MBA 423: HUMAN RESOURCE MANAGEMENT
Major Project
Description and critique
of its human resource management
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Group Members:
By WakaWaka
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Hardik Patel
Mukhtar Ahmed
 Abdul Irshad
 Avinesh Bhan
 Irshad Abdul
Agenda
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About the company
Strategic Objectives
Culture
Recruitment
EEO & HR policies
Remuneration
Career planning and progression
Training and Development
 Induction Process
Benefits
Ethics and expections
OHS
Future Plans & Recommendations
Bibliography
About the company
 Vinod Patel & Co. Ltd was established in 1962
 A primary exporter of hardware to island nations in the Pacific
 Making it the leading hardware retailer and exporter in the South
Pacific region.
 Currently Fiji’s largest chain of hardware stores, with ten branches
nation wide.
 Employs over 700 staff
 Has a product range of more than 35 000 items.
Envisions to be a World Class Distributor and Retailer in the
South Pacific and to be an Employer
of Choice
Our Purpose, to our …
Leading retailer
& distributor
Attract, develop,
retain & reward
the best people
Provide
outstanding
customer service
Foster Long
Term, Profitable
partnerships
Strategic Objectives
Environmentally
responsible &
invest back in
community
Enhance value,
assess growth
opportunities,
provide an ROI
Our
Team
Spirit
Our
Business
Customer
focus
• Family Friendly
• Unity an team work
• Performance Oriented
• Personal Development
• Innovation and Growth
• Absolute Integrity
• Customer focus
• Quality Services
• Trusting Relationship
• Value Creation
• Present a Positive First
Impression
• Respond immediately to
customer questions and
requests
• Communicate Professional
• Access customer needs and
take appropriate actions
Culture
Culture
EEO & HR policies
• Vinod Patel & Company Limited is committed to
ensuring all employees receive fair and equal
access to:
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jobs,
promotions,
transfers,
pay increases,
training and development opportunities
• Employees are employed solely on their
suitability for the position.
• Performance reviews keep employees informed
of their status and continuous guidance is
provided to help employees progress.
Remuneration & Performance Review
 The individual’s rate is subject to review during the course of
employment on the basis of change in:
responsibilities,
promotions and
performance.
• Performance appraisal process takes place once a year
and is based on overall performance in relation to the job
responsibilities and identified performance standards taking
into account staff conduct, approach and record of
attendance.
• The performance This mechanism allows discussion on work
standards, reinforce good performance, identify areas
where improvement is needed, training and development
and possible merit increases.
• This is conducted by the respective Managers.
Career Progression and Promotion
• The Company policy is to fill higher positions from within if suitable candidates
are available and;
• If no suitable candidates are available from within, the vacancies are advertised
both internally and externally.
• Internally vacancies will be advertised on the Notice Board.
‘Your’ advancement is influenced by your:
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attitude,
ability,
efficiency,
performance and;
experience.
• Vinod Patel & Company Limited believes in advancing the skills and experience
of employees to retain valuable people. Hence, employees are welcome to apply
for positions which are advertised internally.
Training and Development
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Vinod Patel is committed to providing training necessary for employees to do
their job effectively. This includes orientation for new employees and training
for present employees.
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The Company encourages the professional development of employees and
authorizes attendance and participation in appropriate training programs and
seminars.
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Training needs analysis & program / plan done on yearly basis, related
directly on:
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Company’s operations, activities and ;
objectives and;
place employees in a position to improve their job performance.
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In approving the training program the company ensures that the training
programs are related directly to the
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Evaluation of training:
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Any employee attending training sponsored by the company shall conduct a presentation, minimum of 1 hour
to their colleagues and fill the necessary form as issued by training department.
After 3 months of training, every employee will be assessed on the change in behavior after which remedial
action will be planned.
Every member of staff will have an individual training record as maintained by the Training Department.
Evidence of ALL training received, by way of signatures, dates, certificates, attendance records or other
appropriate means should all be filed as part of the individual’s training records.
Example: Induction Process for new employee’s
• Essential initial training - Inducting our staff will help to make our workplace
safer and more productive.
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Don’t assume any prior knowledge, training or experience. Our workplace,
equipment, tools and work practices may be different. Go over things that may seem
“common sense” despite new employee’s background.
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Ensure that they are supervised while they perform the tasks until they demonstrate
they are competent. Correct any mistakes immediately.
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Check that the new worker has understood what they have been told or shown.
Employee to
report at HR
Section on the 1st
day
HR to issue
necessary forms
to be filled in
Staff to sign induction form &
submit to Mgr Training
HR to take new
recruit to the
respective section
mgr
The section mgr to brief the
person on the job
responsibilities and
performance appraisal
Training dept to conduct induction
training depending on the recruitment
size.
Section mgr to take
the person around
the depts
HR to send staff circular to inform
all staff regarding the new recruit
This is applies for Managers and
Executive staff
Ethics and Expectations
Expect all employees to:
o Act honestly and with integrity in all dealings on behalf of our
organization.
o Consistently perform their jobs to the best of their ability.
o Strive to provide a consistent level of quality service to customers and
clients, and to participate in the ongoing improvement of all our
services.
o Be an effective supportive member of the team.
o Fulfill the expectations of the Employment Contract.
o Act in a way that enhances the reputation and standing of the
organization in the local, national and international communities.
o Present in a way that reflects your status as a professional and portrays
an appropriate image for our organization.
o Keep management advised of matters that negatively impinge on the
carrying out of your duties.
o Be committed to participation in professional and employee
development activities.
o Maintain a high level of confidentiality
Benefits & Facilities
 Fiji National Provident Fund
 Travel Allowance
 Meal and accommodation allowance
 Lunch Room
 First Aid
 Staff Credit Purchase
 Training & Development
OHS
(BENCHMARKING – SAFE - WORK – RELIABILITY)
Future Plans & Recommendations
Conclusion
Questions?
Bibliography
• Stone,Raymond.(2006). Managing human Resources. John Wiley & Son’s
Australia, Ltd.
Grievance Proceduces
• There are grievance procedures in place to resolve
work related problems. If such a situation should
arise you should contact your immediate supervisor
who will take the necessary action to resolve your
complaint. All personal problems are treated as
confidential. All employees shall following channel
in reporting the Grievance:
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• Immediate Supervisor
• Line Manager
• Human Resources Manager
• Directors
• ER Mediation Services
Disciplinary Procedure
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Where an employee has not responded to positive action to achieve the required
conduct or where the employer is dissatisfied with an employee’s performance or
conduct, the following disciplinary procedure is engaged:
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First (recorded verbal) warning
Second recorded warning
Final recorded warning
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All warnings shall be recorded in writing, detailing the incident, the employee’s
explanation, the level and period of the warning issued. The employee shall be made
aware of the consequences of further misconduct or substandard performance.
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Management of Disciplinary Process
Severity of action will determine on which step action commences.
After a warning the employee is given sufficient time to make required
improvements/changes.
The Company will endeavor to provide the employee with the skills required to improve.
If a warning results from a more serious matter it can last indefinitely.
Disciplinary meetings are recorded in writing and kept on the employee’s personal file.
Any employee who is called to a disciplinary meeting will be given notice of this meeting,
to provide an explanation and the opportunity to improve performance if decided
appropriate by the Company.
SERIOUS MISCONDUCT
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The following will be regarded as serious misconduct and may be grounds for instant dismissal. NOTE: This is not
an exhaustive list and does not cover every possible situation.
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1) Falsifying medical certificates, birth certificates, character references, academic results, application forms
or other similar documents.
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2) Gross negligence or behavior causing injury or resulting in the loss or damage to Vinod Patel & Company
Limited property, reputation or financial position, or that adversely affects safety or quality.
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3) Showing the effects of drug or alcohol consumption, or reporting to work in such a condition that, through
the observations and opinion of Vinod Patel & Company Limited the employee is unable to perform his/her
duties properly and safely on more than one occasion.
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4) Fighting, verbal or physical abuse, sexual or racial harassment of another employee or any person dealing
with Vinod Patel & Company Limited as a customer or business contact.
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5) External distribution or sharing of company or customer information.
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7) Conspiring with vendors to provide services at inflated or reduced prices for personal benefit.
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9) Act of larceny, defrauding, bribery and corruption.
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10) Utilization of Company items for personal use, without prior approval from the respective Manager.
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11) Desertion, neglecting or walking off job without authority or permission.
6) Downloading objectionable, offensive or pornographic materials from the internet.
8) Theft of company property or use of official Company seal, stamp or stationary to receive benefits from
other parties.
End of Employment
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TERMINATION - An employee’s service may be terminated at any
time with or without notice, as the case may be, on the grounds
of poor performance, misconduct, indiscipline, insubordination or
fraudulent act. In ordinary circumstances, one week’s notice or
one week’s salary in lieu of notice in case of hourly paid
employees, and in the case of salaried staff, one months notice
or one month’s salary in lieu of notice must be given by either
party wishing to terminate the contract of employment.
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RESIGNATION - An employee who wishes to resign is expected to
give appropriate notice as outlined in the Employment Contract.
During this notice period the employee is unlikely to be granted
annual leave. If an employee does not work out the notice
period, the employee’s payment in lieu of notice will be
deducted from the final pay. All resigning employees will receive
their accrued pay with their final pay, provided they have
returned all company property (signed off by their Manager) and
have no outstanding debt to the Company.
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EXIT INTERVIEW - All salaried staff has to fill the exit interview
questionnaire and the information obtained is confidential. The
main objective for exit interviews is for continuous improvement.