Professional Skills: HR Process Improvement Report

This report, prepared by a student for the CIS 5200 course, focuses on improving the HR processes of a digital marketing company to address high employee turnover. The report includes a detailed organizational background, a time management plan with a work breakdown structure and Gantt chart, and task-sequencing approaches. It describes the fact-finding methods employed, including interviews, document review, and questionnaires. An organizational chart is provided, along with an 'AS IS' process diagram of the HR hiring procedure. The core recommendation centers on incorporating post-training assessments to improve employee performance and reduce turnover. The report concludes with a report to top management summarizing the findings and recommendations, along with a list of references. The report provides a comprehensive analysis of the existing HR processes and proposes actionable steps for improvement, making it a valuable resource for understanding HR management and process optimization.

HR Process Improvement
(Assignment 1)
Student Name: Mir Ahmed Sultan
Student ID: 10679945
Course Name: Professional Skills for Systems Analysis
Course ID: CIS 5200

Table of Contents
Organizational Background.......................................................................................................2
Time Management Plan.............................................................................................................2
Work Breakdown Structure....................................................................................................2
Task-Sequencing Approaches................................................................................................3
Fact-Finding...............................................................................................................................3
Organizational Chart..................................................................................................................3
“AS IS” Process.........................................................................................................................3
Report to Top Management.......................................................................................................3
References..................................................................................................................................3

Organizational Background
The organization that has been considered for this paper is a digital marketing company. The
company has been in existence for more than three years and currently it has around thirty
employees. The company is willing to expand its client base and therefore it requires more
employees. The company develops mobile application for various clients across the globe.
The current client base of the company is varied with small to medium sized organizations.
The company is will be inducting more employees to ensure that the increased client base is
increased. The current paper is concerned with the process flow of human resource
department of the organization. The induction of increased number of employees within the
organization requires that process should be reviewed and improved further. The reason is
that it has been identified the organization has highest turnover in terms of employees which
is not favourable for future profitability and sustainability of the organization.
Time Management Plan
Time management plan is important to ensure that the entire activity is given right amount of
time, budget, and focus (Duncan, 1996). The current paper will showcase the work
breakdown structure for the project. The Gantt chart has been developed using MS Project as
shown in the second sub-section.
Work Breakdown Structure
Act
ivit
y
na
Task Name
Description
Duration Start Finish Predecessors Planned
Action
Status

me
Project 17 days
Tue
21-
03-17
Wed
12-04-
17
1
Research Topic
Identification (A)
Identify topic
for the paper 2 days
Tue
21-
03-17
Wed
22-03-
17
Identify
topic
Done
2
Required Material
Collection (B)
Collect
material
from online
and offline
resources
5 days
Thu
23-
03-17
Wed
29-03-
17
2
Collect
material
Done
3 Fact Finding - C
Find
important
information
necessary for
the paper
5 days
Thu
30-
03-17
Wed
05-04-
17
3
Find fact Done
4
Organization
Chart Assessment
and Development
(D)
Develop the
chart for the
process
2 days
Thu
06-
04-17
Fri 07-
04-17
4
Prepare
chart
Done
5 AS IS Process
Development - E
Showcase
the process
2 days Mon
10-
Tue
11-04-
5 Develop Done

in Visio 04-17 17 process
6
Report to
Management (F)
Send the
report 1 day
Wed
12-
04-17
Wed
12-04-
17
6
Send
report
Done
Task-Sequencing Approaches
Gantt chart is given below:
Network Scheduling
PERT Chart

Fact-Finding
The fact finding will be done to ensure that the right information has been procured from the
individuals within the organization for further use of the same in right decision making and
providing suggestions (Kaplan, 1968).
Given below is the plan that has been developed for the fact finding activity:
- On the first day, the individuals will be identified from whom information will be
generated regarding the organizational process.
- The next step would be to borrow the required documents that are associated to that
particular department and reviewing them.
- The next step in the fact finding process would be to conduct the interview and ask
right question to get the clear picture of whole organization.
- The next aspect is to observe the processes taking place within the human resource
department where improvement is needed for few days to identify any possible
loopholes.
- Added to that, a questionnaire assessing the satisfaction level and hiring process of the
company will be sent to the freshly joined employees and those who are on the notice
period and are ready to leave the company.
- Finally, the information will be combined together, added to the understanding of the
theoretical elements to develop right report for improvements.
Organizational Chart
Organizational chart is the structure of whole organization. The given below diagram shows
the organizational chart for the current digital marketing organization.

The current interview will be conducted with the heads of all the divisions mentioned above,
namely human resources, finance, operations, product marketing, and research and
development. The general manager will also be interviewed. The table below shows the
objectives for each of the interview:
Department/Position Interview Objective
General Manager To understand about the functioning and
issues occurring due to HR hiring process
Human Resources Giving specific focus on the hiring issues and
employee performance
Finance Understanding the employee performance in
this department and their satisfaction level
Research and Development Understanding the employee performance in
this department and their satisfaction level
Operations Understanding the employee performance in
this department and their satisfaction level
Product Marketing Understanding the employee performance in

this department and their satisfaction level
“AS IS” Process
The paper is concerned with the improvement in the Human Resource Department.
Therefore, the current “AS IS” process diagram has been shown below for this department
which shows hiring process for the HR which is currently in functioning. It has been
developed using MS Visio:
Here, in the current hiring process, overall seems well as it begins with recruiting for the
individual and conducting the whole required process. However, the major issue that has
been identified here is that after providing training to the employees, the employees are sent

to their respective profile to work which is further followed by appraisal processes (Huselid,
1995). However, there should have been one minor improvement at this point and that is
related to the inclusion of assessment of the candidates after providing them training. After
providing training, it is important that the employees are tested on the things they have
learned. This will help the organization in understanding whether the employees will be
successful in their performance (Galang & Ferris, 1997). Moreover, one more thing should
have been added here that if the employees are found to be less learned, then they should be
again subjected to training. This is likely to ensure that the employees learn better work in an
engaged manner in the organization instead of having no idea of what is happening in the
surrounding (Miner & Crane, 1995).
Report to Top Management
Given below is the report that is to be sent to the top management:
Objectives
The objective of this whole activity was to identify the loop hole in the hiring process that is
impacting the organization’s employees’ turnover level.
Background
Employee turnover impacts the progress of the organization. It has been found that most of
the turnover challenges begin from the hiring process. Therefore, it is important that the
organizations should improve the hiring procedures.
Processes Undertaken
To understand the issues, the team conducted interview, assessed already available
documents regarding the hiring procedures and conducted survey using a questionnaire.

Scope
The assessment was limited to the hiring procedure of the organization only.
Recommendations
It has been recommended that the human resource manager should consider the inclusion of
assessment of the employees after providing them training on any particular module. This is
missing from the hiring process. This leads to the employees having no idea what is
happening on the field and the employees face challenge in conducting their work. Therefore,
the inclusion of this element is likely to improve the situation.

References
Duncan, W. R. (1996). A guide to the project management body of knowledge.
Kaplan, J. (1968). Decision theory and the factfinding process. Stanford Law Review, 1065-
1092.
Huselid, M. A. (1995). The impact of human resource management practices on turnover,
productivity, and corporate financial performance. Academy of management journal, 38(3),
635-672.
Galang, M. C., & Ferris, G. R. (1997). Human resource department power and influence
through symbolic action. Human Relations, 50(11), 1403-1426.
Miner, J. B., & Crane, D. P. (1995). Human resource management: The strategic perspective.
Prentice Hall.