Hr Strategy Analysis
HR Strategies
This section analyzes the HR strategies of ADNOC in relation to recruitment, training and development, remuneration and benefits, as well as performance management.
1. Recruitment
Recruitment is the process through which the company hires new employees to fill the skill needs. The recruitment process involves several steps that include conducting job needs assessment, develop job descriptions, advertise job openings, receive application letters, screen and interview job candidates, select the best candidates, and lastly orient the new hires to the organizational culture and practices. Skill assessment is done to identify the skill gaps that may exist in the organization, and it is carried out from time to time as the organization
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The company considers its human resources as the key drivers of accomplishing organizational success, and hence it has always been committed to investing in their skill advancement and career growth. Through the HR department, the company sponsors some of its employees to pursue further education courses so as to advance their abilities for the advantage of the organizational growth. Among the factors put into consideration when determining the skill levels and training needs of the workforce include technology requirements and the requisites of particular job …show more content…
However, those whose performances fail to improve even after assistance has been provided are reprimanded, suspended or even their employment contract terminated. The company’s HR department also considers the area of employee relations as part of performance management, on which it endeavors to reduce misunderstandings or disputes between employees and the management team. As such, employees are encouraged to bring relational issues, such as workload and unfair treatment, to the attention of the company’s HR department for amicable resolution. What is more, the HR department provides a policy framework and resources that can facilitate productive workplace environment, which includes promoting an all-inclusive and interactive organizational culture.
HR Balanced Scorecard
The following table illustrates the overall HR balanced scorecard for ADNOC.
Financial Component
• HR operating expense
• Cost of turnover
• Cost of hiring
• Cost of training
• Cost of rewards
• Net profit vs. cost of rewards ratio Customer Experience Component
• HR manager satisfaction with the talents of new hires
• Employee job satisfaction
• Communication frequency
• Employee engagement index
• Turnover and absenteeism rate
Process Component
The effectiveness and efficiency of:
• Recruitment and staffing process
• Training and
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