Project Dissertation: HRM Policy Implementation at Dasin Holdings

This project dissertation investigates the critical factors affecting the effective implementation of Human Resource Management (HRM) policies at Dasin Holdings Pte. Ltd., a prominent Singapore-based shipping company. The study examines the current state of HRM practices, particularly focusing on employee health and retention within the demanding shipping industry. The research includes an in-depth literature review, covering the importance of HRM systems, their definitions, and their role in organizational effectiveness. The methodology outlines the research philosophy, study purpose, and data collection methods employed. The project aims to identify the effectiveness of existing HRM policies, pinpoint key factors impacting implementation, and provide recommendations for improving policies related to employee health. The findings are linked to the research objectives, offering insights into how Dasin Holdings can optimize its HRM strategies to enhance employee well-being and organizational sustainability.

Running head: PROJECT DISSERTATION
Project Dissertation
Name of the Student
Name of the University
Author Notes

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Table of Contents
Chapter 1: Introduction....................................................................................................................2
1.1 Background............................................................................................................................2
1.2 Justification of the study........................................................................................................4
1.3 Research Objectives...............................................................................................................5
The study is aimed at investigating the following objectives:.....................................................5
1.4 Research Questions................................................................................................................5
Chapter 2: Literature review:...........................................................................................................6
Chapter 3: Methodology................................................................................................................15
3.1 Research Philosophy............................................................................................................15
3.2 Purpose of study...................................................................................................................16
3.3 Type of investigation...........................................................................................................16
3.4 Extent of researcher interference.........................................................................................17
3.5 Unit of Analysis...................................................................................................................17
3.6 Sampling Methods...............................................................................................................18
3.7 Time Horizon..................................................................................................................18
3.8 Study setting.........................................................................................................................19
3.9 Measurement and measures.................................................................................................19
3.10 Data Collection methods....................................................................................................20

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Chapter 4: Data Analysis...............................................................................................................21
Chapter 5: Conclusion and Discussion..........................................................................................49
5.1: Linking with the objectives.................................................................................................49
Reference.......................................................................................................................................52
Appendix........................................................................................................................................56
Tile: To identify the critical factors affecting the effective implementation of HR
management policy of Dasin Holdings Pte. Ltd
Chapter 1: Introduction
1.1 Background
Dasin Holdings Pvt. Ltd. is one of the largest shipping transportation companies, which is
based in Singapore. The firm is mainly famous for their ability to transport larger volume cargo
shopping. The core operational areas of the company include supply and logistics chain. This is
done with the help of large sized cargo vehicles that can be transported for long distances. The
transportation industry has to expand rapidly in order to meet up with the growing demand of the
consumer products within the global market. They also form a major part of the international
trade that is believed to be the backbone for all forms of globalized business. Nearly 55,000

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cargo ships operate within the current shipping and transportation industry. These are
represented across 150 countries with total staff members of about 1.5 million workers. It is also
estimated that nearly 20 million shipping containers are transported all across the oceans every
year (Lun et al. 2015).
As the demand of the shipping and transportation industry is going up, there is sudden
surge in the needs of skilled workers. Nevertheless, the major issues that are encountered in the
given context include that of health issues of the workers. Due to the hectic nature of work style
and long distanced travelling, it is highly challenging for the shipping crew to maintain a healthy
life style. The industry has therefore witnessed high levels of employee leaving the job. This has
therefore raised the issue of low employee retention. The shipping industry and the cargos are
believed to constitute of 90% of all trade movements. Nevertheless, in the context of Singapore
the transportation and logistics industry is believed to encounter major issues due to the
ineffective Human resource policies. Yang and Wong (2016), have mentioned that due to the
diverse nature of the working demand, it is essential to renew the job profile within the shipping
industry. This can help to ensure that environment friendly ways can be implemented within the
operations of the shipping industry. The main purpose of the HR planning is to incorporate the
elements of quality man power and innovativeness. This can be coupled along with the activity
of risk taking and having flexibility at the workplace.
The recruitment structure of the Dasin Holdings is also facing issues due to the complex
nature of staffing and employee configuration. There is lack of training from the management
that does not allow employees to get updated with that of the regular job profile. The human
resource allocation is not done effectively to make best optimized use of the available resources.

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The area of environmental protection is one of the prior importancesfor all types of the
shipping companies as it can help in the matter of business sustainability. This can help to
provide full health protection to all the employees and the crew members. This is considered to
be one of the essential features of the human resource policy that are implemented by the Dasin
Holdings.
1.2 Justification of the study
Few of the essential human resource policies for the shipping companies include the
elements of health and safety of the crew members (Karahalios 2014). In the given context, it is
essential to analyze the existing HR policies that are implemented by the Dasin Holdings.
It is clear that the overall recruitment structure of the shipping industry is quite intricate
due to the complex levels of configuration in the employment. There is also the issue of high
levels of cultural diversity within the work place of Singapore. The research work will therefore
will help to identify the issues that exist in the recent HR policies of the shipping company. The
research work will collect data directly from the employees of the company as it will help
directly identify the loopholes and the existing HR policies.
The result of the project will therefore help to improve the existing HR policies for the
Dasin Holdings by implementing proper recommendations. The study can also help in the
purpose of improving the level of optimization of human resource policies. The study can
therefore help to improve the health related matters of the crew members within the shipping
industry. It will also be possible to improve upon the sustainability of the shipping company.
1.3 Research Objectives

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The study is aimed at investigating the following objectives:
1. To study the effectiveness level of existing HR management policy of Dasin Holdings
Pte Ltd.
2. To identify the critical factors affecting the effective implementation of HR management
policy of Dasin Holdings Pte. Ltd.
3. To put up recommendations to improve the existing HR policies of Dasin Holdings for
health-related matters of crew member.
1.4 Research Questions
 What is the effectiveness level of the existing HR management policy of Dasin Holdings
Pvt. Ltd?
 What the critical factors affecting the effective implementation of HR management
policy of Dasin Holdings Pvt. Ltd?
 What are the recommendations that need to be implemented in the matters of improving
the existing HR policies of Dasin holdings for health related matters of the crew
members?

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Chapter 2: Literature review:
The portion of literature review will focus on critical analysis of the existing scenario of
the shipping and transportation industry. The discussion will be related with that of the issues
that are currently faced by the human resource department of the shipping companies. The
sustainability is one of the primary goals for all types of shipping companies Lee et al. (2014). It
will therefore be possible to deal with the environmental challenges. It is essential for the
changes within the industry will be reflected HR department. It is therefore possible to improve
the levels of productivity of the company.
2.1 Introduction to HR Management system
The purpose of the HR management system is to deal with the software that collects the
details data related to the human resource departments. Advanced form of Technology are
required in order to maximize the data Processing Unit within the Human Resource Department.
According to Bratton and Gold (2017), the human resource management policies are
implemented according to the labor laws of individual Nations. It is therefore possible to process
and implement proper information. This is also required that are needed for the purpose dealing
with the major issues that are often encountered in Human Resource Management. It is important
to store essential data related to every employee that contains the detail of job profile and
payroll. This information can be used for the future purpose in order to make plan for the
Employees.
Para-González, Jiménez-Jiménez and Martínez-Lorente (2016), have mentioned about the
fact that with effective human resource information system it is possible to distribute detailed
information about individual employee to relevant stakeholders. This is quite effective in

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implementing essential decision making process. It can also improve the scope of having better
quality of human resource management and it can help in the process of dealing with the
essential information.
Marchington et al. (2016), have focused on the element of automation payroll system.
This will help to ensure that there is no discrimination within the Human Resource Department.
It will therefore be possible to deal with the issues related to challenge in the payroll system. One
of the major issues that are encountered in the Human Resource Department is due to improper
evaluation of payroll system.
2.2 Definitions of the HR management system
According to Purce (2014), the human resource management system can be defined as
the database system that help to store detailed information related to the every employee history.
Special software is needed to achieve this purpose. On the other hand, the HR management
system is needed to deal with the issues within the organizational change. The change within the
system is also accompanied by the modification in the HR systems that are required for the
purpose of new system of work flow.
Albrecht et al. (2015), have defined the system of HR management system as the process
that has helped to evaluate the overall values of assets and resources of the employees of the
organization. The overall values of the human resource department are highly dependent upon
the skills and the potential of every worker. It can therefore be said that the organizations that are
having highly skilled and experienced workers are suppose to have greater values and potential.
This parameter is highly important in the matters of evaluating the overall values of the
organization and the ways sustainability cane be maintained in the bigger run. The proper
functioning of the HR system is dependent on the ability of the organization to make use of the

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talent within the employees. This is dependent on the organization’s ability to provide proper
training to the workers. The strategic planning methods are therefore needs to include the
grooming and the training sessions that are needed for long-term future development of the
workers. In terms of the formal systems within the HR department, it is important to make use of
the human resources that are essential in terms of the workload. Effective planning of the HR
management system will help to ensure that there are no forms of wastages of the resources.
Automation of the HR system can help in dealing with the essential issues that are ultimately
aimed to optimize the capability of the same.
The Human Resource Department has a vital role in analyzing the performance of every
worker and therefore distinguishes between the poor and excellent performer the poor and
excellent performer. Major software vendors like Oracle and Ascentis are few of the major
software system that is used in the Human Resource Department. This help to set some
parameters that are required to measure the performance of every employees depending upon
their challenge of job profile.
Rothenberg, Hull and Tang (2017), have highlighted about the importance of time
management and Labor module that are needed to design the advanced level of information
needed for Organizational cost and accounting in Human Resource Department. By direct
Collection of data from the payroll system it is possible to get real-time feedback on the
employees and understand the issues that exist within the workplace of the company.
2.3 Importance of HR Management System
All major Complex activities of Human Resource Management are controlled by the
human resource management system. The complexities of multiple human resource policies are
managed extremely carefully in order to make full use of the information technology. From

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small scale to large scale multinational corporation effective use of Human Resource
Management System are required in every stage of business growth.
Nazari and Naghavi, (2015), have mentioned about organizational effectiveness that can
help to improve upon the relationship between coworkers within an organization. The effective
human resource management system also focuses of on full utilization and motivation of
employees to deal with all type of challenging situations. Once an employee is being selected
within an organization it is the duty of the management to ensure that they are highly satisfied
and motivated within the workplace. The proper duty of employee motivation is to empower the
employee so that they are able to take part in essential decision making process. This can help
them to develop the skills of decision making. In an organization employees have decision
making power and therefore team work is encouraged. HR functions to train employees to
demonstrate team work and engage in decision making process in collaboration with each other.
Occupational safety trainings are also to be provided in order to ensure that they are able to take
proper intervention steps during the time of crisis. Hendry (2012) in this context had highlighted
that occupational fatalities and injuries have devastating impact on the morale of the employees.
The business can also be jeopardized by such unfortunate incidents. Managers of the HR system
are to focus on improvement of occupational safety. This needs trained, reliable, and detail-
oriented people who and provide training.
The management also needs to develop a level of Trust within the employees, which will
help them to participate in essential decision making process. Finally, as mentioned by Kehoe
and Collins (2017), with implementation of proper human resource management system it is
possible to provide effective customer service. This can be achieved by developing up on
effective workplace environment, where it is usually possible for the management to identify all

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forms of mistakes that are committed by every individual employee. All the employees need to
have their own user account in to the server of the organization, where all the details of the
performance record are will be stored for future reference. This will do not provide opportunity
to any employee to skip all forms of duty or implement unethical practice that can compromise
upon the usable technology.
2.4 General Factors that affecting effective HR Management system
As per mentioned by Guest (2017), one of the major challenge for Human Resource
Department of every organization in the globalised world is due to diverse range of human
culture within the society. This causes high level of communication issues. In effective
implementation of Technology is also considered to be one of the major issues that can directly
affect the productivity level. One of the essential factors that can affect the performance of
human resource management is due to cross cultural adaptations that are present in different type
of workplace. The variation in the style of Management and leadership can also be one of the
major issues (Lu et al. 2015).
It is also important to note that external factors like political and economic environment
of a place have direct impact upon the human resource policies. The business laws that are
implemented in each of the nation can have direct impact on the monitoring systems that are
being implemented within the human resource policies. As the stability of a business is
dependent upon the strength of political parties, most of the political decisions that are
implemented can have direct impact upon the level of employee performance.

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According to Sheehan (2014) legislations have a deep impact on the HR management
system in an organization. It has been widely noted that state and federal legislations have a key
impact as a dictating factor that drives how long the business would retain the HR activities in
terms of personnel records and employee data storage. For example, a number of Acts place
obligations on the employers and HR management system to safeguard the employee
confidentiality and other information. HR professionals are therefore required to stay abreast of
legislations revised in the context and provide adequate training to managers regarding the
responsibilities hey hold. In this regard Purce (2014) had highlighted that one of the most
important external influences on the HR activities of a system is the present economy. Apart
from affecting the talent pool, the ability to hire employees is also influenced to a certain degree.
HR management systems therefore need to prepare against the economic condition by keeping
abreast of the economic conditions of the globe and creating a plan for facing economic
downturn. HR management further needs to combat harsh environment for its optimal
functioning.
The impact of leadership style on HR management system has been addressed by
Jackson, Schuler and Jiang (2014). There is no doubt in the concept that human capital is the
most critical asset in the organization. HR strategies aim at providing motivation to the
employees so as to ensure superior quality of services and optimal job satisfaction. As a general
rule, there is a need of appropriate leadership to hire the appropriate people, provide training to
them for delivering high quality services and retaining the best. Effective leadership, through
inspiring and motivating work environment act as the key driver for decent HR management
practices. In this regard it is also to be mentioned that the culture of the organization influences