Human Resource Management Case Study of APICO

This document is a case study on Human Resource Management of APICO. It includes an interview of a classmate regarding their learning style and analysis of the interview responses with Kolb Reflective framework. It also covers APICO's recruitment and selection process, job analysis, organizational structure, and measures taken for achieving organizational excellence.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management: A case study of APICO
Name of the student:
Name of the university:
Author note:

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Table of contents
Assignment 1................................................................................................................2
Interview of the classmate regarding his learning style............................................2
Analysing the interview responses with Kolb Reflective framework.........................3
Description of the interview technique......................................................................5
Relevant development tools for development..........................................................5
Assessment 2...............................................................................................................8
Measures taken by APICO.......................................................................................8
Recruitment and selection.....................................................................................8
Job analysis and organizational structure.............................................................8
Consequences upon implementation of the measures.........................................9
Application and rejection of the proposed measures along with justification......13
References.................................................................................................................16

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Assignment 1
Interview of the classmate regarding his learning style
Interviewer (Self): Accept my warm greetings, dear friend.
Classmate: Thank you.
Interviewer (Self): Let me tell you that we have assembled here for discussing on the
learning styles and its role in concretizing the experience.
Classmate: Its sounds great.
Interviewer: Thank you, so let’s begin. First tell me your feeling when you get to learn
new things.
Classmate: I feel elated when I come across new things. I attempt to delve deeper
into the context through explicit and effective research.
Interviewer (Self): It is indeed a proper approach towards executing the tasks
rationally and logically. What do you think about its feasibility in enhancement of your
skills, knowledge and expertise?
Classmate: Researching about the allocated tasks is effective in terms of clarifying
the basic concepts. This clarification noticeably reduces the error rates, enabling me
to fulfil the identified and specified goals.
Interviewer (self): You have indeed an organized approach towards the attainment of
personal development.
Classmate: Thank you.

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Interviewer (Self): Confidentiality would be maintained in utilization of your answers
for the sole purpose of research.
Classmate: Thanks.
Analysing the interview responses with Kolb Reflective framework
The reflective cycle, proposed by Kolb, is an integral part in the life of an
individual. This is in terms of enhancing the learning experiences. Reflecting on the
gathered skills, expertise and knowledge helps in upgrading everyday performance
(Wallace 2019). As a matter of specification, this reflection enables the individuals in
identifying the drawbacks, which is stalling the growth and development. Within this,
observation skills are important for adding value to the learning processes.
Kolb proposes four stages, which organizes the learning process of the
individuals. These stages are experience, reflection, conceptualization and planning.
Initiating the allocated tasks enhances the awareness of the personnel towards
experimenting with the capabilities, skills and competencies. This assessment,
further, is assistance towards mapping the areas, which need modification for
fulfilling the goals and objectives. Within this, Watson et al. (2016) points out that
consideration of the suggestions of the senior and the experienced personnel proves
beneficial for expanding the thought processes. Evaluation of the gathered
experience supports in assessment of the feasibility, appropriateness and
effectiveness of the constructed plans.
Cognitive learning theory can be brought into the discussion, as the
observation and learning helps in slow yet gradual progression towards the
benchmark level of performance. Observing the things in the surroundings result in
enhancement of the creativity. Infusion of rationality in this observation further helps

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the individuals in attaining control over the emotions, which is necessary in terms of
enhancing the personality based on the learning processes. Reflection towards the
observation is assistance towards examining the feasibility in terms of the identified
and specified goals (Tomkins and Ulus 2016). Conglomeration of these aspects
forms the aspect of reflective observation, the second stage of the framework cycle.
Within this, judgmental decision making is essential, which brings behavioural theory
into the discussion. Example can be cited of the blind reliance over the observation,
which deviates the individuals from the goals. On the contrary, researching on the
suggestions would be effective in terms of reaching to the appropriate decisions
towards completing the tasks.
Logical decision-making is needed in terms of approaching the stage of
conceptualizing the gathered experience. Clarification of the doubts is effective in
terms of reducing the error rates within the performance of the activities.
Generalizing the concepts enables the individuals to familiarize with the situations
occurring in the surrounding. Segmentation of the concepts is assistance in terms of
enhancing the current strengths, weakness, opportunities and threats (Stone et al.
2015). Along with this, segmentation proves beneficial in terms of drawing
conclusions regarding improvisation strategies.
The nature of the framework is cyclic; therefore, maintaining consistency in
evaluation is critical in terms of keeping the flow. Disruptions are bound to occur,
however, evaluation is productive in terms of overcoming the disruptions in a tactful
manner. For this, experimentation with the gathered skills and knowledge is helpful
in terms of approaching to the right solution. This experimentation enhances the
thought process, diversifying the learning process. Referring to the numerous

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sources enriches the preconceived skills, expertise and knowledge regarding the
concepts (Stein 2018).
Description of the interview technique
The interview is structured, which is evident from the presence of an
interviewer, interviewee, setting and context and themes. Informal tone of the
interview is assistance in terms of exploring the different learning styles. Compliance
towards the terms and conditions of Ethical Code of Conduct reflects the conscious
approach towards protecting the individual sentiments of the classmate. Within this,
mention can be made of Data Protection Act (1998), which is a support towards
conducting the interview according to the ethics (Snell, Morris and Bohlander 2015).
Within this, mention can be made of assurance towards maintaining confidentiality of
the data.
Relevant development tools for development
The reflective cycle, prescribed by Kolb, enhances the learning. Here, the
major tool is reflection, which helps in excavating the drawbacks. This reflection is
vital in terms of upgrading the standards and quality of the performance. Within the
reflective, observation is an important tool for improving the visual skills, indicative of
uplifting creativity and imagination skills. Logical decision-making is productive in
terms of gaining control over the emotions. This approach is an initiative towards
enhancing the leadership skills, abilities and competencies. Within this, Sitawati,
Winata and Mia (2015) proposes that using checklists and templates are vital for
gaining an insight into the defects within the performance.
Assistance from the tenured members noticeably reduces the knowledge
gaps. Logical reasoning in this aspect is vital for gaining respect from the clients and

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the customers. Within this, reference can be cited of journey mapping, which acts as
a keystone for gaining insight into the areas, which needs to be modified. Based on
this, execution of need analysis is a wise approach towards enhancing the
professional skills, abilities and competencies of the employees. Testing the gained
knowledge is a planned approach towards adding focus into the business activities.
This test relates with the planning towards reaching out to the avenues beyond the
comfort zone (Singh and Arora 2018). Willingness towards undertaking challenging
and enduring tasks relates with the quest towards attaining personal growth and
development.
Evaluation seems vital in terms of measuring the effectiveness, feasibility and
appropriateness of the plans. Maintaining consistency in the execution of evaluation
is productive in terms of improving the approach towards performing the tasks.
Within this, infusing change management theory would be a planned and reasoned
approach in terms of adding innovation to the performance. This is in accordance to
the need, urgency and context of the required improvisations. Shen, Chen and Wang
(2016) argues that application of effective management techniques is needed in this
direction for concretization of the gathered experiences. Typical example of this
management can be performing the tasks according to the set time limits.
Developing short and long term goals is one of the other tools, which adds
focus into the performance. Concentrating towards short term goals, at the initial
stage, is effective in terms of stabilizing the performance within an ambience of
intense pressure. Once the performance gains stability, then long term goals can be
developed for reaching to the benchmark level of performance. Maintaining the
balance between the short term and long term goals adds rationality into the

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performance. This stability is effective in terms of gaining the adjustability skills
towards handling the given situations (Schindehutte and Morris 2016).
Routinizing the tasks can be an effective tool in terms of organizing the tasks.
Segmenting the tasks assist in learning the concepts in an efficient and effective
manner. At the initial stage, negative results and incapability are bound to occur.
However, with practice, the error rates would reduce noticeably. Assistance from the
supervisors is effective in setting realistic and achievable targets. Proper guidance is
fruitful for avoiding superficiality in the performance, which can add hypothetical
approach in the process of judgments.
Gaining control over the emotions is an essential aspect in the process of
learning. This aspect brings behavioural theories into the discussion. Exposing
rational approach towards communication is vital for adding positivity into
personality. On the contrary, blind acceptance towards the suggestions destroys self
creativity. As per the arguments of Schenck and Cruickshank (2015), this rationality
indicates enhancement of the leadership skills, abilities and competencies. This
enhancement relates with the stage of concretizing the experiences. Once the
experience becomes concrete, willingness and initiatives towards upgrading the
performance comes from within. This approach indicates the slow and gradual
progression towards personal growth and development.
Inquisitiveness towards learning new things and coming across new
acquaintances are the primary agents, assisting the persons to sharpen their
learning skills. These instances act as opportunities for the individuals in terms of
observing the way in which the others react to their behaviour (Reinholz 2016).
Understanding towards this direction is assistance in terms of rectifying the mistakes,

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if any. Spontaneity is needed in this modification for gaining the trust, loyalty and
dependence from the seniors.
Assessment 2
Measures taken by APICO
Recruitment and selection
Hiring the request forms is one of the essential steps adopted in terms of
conducting the recruitment and selection process. Both internal and external process
is undertaken, which expands the scope and arena of the business. As a matter of
specification, application forms are screened, which aligns with the good practices in
terms of documentation for the human resource management (Rae and Wang 2015).
After screening, interview is conducting on the shortlisted candidates. The
candidates are selected through logical reasoning and aptitude tests. Meetings are
conducted with the board panel for deciding the future course of action. Involvement
of the stakeholders and shareholders in the meetings is assistance towards
undertaking the appropriate decision towards improvising the policies and practices
of managing the human resources.
Job analysis and organizational structure
Introduction of Key performance indicators (KPI’s) standardizes the
recruitment and selection process of APICO. As a matter of specification, these
indicators range from acceptance rates to the calculations of vacancy positions and
coverage of the key positions. Application of effective control measures helps the
APICO managers to achieve operational excellence. Motivating the employees is
assistance towards enhancing the performance of the employees (Peterson, DeCato

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and Kolb 2015). This performance enhances the productivity, which guarantees
fulfilment of the identified goals and objectives. Moreover, divisional organizational
structure is divisional and functional, which results in the exposure of collaborative
output. The components of data collection, analysis of the vacancies and
specification establishes links between the jobs and the structure in case of APICO.
Consequences upon implementation of the measures
APICO implements effective measures for achieving organizational
excellence. Within this, mention can be made of the selection tool of interview, which
is effective in terms of gaining an insight into the preconceived skills, expertise and
knowledge of the employees. Apart from this, marking the key performance
indicators is an initiative towards mapping the performance of the employees
according to the benchmark level of performance. According to Nankervis et al.
(2016), application of effective monitoring techniques seems productive for
monitoring and controlling the employee performance. If balanced scorecards are
implemented in the management techniques, records would be preserved for the
transitions, which came up with the performance.
If the filled in scorecards are sent to the employees, they would be able to
evaluate their performance. It would act as a self-organization in terms of improvising
the performance according to the requirements. Along with this, if the scorecards are
sent to the employees, they can approach the managers in case there is any
discrepancies regarding the exposed performance. This approach is productive in
terms of maintaining the stability within the interrelationships. Consideration of
technologies for sending the scorecards to the employees is a wise approach
towards reducing the paperwork. Moreover, McCarthy (2016) feels that it would help
the managers in achieving the trust, loyalty and dependence from the employees.

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Along with this, consideration of security cookies and policies would be
essential in terms of ensuring the safety and privacy of the scorecards when it
reaches the employees. Consciousness and rationality in this approach would help
in averting the instances of third party interference, which can destroy the
confidentiality of the organizational data.
APICO plans to charge for every candidate they hire and recruit. This might
strain the finance, if there is no backup planned well in advance. On the contrary,
meetings with the trade unions would help in coping up with the financial instabilities
and introducing effective policies for selecting the rightful candidates in a legal
manner (Marler and Parry 2016). On the other hand, this charge can aggravate the
difficulties of the candidates, who lack financial flexibility. In order to avert such
situations, the managers, while, recruiting the candidates needs to brief them about
the terms and conditions of the policies and the benefits they would get from it.
Involving the HR in the briefing sessions would be effective in terms of making
the employees aware of all the parameters regarding their wages. Infusion of
technology in the business operations is effective in terms of enhancing the
knowledge transfer to the clients and the customers. Corporate database would be
effective for APICO in terms of centralizing the data regarding the HRM documents.
Spontaneity is needed from the HR managers regarding sending the databases
related to the scorecards (Marchington et al. 2016). Time management would be
effective in terms of intimating the management and the employees about the
planned strategies.
Mutual understanding is an essential approach in the business practices of
APICO. This is in terms of working towards the common goal of establishing strong

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and flexible workforce for executing the activities in an efficient and effective manner.
Within this, mention can be made of offshore management, which aids in mapping
the prospective clients, who can contribute in enhancing the productivity. This
management is vital for gaining an insight into the clients, who would contribute in
enhancing the scope and arena of the business.
Seeking effective communication channels would act assistance for APICO in
terms of gaining an insight into the needs, demands and requirements of the clients
and the customers. Within this, the means of survey and feedback helps the
personnel to gain awareness about the opinions regarding the undertaken strategies
and plans (Harney, Dundon and Wilkinson 2018). Fairness and transparency in
exchange of information is assistance towards acquiring trust, loyalty and
dependence from the employees. If plans are made for providing computerized
solutions for sharing the balanced scorecards, automation would develop within the
business operations. For this, APICO needs to introduce effective technological
training for the employees in terms of making them familiar with the cybercrimes,
which can hamper the productivity.
Consideration of checklists and templates would enhance the awareness
about the areas, where modification is needed. An insight into this direction would
act as a cornerstone towards predicting the future course of action. If the managers
are briefed about making the data entries, it would be beneficial for APICO in terms
of reducing the error rates noticeably.
Uploading the balanced scorecards on the portals would increase the
convenience of the employees towards increasing the awareness about the current
performance. Here, one of the related issues is security and privacy cookies, which

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is vital in terms of averting loss of the confidential data. Conducting effective market
would seem fruitful in terms of adopting the technologies, which are in demand within
the market (Forray et al. 2016). This approach indicates the consciousness of
APICO personnel towards ensuring the wellbeing of the clients and the customers.
For this, financial flexibility is important in terms of adding flexibility into the market
position within the competitive ambience of the market.
As the workforce of APICO is filled with diversity, conflicts are an inevitable
issue. In order to achieve effective mediation means, rationality is needed. Within
this, mention can be made of alliance with Human Rights Commission. This alliance
would be beneficial in terms of preserving the individual rights of the candidates, who
are hired. Along with this, implementation of Ethical Code of Conduct is vital in terms
of catering to the public interests of the hired candidates. After the implementation,
one-to-one discussions would be fruitful in terms of gaining an insight into the
approaches of the candidates regarding the implemented plans (Dixon 2017).
After receiving the feedbacks, meetings can be conducted with the board
panel. This is in terms of deciding on the revisions, which is needed towards
upgrading the standards and quality of the selection and recruitment policies. Within
the meetings, plans needs to be created by APICO personnel in terms of revising the
policy of charging fees from the applicants. Rationality in this approach would be
productive for gaining trust and loyalty from the candidates.
Application and rejection of the proposed measures along with justification
I would affirm that the measure of meeting is necessary for assessing the
effectiveness of the current strategic position. This is in terms of coping up with the
contemporaries in the ambience of competition in the market. Within this, I would

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propose the need for involving the stakeholders and shareholders. This approach
would assist in strengthening the customer base. Along with this, the involvement
would be crucial in terms of gaining an insight into the approach towards the
proposed plans (Cullen 2016). I feel risk assessment exercise would be a vital
approach before involving the clients in the meetings. This would reflect the initiative
towards ensuring the wellbeing of the customers.
I also feel that implementation of the change management model would be
fruitful for APICO. This is in terms of revising the policies and practices according to
the requirements. Consciousness towards this direction would aid in adding
innovations and alterations into the workplace operations (Albrecht et al. 2015).
According to me, one of an important step in this direction would be plans regarding
the effective and judicious use of the resources. Strategic approach would assist in
sustaining the resources for future generation. Typical example of this would be the
development of budget, enhancing the awareness about the expense behind each
activity. This awareness, in turn, acts assistance in planning about hiring additional
workforce (Chowhan, Pries and Mann 2017). Sending the developed budgets to HR
managers and board panel would be assistance towards averting the illegal
instances. Using the means of email for this purpose would be effective for
maintaining the stability in the professional relationships.
I think infusion of technology in the practices would be effective in terms of
adding automation into the activities. Conducting market research through the
means of offshore management would be assistance in terms of mapping the clients,
who would contribute in increasing the sales revenue and profit margin. Within this,
mention can be made of legislations, which would be effective for averting the
instances of misutilization of the systems (Brewster et al. 2016). I can make mention

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of Data Protection Act (1998) and Computer Misuse Act, which would assist APICO
in maintaining the privacy and confidentiality in the organizational data.
I feel tracking the performance of the employees is necessary in terms of
deciding on the future courses of action. For this, latest and modern software need to
be acquired. Within this, one of essential steps would be permission and registration
from the government (Asgari and Darestani 2017). This is in terms of averting the
illegal scandals. Along with this, certification for the experts, hired for investigating
the machines would be beneficial in terms of ensuring the security of the personnel
of APICO. Negligence towards this direction would result in errors within scoring the
performance of the employees (Brewster 2017). This inaccuracy would result in
incorrect appraisals, putting the employment of the candidates at stake. Therefore,
strategic approach is needed in terms of averting such discrepancies.
As per my opinions, alliance with the statutory bodies of law would help
APICO to enhance the awareness about the latest revisions about the employment
legislations. This awareness is crucial in terms of keeping up the pace with the
contemporary brands. Regular communication would be effective in terms of
stabilizing the professional relationships. This stabilization is assistance in terms of
gaining financial assistance in terms of introducing effective and flexible recruitment
programs for the candidates (Bailey et al. 2018).
In terms of achieving mediation steps, consciousness is essential. This is in
terms of protecting the individual sentiments of the clients and the customers. I think
blind reliance on the suggestions can be rejected. This is in terms of exposing
tactfulness towards public interests (Bratton and Gold 2017). One-to-one discussions
can be made frequent in terms of improvising on the recruitment and selection

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process. This step would be effective in terms of maintaining the confidentiality in the
response of the employees. Along with this, it would bring the potential issues within
the employment into the limelight. Discussions with the board panel about the
responses would act as one of the essential practices towards management of the
human resources. Mention can be made of the development of talent management
strategies, which would enhance the professionalism of the candidates (Bate and
Devi, 2015). Survey and feedback would enhance the awareness about the areas, in
which guidance needs to be provided to candidates.

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