Case Study Analysis: HR Department, Recruitment, and Strategy

This document presents a comprehensive case study analysis focusing on the establishment and functions of an HR department within Kathmandu Logistic Pvt. Ltd., exploring the necessity of such a department and its key roles in staffing, compensation, employee relations, and safety. The analysis delves into the recruitment process, differentiating between internal and external strategies, and the importance of selection tests, including integrity, personality, emotional intelligence, and job skills assessments. It further examines organizational strategies such as incentive programs, employee engagement, and communication systems, and the impact of relevant legislation on HR practices. The case study also provides recommendations for improving employee performance, creating a positive work environment, and implementing best practices in areas like recruitment and training. Finally, it touches on the strengths and weaknesses of the company regarding its HR practices and the importance of adapting to various regulations.

Case Study: 1
Answer of Question (a):
I think yes, Kathmandu Logistic Pvt. Ltd. needs an HR Department. HR Department is the
collection of the individuals that make up an organization’s workforce. HR plays a crucial role in
the growth of healthy organizational culture and also in increasing the participation and
efficiency of workers who are also important for progress. Many companies lack a field of
specialization for HR. HR includes far more than recruiting, dismissal and payment assessments.
It includes all areas of planning and coordination of individuals and is essential to creating a
healthy culture. If workers don't feel valued, their performance won't be affected.
The purpose and functions of HRM are:
(I) Staffing: It involves hiring additional permanent or part-time staff, recruiting contractors, and
arranging workplace contracts. Company will be profitable if it has qualified persons who are
assigned to a certain role along with the correct location and timing. It will help an organization
meet its strategic objectives.
(II) Compensation: Compensation is a method used to boost the company's performance with
many reasons. The incentive covers incentives including rewards, income share, overtime wages,
and appreciation and selling commissions. It is an essential part of HR management that leads to
employee attraction and business efficiency. This may also be seen as an award for excellent job
results. The workers must be willing to work and the client must be happy.
(III) Employee and Labor Relation: The relationship between workers and employees in an
organisation is very important, because without collaboration, no company will work effectively.
Protecting the interests of employees and employers, dealing for restructuring, decreasing the
difference between the business and HR. The principal role of the company is to address various
problems, including bullying and other abuse of office, to link employers and staff and negotiate
employee rights with syndicates, partners and management teams.
(IV) Safety and Health: Safety & health are the functions of human resource management. The
safety and health issues of the employees are highly important in HR, considering that
employees are the asset of the company and their good health in a healthy working atmosphere
enables efficiency and performance to be improved in the long term.
(V) Managing performance and training: An important aspect of HR is performance
improvement, planning and development. Practically all members might have had a few
deficiencies in their skills in the workplace. Implementation helps the managers in responding to
these problems. A successful showcase of the system empowers managers to provide assistance
to members who need it and identify them.

Answer of Question (b):
Recruitment process refers to job identification, registration, conversation, placement,
and training processes. It contains all fact that a workers recruitment will be completed.
Identification is required to take place among specific workers based on the nature of an
organization. Greater organizations do have huge recruiting teams, while some can only have
one. The boss manager can be responsible for recruiting of tiny groups. In such aspects the plans
for external companies are reinterpreted by different companies. Organization, through
advertisements, working papers, internet related online sites and other emerging places, actively
searches for members. Often businesses used enrolling services to have best rivals more and
more efficiently. It normally functions as a human resource component. HR is responsible for
facilitating the ultimate aims of the organization by urging human capital to associate itself with
the most important element of the organization. There two types of recruitment. They are:
Internal Recruitment: An evaluation by the present management of the corporation to
determine whether existing employees are skilled or competent to carry out the requisite job
opportunities. During the stage at which an organization engages in the corporate registry, the
existing delegate can either be transferred to the new environment through an advanced or
corporate transfer. Internal recruitment provides even some extraordinary benefits above certain
aspects, but it also has defect hunters. Finally, any organization and hiring director will focus on
its needs and establish a registration strategy which they agree to provide the best opportunity.
External Recruitment: The assessment of a potential group of work applicants rather than
current workers is additional recruiting, to determine whether there have been enough trained or
qualified candidates to occupy and practice new positions. That is the method of seeking vacant
roles in a company, beyond the existing staff pool. This is the route out from the internal job
market to fill empty conditions in a community. The assessment of the available usable pool of
applicants, rather than experienced employees, to know that they have ample skill or skilled to
meet their available work role and execute it.
Selection is the way to sign skilled employees and manage work losses. Instead of admission,
any impermissible applicant would be excused by order. This system is tedious. In fact, several
companies are stuck with expensive invites to nominees for vacancy jobs. The commitment
technique is to be followed so far as possible , given the context in which the applicant does not
discover the perfect opponent for the role they are searching for after the review of the
requirement and is to genuinely optimize to file the nominee. For selection of workers, there are
several essential exams. They are:
(I) Tests of integrity: The development of pre-commercial research begins with respectability
checks. This will help organizations prevent the usage of dishonest, unreliable or unregulated
people. Obvious measurements of faithfulness include basic inquiry into respectability and
morality. Under covered assessments measure features identical to integrity correlated with
truthfulness.
(II) Checking Personality: The check for personality will provide information in the social
health of competitors and how their character will become a work. Character traits tend to

contribute to job success in diverse workplaces. For example, sales reps who receive a high score
on extraversion and trust would benefit overall. The pattern for big five is popular. In
comparison, motivation assessments are character development assessments and are mostly used
by vocation guide teachers in classrooms.
(III) Tests in emotional intelligence: emotional intelligence refers to the manner in which
someone integrates interactions and accepts the emotions. Both skills are a huge influence in
calls involving partnerships and agency visits. Over all, measures assessing emotional
intelligence provides a continuity in occupational efficiency.
(IV) Checks in work skills: Job skill checks evaluate the advanced or anticipated abilities of a
new by in a certain region. For example, some knowledge about important accounting principles
can be obtained from a bookkeeper. Such kinds of assessments are usually useful in programs
involving unique details or high ability levels.
The strengths and weaknesses of Kathmandu Logistic Pvt. Ltd are
Strengths: In the market, the organization has a severe salary pay. It is an important organization
with offices in major urban areas around Nepal.
Weakness: Further student people display less interest or commitment because their work can
not be properly treated or comforted. The training of the company for the most up to date and
younger employees is poor and will not apply to professional roles. Project demands by
contractors, such as an HR Department, were refused.

Case Study: 2
Answer of Question (1):
Organizational strategies typically prescribe the approaches and changes that supervisors use to
enhance the quality of operating systems. Standard group rehearsals include: personnel
facilitation, staff training, strategies for continuous enhancement, and different forms of new
technologies.
The institutional methods the company should take advantage of are as follows:
Sensitive benefits and incentives dependent on implementation
Unexpected reward is the best form in simple Human Resource. It's got an uncertain payback
bond and fantastic conditions. Particularly, if the membership chooses the perfect people, the
membership will pay them better than expected. This are the people who create the membership
appraisal and they are supported and humbly paid for by the association. It is a pattern that
illustrate how beautifully endorsed approaches can be inspired by clear branding, unforeseen
remuneration, and market protection rather than themselves. Personal fees above the norm are
often subject to unique tangles. For example, bad agents are dampened to quit. In any case, if the
relationship is a trustworthy preference of best performers, unparalleled compensation is an
absolute requirement. These payments can act as operational payments and key elements for the
worker.
In fact, the organisation should incorporate common variations with the various types of
contributions made by employees. There are prizes connected with the execution. The participant
is encouraged to assist with this outcome by integrating trustworthy findings with unique
incentives. This also makes an evaluation of professional's ownership. For example: value
sharing, regular ownership or activity opens, etc. There are mind-blowing strategies to handle the
mission and high-performing success of the professional organizations. Payment is a crucial
environment in which the Board should be convinced.
Making a level affiliation
In Japanese association's populist practices, this best practice in HR is established. Distinguished
from the way we learned late that two or three staff are more important than others for the
accomplishment of partnerships, we will not do it that way. That agent is a vital person from the
link and should be taken into consideration. It is talked with simple pots, official clothes and
equal disturbance and potential of Japanese affiliations. The progressive ideology illustrates that
everybody needs reasonable and fair respect and will help to spread thoughts.
Plan in appropriate capability
A suitable communications system should be set up without any restrictions and the elderly will
look through the more advanced ideas of the workers and take them up, if appropriate, or
actively ignore them should it not benefit the company. New staff and young employees will
have the same work-and-go incentives such that success with newly trained agents will not cause
errors or reduce prospects of advancement.

Answer of Question (2):
HRM is an independent management organization. Each organization that views its members as
assets is growing even more effective to improve income and productivity.
I recommend the company should:
Create a good place to work:
In fact, valid communications reflects the method for optimizing job implementation.
Throughout this context, Manager will help its employees. Essential details may be collected by
utilizing community reunions or suggestion boxes from member’s hands. They also can motivate
the presence of ideas without criticizing something.
A good or supportive environment is important to enhance the performance. The workplaces
must be built in order to satisfy all members. Staff do not have any moment to feel restricted.
360 Analysis (degree)
This test system is more important. That form of appraisal is often called "multi-related
feedback," "specific information from a separate source," etc. in that capacity. Such technique
involves the compilation of recognitions of the actions of a person. This frequently receives data
from other relevant reporting from shareholders, people in business organizations, internal and
external buyers and suppliers. Every member has an ability to get his supervisor's execution
criticism.
Contribution:
Exercises that can damage productivity may be heavy and boring. Therefore, research can be
postponed sometime and can give relaxation and enjoyable activities above that which others
believe is feasible. Directors and their members can also execute strategist lunch programs.
Officers can use various approaches or procedures, based on office specifications or availability.
This is one of the activities of other partnerships that have not been noticed. When managers are
lucky enough to boost the morale and motivation of their staff, they have to know their own
accomplishments and successes irrespective of whether they are big or small.
The best practices are:
 Selective recruitment: hire the best candidates
 Ensuring employees' security
 Makes knowledge convenient for those who require it

 Creation of a flat and fair company
 Learning in skill
 Pay focused on equality and results
 Strong self-managed teams
Case Study 3
Answer of Question (2)
Legislation, legislation and numerous regulations, such as the Human Equality Act, Equal Pay
Commission, the Commission on Sexual Violence, the Federal Minimum Wage Act, the
Disability Discrimination Act etc., will be implemented by every company of circumstances that
could alter the HR Department in full. In company regulations, a variety of items specific to
work are included:
 Fair prospects for jobs
 Positive action
 Sexual abuse
 Rules on operating hours
 Earnings and wages
 Terms of work
 Labor organizations and other industrial ties
 Education, welfare and protection
 Economic welfare financial defense
 Additional provisions for certain occupations or classes etc.
Such primary cited elements insure that binding legal market understandings are
compatible with those of lawmakers. The broad impact of business legislation as
HR members determine the employment and organisation as a whole is addressed
in the following document: the very first influence is on decisions in relation to
workforce preparation and the health assessments of the employees on which the
HR staff would accept the specific preconditions or they will be fined. Again, as
the principal purpose of execution is to defend staff from conflict and alienation,
unique HR proposals and working climate approaches ought to be described by
HR. In addition, Legislation guides financial arrangements and other incentive
and benefit proposals to be rendered in accordance with working time
appointments and planning when appropriate. The enforcement of labour
legislation frequently impacts the organization's government injury policies and
special agreements depending on the conditions and employability.
The national laws of government control the personnel capital of the
administration, even as private corporations may be stripped of their scale over
and again. Amid policy enactments, every State has guidance on business law

every affect matters including the retention of documents, labor relations, criminal
background reviews of workers and even the obligation for legislators to
reimburse miles. HR professionals will also learn how to restrict the responsibility
of the company in all aspects of the HR activities in the ever-changing world of
corporate law.
The impact of labour law on human relations was generally discussed, although at
any point, sensibly little knowledge of the implications for authorities on human
resources was created. The plan explores this topic by arranging 30, semi-selected
meetings in three open-ended memberships. The action’s leadership is certainly
seen as to how it has been more legalistic, the possibility of influencing the
legally broad cycle of membership, and the human-asset position. In every
situation, the conduct of the human commodity fit for function is deemed to have
a clear, valid meaning, and the anticipated dangers of the employees' suit are cool.
Furthermore, core interactions are viewed as a risky area in pro-relationships,
since there are too many demands and external impacts outside of human
resources management. In any event, the concept of the shutdown exists in audio
silence which opposes the critical organizational habits.
Ultimately, on the third page, the hypothesis that productivity inside labor
relations is an alliance-based valuable actual phrase that still lacks the educational
and competitive role that credible experts predict. Taking account of this, the
working law has increased the warped standards needed in the application, and
have increased the character of the human element with the ultimate aim of
having an amazing step towards standardization and development of professional
in the future.
Answers of Question (1)
The HR team operates extensively with fields such as workplace management, members and
organizational relations, the planning and creation of their organization’s as well as their ethical
compliance. Since it is not specifically interested in the production and distribution of goods, HR
may be viewed as separate from the everyday activities of the company. A good HR bureau will
thus have a direct effect on the success of the Organization. A human resources division typically
faces various elements within and outside as an essential feature of its strength.
Internal factor affecting decision-making on human resources management are:
 Technology usage: The ability of the HR office and friends on the board to incorporate
technologies in the core HR capabilities is a crucial component in the organization of
human properties. For example, organizations with instruments, such as the Board's
electronic services, where members may adjust their own compensation package
themselves, provide HR employees with the time to concentrate on different domains
such as registration, planning and development of staff. It will cause the organization to
lose a lot of time and money.

 • Development level: The organization's present and expected speed of growth is an
important consideration that influences HR. Enrolment and hiring can be a requirement
for organizations facing high growth and accelerated expansion of their HR divisions.
More and more aging companies, by changing their roles and improving wages as well as
accessories compensation schemes, will place greater focus on attempts to retain the
workplace and enhance the corporate life and working conditions. Scaling back
businesses can have to take the regrettable decision to sacrifice a majority of their
employees, a word constantly being sent to HR.
 Organization framework: there are basically two kinds of systems of power – high and
small. Tall or pyramid forms of efficient systems are ideal for functioning organizations.
Here, the authority is at the peak and the pyramid shows the incremental place structure.
Tier partnerships are ideal for the organisation of creativity. The degree of hierarchy
demonstrates democratic control. Many of the advanced organizations are built on
creativity and endowed with resources and highly qualified members. In general, such
organizations should have a hierarchical system because there are relatively few members
at the job stage. The role of HR members is a challenging and important one in current
partnerships.
 Policy proposals: Policies are the association's guiding maps. Person strategies tell people
what they can achieve. Which lead the way to achieve the goals of the organization.
Objectives display the target and methods indicate the road to that aim.
Many of the essential strategies that an HR Manager has established are reported as follows:
a. Provide members of safe working environments.
b. Advise the members to fulfill their capacity as planned.
c. Offer members certain remuneration as encourages a significant level of implementation.
d. Provide staffs with insufficient resources.
Contracts include definitive answers to repeated questions and assess whether to proceed.
External aspect impacting decision-making on human resources administration
 Labour pool available: The key skill of HR Divisions could be to retain adequate
amounts of staff by organizing their employees. The quality of job ads, affected by
unemployment levels, the amount of eligible employees in critical driving division, and,
once in a while, the availability of applicants with different skills such as teaching or
creativity, are an external consideration influencing the potential to choose professional
competitiveness. An organisation can have difficulties with identifying and extracting
sensible individuals, especially where a specific set of skills are required in the company.
The regional location of the company will also be a concern because the job range in the
local area is not big too much. HR directors might need to concentrate their recruitment

activities beyond local areas and pay packages for travel to enable eligible workers to
accept a role at this stage.
 Technical Advances: This is viewed as an external influence as the HR office will
continue by searching for how to save spending and try opportunities to put cash aside as
new innovations are introduced. A profession that used carry 2-4 people may be cut off
from a single person. Innovation transforms the way we operate together, from a
company point of view, but from an internal process-reserve fund viewpoint.
 Government Policy: State Regulation: regulations on provincial and federal practices
impact the organizational resource of companies needing HR to maintain the integrity of
the company. Rules can influence the manner in which a company handles hiring,
training, resolution, and, in both situations, educating its employees and slip-ups may
result in authorizations or even statements reported by members, intended staff, salesmen
and consumers.
 Workplace demographic factors: The HR team has to consider how to step through a
current market structure when the more experienced generation is resigning while another
young age comes into the workplace. We can alternately hire and provide specific styles
of compensation packages, which operate with this younger generation. At the same time,
they will deliver a workspace that includes how this era works.