HR Management United States Report 2022

HUMAN RESOURCE
MANAGEMENT

CONTENTS
INTRODUCTION...........................................................................................................................1
BACKGROUND OF THE COMPANY.........................................................................................2
EMPLOYEE SURVEY...................................................................................................................2
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
APPENDICES...............................................................................................................................10

INTRODUCTION
Human Resource Management is the function of every business organization which is
focuses on recruitment of employees and provides better guidance or direction to them. This is
the strategic approach in order to increase number of people and increase their knowledge as
well. The HR department of every company is responsible to recruit people, provide training,
performance of appraisal, reward management and manage training or development sessions.
Department can make required changes through this company can attain target within stipulated
time period (Noe et.al.2017).
The present report is based in Reef Digital which is a digital marketing company and was
founded in the year of 2011 by Hadrien Brassens. The Company is providing social media
marketing services in various countries in order to earn profit and attract a large number of
customers. This Organization opted various planning and strategies for the purpose of attain
target within stipulated time period. Human Resource department of Reef Digital following
recruitment and selection process in order to appoint employees who are able to with the
company and can helpful to meet the target as well. Human resource management of Reef digital
consist training and development session which are required to be provide to employees in order
to increase their knowledge and capability (Cascio, 2015).
Company provide stipend to interns according to their knowledge, work and experience.
However, employees are facing financial problem while working with Reef Digital company.
Moreover, organization spend significant amount of money on training and development
program. HRM set various promotion programs in order to attract large of people and aware
population about services provided by this firm. Primarily, it is important step namely using the
Research methods which are helpful for companies to collect data which are related to research.
Herein, the Questionnaire is one of the best research methods which is helpful for companies to
collect data. In this present report questionnaire is prepared on the basis of HRM issues such as
financial problems facing by employees, gender imbalance within premises, performance
reviews, recruitment or selection process and training or development session (Armstrong and
Taylor, 2014). Questions have been asked from five employees of the company who are
currently working with Reef Digital from number of years.On the basis of analysis from every
research finding need to provide solution in order to improve and manage better human resource
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management.By using various promotion channels HRM of this company try promote services
providing by this company (DeCenzo and Verhulst, 2016).
BACKGROUND OF THE COMPANY
Reef Digital Company providing Pay Per Click advertising, Search Engine Optimization
as well as services related to social media marketing. Reef Digital organization was founded in
year 2011 and its headquarters is located in North Sydney, New South Wales, AU 2060. The Co-
Founder of this company is, HadrienBrassens, also currently has an approval rating of approx.
82% (Cascio, 2015). This Company has an estimated of 22 employees as well as annual revenue
is around of 3 Million AUD. Company providing social media marketing services to large
number of employees in order to earn profit and provide best quality of services to customers.
Conversion rate optimization is another service whichReef Digital provide in international
market (Mura and Horvath, 2015).
EMPLOYEE SURVEY
1. As per your opinion as a digital marketing company what qualities Reef Digital looking in
every person during recruitment and selection process?
Research Findings – 2 out of 5 employees saying that Reef Digital looking for a hardworking
person while recruitment and selection process.3 out of 5 employees saying that company
looking for a dedicated, intelligent and hardworking person for the benefit of the entity.
3(Hard
working
)
2 (All)
Key Qualities been considered
by HR Team
2

2. Is the recruitment and selection process of Reef Digital is feasible in terms of productivity and
economic profitability?
Research Finding- 3 out of 5 employees is not in favour that this Company follows an effective
recruitment or selection process. It consists of several stages and takes up the candidate’s time as
well as company’s resources in futile modes. However, 2 employees agreed that the process is
feasible in all the aspects and take up skilful people onboard.
3 (Long)
2 (Short)
Recruitment and Selection
Process
3. Has the selection process unbiased and the recruitment on the basis of specifications only?
Research Finding- 3 employees agreed that the process is solely based on the individual’s skills
or experience and is transparent for both the panel and the job seekers. However, on the other
hand, remaining 2 employees stated that sometimes the decisions are made on personal
favouritism while giving job opportunities to people.
3

3 (Yes)
2 (No)
Unbiased Recruitmnet Process
4. Is the deductions or incentives are received on time or given by the employer?
Research Finding- 4 out of 5 is having complaints regarding the finance related issue due to the
unregulated deductions in the salaries or unwarranted delays in the incentives. There were
continuous challenges that led to unsatisfactory standards of HRM practises while evaluating the
incentives or making the required deductions in the salary which is according to the leaves. In
this case, only one is in favour.
4
(Ye
s)
1
(No
)
Uncertainities in
incentives/deductions in
Organisation
5. Is rewards or incentive process is lesser when compared with the additional/ longer working
hours?
4

Research Finding- 4 employees are unhappy with the current reward system of the company. It
was not in combination with the pressure that gets build up to submit the work on time.
Moreover, it is noted that there is only one employee who is in agreeable mode.
4 (Yes)
1 (No)
Solution- The Reward management must be in accordance to the employees’ performance and
timely payment of bonuses and extra rewards would motivate and encourage to work better
(Renwick and Maguire, 2013). The HR should become active in measuring the performance
metrics and make the listings on monthly basis for proper analysis. Moreover, this activity can
motivate employees towards word. However, through this workers perform allotted activities
with full attention in order to attain target within stipulated time period.
6. Is optimum overtime bonus available in the company for the taskforce?
Research Finding- 3 out of 5 employees agreed with it by attaining the target within given
deadline. They were satisfied with the overtime payment which is in lines with the number of
working hours; whereas, 2 employees out of 5 showed their disagreement and showed
dissatisfaction as well.
3 (Yes)
2 (No)
Overtime payments
5

7. Is financial stresses result in absenteeism or productivity loss?
Research Finding- in the above question, there were 3 employees who agreed and only one
disagreed regarding the influence of invisible financial stresses of the company on their
individual performance. However, one of them is unsure and unable to analyse its impact on the
working practices.
STRATEGIES
TO RESOLVE
ISSUES
From the above
questionnaire and collected
responses by the employees, it is
evident that two main problem that been faced by employees at Reef Digital are poor recruitment
and selection procedure and financial problem. It is understood that Human resource department
(HRD) of Reef Digital is looking for dedicated, intelligent and hardworking person. Maximum
employees saying that company require all above mentioned qualities in the candidate. As a
digital marketing company, Reef Digital require experienced and intelligent person who are able
to understand goals and objectives of entity and work hard in order to achieve the same within
stipulated time period (Briscoe et.al., 2012). Required skills can helpful for firm to meet an
objective and attain the target. It provides best quality of digital marketing services in various
countries so it requires skilled employees to make it better for future.
Here, it is clear that the procedure must be altered to make it more useful in terms of
hiring the right candidates and also achieving the cost efficiency as well. The resources must be
utilised by segregating the process into more direct and clear rounds like group discussions, one
to one discussions and extempore rounds for knowing about the interpersonal skills of the people
willing to work (Budhwar & Debrah, 2013). This would make the HR department of Reef
Digital more approachable for the job seekers and also support in giving concise and guided
paths before conducting interviews. Additionally, it would aid in filtering the candidates on the
skills, experience or any such requirements and thus, making the process shorter and faster.
6
3 (Yes)1 (No)
1 (Maybe)
Impact of financial stresses

Reef Digital is amongst the small companies of Australia which was founded in the year
of 2011, thus the focus is on building its credibility among the rival competitors by following
transparency in all the domains, especially the hiring method. It has fetched them enough
attention from the experienced and well deserved candidates looking for good opportunities for
growth. This is achievable through reliable recruitment method and in most of the cases; it is
evident that the management filtered the individuals by testing them in several steps. Moreover,
the HR has always emphasis on having clear interactions with candidates before their joining
(Flamholtz, 2012). These makes the working practices smoother and also support in attaining the
objective of giving honest podiums to deserving job seekers and also laid the foundation of
bridging the communication gaps.
It has been referred that the uncertainties in context to the incentives/deductions are very
time consuming. For instance, the deductions were not justified by the HR Manager and founded
in dilemmas regarding the entire calculations that led to confusions, delays and conflicts.
Additionally, this is considered as long procedure to provide timely incentives and also
unnecessary deductions occur. However, this can be eliminated by robust working practices by
HR who must follow up with the candidates regarding the deductions or incentives generation
when making payrolls (Renz & Herman, 2016). They must synchronise their company’s online
portals that is designed for each employee and must be filled with the candidates’ information to
provide proper wages on time without any delays.
It is clear that this company pays well when the workers are made to work for longer
hours and this makes them stay with proper guidance (Aswathappa, 2013). Such methods only
support in creating strong ties between the team members and also establish a platform for
tapping the budding opportunities to earn more and learn more. This company’s management
team approaches are developmental in nature and progressive in terms of managing the
employees’ relations by highlighting the HRM contribution in the company’s management.
Nonetheless, it also leads in engaging them efficiently and giving them platform to earn more
and give netter results for the company’s economic credentials.
It is understood that the financial stresses has a direct effect on the employees’ overall
perspectives and thus, the HR must engage them in activities apart from the tasks to maintain a
relaxing and flexible workplace environment (Sparrow, Brewster & Chung, 2016). They might
incorporate the fun filled activities and organise picnics, office parties or team events to build
7

healthy workspace and overall environment for the employees’ who are under tremendous
pressure. It is essential to remove this stresses to make healthy surroundings and also encourage
the employees to work in flexible working ways by outlining their needs and company’s goals. It
would only reap economic benefits and flourish the company’s revenues in exponential order.
CONCLUSION
From the above report, it has been concluded that human resource management (HRM)
of every business organization plays an important role in order to run business activities in
effective manner. Here the Human Resource department of Reef Digital Company is responsible
to manage issues like financial problem and recruitment as well as selection. From the above, it
has been demonstrated that there is scope of improvements in the recruitment process and also
the management must focus on bringing radical changes to manage the financial related issues.
Here, Questionnaire has been prepared for the employees to understand their viewpoints about
the same. Questionnaire is helpful research method for Reef Digital in order to collect relevant
data and improve overall performance as well. The company is suffering from few obstacles like
long hiring procedure, longer working hours, insufficient rewards systems, no systematic
regulation of financial stresses and more. Moreover, solutions are also provided to HRM after
analysing the findings and gaining insights about their inputs and results. In addition to the
above, it has been also reflected upon the company’s brief and abrupt modifications as a part of
boosting the taskforce capabilities and aid in maintaining the decorum and overall productivity
as well.
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REFERENCES
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers. (Link: https://books.google.co.in/books?
hl=en&lr=&id=TCwoAwAAQBAJ&oi=fnd&pg=PR2&dq=Armstrong,+M.,+
%26+Taylor,+S.+(2014).+Armstrong
%27s+handbook+of+human+resource+management+practice.
+Kogan+Page+Publishers&ots=wAngZl-1-
q&sig=nndC1ROLg0CQPqzHRuOEBwNMimY#v=onepage&q=Armstrong%2C%20M.
%2C%20%26%20Taylor%2C%20S.%20(2014).%20Armstrong's%20handbook%20of
%20human%20resource%20management%20practice.%20Kogan%20Page
%20Publishers&f=false)
Aswathappa, K. (2013). Human resource management: Text and cases.Tata McGraw-Hill
Education. (Link: https://books.google.co.in/books?
id=uxJ_AgAAQBAJ&printsec=frontcover&dq=Human+resource+management:
+Text+and+cases.Tata+McGraw-
Hill+Education.&hl=en&sa=X&ved=0ahUKEwign_2CpInlAhVDbysKHX4YBK0Q6AE
IKTAA#v=onepage&q=Human%20resource%20management%3A%20Text%20and
%20cases.Tata%20McGraw-Hill%20Education.&f=false)
Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management:
Policies and practices for multinational enterprises. Routledge. (Link:
https://books.google.co.in/books?id=e6jLy-t3pzwC&printsec=frontcover&dq=Briscoe,
+D.,+Tarique,+I.,+%26+Schuler,+R.+(2012).
+International+human+resource+management:
+Policies+and+practices+for+multinational+enterprises.
+Routledge.&hl=en&sa=X&ved=0ahUKEwjN9_-
ipInlAhXDSH0KHVqkCC0Q6AEIKTAA#v=onepage&q&f=false)
Budhwar, P. S., & Debrah, Y. A. (Eds.).(2013). Human resource management in developing
countries. Routledge. (Link: https://books.google.co.in/books?id=vefB8b9-
FdYC&printsec=frontcover&dq=Human+resource+management+in+developing+countri
es.
+Routledge&hl=en&sa=X&ved=0ahUKEwjBlfG5pInlAhVCOSsKHdeEAqoQ6AEIKTA
A#v=onepage&q=Human%20resource%20management%20in%20developing
%20countries.%20Routledge&f=false)
Cascio, W. F. (2015). Costing human resources. Wiley Encyclopedia of Management, 1-1. (Link:
https://www.researchgate.net/publication/31756125_Costing_Human_Resources_The_Fi
nancial_Impact_of_Behavior_in_Organizations_WF_Cascio)
Cascio, W. F. (2015). Managing human resources. McGraw-Hill. (Link:
https://pdfs.semanticscholar.org/05da/d8dc13d3b16932070ee01a6654f82540355d.pdf)
DeCenzo, D. A., Robbins, S. P., &Verhulst, S. L. (2016). Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons. (Link:
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V4BCgAAQBAJ&oi=fnd&pg=PP18&dq=DeCenzo,+D.+A.,+Robbins,+S.+P.,+
%26Verhulst,+S.+L.+(2016).+Fundamentals+of+Human+Resource+Management,
+Binder+Ready+Version.+John+Wiley+
%26+Sons.&ots=dVkwAcqdOr&sig=R11JdQkvVZ0rN4uNk3huwlCOUNk#v=onepage
&q&f=false)
Flamholtz, E. G. (2012). Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media. (Link:
https://books.google.co.in/books?hl=en&lr=&id=g-
fTBwAAQBAJ&oi=fnd&pg=PR10&dq=Flamholtz,+E.+G.+(2012).
+Human+resource+accounting:+Advances+in+concepts,+methods+and+applications.
+Springer+Science+%26+Business+Media&ots=crPKJceUxr&sig=m5u-
gdYWjzqQ0X5C6fPslsKxgPw#v=onepage&q=Flamholtz%2C%20E.%20G.%20(2012).
%20Human%20resource%20accounting%3A%20Advances%20in%20concepts%2C
%20methods%20and%20applications.%20Springer%20Science%20%26%20Business
%20Media&f=false)
Mura, L., & Horvath, P. (2015).Some aspects of human resource management. SGEM 2015:
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management: Gaining a competitive advantage. New York, NY: McGraw-Hill
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APPENDICES
Questionnaire
Q.1 As per your opinion as a digital marketing company what qualities Reef Digital looking in
every person during recruitment and selection process?
A. Dedicated
B. Hardworking
C. Intelligent
D. All of the above
Q.2 Is the recruitment and selection process of Reef Digital is feasible in terms of productivity and
economic profitability?
A. Long
B. Short
Q.3 Has the selection process unbiased and the recruitment on the basis of specifications only?
A. Yes
B. No
C. Neutral
Q.4 Is the deductions or incentives are received on time or given by the employer?
A. Yes
B. No
C. Neutral
Q.5 Is rewards or incentive process is lesser when compared with the additional/ longer working hours?
A. Yes
B. No
C. Neutral
11

Q.6 Is optimum overtime bonus available in the company for the taskforce?
A. Yes
B. No
C. Neutral
Q.7 Is financial stresses result in absenteeism or productivity loss?
A. Yes
B. No
C. Maybe
12