal recruitment.
Ex: promotion
Transfer
Advertisement
Free-lance to full time employees
Advantages of internal recruitment
Cost effectiveness- by recruiting internally can minimize the cost that incur for external recruitment.
Such as job advertisement, cost to check background of the candidate
Save time-, the time spent to refer countless no.of CVs to selecting only a limited number of candidates
can cost a lot of time. Which in return finding the candidate from existing employer is a time saver
Knowing about the employee- due to the familiarity of the employee by employer regarding the
business will be much easier to start and knows about the organization culture
Lower onboarding times- employees know the person individually hence introduction and induction can
be cut off.
Increase in employee engagement- promoting the employer increases the work potential and also its
identified as appreciation of work
Disadvantages of internal recruitment
Limited candidate- due to recruitment for internal can loss some serious growth of business due
inexperience staffs
Workforce gap- due to promoting an internal staff can cause to blank the existing position and to fill the
position a external recruitment in need anyhow
Loss of external ideas- by internal recruitment there is a deficit of bringing external ideas from external
candidates
Conflicts- existing conflicts can be occurred once making and internal recruitment.

External recruitment
The process of recruiting candidates from external sources other than internal identified as external
recruitment. The firm recruits from external sources in gaining benefits such as ideas, new approaches
and new perspectives from external.
Ex; company websites
Employee referral
Advertisement
Job fairs
On-campus recruiting
Social media
Advantages of external recruitment
Selection of more candidates- finding candidates form outside the company can increase the chance of
finding the right candidate for the right job role with the exact qualification for the job
New perspectives- bringing candidates can increase the chances of having fresh perspectives and ideas to
improve the company business
Specialized candidate- other than candidates from internal with less qualification external searches can
help in finding the specialized candidate for the exact job role
Competitiveness- candidates for external can bring new ideas and strategies for the experiences from
pervious work places. This can lead in staying in the trend and sustain in the market by competing with
competitors.
Reduction in tension- bringing external candidate as a higher position can reduce the tension for the
position by the internal employees
Disadvantages of external recruitment
Higher cost- payment towards sites, advertisement cost and time spent by HR time for paper works and
recruitment can be costly
Training- additional time and money spent on training the new candidate and time for familiarizing with
the organization culture can take lot of time
Transition periods- weeks of time are spent to get to know about the and go along colleagues.
Dissatisfaction with existing employees- hiring new candidate can cause the existing employees
frustrated and reduce the chance for a promotion.
Unsuitable candidate- the new employee can’t be the suitable candidate for the expected job role
Less knowledge about the company- new candidate can be having a less knowledge about the company
In my opinion I would definitely use the both was of recruiting employees due to the pros and con of
both external and internal recruitment.

Task 06
Time to fill
A recruitment statistic used by company to monitor the effectiveness of recruiting process.This
statistic is used for several of tracking such as the number of hours spent on and from
time spent to search kickoff to accept the offer. This is a great option for delays in
interview.
Quality of hire
This is identified as the quality of the hired employees like conducting a survey on the
retention rate of the new hires. Hiring new quality employee is totally an advantage of
the business. There are some ways in measuring new hire such as performance metrics turnover
and retention metrics, hiring manager satisfaction ratings, the percentage of new hires.
Source of hire
This is the way to identify the job board or social media platform, which acted as the most effective one.
Quality candidates per opening
This is the method shows of the recruiters how good the candidates they have selected and attracted. To
calculate the rate of quality candidate the no.of candidate selected is divided by the no.of candidate
presented to the hiring manager.
Cost per hire
This metric is used to calculate and managing the recruitment budget. This identifies the average cost
spent for a new hire. To calculate the cost per hire the total of internal and external recruiting cost divide
by total no. of hires.
I would definitely recommend all five ways of evaluating recruitment effectiveness. Due to the shark suit
company is identified as well-established business which needs all 5 methods to gain the fullest potential
in recruiting new hires.