HRM at CST: Issues, Objectives, and Recommendations

Running head: HRM AT CST
HRM AT CST
Name of the Student
Name of the University
Author Note

1HRM AT CST
Executive Summary
Human resource management is one of the most important functions of the organization and any
firm which is able to manage its people well, achieves long term success. The report highlights
some of the human resource issues as faced by an organization in the case study named ComSyst
Technologies (CST). The format as followed in the report is very systematic in nature whereby a
brief introduction explains the scenario followed by the objectives and background discussion.
This is then followed by the analysis of the different issues being faced and the objectives to be
attained followed by recommendations based on the same. A conclusion summarizes the report.
Theoretical concepts along with real life examples have been used.

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Table of Contents
Introduction......................................................................................................................................3
Background......................................................................................................................................4
Main Discussion..............................................................................................................................6
Attracting and retaining employees.............................................................................................6
Example.......................................................................................................................................8
Creating high performance culture..............................................................................................8
Example.....................................................................................................................................10
Building employee capability and performance........................................................................11
Example.....................................................................................................................................12
Recommendations..........................................................................................................................13
Recommendation 1: Acquiring and retaining talent..................................................................13
Recommendation 2: Creation of high performance culture......................................................15
Recommendation 3: Improving capability................................................................................16
Conclusion.....................................................................................................................................17
References......................................................................................................................................18

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Introduction
Human resource management can be said to be a strategic approach which is essential to
the organizations as it is the workers which assist the organization to gain a competitive
advantage. The Human resource management is also defined as the HR department and is
designed in a manner such that it can help the business to maximize the performance of the
employee and achieve the objectives of the business (Bratton & Gold, 2017). The primary aim of
the Human resource function is to manage the people, focus on formation of policies and form
systems which will help in the functioning of the organization. The Human resource department
of the organization has the given functions:
 Designing employee benefit schemes
 Recruitment of employees
 Training and development of employees
 Appraisal of performance
 Reward designs and benefit system
 Organizational change and industrial relationships
Human resource management is often considered to be the most crucial aspect of the
organization. The human resource department looks after the people management in a firm and
tends to ensure that the employees present in an organization are well aligned with the strategy of
the organization (Alfes, Truss, Soane, Rees, & Gatenby, 2013). This alignment will ensure that
the firm is successfully able to harness the key activities of the firm and that the organization is
able to implement the correct policies and processes which help it to achieve the best in the
business environment. The aim of the given report is to provide recommendations based on the

4HRM AT CST
case study of the ComSyst Technologies (CST). The organization has been facing turbulent
times based on which it needs to have certain solutions need to be given to the organization
which will help it to achieve the desired objectives as elaborated in the following sections. The
report will be discussing the background of the case study, discuss the key theories by taking
examples from the real world and also highlight certain recommendations which may be
provided for the organization to adopt and succeed.
Background
The ComSyst Technologies (CST) is a multinational communications system developer
as well as a software organization which tends to provide service to defense and emergency
service industries. The company has been going through a range of challenges due to the
increased competition in the chosen industry. The company has its offices in various countries
like the New Zealand, United States, India, Philippines, India, Australia and South Korea. The
business environment is highly competitive and for this reason the company has lost various
contracts in the past two years along with a declining market share. These problems can be
contributed to the poor condition of the people management in the company and other problems
which can be stated as follows;
 Low employee engagement- The management has a poor leadership layout which tends
to lead to a poor employee engagement for the company and lowered Morales of the
different employees.
 A decline in staff retention- Due to the poor management, the staff retention rate has also
been declining considerably which leads to a poor employee structure.

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 Resignation of specialists- The different specialists who had key position in an
organization have also been declining and one of the key positional members in the
organization have also declined from their job.
 Gap in technical skills and capabilities- The industry requires key skills and techniques,
which most of the employees in the organization do not possess.
The given objectives have been stated to be achieved by the organization;
1. Ensuring that the company is well positioned for the future by attracting and retaining the
best talent available
Through the stated objective, the company wants to prepare for the competitive future
which it faces and wants to attract as well as retain the best talent which is available in the
organization. The company knows that the achievement of the given stated objective shall only
be possible in case the company is successfully able to ensure that it has a well-defined
recruitment policy in place which will ensure that the company is able to attract the right
employees. Furthermore, the company needs to have a retention policy in place with proper
procedures to help the employees in their needs.
2. Creating a good team of high performers and cultured employees
A good team goes a long way in assisting the organization to achieve its goals. It is very
important for the organization to see to it that the team has high performers which will help the
organization to achieve its goals. However very often the employees lag skills and not all of
them can be high performers. However, in this aspect the organization needs to ensure that it has
various training and employee skill building sessions in place so as to ensure that the performers
can become highly skilled. Furthermore, in order to make the employees present in the