Strategic Human Resource Management Report: Qatar Petroleum Analysis

This report provides a comprehensive analysis of Strategic Human Resource Management (SHRM) at Qatar Petroleum. It begins with an introduction to SHRM and its importance, followed by an examination of Qatar Petroleum's goals, objectives, and SHRM activities related to recruitment and human capital preservation. The report delves into factors underpinning human resource planning, HR policies, organizational culture, and practices to improve HRM. It also explores the impact of organizational structure on HRM and the effectiveness of HR practices within the organization. The report includes a case study of Qatar Petroleum, focusing on its communication structure and its implications for human resources. Overall, the report offers a detailed overview of SHRM principles and their application in a real-world organizational context, providing valuable insights into the strategies and practices employed by Qatar Petroleum to manage its human resources effectively.

Strategic Human Resource Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. Importance of Strategic Human Resources Management (SHRM)...................................3
2 (a)Goals and Objectives of Qatar Petroleum.......................................................................4
2 (b) SHRM Activities related to the recruitment and preservation of Human Capital.........7
2 (c) Contribution of SHRM in organisation:.........................................................................7
TASK 2............................................................................................................................................8
1. Factors underpin Human Resource Planning.....................................................................8
2. Human Resource Plan........................................................................................................9
3. Purpose of Human Resource Management policies.........................................................10
4. Regulatory requirements of HR policies..........................................................................11
5. Organizational Culture.....................................................................................................13
6. Practices to improve the Human Resource Management.................................................14
TASK 3..........................................................................................................................................15
1. Impact of Organizational Structure in Human Resource Management............................15
2. Effectiveness of Human Resources..................................................................................17
CONCLUSION..............................................................................................................................17
REFRENCES.................................................................................................................................18

INTRODUCTION
Human resource management is about to management of the human resources in the
organizational structure. Human resource management can also be expressed as the strategies or
a frame work to manage all the human resources in the organization. In this report Qatar
Petroleum is taking as an organization which was established in the year 1974. Headquarter of
the Qatar Petroleum is located in Doha, Qatar. Qatar Petroleum deals in oil, natural gas and
petrochemicals. Qatar Petroleum is owned by the government of Qatar. Mohammad Bin Saleh
Alsada is the chairman of the Qatar Petroleum. Saad Sherida Al Kaabi is the current President
and Chief Executive Director of the Qatar Petroleum. This report includes the importance of
Human resource management and its related aspects and also discusses influences of the human
resource management. This report also includes SHRM activities pertaining to recruitment,
selection and management of human resource in an organisation. All the major regulatory
requirements of the human resource management are explained briefly in this report. This report
also states about the case study of an organization based on the communication structure
established in the organization for the human resources of the organisation.
TASK 1
1. Importance of Strategic Human Resources Management (SHRM)
Human resource management is very crucial factor that contribute in the growth and
development of an organisation. All the importance of SHRM can be expressed in a following
way:
Increasing employee skills: Strategic human resource management play a very crucial role in
improving all the skills of the human resources in the organization (Owor, 2016). SHRM enables
strategies in the organizational structure based on the needs and demand of the organization in

regard to the human resources. Strategic Human resource management is about to maintain the
efficiency of all the human resources of the organisation as per all the needs and demands of the
market. SHRC focus on the current market changes and based on that it makes a strategy to
develop all the human capital of the organisation. For example company takes multiple
initiatives to improve the work skills of an employee and that also put a positive impact on the
productivity of the employee in the organizational structure. For this company are organising
effective training and development programs within the workplace in order to improve the skills
of employees.
Significant Technology Change: SHRM make a strategy to improve the human resources of the
organization based on all the requirements of the sector and it also involves all the technological
advancement of the organizational structure based on the needs of the sector. Technology play
the very crucial role in making the advanced organizational structure (Drennan and et.al., 2016).
SHRM focus on all the latest technology with the support of the IT team. Such technology
inclusion improves the work efficiency of all the work force in the company. For example
company can use various information technologies for HR which can help in effective
management of HR in an organisation like IT systems for HR.
Cross Cultural Factor: SHRM make strategies to improve the working culture or work
efficiently of all the work force of the organization and to improve the cross culture in the
organization is also the crucial part of the strategy (Crichton and Shrivastava, 2017). Cross
culture factors can be depicted from the multiple nationality, multiple cultures and religions and
to manage that and create an efficient working culture or environment is a part of strategic
human resource management. Cross culture is a very crucial aspect and it has impact on the
working environment of the organisational structure. For example two people belong to same
culture feels more supportive towards each other and to brake the synergy of cross culture
requires a proper strategy of human resource management and SHRM plays the major role in
that.
Internationalization of Market Integration: For the expansion process of the organization a
proper strategic human resource management policy required for the organization (Mao and
et.al.,2016). Integration is always a tough task in the organization and human resources play the
major role in such a process. A proper strategy of human resource management is a key to
succeed for the organization in the process of Internationalization of market integration.

2 (a)Goals and Objectives of Qatar Petroleum
Goal:
 To dominate the whole industry with quality efforts through consumer satisfaction to
maximise company’s profits and also to focus on the sustainable business development.
Objectives:
 To preserve resources for sustainable development.
 To increase the market share of the company
 To develop effective customer relationship.
Qatar Petroleum carries the numerous objectives and goals that can be explained in a
following way.
Preserving resources for sustainable development: Preserving resources such as people,
environment and assets is amongst the major objectives and goals of Qatar Petroleum (Khan,
2016). Resources are minimum in numbers so to utilize all the resources in the most effective
way possible but also at the same time to keep the resources safe for the future as well is
important and the all the policies of the Qatar Petroleum in respect to the utilization if the
resources focus on the same as well. The company follows the policy of optimum utilization that
keeps the balance between the present need and the all the future needs of not just the company
itself but also of the whole petroleum industry.
Improving Market Share: Qatar Petroleum follows a practice to improve the market share of
the company with the quality efforts of all its work force (Navimipour and et.al., 2015). Market
share has a direct link with the profitability of the company. All the objectives of the Qatar
Petroleum leads the company to follow efficient practices to dominate the whole market with the
effective efforts and determination of the all the human resources of the organization.
Reliable Consumer Relationship: Qatar Petroleum follows the practice to maintain the trust
between consumers and the company (Kavanagh and Johnson, 2017). Management of the
company frame all the policies based on the consumer satisfaction and all the requirements
associated with the consumer's. The management of the company focus on the sustainable
development of the company with the help of all its operations.
Working Procedure of Organization

The working practices of the Qatar Petroleum follow the certain practices in regards to its HR
Management.
Measuring HR Outcomes: The management of the company measure all the outcomes related
to the HR department to assess its operational activities. HR outcomes involve satisfactory
aspects of all the employees in the organisation. Employee engagement also forms a part of the
outcome in the company’s operations. The management evaluate HR Practices as per the certain
standards like employee satisfaction index, absenteeism rate, employee productivity rate. All
such standards give the proper base to the management of the company to evaluate HR
performances. On the basis of all such factors related to the HR outcomes the management
enables the proper strategies to improve the HRM related to the company.
Assessing HR service delivery: The company management assess the services of the HR team.
Such assessment involves the effectiveness of the induction program conducted by HR team. All
the development related to the employees in the process of employing in the organisation are
assessed in the process. The employee perspective towards the performance management process
of the company also involve in the assessment. All such factors are sufficient enough to make the
proper decision to the management team of the company to improve the services related to the
HRM.
Measurement of HR effectiveness: The management of the company follow the practice to
measure the effectiveness of the HR team. In the process of measurement the company analyses
about is the company’s policies is of hiring people is well sufficient as per the goals and
objectives if the company. The company management take the complete brief about the
effectiveness of all the human resources in the company and on the basis of such analysis a
proper HRM plan is conducted for the further HRM operations in the company.
Audit HR Compliance: The management of the company makes an audit about the HR
compliance. The audit process involves the standards of the policies related to the HRM. The
audit program also involve the training programs standards of the company is the training
program sufficient enough to improve the efficiency of the employee. Audit involves all the
critical evaluation related to the HR practices in the organization. Audit practice of the company
give the proper base to the company management to take all the satisfactory changes related to
the training and development of the employee to improve the efficiency of all the man power in
the organization

2 (b) SHRM Activities related to the recruitment and preservation of Human Capital
Human resource management of Qatar Petroleum strategically planned certain activities
that can be stated below to manage all the human resources of the company and to recruit the
same as well.
Acknowledgement: Qatar Petroleum follow the policy of acknowledgement of the human
resources by giving promotions to employees based on the individual performance of the
employee in the organization (Gatewood, Feild and Barrick, 2015). Acknowledgement plays a
very crucial in managing and retaining the human resources strategically. Acknowledgement
boosts the moral of employees and gives more confidence to work more efficiently.
Identifying Talents: Based on strategic planning management of Qatar Petroleum identify
human talents that are the best suitable for the company based on multiple programs (Uhbiyati,
2015). Such programs help the company in approaching the talent as per the need of the
organization.
Evaluating the best time for recruitment:
HRM of the Qatar Petroleum strategically plan to recruit the effective human resources (Heizer,
Render and Munson, 2017). The management plan the most suitable timing to recruit that helps
the company in finding the talented and most efficient work force for all the company's
operations.
Managing the recruitment operations:
Based on the strategic planning the company management plans the whole operations of
recruitment and conduct all the activities of the recruitment process.
Purpose of SHRM activities:
 To find the most suitable talent for the operations.
 To employ the most efficient work force in the organisation.
 To improve the work deficiency of the organisational structure.
 For the successful implementation of the entire recruitment program
2 (c) Contribution of SHRM in organisation:
 SHRM is the major contributory factor for achieving overall objectives of the Qatar
Petroleum. Also it helps in making efficient and productive work force and also improves
the working culture of the Qatar Petroleum. SHRM also improves the brand image of the

organisation. All of these contribution help in meeting the business objectives of the
organisation.
TASK 2
1. Factors underpin Human Resource Planning
There are various factors that support the human resource planning of an organisation to
expand in the international markets that can be specified as below.
Business Growth: Growth of the business play a very crucial role in the planning of human
resources (Chadwick, Super and Kwon, 2015). The company recruit all its manpower as per the
need and demand of the company. Business growth is a major aspect of the recruitment. So in
order to grow business in the market it is necessary to recruit well and qualified employees and
then train them as per the need and retain them as long as possible. This is very important for
growth and development for the business.
Competition: Competition also play a major role in the planning process of the company (Mone
and London, 2018). Competition provide more volatile atmosphere to the human resources that
gives more choices to the human resources. So, in order to remain competitive and face tough
competition in the market it is really important train its existing employee to improve their skills
and knowledge and retain them.
Employee Development: Development of the employee is one of the major aspect of the human
resource planning (Karam and et.al., 2017). If organisation provide multiple growth
opportunities to the human resources while going for expansion it can result in the retention of
employees within the company. Employee development is among the prime objects of the
business organizations because it attracts more talents and manpower towards the company.
Growth of the employee in the company also has an impact on the productivity of the employee.
Human resource planning should always keep focus on the growth perspectives of the employee
to drive the efficiency of all the work force in the organizational structure.
Identifying internal personal requirement: While expanding the business it is really important
to identifying the requirements of all the workforce is also a part of the tasks a human resource
management do (Song and et.al., 2015). Need identification becomes crucial in the process of
growth and development of all the employees and for the company. Human resource planning is
not just about new recruitment's but also it is based on the sustainability of the existing
employees in the organisation. Sustainability always improve the work efficiency of the

organisation and also give more profitable businesses' environment to the entity by saving the
cost in training and other multiple programs associated with the new recruitment, training and
development strategies.
2. Human Resource Plan
Objectives:
 To recruit best and well-qualified employees in the organisation.
 To organise effective training and developmental programs for new and existing
employees.
 To adopt the best retention strategy within the workplace.
Assess current HR capacity: The first step is to build the Human Resource plan is to make a
clear idea about the capacity of the organization and the available human resources in the
company (van Woerkom, Bakker and Nishii, 2016). Identification the actual need of the
organization is always a first priority of the HR team in building a human resource plan.
Forecast HR requirement: After the implementation of the first step the second step is to
forecast the requirement strategies for the company (Sgourev and Van Lent, 2017). This step is
crucial in the planning process because as far as plans will be based on demand of employees in
workplace. So the forecast will be based on the assessment in regard to the current need of the
company.
Demand Forecasting: Demand forecast is a process to identify all the future human resources
needs of the organization in respect to the quality, the number of employee needed and the
calibre of the employees (Sgourev and Van Lent, 2017). Demand forecast is about to assess the
need of the organization in term of human resource.
Supply Forecast: Supply forecast is about to evaluate the current available human resources of
the organization in compare to the needs of the organization. This process also involves the
assessment of the performance of all the employees in the organization as well.
Matching demand and supply: In this process of planning, the demand of the organization is
linked with all the available resources to meet the need of the company. All the channels which
can attract the fresh and suitable talents are assessed.

Recruitment: In the process of recruitment the company search the employees as per the skills
required by the company. This process involves posting job offers on various channels to attract
all the talented workforce.
Selection: Selection involves the hiring process of suitable candidates and rejection of unsuitable
candidates. This process involves the evaluation of the candidate as per the requirements of the
company.
Hiring: Hiring involve the final selection of the candidate based on the needs and demands of
the company.
Training and Development: Training and development is a process to improve the work
efficiency of all the employees in the organization. Training and development also conducted to
improve the efficiency of all the existing employees as well.
Performance management: Performance management helps in conducting all activities by
which performance of the employees are effectively managed.
Critical evaluation of HR Plan in organization objectives:
All the efforts of the HR team are succeeded only if the all the objectives of the company
are meet by the human capitals. Management of Qatar Petroleum can evaluate the performance
of the company by comparing with the expected targets of the company. On the other hand
potential workforce improves the growth potential of the company. Growth rate is a systematic
and convenient way to assess the performance of all the employees of the company.
Management of the Qatar Petroleum can assess the performance of all the employees with the
quantitative assessment of the growth of the company as compare to other competitors in the
market.
3. Purpose of Human Resource Management policies
Human resources management frame all the policies based on certain purposes that can
be expressed in a following manner.
Growth of the organization: All the HR Policies are framed to provide suitable work force to
the organization which work in the company as per the working culture of the company and have
a positive impact of their performance. Human resource is an important factors which influence
each and every factor associated with the company. Efficient work force always enhanced the
value of the company in the market. Involvement and restriction of human resources in various
aspects of the organisation can result in the growth of the Qatar Petroleum.

Efficient Working Environment: Another purpose of HRM polices is to influence the working
environment and working culture of the organization (Chen and et.al., 2016). Qatar Petroleum is
well known for its working culture or working environment and the contribution of its work
force is immense in setting such a productive and efficient working culture in the company's
operational structure. Purpose of HRM policies is to improve work environment and to increase
the efforts of employees and keep work force motivated that help the management to sustain the
working culture of the organization.
Satisfactory growth to employees: Growth satisfaction plays the major role in the sustainability
of the human resources in the company which is also a main purpose of HR policies. Growth
gives the wider range of perspective to the employee to set the long term career in the
organization. Management of Qatar Petroleum provided the satisfactory growth opportunities to
all its workforce that boosts the confidence of all the employees in the organization.
High level of service: A proper policy of human resource management drives all the work force
of the organization to strive for the highest level in the organizational structure which is also a
major HRM policy of the company. Offering best service to customers helps in improving the
work efficiency of employees in the organization. It also puts a positive impact on the
performance of the organization in the market. Qatar petroleum management always motivates
its work force with various activities to achieve the highest position with high quality efforts.
Skills for new competencies: Human resource management of Qatar Petroleum provide
multiple opportunities to all the workforce of the organization to improve the skills and also to
acquire and learn new skills (Žitkienė, 2015). Adoption of new skills and techniques helps the
employees in developing the personality that drives to achieve more success in the company
which comes under HRM polices of the company. SRHM of Qatar Petroleum always strives
towards inclusion of new technologies in the organizational structure of the company to enhance
the productivity of all employees in the company.
4. Regulatory requirements of HR policies
HR policies carry the certain regulatory requirements that can be stated in a following
way.
Legal Requirements: Legal requirement of the company has a major space in making policies
related to the strategically human resources planning. Management of Qatar Petroleum frame all
its policies related to the human resource management as per all the guidelines of the

government of Qatar. Such guidelines also involves all the laws and regulations of the
government of Qatar related to human resource. Legal factors also include the rights of the
workforce as well. The company all its policies based on the laws and regulations of the
government.
Industry requirement: Requirement of the industry is also a part of the policy frame work of
the Management of Qatar Petroleum. All the policies of the company is majorly based on the
industry to which company belongs. Company seeks the workforce that can be a part of the
organizational structure based on the market requirements.
Fundamental Requirement: Fundamental requirement involve all the requirements associated
with the work force in the organisation. Fundamental requirements involve the growth
perspectives of the employees in the organizational structure. Fundamental requirements also
include the requirements of the company to fulfill the fundamental rights of the employees (Beer,
Boselie and Brewster, 2015). HR Management frame all its policies based on the needs and
demand of the organisation. Company seeks a work force that can enhance the value of the
organization in the market with quality efforts. Fundamental requirement helps the organisation
in driving all its operations and make a profitable outcome from company's operations.
Impact of regulatory requirements in HR policies
There are certain impacts based on the regulatory requirements that can be stated below.
Clear policy framing: Regulatory requirements gives the complete brief to the human resource
department for making the policy related to the human resource management for the Qatar
Petroleum. Regulatory requirements provide a clear base for human resource department to make
the right path for the human resources in the organization to recruit and sustain all the work force
in the organization.
Proper guidance: Regulatory requirements work as a guiding tool for the human resource
department in framing the productive and efficient policy for the recruitment and development of
human resources in the organizational structure. Proper guidance also works as a time saver for
the HR Department in making the policies for Human resources.
Development Plan: Regulations always guide the right path to the HR Department of Qatar
Petroleum. All the regulations drive the human resource department in setting up the growth
objectives for all the work force in the organization. Development plan in the company is
associated with all the employees in the organization. Based on the performance of the