Organizational Strategy and HRM: Job Analysis, Branding and Recruitment, Testing and Interview

Running head: HUMAN RESOURCE
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Author Note

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Part A: Organizational strategy and HRM:
The annual report of the company reveals that it perfectly abides by the strategic
human respect management process. In this aspect, starting from the recruitment of the best
talents, manage them properly, retaining, motivating thus effectively utilise them are
appropriately followed by the company. The Shell company has its branches in more than 70
countries in the world and a huge dependable customer base (Shell.com., 2019). This is the
reason why proper maintenance of connection with the suppliers, governments, law agencies,
communities along with the customers comes under the supervision of the managers and duty
of the employees, the company recruit only those people who have appropriate knowledge of
the industry, feeling passionate about their jobs and eager to apply their knowledge in the
growth of the company in the international market.
The company maintains different policies in the case of different departments and the
teams made for different types of operations. There are general manager, Human resource
management, finance team, IT teams and many others. All of these teams however follow the
same HR rules and polices but the motivation systems are different in different departments.
In this paper the job description of the financial manager will be discussed. In this regard,
the company follows two most important concepts of strategic human resource management
so that the best chosen people can efficiently help the organization to achieve its strategic
objectives. Maslow’s hierarchy of needs refers to the different type of deficiencies in the
workplace and how the HR managers motivate the employees to overcome those
deficiencies. This concept is often depicted as the pyramid consisting of the five levels where
the first and lower level is associated with the physiological needs, second is safety needs,
third is love or belonging needs, fourth is esteem needs and final is the self-actualisation
needs. All of these needs are seen in the employees at different levels. The other four layers
of the hierarchy needs pyramid other that the physiological needs, according to the theorist

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are related to the deficiency needs. If these deficiency needs are not met properly, then the
human body gives indication where the individuals feel anxious as well as tense affecting
their overall performance.
Similarly the Motivation Hygiene theory of Herzberg refers to the fact that there are
two types of factors present in every organisation which either motivate the employees a
great deal or demotivate them indulging in the poor performance or leaving the job. The
motivation factors according to the theorist are recognition, respect, responsibilities,
achievements, growth and promotion (Soni & Soni, 2016). On the contrary, the payment and
benefits, supervision, status, salary, job security and physical environment can demotivate the
employees for not working in the organization (Sanjeev & Surya, 2016). The motivating
factors effectively increase the job satisfaction of the employees in the organisation which
enhances the chance to employees retention process by the HR (Einstein, Addams &
Roosevelt, 2016). the poor hygiene factor on the other hand decreases the employee
motivation to world in the negative working culture of the company therefore, they tend to
leave their workplace as early as possible or do not contribute their skills in the organisational
growth process (Einstein, Addams & Roosevelt, 2016). These two concepts are perfectly
understood by the company in Canadian branch and the HR policies are therefore, perfectly
aligns to meet the needs of the employees in the workplace. Starting from their recruitment to
the promotion, every parts of the human resource management are take care of properly so
that there is no scope for the employee dissatisfaction in the company (Lo, Lin & Hsu, 2016).
Part B: Job analysis
The key importance of the finance manager is related to the fact that he is responsible
for perfect distribution of the financial resources of the company. Along with this, he is
responsible for the planning of the budget, supporting of the executive management teams by

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offering financial advice and guiding the entire firm with the insights and allows the business
decisions making to be more effective enjoying the competitive leverage. Under the
supervision of the head of the Finance Team, the finance manager will be responsible for
supporting sound finance management as well as reporting systems. Along with this, the
finance manager will be promoting finance management capacity across the organization by
enabling it with adequate financial monitoring and planning.
The main responsibilities of the finance manager in this company will be-
 Collecting, reviewing and interpreting financial data
 Preparing, organizing and interpreting reports, accounts, commercials, accounts and
the other financial statements of the company (Mondy & Martocchio, 2016).
 Producing short term business goals and long term plans
 Undertaking research about the competitors, present pricing and the factors impacting
the performance so that strategic analysis can be done.
 Controlling cash flow, income, expenditure and other financial process of the
company (Cascio, 2015)
 Supervising the team members
 Developing an effective financial model or systems
 Reviewing managing and monitoring budgets
Job specification:
The main requirements of this designation are-
 Proven experience in the financial sector with the previous role of financial analyst
 Ability to use financial software