Understanding HR Policies, Practices, and Strategies in Business Organization

This document provides an overview of HR policies, practices, and strategies in a business organization, focusing on team working and leadership. It discusses the importance of effective workforce planning and the HR competencies required for it. The document also explores HR theories enabling effective recruitment and selection.

Human resource
management

Table of Contents
INTRODUCTION....................................................................................................................3
TASK.........................................................................................................................................4
Overview and justification of business organization..............................................................4
In-depth understanding of HR policies, practices and strategies in business organization
team working and leadership..................................................................................................5
HR competencies required for effective workforce planning................................................7
HR theories enabling effective recruitment and selection including interviewing techniques
................................................................................................................................................8
Existing HR processes and systems, strategic goals and the effectiveness of the HR
processes...............................................................................................................................11
Pros and cons of compensation, performance management and career development
practices in business organization along with necessary improvement...............................12
Evaluate and suggest recommendations for improvement in health and safety practices in
business organization............................................................................................................15
Recommend ethical approaches to HR management...........................................................16
CONCLUSION.......................................................................................................................18
REFERENCES.......................................................................................................................20
Books and journals...............................................................................................................20
INTRODUCTION

Human resource management is referring to the strategic approach to manage
workforce at workplace with the aim of enhancing organizational performance. Mainly, it is
connected with the human beings within the business organization because employees are the
major or important asset for company in accomplishing all the set goals and objectives in a
stipulated time frame. In addition of this, “the management of man” is crucial and at the same
time also challenging job because each and every people have dynamic nature that directly
affect the business activities. As, HRM is an effective process of managing people of
organization because two people are not similar in mental abilities septimates and behaviour
as well. In this regards, human resource approach to manpower that enable the manager to
effectively view the individual as an important resource who always put their huge impact
over the company and its performance also. With the help of this approach, company can
utilise the manpower that is not only benefited to organization but also for increasing growth
and development. This will increase connection of workforce and make them productive
towards the specified goals and objectives so that company can easily develop their positive
brand image. Therefore, HRM is considered as an effective system that focus on
development of human resource and at the same time also an effective management of
workers so that employees will enjoy human dignity in their employment. It also covers
hiring, retention, pay and perks setting and management of employee’s performance at
working area which may reduce overall turnover of the company at market place. Apart from
this, it is also related with the management function that provide support and guidance to
manager to effectively recruit, select, train and at the same time also develop members of
business organization. It is also depending on the process of making the effective use of
human resources so that all the predetermined goals can be easily achieved. One of the main
advantages of HRM is to attracting, holding and motivating all the staff members and line
manager as well. Its aim is to effectively bring together and at the same also develop into
business of the men and women to make them more productive that directly support in
attaining set goals and objectives in a stipulate time frame.
Current research is based on the Agthia Group is one of the famous and leading food
and beverage company operate their business in Abu Dhabi, UAE with the aim of generating
huge profitability. It is founded in 2004 and also listed on the Abu Dhabi Securities Exchange
since 2005. Along with this, company also consists of a world class portfolio of best
integrated business and brand at market place. Company provide essential, healthier and
trusted feed & beverage that help in satisfy large number of customers. In market place, taste

and demand are continuously change that also affect on the customers demand. This is the
reason that company focus on proving quality services to its customers in order to keep them
loyal towards the same. This is possible by eligible and productive employees within the
company who are capable for handling customers in an effective manner. For this, business
organization is responsible for managing their workforce effectively so that they can easily
perform their task and attain their set target in a stipulated time frame. This report is going to
discussed about in-depth understanding of HR policies, practices and strategies that
implement by the company. Effective workforce planning is also mentioned in this project
that includes appropriate and systematic recruitment and selection along with interviewing
techniques that help in inviting skilled and talented workers. Apart from this, advantage and
disadvantage and advantage of compensation, performance management is discussed that
support in developing workers performance.
TASK
Overview and justification of business organization
Agthia Group is leading Abu Dhabi based food and beverage that established in 2004
in UAE and also listed on ADX (Abu Dhabi Securities). The main focus of this company is to
provide high quality of products in across the GCC, Turkey and the wider Middle East with
the aim of generating larger profitability by satisfying customers needs and wants. In this
regard, the main vision of this company is to keep customers healthier and happier live by
providing best offers. This can be beneficial in increasing trusted customers over its services
that contributes in establishing positive and competitive brand image of company at market
place. Apar from this, mission of this company is to provide nutritious, valued and
responsibly produced quality food and beverage that assist in making active and healthy lives
for customers every day (Kehoe and Collins, 2017).
In addition of this, company also offer some values such as collaborative, determined,
agile and responsible which make customers more trustable about organization and its
offerings as well. This will directly contribute in increasing strong customer base and
profitability level through which firm can easily capture larger market share from its
competitors. Along with this, the main focus of this business organization is to produce the
essential & trusted food and drinks that support in feeding and nourishes active lives. They
give commitment to customers by maintaining quality standard of food and drinks in a
sustainable way. Company also values every customer and what they serve to them so that

society and every people feel healthier and happy. Furthermore, Agthia is also committed to
behave and perform ethically and at the same time also give huge contribution towards the
economic development by improving the lifestyle of workforce and their families as well. At
the time of performing their operational activities, company also focus and customers health
& wellness, food safety and security, environment and its workforce as well. By this
company easily maintain their positive image and also sustain in market for longer period of
time (Sekiguchi, Froese and Iguchi, 2016).
In-depth understanding of HR policies, practices and strategies in business organization team
working and leadership
Policies: Policies are the journey guidelines which are meant to focus on the
organisation actions general regulations which describe the action which is done by the
employees and other staff.
Procedures: Procedures are generally three methods which are meant for solving a
particular situation by following combined framework. The can be said as an part of policies
because they have no existence without policy. Procedures will establish a specific method
for authorising vacation time without distributing work.
Rules: Rules are those specific guidelines which are related to some specific or
restricted work within the organisation. Rules are the one which generate legal liability if
they are not followed. They are similar to procedures this is because they also related to
guiding the action and typically allowed no discretion in their application. They are the strict
actions which are taken by the manager and helpful manager in taking decisions regarding
policies and guidelines which are formed by organisation.
Human resources strategies are those overall business plans which are formed by the
manager for its human capital to align these which business activities. Human resources
strategies are the set of the directions for all the respective areas of HR including
performance appraisal hiring development and compensation of employees. The main
importance of HR strategy in an organisation is to analyse organisations and its external
environment where fern can last longer and can ship its human resources management
activities according to goals and objective of firm. This strategy will directly impact on the
team working within the organisation as they are meant form increasing the efforts of
individual combining them to others (Ferraris, Erhardt and Bresciani, 2019).

Recruitment and retention: recruitment is the most important part of an organisation
where hire new employees performing different vacant jobs within the organisation. In
context of Agthia group, it also perform recruitment process effectively where is higher
qualified employees for their organisation. Just not hire employees but they also try to retain
them for longer period of time this is because company spend a huge amount on training and
development of employees and termination of this employee will lead to loss for a company.
Therefore, human resources department of organisation has to form HR strategies which are
related to retention of employees for longer period of time (Ali, 2016)
Learning and development: there are number of strategy which are formed by
human resources department of Agthia organisation where uh they used continuous learning
process for developing communication and leadership within the organisation encourage
employees to work the work and directly impact on organisation profitability in positive
manner by increasing the productivity of work.
Effective leadership: HR policies and practices will also helpful in increasing the
role of leaders within the organisation. In context of Agthia group, they are using democratic
leadership style in their organisation which motivates employees to give suggestion two word
with different strategies which are related to HR or other function of organisation. This will
develop qualities in employees of the organisation where they can perform different task at
also identify their need in organisation (Stone and Rosopa, 2017).
So, here are some factors which are related to understanding of HR policies practices
and strategies within a business organisation on team working and leadership which have
direct impact on profitability and productivity within the organisation.
HR competencies required for effective workforce planning
Every business organization required an effective workforce planning that support
them in improving productivity level of employees towards the working activities. In addition
of this, overall success and performance of company is highly depending on effective
workforce planning. The goal of HR Planning is to guarantee that the association has the
correct sorts of persons at the ideal time at the ideal spot. It gets ready to human resource to
effectively evaluate present and future needs, accessibility also, potential deficiencies in
human asset. In addition, HR Planning gauge request and supplies and recognize wellsprings
of determination. HR Planning creates systems both long-term and present moment, to meet

the labour necessity. In this context, competencies play a significant role in workforce
planning as it help in developing skills, knowledge, behaviour, attitudes and various personal
characteristics. This will support in making workers strong and productive so that they can
easily perform their job activities at working area (Tooranloo, Azadi, and Sayyahpoor, 2017).
For attaining success and developing positive performance of company, effective
workforce planning is important tool through which company organize their human resource
activities and their job role as well. Mainly, it is related with the proactively arranging and
anticipating workforce needs to forestall future cutbacks and frenzy recruits. It considers all
the components of ability the executives and critical thinking capacities. Key workforce
arranging as a rule covers a gauge time of around 3-5 years. The point is to improve current
strategic policies by critical thinking and anticipating issues before they emerge. In context of
this most of business associations comprehend the requirement for key workforce arranging,
many experience hindrances that make it hard for HR offices to effectively actualize it. For
effective and successful workforce planning required appropriate competencies that directly
support them in developing employee’s performance and their abilities to do their best at
working area. As it is referring to the effective observation and measurable all the skills,
knowledge abilities and employees’ personal attributes that directly contributes in developing
or enhancing their overall performance. It ultimately results in organizational success. For
better understanding there are some effective HR competencies that required by at the time of
workforce planning:
 Effective planning: It is one of the important competencies that can help in
developing an effective planning about employees. By this, HR manager can easily
assign right job to right people as per their skills and knowledge. This can be
beneficial in motivating as well as encouraging employees to do their best efforts so
that they can easily accomplishing their predetermined goals and targets (Brewster,
Gooderham and Mayrhofer, 2016).
 Ethical practices: Maintaining ethical work environment as it encourages employees
to maintain their working activities. In this, manager of company is also responsible
to evaluate that all the roles and responsibilities are effectively allot to workers as per
their capabilities. It also assists in ensuring that each and every employee are treated
equally and ethically because satisfaction of workers is essential for company in
improving their positive performance.

 Relationship management: In working area, developing or maintaining positive and
healthy relation is significant as it helps in improving workers potentiality towards the
job responsibilities. In this HR manager is responsible for managing all the workers
effectively and also influence them so that they try to manage their relation with
others. This will contribute in reducing possibilities of arising any kind of issues at
workplace. It promotes in retaining workers for longer period of time at working area
that positively impact over the brand image of company (Nie, Lämsä and Pučėtaitė,
2018).
 Effective leadership: Proper guidance is crucial for company and its workers because
without motivation and leadership employees can not be able to perform their task
and activities at working activities. Thus, it is important for leader or manager to
provide proper leadership and guidance to their workers at the time of performing
specified job. With the help of this, they can easily attain their set targets and at the
same time also make them efficient.
 Critical evaluation: Measuring employees’ performance is necessary to manager as it
help in analysing their actual progress at working area and also evaluate all the
necessary area that required improvement. By this, employees can enhance their
performance by getting proper guidance and motivation.
HR theories enabling effective recruitment and selection including interviewing techniques
Recruitment is one of the easiest and simplest way for hiring best suitable employees
for an organisation. Thus, said to be a process of signing a pool of qualified candidates in
order to perform organisational work. With the help of right recruitment and selection process
company can gain competitive advantage. Whereas, selection is a process with the help of
which information of job applicants are gathered so as to determine whom should company
can hire. In this process all criteria such as race, gender, religion, colour, nationality etc., are
avoided so that fair selection can be done. Usually, there are two types of hiring process i.e.
internal and external and Agthia Group, is using the both (Collings, Wood and Szamosi,
2018).
Internal: in this kind of process company selects suitable candidates from within the
country itself. This includes job posting: in this kind of process, there is a circulation of job
within the corporation. This means only the existing employees can apply. For example: if a
position is vacant in the company than eligible candidate can apply for the same and take the
role, job bidding: in such kind of recruitment an applicant is required to compete with other

applicants for a particular job position within the company, Intranet: this is an internal
websites which can only be accessed by employees who are working in an organisation.
Workers can apply in different branches in different areas where company has established its
business. Internal recruitment is being chosen by most of the companies as it is time and cost
saving. Along with this, managers know the nature of employees so handling them becomes
easier (Onik, Miraz and Kim, 2018).
External: it is the process through which company tries to recruit employees from
outside so as to full current opening position in the organisation. This includes recruitment
firms: these are agencies in which candidates can apply according to their qualification and
later their job applications are forwarded to suitable company for further hiring process,
Internet: in this changing scenario, internet is the best source from where anybody can apply
for the appropriate job. This is the most effective way for getting any information regarding
any corporate or company. Although this is time and cost consuming but it appropriate to hire
candidates with new and innovative skills. Moreover, helps organisation in attaining benefits
and profits.
However, there is a recruitment process by which a company has to go through so as
to select best candidates and these are identify needs: within the organisation there are many
post for which recruitment process can be done. Therefore, it becomes crucial for managers
and HR to identify need of hiring. For example: a post for IT department is vacant thus, they
should appoint for the same and not for marketing department. Define requirements: for an
effective recruitment process it is essential that company provides job description and job
analysis so that suitable candidates can apply. Select recruiting Sources: this can be two like
internal/external depends upon the requirement of recruitment. Review Job Applications:
this is a short-listing process with the help of which from thousands of applicants, company
select some of them who are according to the criteria and for this screening, interview and
evaluation is done. Select the Best Candidates: this is the last stage in which best candidate
is selected and moreover further process is being done like background testing so as to ensure
that the person is clean and not having any criminal records. Thereafter, written offer is given
considering all the do’s and don’ts (Baum, 2016).
Interview: this is a method of selecting knowledgeable applicant, with the help of
structured questions. Basically, interviewer asked questions and interviewee provides with
the answers. Agthia Group, can opt different types of interviews like structured: in this,

there are pre-determined questions with the help of which managers tries to acknowledge
skills and knowledge of an applicant. In these all questions are same for all candidates. Non-
structured: these have no structured questions and it is flexible in nature. Interviewer can
ask any questions that are not pre-planned. Behavioural: if there are any questions which are
related to specific experiences than respondents give the answer. Therefore, it is totally
depending on the behaviour of the interviewee. Situational: in order to check the intellectual
of a person than interviewer asked questions related to situations which are mostly based on
hypothetical experiences. Stress: with the help of this, interviewee tends to measure
candidate’s stressful situation whether they can hold it or not. Groups: an interview can be
taken by a single person or by a group such as panel. Moreover, for conducting interviews
HR and managers must have effective skills so that they can properly evaluate candidates and
select best out of them. Along with interviews, applicant testing also plays a crucial role
because this enables hiring persons to have proper knowledge about applicants regarding
their intelligence, personality, interests, aptitude etc. (Zhuand Warner, 2019)
Henceforth, Agthia Group, for an having an efficient workforce they have should
consider all these criteria. This will help them in having best people in their organisation who
can do their work effectively for providing excellent results.
Existing HR processes and systems, strategic goals and the effectiveness of the HR processes
Every organisation works in the direction of getting a one vision the same formula can
be achieved by the organisation with the execution of strategy which are found by human
resources department within the organisation. With this strategy there are number of
processes which are included by human resources department in an organisation for proper
execution of these strategies. Some of the processes which are performed by human resources
department in an organisation are mentioned below:
Human resources planning: this is the process of forecasting about the requirement of
people within the organisation. This process is also followed by Agthia group where manager
of human resources department identify the vacant post in an organisation. This process
consists of four stages which are recruitment selection hiring and training and development.
These all are the functions which are performed by the department head of Agthia group
human resources planning within the organisation (Al Ariss and Sidani, 2016)

Employee remuneration and benefit administration: this is related to the process
which involves deciding the salaries, wages incentives benefits and perks of employees in
organisation. In context of Agthia group, money is the prime motive of their employee and it
is important to perform this process for adequately compensating employees according to
their performance.
Performance management: this is the last process in the strategy of human resources
department. This include measuring the performance of employees in organisation with
predetermined standards of performance this is to be done by the Agthia company for
motivating and rewarding their workers and ensuring the efficiency of organisation to achieve
the goals in an effective manner (Tlaiss and Elamin, 2016).
HR strategic objectives and goal
Succession planning: it is the form of objective of any HR strategy to develop
success planning. Here Agthia Company, plan a common human resources strategy which is
to ensure the increase capacity of organisational workforce for meeting the future needs of
hiring the employees. This is the prior objective HR department within the organisation
where they identify the nature and requirements of the stocks by analysing the current work
force and their skills and qualifications. This will help organisation in determining the best
course of action for human resources within the organisation and achieve the success
planning.it will also help organisation in identification of employees who show the promises
and attitude toward the organisation. And for these employees, organisation will conduct
training and development session for increasing their abilities to perform at higher level and
increase profitability within the organisation (Nolan and Garavan, 2016).
Workforce mobility: this is also an important objective of HR department within the
organisation where the use this for supporting the long reach planning and cross training.
Under cross training the employee will get knowledge about performing the job and its duty
within all departments of the organisation are the areas of business. This will improve the
mobility of workforce from one place to another according to the skills and expertise of
employees this will also helpful the employees in performing different jobs within the
organisation and strengthening the business of the company according to the market situation.
Agthia group will use this function for the dynamic situations of the market where it can
expand its business in number of countries because of well trained staff and ability of staff to
perform different function. As food and beverages industries are a high competitive industry

it is necessary for the Agthia to maintain multi-tasking staff which can perform different
functions at a time (Furusawa, Brewster and Takashina, 2016).
Effectiveness is important in HR processes this is because company have to deal in
global world where there are number of complex and unpleasant situations which can directly
affect the performance of organisation as well as human resources functions within the
market. For saving organisation from this effectiveness in all processes of organisation is
must. For this Agthia company can identify the strengths and weaknesses of different
processes like human resources planning employee remuneration and benefit administration
and performance management. This will help company in checking the effectiveness of all
processes as well as increasing the competitive advantage within the dynamic environment
(Bon, Zaid and Jaaron, 2018).
Pros and cons of compensation, performance management and career development practices
in business organization along with necessary improvement
Organisation operates its business around the world so as to have better growth in
terms of sales, profit, customer’s satisfaction etc., and in order to do so it is crucial that
company in recruitment process hire employees who are talented and have appropriate skills
for performing any task. Along with this, it becomes important for companies to keep their
employees happy and for doing so there are several tactics like providing compensation by
determining employee’s performance. As a result, it will further help an individual in career
development.
Compensation: it is determined as a system within the organisation which have a
balancing nature between interests, expectations and performance. Compensation is a said to
be total cash and non-cash payments which are given to employees according to their work
for a company. It is other than regular salaries and given as per skills, abilities and
performance accomplishments. There are two types of compensation direct and indirect both
tend to provides benefits to an individual. Therefore, it is the prime responsibility of
managers and HR units to develop units and system who can supervise skills of employees so
that, no problems can hinder compensation activities (Pietersen, 2018).
Pros and Cons of Compensation:
Encourage Productivity: While talking about pros, performance-based
compensation always plays its part of encouraging employees to work even more harder so
that high pay can be earned. It makes workers more productive which in return increase sales

and profit of a company. Besides this, it has some cons as well, because employees with
lower performance might not enjoy the privilege of getting any compensation. As a result,
they can feel less motivated and performance can decrease (Brunt, 2016).
Competition between Employees: Providing effecting compensation offers a
potential advantage to workers. This not only act as a motivational factor but also increase the
rate of employment engagement. Despite of all these pros it has some limitation as well. If
variability in compensation is given than it can tend to create an unhealthy competition
amongst employees. For instance: an individual who is not giving 100 percent in work but
because of favouritism, manager is paying high reward as compared to others who are
working to their best for getting effective outcomes than it will create a chaos and unhealthy
competition might begin (Ahmed, 2016).
Therefore, individual’s pay or compensation depends upon the performance and
according to the combination of approaches. Thus, it is important that managers and seniors
of a company analyse performance properly so that right the person can get the benefits. In
organisation like Agthia group, which is a leading company of food and beverages in UAE,
can give compensation according to the changed nature of jobs. Corporation can decide a
certain amount per hours and as per their work performed utilising their skills and
knowledge. Thus, if employees do more than that than it should be increased. Moreover,
compensation can be provided on a regular basis so that motivation can be kept high.
Performance management: In an organisation, there are many departments that
define and perform different work. Performance management is a kind of management tool
which is used by corporates so as to monitor and evaluate the performance of employees.
Main motive of this management is to, create a working environment where an individual can
give their best as per their abilities. Basically, for an effective work, performance
management has four processes i.e. performance plan: in which proper planning is done so
that task can be executed, coaching and feedbacks: in this performance management team
can ask for feedbacks from employees and according to the same they can provide coaching
so that same mistakes are not repeated, performance review: on the basis of performance
managers can tell what goes right and what went wrong, identifying close gaps: in this, close
counters can be identified about, how a task can be performed other than the way it was being
performed. Therefore, considering all these methods Agthia group can manage the
performance of a person (Abdul Cader, 2017). There is a requirement of this method because

it helps company in having more transparent working environment. Reason behind this is its
ability to establish concrete rules that makes every individual to have a clear expectation
about organisation’s work. Performance management is not only confined with managing
behaviour and performance of an individual but also shares a link between organisational
strategy and results. For example: Agthia group, can identify expected performance level and
analysing the same they can provide feedback on the performance of an individual.
Therefore, on the basis of this rewards and compensation can also be provided. Moreover,
through this whether goals are fulfilled or not can be determined (Cantoni and Mangia, 2018).
Other than this, Agthia group for better appraisal performance can implement 360
degree. This will assist employees in having reviews about their performance from managers,
peer, subordinate, customer and self-assessment.
Career development practices: while working in an organisation, one thinks about
various ways through which their career can be developed. As a helping hand, corporation
also provides different opportunities. Whatever knowledge will be gained it will be a lifelong
learning. In order to develop career a person can choose on-site or off-site as per their
comfort. One can opt for coaching: this is one of the oldest forms for providing training for
developing careers. In this performance of an individual is supervised immediately which
helps in analysing pros and cons. In relation to Agthia group, they can adopt this method
because it is easy to implement without any proper planning. Job rotation: this is a process
where a person shifts from one job to other. For example: a young manager for learning new
things may work in an industrial plant for three year than may shift to job as a corporate
planner, later in 6 months in purchasing. Thus, all these activities will enhance existing skills
and knowledge. Besides this, in relation with off-site methods a person can adopt classroom
course and degree: this encourages passive learning and helps in clarifying all doubt
regarding a particular topic or lecture material. Moreover, Agthia group can sponsored
seminars or professional courses for giving some knowledge from experts (Van Wingerden,
Derks and Bakker, 2017).
In the department of Human Resource Management, every department is interlinked
with one another. So, managers have to focus on all factors through which better results can
be gained. For example: by providing effective career development practices one can
improve his/her performance. Thereafter, performance management team can set
compensations by analysing working ability and performance.

Evaluate and suggest recommendations for improvement in health and safety practices in
business organization
Safety of employees is must for every organisation while practicing the business
operations this is because there are number of tools used in manufacturing the products which
can harm the health and safety of an employee and can act as a threat to their life for saving
this there are some recommendation mentioned below which can be followed by Agthia
group.
 It is recommended to Agthia group, that they have to conduct a proper training and
development program for the organisational employees who can prevent dam from
workplace injuries. Agthia have to make sure that all employees are in access and
timely complete the safety training program before giving them there joining position.
 It is also recommended to Agthia group, reward is the easy way to increase the safety
at workplace by giving the small amount of reward to the employees who follow the
safety policies and keep engaged in them by making a where the other employees to.
This will make a big difference by reducing the workplace injuries as well as increase
motivation in employees.
 There must be labels and science for every work. This is because it is a cheap and
effective way to communicate the important information about the details and
complexity of work which is associated to employees. This tool will act as a good
reminder and a warning to the employees for some difficult task in organisation.
 Company master remote stretch breaks and also an effective way for maintaining
health and safety within the organisation this can be used for improving the workplace
health of employees .this can be done by allowing the employees for a 5 minute break
to stretch your muscles and lose the tension on the joint points of a human body this
will also help in reducing the injuries because of over node work.
These are some recommendation which can be followed by Agthia Company for
maintaining the employees on organisation by increasing the safety and healthy environment
within the workplace (Thompson, 2017).
Recommend ethical approaches to HR management
While doing a business, there are some business ethics which every person working in
an organisation should follow. With the help of this one can determines whether an action
done is right or wrong. In relation with Agthia Group, firm can develop some code of conduct

which must be followed by every employee so as to maintain the decorum. Basically, Human
Resource Management plays a crucial role in dealing with workplace problems. Generally,
with the assistance of their senior managers HRM deals with issues such as privacy, cash,
safety issues, race or discrimination and disability (Harzing, Pudelko and Sebastian Reiche,
2016). For example: in terms of privacy, company cannot leak information related to personal
data like social beliefs, religion etc., to any other individual and for this, they should take
permission of respective person. The major ethical issue which Agthia Group, can face could
be related to salary and compensation. Variation in the same can create a disturbing
environment at workplace which can affect the working.
However, company should provide equal opportunity to every person but there can be
instances where employee can feel discriminated. Therefore, to report the same Agthia
Group, should have a panel that can investigate the entire situation and punish the culprit.
Moreover, in order to maintain ethics company’s HR department can adopt zero-tolerance
policy so that in case any worker breaks the rules than he/she should know what will be the
circumstances (Almada and Borges, 2018).
Henceforth, to run a business it is important to establish some ethics because without
this human resource management cannot achieve goals and objectives successfully. Thus,
reviews different ethical issues with the help of board members can always help them in
handing violators with equal fairness. Moreover, while recruitment employees should be told
about code of conducts so that they can take precaution before indulging in illegal activities.
It is important for business organization to paying attention to ethics as it helps in dealing
with different issues and obstacles at working area and among workers as well. At a working
area, employees face various ethical challenges that put negative impact over the workers and
company as well. In this regard, HR management is playing a crucial role in managing ethics
within the company with the aim of reducing the negative impact. In context of Agthia group,
they also focus on ethics and values in order to make their workforce more productive and at
the same time also keep their customers loyal by providing them best quality or services
(Lorincová, 2018).
The ethics in HRM is create on reasonableness in worker activities and practices which must
take value, equality and unbiasedness at working area and among workers. Treating workers
decently and politely will give an incredible impact that help workers in retaining with
business organization for longer period of time. In this, crucial point of ethical aspect inside

the field of HRM has tended towards the value and decency implication of business activities.
As the inquiries of how workers ought to be dealt with, how they get to be paid, how they
must to be prepared, under what conditions they ought to be relied upon to business activities
and how hard they should work, how they ought to be taught, and how their work needs to be
ended all these are the major function and aspects of human resource management. Apart
from this, recruiting eligible worker on the bases of capacity results has expanded the overall
performance of company. Employing and holding information laborers based on subjective
capacity give a quantifiable result to the business that positively effect over the performance
of Agthia Group. Mainly, appropriate knowledge about hiring and retaining is important for
manager as it help them in providing effective and measurable payoff that motivate as well as
encourage workers within the company. Witth the assistance of this company can easily
retain workers and at the same time also meet all the long-term goals and objectives without
any kind of ethical issues or challenges. Workers speak to ability to be developed as treating
representatives decently converts into better money related execution. Apart from this, HRM
within the business has moved well as compare to previous practices of individual along with
HRM as it is effective and understandable about all the practices and process implement
within the company with the hope of maintaining ethics. The moral HRM relies upon great
work condition which is totally relies upon great strategy of business organization (Nikoloski,
2016).
Therefore, ethical approaches to HRM related with the micro level at working area as
it also attractive worker rights and on large scale level recommending that moral approach
that should fill the vacant place through skilled workers at right place along with proper
HRM plan and dynamic. Under working area HRM depends on the issue of any kind of
ethical challenges. As management of business organization implement equity at workplace
that shows employees engagement within the company that may contributes in developing
positive performance. In addition of this, company should analysis all the issues that can be
arise within the company which is related to employee responsibilities, performance
appraisals and privacy issues, race and disability, health and safety, employment issues,
restructuring and Layoffs and many more. By analysing the same, company can improve the
overall performance and also established positive brand image at market place (Ozturk and
Tatli, 2016).

CONCLUSION
From the above-mentioned report, it has been concluded that human resource
management play a significant role in every business organization as it supports in making
employees efficient by managing their working activities at working area. One of the main
advantages of managing human resource as workplace is to enhance the positive working
environment wherein each and every employee do their best efforts for attaining their targets.
In this regard, the primary objective of HRM is to ensure that the right person get right roles
and responsibilities and also place at accurate job role so that they increasing abilities to do
their best job. Without managing workers, company can not be able to attain their targets in
stipulated time and also fail in accomplishing their positive brand image. Specifically, it is
based on the societal, organization, functional and personal through which business can easily
reach their specific targets and objectives as well. In addition of this, HRM practices also
includes some effective HR planning, job analysis, job design, hiring of skilled and talented
workers, employee’s motivation, remuneration and industrial relation at working area. This
will directly contribute in retaining all the workforce for longer period of time. In context of
this, different HR policies, practices and strategies within the company is also beneficial in
managing as well as developing each and every worker so that they get motivated to do
they’re in an effective team and under better leadership as well. HR competencies such as
effective planning, ethical practices, better relationship management and many more are
support or required for effective workforce planning that help company in recruiting right
people for right job. This type of activities is beneficial in improving positive and competitive
performance of company at market place. Furthermore, proper recruitment and selection
process is also significant for company because it supports in inviting as well as attracting
more and more eligible candidates who give their best efforts of business and their job
responsibilities as well. It may directly contribute in increasing positive image of company
and make employees more encouraged at working area. Mainly, it is possible by using
interviewing techniques by HR manager of firm so that they can easily understand the
abilities and competencies of workers towards specified job roles. For attaining job
satisfaction of employees, it is also important for business organization to includes health and
safety practices within the company as it is beneficial in provide safe working environment in
which workforce easily perform their best without any kind of harm. This is also positively
impact over the performance of employees as they feel more comfort at the time of executing
their working activities at workplace. Company needs to implement all the ethical approaches
and practices to HR management with the aim of developing quality performance of workers

and at the same time also may reduce the possibilities of any kind of issues as obstacles. With
the help of this, firm may reduce employee turnover and at the same time also develop
positive image.

REFERENCES
Books and journals
Abdul Cader, A., 2017. Islamic principles of conflict management: A model for human
resource management. International Journal of Cross Cultural Management, 17(3),
pp.345-363.
Ahmed, N.O.A., 2016. Impact of human resource management practices on organizational
citizenship behavior: An empirical investigation from banking sector of
Sudan. International Review of Management and Marketing, 6(4), pp.964-973.
Al Ariss, A. and Sidani, Y., 2016. Divergence, convergence, or crossvergence in international
human resource management. Human Resource Management Review, 26(4), pp.283-
284.
Ali, M., 2016. Impact of gender-focused human resource management on performance: The
mediating effects of gender diversity. Australian Journal of Management, 41(2),
pp.376-397.
Almada, L. and Borges, R., 2018. Sustainable Competitive Advantage Needs Green Human
Resource Practices: A Framework for Environmental Management. Revista de
Administração Contemporânea, 22(3), pp.424-442.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
Bon, A.T., Zaid, A.A. and Jaaron, A., 2018. Green human resource management, green
supply chain management practices and sustainable performance. In 8th
International Conference on Industrial Engineering and Operations Management
(IEOM),(Bandung, Indonesia) March (pp. 6-8).
Brewster, C., Gooderham, P.N. and Mayrhofer, W., 2016. Human resource management: The
promise, the performance, the consequences. Journal of Organizational
Effectiveness: People and Performance.
Brunt, C., 2016. Human Resource Management in International NGOs. Palgrave Macmillan.
Cantoni, F. and Mangia, G. eds., 2018. Human Resource Management and Digitalization.
Routledge.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A
critical approach. In Human resource management (pp. 1-23). Routledge.
Ferraris, A., Erhardt, N. and Bresciani, S., 2019. Ambidextrous work in smart city project
alliances: unpacking the role of human resource management systems. The
International Journal of Human Resource Management, 30(4), pp.680-701.
Furusawa, M., Brewster, C. and Takashina, T., 2016. Normative and systems integration in
human resource management in Japanese multinational companies. Multinational
Business Review.
Harzing, A.W., Pudelko, M. and Sebastian Reiche, B., 2016. The bridging role of expatriates
and inpatriates in knowledge transfer in multinational corporations. Human
Resource Management, 55(4), pp.679-695.

Kehoe, R.R. and Collins, C.J., 2017. Human resource management and unit performance in
knowledge-intensive work. Journal of Applied Psychology, 102(8), p.1222.
Lorincová, S., 2018. Human resource and corporate culture: Gender-based differences in the
assessment. Central European Journal of Labour Law and Personnel
Management, 1(1), pp.28-45.
Nie, D., Lämsä, A.M. and Pučėtaitė, R., 2018. Effects of responsible human resource
management practices on female employees’ turnover intentions. Business Ethics: A
European Review, 27(1), pp.29-41.
Nikoloski, K., 2016. Strategic human resource management: assessment and evaluation of
human resources as factors to achieving better economic performance. International
Journal of Information, Business and Management, 8(3), pp.81-95.
Nolan, C.T. and Garavan, T.N., 2016. Human resource development in SMEs: a systematic
review of the literature. International Journal of Management Reviews, 18(1), pp.85-
107.
Onik, M.H., Miraz, M.H. and Kim, C.S., 2018. A recruitment and human resource
management technique using Blockchain technology for Industry 4.0.
Ozturk, M.B. and Tatli, A., 2016. Gender identity inclusion in the workplace: broadening
diversity management research and practice through the case of transgender
employees in the UK. The International Journal of Human Resource
Management, 27(8), pp.781-802.
Pietersen, C., 2018. Research trends in the South African journal of human resource
management. SA Journal of Human Resource Management, 16(1), pp.1-9.
Sekiguchi, T., Froese, F.J. and Iguchi, C., 2016. International human resource management of
Japanese multinational corporations: Challenges and future directions. Asian
Business & Management, 15(2), pp.83-109.
Stone, D.L. and Rosopa, P.J., 2017. The advantages and limitations of using meta-analysis in
human resource management research.
Thompson, J.R., 2017. Value shifts in public sector human resource management: A
congressional perspective. Review of Public Personnel Administration, 37(4),
pp.375-404.
Tlaiss, H.A. and Elamin, A., 2016. Human resource management in Saudi Arabia.
In handbook of human resource management in the Middle East. Edward Elgar
Publishing.
Tooranloo, H.S., Azadi, M.H. and Sayyahpoor, A., 2017. Analyzing factors affecting
implementation success of sustainable human resource management (SHRM) using
a hybrid approach of FAHP and Type-2 fuzzy DEMATEL. Journal of cleaner
production, 162, pp.1252-1265.
Van Wingerden, J., Derks, D. and Bakker, A.B., 2017. The impact of personal resources and
job crafting interventions on work engagement and performance. Human Resource
Management, 56(1), pp.51-67.

Zhu, C.J. and Warner, M., 2019. The emergence of Human Resource Management in China:
Convergence, divergence and contextualization. Human Resource Management
Review, 29(1), pp.87-97.