Human Resource Management Case Study: Herbaline Facial Spa, Malaysia

This case study analyzes the human resource management strategies of Herbaline Facial Spa, a fast-growing beauty spa in Malaysia. The report identifies and evaluates sustainable HR practices, such as innovative recruitment, employee training, and performance-based remuneration, and their authenticity within the company's family-like culture. It examines how these practices contribute to positive social and human outcomes, including employee motivation, retention, and increased productivity, ultimately supporting the company's growth and customer service excellence. The study highlights the impact of HR policies on employee engagement and the implementation of profit-sharing schemes, all contributing to a sustainable business model. The analysis also incorporates relevant HR theories and academic sources to support the findings, demonstrating the effectiveness of Herbaline's approach to human resource management.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction................................................................................................................................2
Issue 1. Identification of HR sustainability practices.................................................................2
Issue 2. Authenticity of the identified HR sustainability practices............................................3
Issue 3. Contribution of practices to enhancing positive social & human outcomes for the
case organisation’s human resources.........................................................................................4
Conclusion..................................................................................................................................5
Reference List............................................................................................................................6

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Introduction
This report will be dealing with the human resources management of a company
called Herbaline Facial Spa that is located in Malaysia. The company is a start-up business
and has to manage the human resources in a proper manner so that it can help in increasing
the level of production. Human Resource is an important aspect for any company, as it helps
in organizing the staffs that are present in the company to work collaboratively so that the
short-term and the long-term goals can be met in an efficient way (Kramar 2014). The
company has expanded its business to 55 outlets due to its employees who have performed to
increase the level of production.
Issue 1. Identification of HR sustainability practices
From the case study, it can be seen that Herbaline follows the HR practices that are
sustainable in nature. This is due to the fact that the process of recruitment that is followed in
the company is innovative in nature. The applicants that are chosen by the company are
mainly from lower class families and have less amount of knowledge (Armstrong and Taylor
2014). Moreover, the staffs that are present in the company also refer their friends and
relatives in to the business, which shown that the company is considerate towards its
employees. The employees who are hired within the organization have proper attitude so that
they can serve the customers in a proper manner (Baumgartner 2014).
Secondly, the company also provides training to the employees so that they can learn
about the daily functions that is followed within the organization. It is important for the
organization, as it helps them in increasing the level of profit by satisfying the customers with
the products and services that are being offered. Training allows the employees to b efficient
in nature and the senior employees can also help the applicants that have joined the
organization recently. This helps in increasing the level of teamwork within the company so

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that the employees can remain motivated within the work place (Bamberger, Meshoulam and
Biron 2014).
The most important factor is the amount of compensation or remuneration that is
being given to the employees so that they can stay within the organisation and increase its
level of efficiency. The remuneration that was being given to the employees at the beginning
of the training was RM 1300 and it went up to RM 2000 after a brief period of 6 months
when the process of training was completed. This had resulted in most of the employees to
increase its level of motivation in the organization so that the level of efficiency can be
increased. The incentives were also given to the employees, which acted as rewards so that it
can motivate the employees to a great extent (Snell, Morris and Bohlander 2015).
Issue 2. Authenticity of the identified HR sustainability practices
The authenticity of the sustainability practices can be found from the organizational
culture that has been taken up by the company. The company promotes itself as a family-like
atmosphere where the employees also enjoy any occasion that is being celebrated in the
family. The company also cares about the well-being of the employees so that it can make
them feel safe. This helps the company in retaining its employees so that it can increase the
level of motivation among the employees, which in turn will result in a positive productive
outcome (Baumgartner 2014).
The company tries to innovate its products and services on a constant manner so that
the customers can have different experiences when they visit the organization. The senior
employees who are working within the company provides new ideas to the management so
that it can help in improving its process of innovation on a continuous manner. The company
not only innovates new things but also repackages the traditional services so that it can help
in increasing the level of profits. The process of innovation within the company also result in

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understanding the demands and needs of the customers so that it can help in providing the
services in a better manner (Pearce, Barbier and Markandya 2013).
The company also provides incentives to the employees, which help them to be
sustainable for its future endeavours. This is due to the fact that the employees remain
motivated in the organization that allows them in increasing the level of production. The case
study has provided evidence that the HR policies will help the staff that have a higher level of
potential to increase its rate of ownership in the company. They will be able to get a share of
the profits that are being earned by the company as well (Mailey et al. 2018).
Issue 3. Contribution of practices to enhancing positive social & human outcomes for
the case organisation’s human resources
The practices that are being followed within the organization will help the business to
be sustainable in nature so that the services that are being provided can be able to gain the
trust of the customers. This will result in increasing the level of profit for the company as
well. The human resources strategy that has been taken up by the company will help them in
understanding the needs and demands of the employees so that it can provide better comfort
to them. This will result in increasing the level of competitive advantage of the company as
well so that more level of profit can be earned (Reid 2013).
The employees are also given more amount of space, which helps them in working
within their own area. This allows them in working within their own area of expertise so that
the level of productivity can be increased to a greater extent. The staffs will also be eligible to
earning around 50 percent of the profits from the company so that it can keep them motivated
within the system (Renwick, Redman and Maguire 2013). This will allow them in working
more hard towards the organization so that it can earn better level of success. The staff
members who are senior within the organization will enjoy a share in the profit so that they

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can contribute their idea towards the organization that will aid the process of innovation
(Kates 2018).
Conclusion
Therefore it can be concluded that the company has a better human resource strategy
due to the care that they show towards the employees. This has resulted in more number of
employees staying within the company and increasing the level of production. The reward
system that is present in the company are both that is intrinsic and extrinsic that allows the
employees to increase its productivity level as well. The level of potential among the
employees will also increase that will result in increasing the efficient level of services as
well. Thus, the company will benefit from using the human resources strategy in a sustainable
manner.

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Reference List
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Bamberger, P.A., Meshoulam, I. and Biron, M., 2014. Human resource strategy:
Formulation, implementation, and impact. Routledge.
Baumgartner, R.J., 2014. Managing corporate sustainability and CSR: A conceptual
framework combining values, strategies and instruments contributing to sustainable
development. Corporate Social Responsibility and Environmental Management, 21(5),
pp.258-271.
Kates, R.W., 2018. What is sustainable development?.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human
resource management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Pearce, D., Barbier, E. and Markandya, A., 2013. Sustainable development: economics and
environment in the Third World. Routledge.
Reid, D., 2013. Sustainable development: an introductory guide. Routledge.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14.
Snell, S., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson
Education.