case of Maersk’s HR

 case of Maersk’s HR

Currently, many organizations and business firms that are considerable enough to require Human Resource Management may desire an individual that will not only apprehends the essence of Human Resource (HR) but also clearly realizes the goals and objectives of an organization. This confines the essential ideas that are almost mutual in the current international workplace. One should be able to promote the concept and the purpose of the given organization. The same person should also be in a position to improve the strategic and business plan of the company.

It is the role of Human Resource Management to hire the best employees within the company. Therefore, it requires a piece of well-planned and detailed information to decide who fits best for a given position within the organization. Before hiring any employee, one should understand not only the functions and practices of hiring but also the recruiting process. However, if the Human Resource is not aligned with the organization’s strategic plan, there are very high chances that the involved firm will not succeed. The human resources need to have plans showing when to hire and, at the same time, take care not to hire the employees founded by the business plan.

For the case of Maersk’s HR, the functions weren’t aligned in a proper way initially. This was because the organization had seen the history of the employee’s transacting speed, which was not that promising. The company ceased from being a family company. It was regarded as a corporation, but the company still didn’t change its mindset and continued to operate as it used to initially. However, after the company realized the challenges that they were facing, they applied the HR, which began to analyze the issues in the company and later created a goal that allied with the organization.

In the case of Maersk, international conditions had a significant effect on human resource administration activities within the company. For instance, in the year 2008, there was a slower growth that was caused by a recession, which later affected the Maersk’s business airlines. Once this organization changed from family company to public utility, problems began to arise. For instance, when they recruited employees to the company, they would offer them training. When the employees acquired the training, they would move from the company and search for external opportunities. For the case of Maersk, since they were emerging to be more diverse, they had to change their way of doing things. The company seemed to hire employees who were more or less the same. The organization noticed that the employees had the same beliefs. Having noted that out, the company needed to change the way that the HR operated. Otherwise, the company would have failed if they did not make the necessary changes.

What the Maersk Company did was that they would hire employees who were directly from high-school and train them using the comprehensive training program. After the organization shows the turnover rate, they had they re-evaluated the training program. Some changes were made in the senior positions to make sure that this sector was similar to the values of the organization. The differences that were made in the company were; hiring individuals for the required jobs, development of the leadership, and pay for performance.

After Maersk’s HR administration realized the issues and employed planning, the recruiting process was effective. The company also became more diverse through; reducing the training programs and instead of providing overseas placements, motivating, and encouraging the company and enhancing leadership through choosing the employees who presented theirselves as good leaders. Employee’s performance was seen to improve with time.

The Human Resource Management departments need to be informed of the current international changes and also try to align the changes with the definite plan of the organization. This will guarantee the success of the company; otherwise, it will collapse. Understanding the HR plans will help the company find the perfect employees within the organization. Maersk Company also noted that the development of the employee was to be assessed and completed by the HR department. Understanding how every employee learns is also vital since it helps to determine the planning of the training program.

HR departments must put into consideration what benefits they need to offer and also make sure that the benefits are within the definite plans of the organizations. This will help to align with the total strategy of the organization. In this case, the complete approach can be said to be a program that offers financial and developmental gifts to all the employees that achieve the organizational goals. Appraising and managing the performance of the employee requires proper management by the HRM. It is the work of HRM to examine which management systems and the rates of the appraisal.

Performance systems use the organizations’ goals and objectives in creating platforms where every employee can practice their competences to meet the objectives of the company. HRM also uses performance systems to assist with layoffs, promotional, and referrals. The evaluation system, together with the performance management, provides the HRM in the documents required to determine an action taken by an employee. In general, it is the work of the HR department to coordinate the performance management for an organization. With the help of managers from other departments, HR establishes goals and objectives and makes sure that they align with the company’s strategic plan. For every appraisal method incorporated, it should align with the business strategy. The various used appraisal methods include behavioral, trait, and result methods.

For behavioral appraisal method, identifies and describes the actions that are to be performed on a job. For instance, the level of productivity that one is expected to have is a behavioral appraisal method. The Trait methods measure the characteristics that one should possess to do a particular job in the organization. Leadership and dependability are some of the attributes in the Trait method. The Trait scale method typically uses the graph scale method. A rater uses this method to rate a given individual. There are mixed standard methods used by the assessor to evaluate whether an employee meets the standards. The suitable appraisal method for the Maersk Customer Service-CARE Business Partner position would be the behavioral approach as compared to the Trait method. This is because the part focuses the customer service, which calls for building a relationship. Based on the job requirements, to in a better way critique, the performance if the employee and also provide timely feedback to the employee. Therefore it is significant to use the two approaches

Different performance scales of rating that can be used in a company, which may include numeric scales, letter scales, and graphical scales. These scales are still uncertain about which places they work best. On the digital scale, numeric symbols are used in the ratings. Through the graphical scale, the scale allows the rating person to indicate the rate to which a given employee handles the job. This method has several distinctions.

Appraising and managing the employee’s overall performance is essential for ensuring that the performance of the workers has met the objectives of the company. HRM requires to choose which of the methods and systems of rating would do best for the company. The employee must receive the required information to ensure continued growth as a good employee.

To conclude, having a Human Resource Management administration that is allied with the companies’ definite plan is so much important. HRM administration carries the responsibilities of all the functions from training, evaluating, hiring, and compensating the members. The administration has to grasp where the organization is currently, and the organization wants to head in the future. HRM administration can frankly be the heart of the organization for it to be successful; it requires to depend on the workers of the HR department. Through this strategy, the company will be in a position to be more profitable as compared to most of the companies that lack the Human Resource Department.