Analysis of Human Resource Management Practices at Rubeen Ltd

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HUMAN RESOURCE DEPARTMENT
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Leaflet
Introduction
Human Resource or HR is regarded as the function which a company undertakes to focus on
completing some important tasks. These tasks are related to the recruitment and selection of the
required manpower in a company (Berman et al., 2019). It helps in staffing the organization and
motivates them through the help of training. Based on this, a research will be conducted which will
help in understanding the role of HR in a small company. For this, Rubeen LTD is undertaken as the
case company for better analysis. Further, development of HR will be analyzed, and various
procedures of recruitment and selection shall be analyzed.

HR as business functions
The main function of HR in Rubeen
Ltd is to manage the employee data,
payroll, time and attendance of the
employees so that the company
policies are maintained well. The
ultimate role is to focus both on the
internal and external compliance
and keeping a proper record of the
employees. For this, they are using
spreadsheets and policy documents
which are mainly managed by
personal administration department.
HR as business partners
HR acts as a business partners for
meeting the business needs of
Rubeen Ltd so that the company
grows at a stable rate. At this stage,
the focus shifts to competency-
based recruitment to employee
development and designing the
communication system for the
organization. It helps in forming the
required structure for the
organization and helps the
employees in identifying the key
skills for each job role in which the
employee are engaged in
(Chelladurai and Kerwin, 2018).
HR strategic partners
This is the penultimate
development stage. This is
helping to view HR as a long
term solution to meet the
problems of leadership
positions rather than on year
growth plan. Thus, it can be
observed that both bottom line
and top line growths are being
expected to achieve
automatically. Hence, for this,
the stage is helping Rubeen Ltd
to align the employees to a
common set of objectives which
are derived from mission and
value statements. Lastly, to
mitigate risks, it is essential to
make strategies and formulate
plans.
Development of the human
resource function
It can be observed that as
organizations grows, HR practice
also matures. Therefore, HR practice
at Rubeen LTD shall develop in
three different phases which act as
cycle and starts with Business
function, followed by business
partners and finally strategic
partners (Noe et al., 2017). This is
mainly because of the fact that HR
function can easily add a
tremendous amount of value to the
leadership and the sustainability
nature of the organization.
Therefore, the development phase of
HR at Rubeen LTD is discussed
below:
Leaflet

Traditional and contemporary approaches to
recruitment and selection
One of the most important functions of the HR
department is to carry on the process of recruitment and
selection. However, with time this recruitment and
selection process has evolved in a significant manner
(Bratton and Gold, 2017).
The traditional methods are:
- Local paper advertisements: This one of the
oldest means of advertisements through which a
large number of potential candidates are informed
about the recruitment opportunity.
- Internal hiring: This is a process through which
the company promotes employees who are already
a part of the organization. This is the safest
method since the background of the employee is
known to the organization (DeCenzo, Robbins and
Verhulst, 2016).
- Temp agencies: This is a type of recruitment and
selection process where an agency is contracted to
carry on the recruitment and selection process on
behalf of the parent company. This helps to
decrease the burden and cost involved to carry on
recruitment and selection process.
On the other hand, with the evolution of
technology, the process of recruitment
and selection has evolved. These
approaches are:
- Social media: Nowadays it is very
much common to use social
media for carrying on the purpose
of recruitment and selection. It
helps in assessing a large pool of
potential candidates and moreover
the process is very much
inexpensive in nature.
- Talent analytics: It can be
observed that when people do not
want to judge a person by their
own intuition, they tend to adopt a
more systematic approach, i.e.
talent analytics. For this, data of
candidates are analyzed for
getting some information about
the candidate (Chelladurai and
Kerwin, 2018)
Thus, from the above fact that it can be
observed that that modern ways are more
inexpensive and quick way to get
information about the candidates. It helps
to recruit and select the right employee
from a pool of potential candidates.
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Leaflet
Performance management and remedial activities
It can be observed that the supervisor must master the
process and procedures for effective performance
management. The processes of performance management
are:
- Planning: This stage is set to formulate plans
were the supervisor makes goals and align with
the organization objectives (Bratton and Gold,
2017)
- Monitoring: In this stage, employees’
performance is monitored on the basis of
appraisal methods. This helps to judge the
shortfalls among the employees.
- Developing: In this stage, the supervisor after
mentoring the employee may determine whether
any additional development programs are needed
or not.
- Rewarding: Lastly, after conducting a proper
performance appraisal, the management needs to
reward their employees for the overall
performance. This should support the
compensation decision made by the top
management.
. It can be seen that remedial activities are
mainly based on actions which are undertaken to
make changes in non-performing employees.
This will help the employee to undertake certain
types of corrective actions so that the
productivity increases which will help in the
overall growth of Rubeen Ltd. For this, several
performance management programs are
conducted by the HR department of the
organization (Wright, 2018).

The above analysis focuses on the role of HR in an organization. It tends to describe the various recruitment and
selection process and development of HR in the modern era. Thus, it concludes that HR is the heart of Rubeen Ltd
which is helping them to recruit and select the right employee and place them at the right place.
Leaflet
Conclusion

Reference
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource management in
public service: Paradoxes, processes, and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation. Human
Kinetics.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Wright, P., 2018. Fundamentals of human resource management. Management, 5, p.27.