Managing People and Organisation: HR Planning and Selection Processes at Al-Zamil Co.

This report discusses the HR planning and selection processes at Al-Zamil Co., a manufacturing company in Saudi Arabia. It covers the company's organizational structure, human resource planning, and selection process. The report also discusses the consequences of the company's current practices and suggests measures to improve them. The subject is Managing People and Organisation, and the course code is not mentioned. The college/university is not mentioned either.

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MANAGING PEOPLE AND ORGANISATION
Report
9/6/2018
Student Name

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Contents
Introduction......................................................................................................................................1
Selection and Hiring Processes........................................................................................................1
Organization Structure.................................................................................................................1
Human Resource Planning...........................................................................................................2
Selection process.............................................................................................................................5
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

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Introduction
Al-Zamil. Co was established in the year 1985 in Riyadh, KSA. The company is a manufacturing
concern which is dealing in the water tanks, pumps etc. in GCC. The organisation is considered
to be one of the biggest manufacturing units driving the polythene tanks of water. The entity is
operating its business in areas of Saudi Arabia with a vision of turning into a pioneer in the
market. The aim is to be the biggest of all the market and offer the total solution for the housing.
The turnover is found to be 350MM SAR annually with 25 MM SAR Net profit. The company is
having the total capacity to hold around 500MM liters per annum. In addition to the above, there
is a large base of the employees and customer too. The company is constituted with large
divisions and a number of sub-departments, which is operated by their heads (Zamil Group,
2018a).
Selection and Hiring Processes
Organization Structure
Al Zamil. Co has found matrix structure as their organizational structure. The HR division of the
company consists of the three subdivisions. The first division is for the employee's affairs. The
said department is further subdivided into the other subsections. This section engages in the
computation of the salaries and analysis of the allowances and other expenses. The section is
further responsible for making the adjustments to the salaries for the additional allowances,
which include the medical insurance and social insurance (Schumacher, Grigsby and Vesey,
2015).

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Second subdivision is assigned for the Governmental agencies which majorly deals in the three
affairs. These affairs include residence license renewal for expats, a ministry of labors and other
governmental agencies like HRDF and SIDF- Ministry of trade. The last section of the HR
department deals with the overall management and handling of the operations. In this section the
proper training is given to the employees so that they can perform at their best level and
organization is able to achieve its desired goal. This subdivision has four functions which include
the training, hiring, planning and policies and circulars (Zamil Group, 2018b).
The planning department of the Al Zamil Co. is partitioned in such a way, to the point that there
are three further divisions which are managing in the controlling the monetary allowance,
planning the affairs and day to day activities and Analysis of ERB data. All these departments
are aims to provide the best planning and operations in the organization so that the systematic
work can be done in the organization. The company ensures that this system work should be
followed at all the levels in the organization (Goldhaber, Grout and Klein, 2015).

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Another section found in the Al Zamil Co. is the hiring section head. This section deals with the
controlling the headcount, analyzing the job roles and coordinating with each and every
department who are in need of the employees. The focus of this section is to implement the
continuous functioning and hiring of personnel. The hiring section in the organization is made
for controlling the affairs and analyse the job requirement for the each and every position. This
analysis will bring specialization in choosing the staff for the company (Chiang and Suen, 2015).
Human Resource Planning
Planning can be defined as the activity in which the decision is made on the basis of what work
has to be done, how it has to be done and who will be going to do the work. In other words, it
can be said that it bridges the gap between where the company is standing today, and where a
company wants to reach in near future. The planning in the human resource department is done
to analyse the number of personnel to fulfill the vacant seats in the organization. The process of
hiring and selecting the personnel in an organization is found to be lengthy due to the policies
and procedures of the company (Caplow, 2017). The planning process of Human Resource
includes:
Objectives of the Human Resource Planning
The objective behind planning the human resource in Zamil Company is that of finding the best
employee who can perform to their best ability in the organization. By recruiting the best
employees in the organization, a company can achieve its ultimate organizational goal.

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Current manpower Inventory
Before doing the manpower planning by the HR department in Zamil, existing manpower has
been calculated by the department to analyze the demand of the employees in the organization.
By analyzing the current manpower in the organization, the need for the organization of
manpower can be measured (Stoughton, Thompson and Meade, 2015).
Forecasting Demand and Supply
In this step, the prediction and forecasting can be done by the human resource department that
how much manpower is required in the organization. This forecasting is done based on the
existing manpower and future needs of an organization to make their activities and operations
run smoothly (Truxillo et al., 2006).
Manpower Gaps

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Manpower gaps are nothing but the difference between the manpower requirements on the
organization and the manpower present in the organization.
Employee Plan
In this planning of employee policies, rules and regulation have been made. These plans and
policies are made for the employees. This plans and policies include the decision related to the
training- payroll, vacations allowed, bonuses and others. This will reflect the benefits that
employee will enjoy in the organization (Boxman and Flap, 2017).
Training and Development
In this progression, the correct preparing and improvement are given to the worker with the goal
that they can perform as indicated by the desires for the organization. The exceptional division
for preparing and advancement has been set up in the Zamil co. as it enhances the execution and
effectiveness of the representatives. Preparing gives the best approach to play out a specific
undertaking in the way the association needs.
Appraisal of Manpower Planning
In this step, the appraisal is given according to the performance of the employees. In this step,
the performances of the employees are evaluated on the basis of the standards set for them. If the
performance is according the sets standards then the planning done by the human resource
department will be right and get an appraisal. On the other hands, if the employees are not
performed according to the direction and standards are given to them then the correction will be
done in the human resource planning to achieve the desired results. This step will work as the
feedback for the human resource planning as they can able to identify the gaps in the

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performance and planning. By analyzing this gaps and differences, a corrective measure can be
taken to enhance the planning and corrective decision will be taken (Zamil Group, 2018f).
Manpower Planning and Budgeting
Manpower planning and budgeting are considered to be one of the essential tools to know the
effectiveness of the planning done by the human resource department. Planning the budget and
manpower is essential for the company like Zamil to know the expenses and their results. This
planning is done to evaluate the performance and effectiveness that will bring through the use of
planning.
Current practice opt by the
Zamil Company
Consequences for employees
and the organization
Measures to select and reject
 The existence of the
manual for Human
Resources planning
procedures and policies
 For doing the manpower
planning and budgeting,
Zamil is found with
some current practice
which includes the
commitment towards the
HR policies
 The consequence of
human resource
planning and policies
will provide the job
satisfaction to the
employees working in
the organization. As
there is no basis for
discrimination among all
the employees. All the
employees will be
treated as it on each
The measures taken by the
Zamil Company in making the
policies and plans in advance is
found to be the corrective
measures to be used in the
organization.
The other suggestions which
company can use in the
organization to make the
changes and amendments to the
plans and policies
These changes will be

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basis irrespective of
their authorities and
power were given to
them (Zamil Group,
2018c).
implemented by the boards of
directors and not by the chief
executive of the company.
Decision made by the directors
will be mutual and not biased
which will give maximum
satisfaction to the employees
(Bosak and Sczesny, 2011).
 Manually Planning the
human resource is very
high in Zamil company
 Making the plans and
procedures to be
implemented in the
organization will give
the transparency and
credibility in working.
This will motivate the
employees to work at
their best level due to
the treatment is given to
them are equal and all
the information are also
shared with them
(Kahari, Gathongo and
Wanyoike, 2015).
 This measure is selected
for the future course of
use.

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 Exceeding the budgeted
overtime with the
exception approval from
CEO.
 This current practice
used by the Zamil
Company will give rise
to the dissatisfaction feel
among the employees as
the budgets are not made
according to the
requirements of the
company. This will
make the wastage of
resources.
 Another consequence
that will bring from this
practice is that it gives
the feeling that the
regulations are incorrect
and is find risky for the
organization.
 This policy used in the
organization needs to be
corrected as it will be a
risk as well as a loss to
the organization.
 The lack of KPI’s on
HRM. Only the KPI’s
are available in the
productivity head of the
Zamil Company.
 This policy used by the
company will give rise
to the dissatisfaction in
the company.
 This will do not bring
Zamil needs to correct this
policy by implementing the new
department for analyzing the
KPI’s of the organization. This
will bring the evaluation of the

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 The total of all the head
are counted and trend
analysis will be done by
the Zamil Company.
the improvement in the
quality of the work of
employees due to the
lack of measuring unit.
 Lack of KPI in Zamil
Company will bring the
less productivity and
performance from the
employees, which will
be the biggest loss for
the company.
 Another consequence
that the company will
have to suffer is the loss
of feedback that will
help to improve the
performance of Zamil
(Zamil Group, 2018d).
performance of each and every
department working in the
organization (Dobbins and
Khachatryan, 2015).
The KPI must be developed in
order to bring the specialization
in the working and from this
company can get the feedback
too.
Set of KPI’s should be adopted
in planning the human resource
which includes:
Personnel expenses vs. budget
• Net sales / FTE - $.
• Personnel expenses / FTE $
• Employee absenteeism: hours
and %
• Total voluntary leavers %
• New hire %
• how many newly recruited
have participated in different

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internal training programs
• The satisfaction surveys.
 Postponement of the
vacations by the
decision of the directors
in the company
 This policy will have an
adverse effect on the
performance of the
employees.
 The employees get
dissatisfied with the
company and can leave
the company too.
 The negative effect on
the company because of
the job rotation will
reveal the wrong
practices by the
personnel (Karikari,
Boateng and Ocansey,
2015).
 This measure needs to
be changed to bring the
satisfaction among the
employees.
Selection process
The selection process in Zamil Company is found to be unique in nature due to the Human
resource planning department. This department makes the selection difficult as they are specific

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about their needs and wants in the individuals (Bloomberg, 2018). The process of human
resource planning is optimal in Zamil Company. The selection processes in Zamil are as follows:
Employment planning and forecast
Firstly the company Human Resource planning department makes the prediction and forecasting
that how many employees are needed in the organization. This measurement is done by seeing
the vacant job positions in the organization. According to this, an analysis has been made in the
Zamil. After this, the planning is done that the individuals should possess the qualification,
experience, and knowledge according to the profile. For this, the analysis has been done known
as the workforce and workload analysis to know the vacant job positions in the organization
(McCarthy et al., 2017).
Recruiting

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Next step is recruiting the personnel in the organization. It is a well-known fact that the selection
is the negative process as the selected employees are very less as compared to the number of
applicants came for the interview. In this step, the applicants are called for the interview to
complete their details and other information.
After this step, selection tools are used by the Zamil Company to evaluate the applicant
capabilities and capacity. In this step, the knowledge test of the candidate will be done in order to
evaluate their skills. From this company can analyze whether the personnel is suitable for the job
or not. By using this skill test, most applicants are selected and send for the next round (Perera et
al., 2010).
At the end of the selection process, interviews are conducted to evaluate the candidate’s choices
and preferences. Knowing the choice and preferences of the candidates is useful to know
whether they are matching with the organizational goals or not. If the final choice of both the
organization and candidates are the same then the candidate will be selected in the organization.
The right person for the right job position has been chosen and the job offer will be provided to
the candidate. For the period of three months, the employee will be taken on the probation period
to analyse and understand its work profile (Zamil Group, 2018e).
The hiring and selection of the employees in the company are done by using the following
practices which are as follows:
Current Practice opt by Zamil
company
Impact on employees and
company
Measures to improve in
current practice
 The existence of manual
hiring and selection
Manual hiring will give the
employee’s the feel of equality
This measure will provide the
satisfaction to the employees and

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policies and procedures and fair treatment to all the
personnel.
Optimally selecting the
employees will give the
maximum positive results in the
organization (Verstina et al.,
2015).
there is no need to amend this
policy in the Zamil Company.
 The degree of
commitment to human
resource policies and
manual hiring and
selection is high in Zamil.
Commitment towards the
policies and procedures will give
the transparent and clear view of
the company policies. This will
able to reduce the cost of
recruitment and reduce the cost
of the vacant position.
These measures will also find
suitable for the organization. But
the amendment needs to be done
in this current policy is that all
the decision will be done by the
boards of directors and not by
the chief executive of the
company.
 Direct employment of
certain individuals
without the approval
from the CEO
This policy will impact the
performance and feelings of
another individual in the
organization. The feeling of
dissatisfaction will arise from
this act of the company (Linkdin,
2018).
This decision should not be there
in the organization as it gives the
feeling that the regulations are
incorrect and risky too.
 Lack of KPI’s in hiring Lack of KPI will not improve the A set of KPI's that help in human

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and selecting quality of employee performance
and productivity job satisfaction
It leads to the loss of feedback
that helps to improve the
performance of the organization
resources planning must be
adopted
✓ Group metrics for Individual
Performance likewise
• Performance on Position
Objectives.
• Time to Minimum
Productivity.
• Error Rate.
• Performance Appraisal Scores
✓ Retention Rates
✓ Managers & Employs
Satisfaction.
✓ Cost of Hire
Conclusion
From the above discussion, it can be concluded that the Al- Zamil Company is considered to be
the biggest in supplying the tanks, pumps, and others in Saudi Arabia. Company Human resource
department is found to be the reason for the success of the business. Planning done by the human
resource department has the great impact on the organization and its productivity. The planning
of the HR department in Zamil includes the hiring, recruiting, selection transfer, training, and
development. From the report, it has been analyzed that the company is focused on the two
aspects, which include the HRP, Budgeting, hiring, and selection procedures after intervening
with some staff and managers to gather the data. Not only this, Zamil is planning to introduce the

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new KPIs in the organization to evaluate and measure the performance of all departments
separately. At present, the company is using the KPI only in the production department but can
implement this in the whole organization to get the best results. After analyzing, all current
policies and practices used by the company, some practices are right and some are wrong. For
this corrective measures have been suggested and actions would have been taken in the
organization to get the better results.

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