Review of HR Functions at JKL Industries

This presentation provides a review of the HR functions at JKL Industries, including their mission, vision, and values, strategic planning, operational expenses, operational workflow, risk management strategy, and HR functions such as vocational education and training, apprenticeships, and performance management.

REVIEW HUMAN RESOURCES
FUNCTIONS AT JKL INDUSTRIES

MISSION VISION AND VALUES AT JKL
 Focuses on delivering value to
customers and investors through our
highly trained, motivated, and expert
workforce.
 To become one of the leading
supplier of forklifts, small, medium
and large trucks in Australia.
 Emphasizes on performance
excellence, value for investors,
customers and employees, personal
and professional development,
incorporating diversity of culture and
maintaining sustainability.

STRATEGIC PLANNING
Goals and Objectives
– Enhance value provided to customers, owners and
investors.
– Provide training and recruit talent
– Manage performance and adherence to organisational
values
– Provide best in industry programs incentives and HR
services

OPERATIONAL EXPENSES AT JKL
Wages, salaries $6,000,000
Consultancy fees $150,000
Communication expenses $120,000
Marketing $2,400,000
Premises expenses $3,000,000
Insurance $356,000
Depreciation and amortisation $540,000
Office supplies $180,000
Training $180,000
Total Expenses $12,926,000

OPERATIONAL WORKFLOW
Sales
Provide service and information to customers.
Arrange delivery of items (if required).
Rentals
Conduct market research to determine needs.
Provide service and information to rental customers.
Receive payment.
Service
Provide service and information to service customers.

RISK MANAGEMENT STRATEGY AND
PLAN
 Identify, evaluate, control and
manage risks, including
environmental risks.
 Ensure potential threats and
opportunities are identified and
managed.
 Ensure risk management is an
integral part of planning at all
levels of the organisation.

HR FUNCTIONS AT JKL
HR FUNCTIONS
PERFORMANCE
MANAGEMENT
VOCATIONAL
EDUCATION AND
TRAINING,
APPRENTICESHIPS
AND TRAINEESHIP
HR
FUNCTIONS
AT JKL

PERFORMANCE MANAGEMENT
The performance management system will help in
developing the following aspects:
 Improve organisational effectiveness
 Facilitate employee development, training and support
 Determine appropriate awards and compensation
 Facilitate legal compliance
 Facilitate planning process

VOCATIONAL EDUCATION AND
TRAINING, APPRENTICESHIPS AND
TRAINEESHIP POLICY
 The purpose of this policy
is to underscore JKL’s
commitment to developing
workforce capability and
developing its people.
 JKL is committed to
providing young and new
graduates in gaining
employment in the
industry.

RECOMMENDATIONS
Performance management:
- Developing a performance evaluation form, which makes
sense for the position that is being reviewed.
- Including a professional development plan.
- Requiring both managers and employees to put forward
examples, which assist their ratings.

Vocational education and training, apprenticeships and
traineeship policy:
- Implementing succession training
- The training should be assessed both assessment of
experts along with feedback to experts
- Identifying online training courses

IMPACT OF RECOMMENDATIONS
The stated recommendations would the JKL industries via:
Providing the needed training for meeting workforce needs
Becoming an Employer of Choice
Managing performance and complying with organisational
values

REFERENCES
Bratton, J. and Gold, J., 2012. Human resource
management: theory and practice. Palgrave Macmillan.
Collings, D. G. and Mellahi, K., 2009. Strategic talent
management: A review and research agenda. Human
resource management review. 19(4). pp.304-313.
Pichler, S., Simpson, P. A. and Stroh, L. K., 2008. The
glass ceiling in human resources: Exploring the link
between women's representation in management and the
practices of strategic professional services firms. Human
Resource Management. 50(3). pp.341-363.

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