HRM and Operations Development Report: Strategies for GCC's Success

This report examines the crucial role of Human Resource Management (HRM) and operations development within the Gulf Cooperation Council (GCC). It delves into various selection techniques, including screening, interviews, background checks, drug testing, and skills assessments, to identify the best candidates. The report then explores reward management and performance tools like Basecamp, TinyPulse, and others, along with performance management frameworks such as the balanced scorecard, recognition programs, and personal development plans, to enhance employee performance. Furthermore, it identifies training and development opportunities through self-assessment, current position analysis, and the creation of development activities. The report provides recommendations for improvement, discussing relevant theories like Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, and suggests HRM areas for reward management, development, and training to foster a positive work environment and achieve organizational goals.

Running head: OPERATIONS DEVELOPMENT AND HUMAN RESOURCE
MANAGEMENT
Operations development and human resource management
Name of the student:
Name of the university:
Author note

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OPERATIONS DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
Table of contents
Introduction......................................................................................................................................3
Using selection methods for identifying best candidates and effectiveness of those methods........3
Utilising reward management and performance tools for motivating, enhancing employee
performance and identifying the effectiveness of those tools.........................................................5
Identifying training and development opportunities for improving their skills and knowledge.....8
Providing recommendations for improvement, discussing relevant theories and suggesting HRM
areas of reward management, development and training..............................................................10
Conclusion.....................................................................................................................................13

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Introduction
Human resource management is considered a significant role in the management team of
a well-known organization named, Gulf Cooperation Council. It is very important for people to
understand the significance of HRM and Operations management. In the study, various kinds of
selection techniques are all discussed effectively. Reward management and performance tools
are all discussed for enhancing the performance of employees. Proper training and development
opportunities are provided for enhancing the knowledge and skills. Various kinds of
recommendations are provided for improvement in the study. For the study, motivation theory
and organizational behavior theory are all discussed.
Using selection methods for identifying best candidates and effectiveness of those methods
HR selection tools are considered a series of steps, which includes screening, employee
applications, telephone interview, recruiting manager interview, background interview, drug
testing and skills assessment.
Screening:
Screening of these applications is the technique of selecting and understanding if a person
meets job’s qualification (Tao and Shi 2016). The materials of application reveal if the applicants
meet the elements to the instructions.
Telephonic interview:

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Many of the recruiters conduct telephonic interviews like the method of second round
selection. All of the interviews can be considered productive if usage of a recruiters’ time can
decide application instructions.
Recruiting manager interview:
Applicants who perform their new activities perfectly, move to next tool of selection, a
face to face interview can happen with manager. In the third stage, the recruiting manager
determines which candidate is considered good for the qualifications (Ilić, Baucal and Pešić
2015). The recruiting manager determines which candidate is good for the job and how the
candidate gets fitted into the culture of workplace.
Background check:
Background checks happen after the recruitment manager selects the employers a
decision making. When an organization gives an offer, the recruiter explains that particular
recruiter evaluates the offer is conditioned on the good results and the investigation of
background that proves history of job. Utilising background checks are considered as the
selection tool can give all the employers a satisfaction of decision making.
Drug testing:
Screening candidates for illegal drugs is kind of selection tool that most of the employers
utilise for ensuring that these people do not have issues regarding the workplace safety. Pre-
employment test of drug may reduce liability of employees’ safety and satisfy the requirements
of some employees’ compensation (Eicken et al. 2016).

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Skills assessment:
For jobs that need expertise or skills in some specific fields, employers consider the
assessment of skills in recruiting tools (Bliss 2015). Tests can range from computer proficiency
in a particular area for measuring the administrative skills.
Utilising reward management and performance tools for motivating, enhancing employee
performance and identifying the effectiveness of those tools
Technology and innovation has become significant aspects of business. organization. It
provides the employees flexibility, so that the organization can develop successfully.
Basecamp:
Basecamp is considered one of the most significant aspects of the organization. Each and
every employee add the tasks for days and months and check that the tasks are all completed
with the help of Basecamp. It helps the management watch that what’s on the plate of every
employee and whether they can get through enough tasks (Černe, Batistič, and Kenda 2018.).
TinyPulse:
TinyPulse is considered a significant aspect of a business organization. It provides people
an opportunity of how people feel in the office. The most important aspect of Tinypulse is that it
takes less than for filling out. With the help of application, one can understand what the
organization feel and require.
Desktime minutes

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Desktime is powerful and simple tool that gives the organization a real time tracking
capability. It provides management for categorizing application as neutral, unproductive and
productive. It helps the employees track billable hours all among the employees (Kayl et al.
2017). It is considered a great application for all the of business organizations.
IdoneThis:
IDoneThis is considered a simple technique for the employees, so that they can review
their performance and celebrate the accomplishments.
15Five:
15Five is a web-based technique that helps develop clear connection and communication
with the employees. This particular technique provide people an opportunity to work with each
other, keep the projects moving and maintain an honest workplace.
Trello:
TrIt is easy to devlop new kind of Trello helps people visualize the work and keep things
organized. It is easy to develop new kind of boards for organisation’s functions and manage the
procedures effectively.
Todoist:
People can use Todoist for keeping each and every person up-to-date with everything
from little things that can slip a person’s minds to the tasks that a person performs daily
(Brewster and Hegewisch 2017). Team tasks, productivity and deadlines can be reviewed

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effectively and they can be completed on time. The biggest perk is compatible with every
performance that are used effectively.
SnapEngage:
SnapEngage is considered a significant aspect of the organization. In the dashboard, it
can be seen how the consumers deal with employees and how those employees can resolve those
issues. It helps people understand whether employees properly provide facts and improvements
that th website can use.
Performance management frameworks:
One of the most popular and well-known frameworks refers to the balanced scorecard. It
is a strategy tool that gives organizations a clarity of their strategy and communicating the
organizational priorities (Khanna and Sharma 2017). Progress can be reviewed by evaluating
objectives and prioritities that can be delivered. Action plans need to be defined for making sure
of the fact that initiatives deliver organisation’s strategic priorities and business objectives.
Recognition programmes:
Employees feel the fact that good performance can go unrewarded and unrecognized and
people disengage from the organisation’s mission. Recognition programmes and rewards are
considered significant aspect of performance management system and methods can be developed
for high performers.
Personal development plan:

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Personal development plan refers to action plan that remain based on a person’s needs
and actions can provide support to personal development. Personal development plans are
utilized for identifying particular training and development needs (Ho et al. 2017). It helps the
individuals feel how these people develop and how they can achieve that development.
Identifying training and development opportunities for improving their skills and
knowledge
Self-assessment:
A person needs to identify the requirements of her position and how the requirements of
the organization can change effectively. Two or three goals need to be selected on time and tim
fram can be set for accomplishing the goals.
Assessing current position:
When an employee performs the requirements of her position, the requirements of that
position can change immediately (Delery and Doty, 2016). In order to identify job requirements,
performance expectations can be understood.
Identifying activities of development:
People have to identify activities of development effectively. Therefore, effective
resources and methods need to be identified properly.
Putting plan in action:

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The employees have co-ordinate with the requirements of other professionals, so that
their goals can be met.
Reviewing the progress:
A person needs to look at the account statements for TFSA, RRSP and some other
investment accounts to watch how that person performs the investments. If the income gets
changed or financial goals get changed, the plan gets changed as well (Jackson, Schuler and
Werner 2017).
Adjusting the plan if a person requires properly:
If people keep in track to meet goals, they have to adjust the goals. Major upset can
happen in the organization if the employees can make progress towards reaching the goals. A
person needs to some changes to plan to get back on the track.
Maintaining good work relationships:
Effective organizations encourage the development among employees development of
positive work relationships and coworkers. Workplace communication can be strengthened by
setting proper expectations, practicing proper communication, identifying employee issues and
offering timely response (Cascio 2018). Team work needs to be encouraged with the help of
formal and informal team activities. Respect and trust can be ensured among the co-workers and
supervisors, so that efficiency and innovation can happen in the workplace.
Communicating effectively:

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Group expectations can be communicated immediately, so that each and every
employees’ role provide success to business (Poba-Nzaou, Uwizeyemungu and Clarke 2018).
Coach manager maintains good relationships with the staff. These people emphasise the
requirements of two way communication, precise and clear expectations and requirements of
individuals.
Developing strong team:
Teamwork can be encouraged with the help of informal and formal team-building
activities. Good relationships happen in the workplace when each and every individual consider
the team and consider them as teammates (Rees and Smith 2017).
Showing appreciation:
Great work can be rewarded quickly and problems need to be addressed properly. Good
work life opportunities can be offered, so that they can provide support to their jobs.
Providing recommendations for improvement, discussing relevant theories and suggesting
HRM areas of reward management, development and training
HR managers perform proper functions for sustaining organizational operations. These
people outline policies, which facilitates the relationships among employees and employers.
These people’s main task is enhancing employees meet the financial goals of the company, so
that principles can be maintained (Crawshaw, Budhwar and Davis 2017).
Abraham Maslow’s Hierarchy of needs:

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The theory of Marlow evaluates the fact that a person remains inspired as per the
requirements and that person’s development will depend on the requirements and they are
addressed at the levels. The requirements of the levels include social needs, security, work
conditions and psychological needs (Belias et al. 2017). All of needs have to be addressed by
making sure of the fact that workers and workplace are all respectful and friendly. Requirements
at a high level like self-esteem and self-actualization can be properly tackled by giving
problematic rewards, projects, benefits and some promotions.
Biological and physiological needs:
The theory suggests the fact that the physiological and biological needs include food
products, air, shelter, drink, food, sex, sleep and warmth.
Safety needs:
Safety needs include elements such as security, law, order, firmness and getting
independence from terror.
Belongingness needs:
Belongingness needs involves trust, friendship, intimacy, approval and providing
affection.
Esteem needs:
Maslow gets classified into two different categories, which include achievement,
independence, mastery, dignity and desire for getting respect and reputation from other people.

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Maslow has identified the fact that reputation and respect are extremely important for
adolescents and children.
Self actualization needs:
The needs of self actualization refer to realizing self potential, personal potential, so that
personal development and experience can be sought. One can have a desire of becoming
something capable, so that organizational goals can be achieved.
Herzberg’s two-factor theory:
The theory argues the fact two factors are satisfiers and hygiene. All of these factors do
not determine success; however, they get resulted in poor performance. The factors of hygiene
include salary, security of jobs, policies of business and conditions of work. The satisfiers
include recognition, responsibility, development opportunity and responsibility (Bratton and
Gold, 2017). HRM managers have to perform proper research for performing what the workers
require and make necessary improvements for enhancing the tasks. There are a few steps that
needs to taken for performing the Herberg’s two-factor theory.
Step one: Eliminating the dissatisfaction of job
Herzberg has referred to the causes of hygiene factors. For getting rid of those jobs, a
person has to fiz obstructive and the policies of poor organisations. These people give
supportive, effective and non-intrusive supervision. Therefore, a culture of respect can support
can be created for all type of team members. They develop job status work giving meaningful
work for all types of positions. These people also provide job security, so that organizational
goals can be achieved.

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Step two: Developing work conditions for job satisfaction
In order to develop satisfaction, Herzberg tells that these people have to address the
motivating factors that remain associated with performance. He calls this factor job enrichment
and every job needs to be examined for determining how the factor can be much better and much
more gratifying to a person for performing activities (Gutierrez-Gutierrez, Barrales-Molina and
Kaynak, 2018). There are certain things that needs to be considered and they are known as giving
opportunities for achievement, recognizing people’s contributions, developing opportunities and
offering opportunities of training.
Theories of performance:
HR theories aim to get two types of outcomes, so that employees can get proper job
performance and workers’ motivation can increase significantly. One theorist, Henri Fayol has
argued that the workers perform their activities effectively as management remains efficient.
From this particular theory, four different functions can happen, which include planning,
organizing, controlling and leading (Bhattacharyya 2018). Efficiency expert was known as
Frederick Taylor, whose theory gets resulted in a few movements in rate pay systems for the
workers.
McClelland’s Acquired Needs Theory:
Acquired Needs theory evaluates requirements differently and some of the requirements
are not hereditary. David McClelland has proposed the fact that a person’s particular needs can
be acquired over the time period and it can be shaped by a person’s life experiences A high
achiever has a requirement for power, so that the environment of workplace and they can differ

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from other workers (Kasemsap 2018). A good achiever can be driven by authority and feedback
can happen because of the performance.
Alderfer’s ERG theory:
Clayton’s ERG theory occurred from 1969 and human needs can be categorized into
three categories and they are known as existence, relatedness and development. Alderfer has
developed Maslow’s hierarch of needs with the help of categorizing the hierarchy. The theory
can be divided into existence, development and relatedness. The existence group can remain
concerned with giving needs of human beings. These include items that Maslow considers to
safety and physiological requirements. As per the theory, these social and status need attention
from other people and they must have desire for maintaining significant interepersonal
relationships. Alderfer has categorized the lower order requirements into the existncee catgory
and Alderfer has proposed a particular theory that can go along with ERG theory. Self-esteem or
self-actualisation can never be met when individuals invest more amount of effort in category for
getting high requirements.
Requirement of existence:
In this case, all of the physiological desires are identified and they are known as food,
water, safety, air, clothing and affection. This particular part refers to Marslow’s first two levels.
Relatedness requirements:
External and social esteems have to be encompassed and relationships have to be
maintained with others such as friends, family members and co-workers. Therefore, these people
feel secure as part of a family. This part refers to Marslow’s fourth and third levels.

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Development requirements:
Internal self-esteem help a person become productive and innovativ and it has an impact
on the environment and they are known as Maslow’s fourth and fifth levels. It involves desires to
be productive and innovative for completing proper tasks.
Conclusion
In the study, an organisation’s HR management team and operations management team
are considered significant aspects of a team. For the study, Culf Coorporation Council has been
selected. Certain selection methods are identified in the study, so that HR management can
develop successfully. Herzberg’s two factor theory, Abraham’s Hierarchy of Needs, Herzberg’s
two factor theory, David McClelland’s Acquired Needs Theory are all discussed in the study
properly. Various aspects of HRM and operations management are all explained elaborately.

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