Tianjin University HR Issues: Analysis and Recommendations

This report examines human resource management issues within the context of Tianjin University of Finance and Economics Pearl River College. It identifies key HR challenges, including difficulties in recruitment, the effectiveness of training programs, communication barriers, and the impact of these issues on organizational productivity and financial performance. The report then proposes a range of solutions, such as refining recruitment and selection processes, implementing comprehensive training and development programs, and establishing clear HR policies. Furthermore, it outlines the implementation of HR planning processes, including organizational objective analysis, manpower inventory assessment, and forecasting of HR demand and supply. The report also acknowledges potential challenges and risks associated with the proposed solutions. The report concludes by emphasizing the importance of effective human resource management for attracting, retaining, and developing employees, and highlights the use of various HRM practices, policies, and procedures to address HR-related problems, all of which are critical for organizational success.

Managing Human
Resources

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Identify HR issues........................................................................................................................1
Proposal to address the HR issue.................................................................................................3
Explain how these might be implemented...................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource is the most crucial aspect for an organisation that is playing different
function in developing reinforcing and changing establishment culture for higher development
and growth of firm. Human resource management is an essential unit that deals with different
issues related to performance management, compensation, employees encouragement, safety and
wellness etc. for HR practitioner’s recruitment and staffing playing a key function that they can
hire individual for right job in the business enterprise (Nawaz Khan, Khan and Soomro, 2020). It
will lead them about maximising potential of the people through which company can make sure
greater development and profit margin. For the completion of this assessment, Tianjin University
of Finance and Economics Pearl River College is considered. This assessment will consider
information about the HR issues, impact of issue on the organisation and proposal to address the
HR issue. Moreover, the report will explain how these might be implemented.
MAIN BODY
Identify HR issues
Definition- HR or Human resource is the segment of a business that is charged with finding,
screening, recruiting and training job applicants as well as managing employee benefit programs.
HR plays an important role in supporting organisations deal with a fast changing atmosphere and
a greater demand for quality workers. The presence of an HR department is an important
component of any business regardless of the firm’s size. An HR division is tasked with
increasing employee efficiency and protecting the establishment from any issues that may arise
within the workers. HR accountabilities consider compensation and advantages, recruitment,
firing and keeping up to date with any laws that may affect the firm and its workers.
Models- The defining features of HRM are popularly acknowledged as models. These models
offer analytical framework for studying HRM (Denhardt and et. al., 2018). The most common
models of HRM are as under:
The Harvard model- The framework and model includes six critical aspects of HRM namely
stake holders interests, situational components, HRM policy choices, HR outcomes, long term
issues and feedback loop through.
1

The Guest Model- This model was framed by David Guest in 1997 and this framework
emphasizes in the assumption that HR administrator has particular plans to start with, that
demand certain practices and when performed will result in outcomes (Rodríguez-Sánchez,
2020). These results consider behavioural execution associated and financial remunerations. The
model emphasises the logical sequence of six components such as HR strategy, HR practices,
HR outcomes, behavioural outcomes, performance outcomes and financial issues.
2

There are several HR issues that can be faced by an organisation like Tianjin University.
Some common issues are difficulty of recruitment, effectiveness of training, difficulty to set up
young people’s authority and poor communication etc.
The impact of the issue on the organisation- These issues affects the firm in different manner
like impacting its productivity and efficiency. For example, due to hiring skilled employees, the
organisation considers different methods of recruitment which create difficulty in selecting best
method for recruitment (Mercado-Caruso and Viloria, 2020). Also, training related issues also
faced by the organisation because to understand aware people with the organisation norms and
policies they offer training to them. Lack of effectiveness of training sessions affects the
productivity of enterprise. Additionally, it affects the financial condition of the venture because
conducting training sessions to workers consume cost. Poor communication is another issue
which directly affect the effectiveness of firm because if the workforce of the firm has not
effective communication then they can make good relations with consumers and public which
influence the market image and position of establishment.
Proposal to address the HR issue
There are different ways and forms which can be considered by the HR division of Tianjin
University in order to deal with complexities:
Practices- There are different HRM practices like recruitment & selection, training &
development, career development, compensation and performance management etc. in context of
dealing HR related obstacles.
Recruitment & selection- It is one of the most effective and important practice of HRM.
By using and considering this, the management can use different methods of staffing and
selection as well as recruit skilled and knowledgeable candidates for the company (Gore, 2019).
This will support in dealing and reducing recruitment associated issues. In order to hire skilled
workers, the firm can conduct and organise an appropriate process of hiring.
Training and development- It is another activity of HRM which support in dealing as
well as managing HR related problems. If the firm is facing issues in offering information and
training to its workforce, then they can conduct on the job and off the job training programmes to
its workers. This will support in enhancing employees knowledge, retention and many more.
3

Policies- In order to deal with HR issues and confronts, the management of organisation can
consider HR policies like hiring policy, induction policy, training policy, employment
development policy, pay and reward policy, career and promotion policy etc.
Hiring policy- This is the best policy which can support the organisation in address HR
related issues. Because during the time of recruitment, organisation face different sorts of issues
related to job description, promotion of job, short listing of candidates and many more (Qeshmy
and et. al., 2019). So by considering effective Hiring policy during recruitment, the management
of Tianjin University can deal with staffing issues in effective manner.
Induction policy- With the consideration of this policy, they can deal issues which face
by after hiring during induction program of employees. So by considering this policy, they can
organise an effective induction which support in offering brief and detailed information about the
culture, policy and way of working of company to workers so that they can easily perform their
duties and assigned role.
Training policy- It is another effective policy of HR and by following and using within
the firm, the management can deal with the problem of training. With the support it, the
management can create a framework to conduct training session by considering different aspect,
the it will be on the job or off the job, how much cost it will consume and the purpose of it.
These all things assist the HR manager in organising training programmes in order to offering
new information; develop their skills and many more so that they can perform more
appropriately.
Pay and reward policy- It is one of the most important policy which support in managing
most of the HR related issues like retention of employees and many more (Guerra, 2019). By
offering effective pay and compensation, the firm can motivate its workers to perform well,
retain skilled workforce till long term and many more. Also, by analysing performance of
employees, they can remunerate them.
Procedures
Human Resource planning process
HR planning is a process by which the right applicant for the right job is ensured. For
organising any process, the foremost important task is to develop the organisational objective to
be accomplished by organising the said process.
4

Analysing organisational objectives- The objective for which the manpower planning is
to be carried on. the objective for which the workforce planning is to be completed should be
defined precisely, so as to make sure that a right number of individuals for the right kind of job
are selected.
Analysing current manpower inventory- The nest phase is to determine the current
manpower supply in the organisation by the stored information about the workers in terms of
their experience, proficiency, skills etc. needed to execute a specific job (Mangori, 2020). Also,
the future vacancies can be estimated, so as to plan for the workforce from both the internal and
the external sources.
Forecasting demand and supply of HR- When the inventory of talented manpower is
maintained, the demand of the workforce occurring in the future with the supply or accessible
resource with the firm.
Analysing the manpower gaps- In this phase, the manpower gaps can be assessed in
easier manner. In case the demand is more than the supply of human resources, that states there a
deficit and therefore, new applicants are to be hired. If the demand is less than supply, there
arises a surplus in the manpower and the workers have to removed either in the form of
termination, retirement, layoff and transfer etc.
Employment plan/Action plan- When the manpower gaps are assessed, the action plan is
to be framed accordingly. In situation of deficit, the company may go either for recruitment,
training and interdepartmental transfer plans whereas in the case of a surplus, the voluntary
retirement schemes, redeployment, layoff etc could be opted.
Training and development- The training is not only for the new hired people but also for
the existing workers who are needed to update their abilities from time to time.
Appraisal of Manpower planning- The efficiency of manpower planning process is to be
assessed in this phase, Here, the human resource plan is compared with its actual execution to
make sure the accessibility of a number of workers for different jobs (Aboramadan and et. al.,
2020). Within this step, the company has to decide the success of the plan and make control on
the deficiencies, if any.
Challenges/risks- There are several kind of challenges which can be faced by Tianjin University
during the time of dealing with HR related issues. For example, if the management of
organisation conduct training sessions in order to manage training related problems, then they
5

can face financial risks and threats. This can affect the financial situation of the company. Along
with this, during the time of recruitment, the venture can face confronts related to
communication. This generates issues for the company in its staffing process.
Explain how these might be implemented
This has been analysed from the above mentioned literature that there are different HR
related issues which can be faced by an organisation. These issues related to lack of training,
ineffective recruitment & selection, lack of communication and many more. These HR issues
create and form direct impact on the business of the firm as well as its performance because
when HR management conduct staffing process then they consider effective methods and tools
of recruitment which support the establishment in hiring skilled and knowledgeable applicants.
But people are belonging from different regions and culture so use different languages in their
communication which affect the interaction. Also, in order to deal with, training related issues,
the administration of respective firm can organise training and learning sessions which support in
making development and enhancement in employees skills and knowledge. Additionally, they
can feel motivated as well as perform their assigned work in more developed manner. In addition
to this, by getting training, employees can make improvement in their communication skills
which support in managing issue related to communication.
CONCLUSION
This has been concluded form the defined information that human resource management is
an effective process of attracting, hiring, selecting and retaining employees for the effective
running of business venture. There are different models of HRM which can be considered by the
firm regarding dealing with HR related issues. There are several HR issues like ineffective
communication, lack of training & development and improper recruitment and selection. In order
to deal with these issues, the management can consider different HRM practices, policies and
procedure etc. which support in managing these confronts. Also, during the time of managing
these problems, the HR management suffer issues related to finance and many more.
REFERENCES
Books & Journals
6

Nawaz Khan, A., Khan, N.A. and Soomro, M.A., 2020. Influence of ethical leadership in
managing human resources in construction companies. Journal of Construction Engineering and
Management, 146(11), p.04020125.
Denhardt, R.B. and et. al., 2018. Managing human behavior in public and nonprofit
organizations. CQ Press.
Rodríguez-Sánchez, J.L., Mercado-Caruso, N. and Viloria, A., 2020. Managing human resources
resistance to organizational change in the context of innovation. In Marketing and Smart
Technologies (pp. 330-340). Springer, Singapore.
Gore, L.L., Managing human resources to sustain the one-party rule. The Chinese Communist
Party in Action: Consolidating Party Rule, pp.57-58.
Qeshmy, D.E. and et. al., 2019. Managing human errors: augmented reality systems as a tool in
the quality journey. Procedia Manufacturing, 28, pp.24-30.
Guerra, A.S., 2019. Wolves of the Sea: Managing human-wildlife conflict in an increasingly
tense ocean. Marine Policy, 99, pp.369-373.
Mangori, M., 2020. Managing Human Resources in Ghana: A guide For Foreign Executives:
book review. African Journal of Business and Economic Research, 15(1), pp.227-231.
Aboramadan, M. and et. al., 2020. Human resources management practices and organizational
commitment in higher education. International Journal of Educational Management.
Online
HRM Models. 2020. [Online]. Available Through: < http://www.simplynotes.in/human-resource-
management/hrm-models/>.
Human Resource Planning Process. 2020. [Online]. Available Through: <
https://businessjargons.com/human-resource-planning-process.html>.
7