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HRM Case Study. FARASSOO International designs produces and markets computer peripherals and devices that enable people to work productively.

Extracts from this document...

Introduction

Self Action Project: HUMAN RESOURCE DEVELOPMENT IN FARASSOO Organization Prepared by NEDA TAYEBAN MR 081135 Prepared for Assoc. Prof. Dr. Rosmini Omar Human Resource Management MRB 2032 International Business School 20 NOV 2010 TABLE OF CONTENT 1.0 Introduction 1.1 Human Resource Management 2.0 Farassoo Company 2.1 Our people 2.2 Mission 2.3 Visions 2.4 Quality Statement 2.5 Quality policy 2.6 Management Philosophy 3.0 Strategy 4.0 Technological Advancement 5.0 Role of Training 6.0 Problems issue at Farassoo Company 7.0 Recommendation 8.0 Conclusion 9.0 References 1.0 Introduction 1.1. Human Resource Management The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs manager have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring manager personnel and management practices conform to various regulations. Besides that, the holding activities also include managing manager approach to employee benefits and compensation, employee records and personnel policies. 2.0. Farassoo Company The work described in this case study was undertaken in a computer (hardware and software) firm that had been established in 1990 and is located in 5th Fl., No. 6, Navak Alley, Africa Blvd., Tehran-Iran. FARASSOO started its activity in production and presentation of computer products and continued impressing the market by the variety of models and %24.7 customer services up to the present. FARASSOO International designs produces and markets computer peripherals and devices that enable people to work productively. During the past few years FARASSOO has expanded its product range to several models of Notebooks ,LCD TVs and Computer peripherals such as LCD monitors, input devices, Webcams, Flash memories, MP3 players, Speakers, Chassis, Multimedia and wireless Keyboards; Optical, Laser and Wireless Mouses, Optical Disk Drives, Gamepads and Headsets. FARASSOO has based its facility in Jebel Ali Free Zone in the UAE to expand its gateway from Canada to Middle-East and Europe as well as growing more than 45% annually from 2002 to 2009. ...read more.

Middle

The factors of high turnover rate are: * Poor wages arrangement One of the weaknesses of Farassoo was poor wages arrangement. This means that the financial department was not standardize the wages for same level of management employees. For example, the wages of assistant human resource manager and assistant purchasing manager are different. Furthermore, the starting salary for the new employees is lower than market price no matter the new employee has high qualification or not. For instance, start salary for one new employee with degree holder is same with the one new employee with diploma holder or lower which is around 5,000,000 Rials. Besides, there were conditions that if the employees worked overtime result in their lot of tasks remain; there was no benefit for them. * Fringe benefits The fringe benefits offers by the company were low or less when compare with others competitors or companies. For example, Farassoo is just allowed their employees to claim 1,000,000 Rials for medical fees per year with the condition of the receipt is not from specialist clinic or hospital. Besides, Farassoo has no offer scholarship funds for their employees who are want to further their study. * Working environment As mentioned before, working environment is very important element for a company. This is because it will affect the performance of the employees if the working environment is not comfortable, not clean, narrow, cold, and warm and etc. Farassoo is facing this problem because the company's size is very big and the departments are located far from each other, such as purchasing department, human resource department, and financial department are located very far from each other and this is a big problem for employee to haunt among the departments. Furthermore, the work place is felt hot during summer and cold during winter. The other problem was shortage of facilities in the departments, this situation will cause the employees were wasting time to use same facilities or cannot concentrate on their job. ...read more.

Conclusion

> Job instruction training Job instruction training is means listing each job's basic tasks, along with key points, in order to provide step-by-step training for employees. By using this method of training, the employees will more familiar with their job scope so they can do the work or task with faster and efficient. > Simulated training Simulated training also can known as vestibule training. It is a method in which trainees learn on the actual or simulated equipment they will use on the job, but are actually trained off the job. Simulated training will increase the productivity of the employees because they are familiar and skilled to use the equipment or facilities which provided by the company. > Computer based training, and etc. In computer based training (CBT), the trainee uses computer-based and / or DVD systems to interactively increase his or her knowledge and skills. Intelligent tutoring systems and interactive multimedia training are basically supercharged programmed instruction programs because it provides the trainee with guidance and directing the trainee toward the next instructional step. The training department of Farassoo should conduct more training to the employees to increase their knowledge, skills, and ability (KSA) as well as update themselves with the latest information. The training department may can outsource the training to consultant to conduct the training while they more professional in conducting training programs. Furthermore, training manager can invite trainer or lecturer from university or consultant to conduct training or speech in the company to increase the KSA and understand about the job. The productivity of the company will increase by having good KSA of employees. 8.0 Conclusion As a conclusion, human resource management (HRM) is an important element in an organization no matter is multinational corporate (MNC) or small company. The Farassoo Company should improving current human resource management to become better by implement the suggestion on the above. It will increase the performance of employees as well as productivity of company when the employees of the company knowledgeable and motivated to perform well in their job. The vision and mission of Farassoo can achieve easily and faster. 9. ...read more.

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