Corporate and human resource strategy at Al-Raeel

Corporate and human resource strategy at Al-Raeel

To eliminate the presence of a going concern, Al-Raeel focuses on geographical expansion as a corporate strategy through the addition of local and international presence. By partnering with leading enterprises in the Gulf region, the corporate strategy would facilitate Al-Raeel to market its services and products in Saudi Arabia, Bahrain, Oman, South Korea, and Yemen. A second corporate strategy by Al-Raeel is the diversification of its projects to offer alternative income and revenue streams. For instance, the corporate strategy of renewal of contracts and infrastructure programs in oil companies like ADNOC and GASCO, thereby extending the firm with sufficient demand and revenues while advancing their market share in the middle asset region. A third corporate strategy is the stabilization of organizational objectives and goals due to engaging in a highly competitive business environment. Key in the stabilization process is enhancing brand visibility and prestige through offering quality products and hiring expert human capital.

To achieve geographical expansion, diversification of products, and stabilizing market competitiveness, the firm ought to conduct a feasibility assessment on the capacity of the human resource department in the selection and hiring of expert manpower (Roberts, 2018). Planning and forecasting are essential in predicting the impact of market demand and supply on the productivity of their employees, and the process of specialization of roles in Al-Raeel that leads to quality goods and services. For instance, planning and forecasting in the human resource department at Al-Raeel require the selection and hiring of optimal numbers of human capital while reducing the costs and fixed overheads of retaining an expert and diversified workforce.

Human capital planning and forecasting are essential to accommodate a pool of experts, including engineers, assistants, accountants, supervisors, and technicians in the human resource department. The planning process entails devising strategies to advertise for positions through traditional and digital media that improve the visibility of available opportunities at Al-Raeel. For instance, in the process of facilitating geographical expansion and mobility of employees, placing advertisements on digital media could lead to the hiring of a sufficient number of staff for regional offices and production facilities (Vijay, & AishwaryaGanbote, 2020). Employment platforms that are authentic and reducing the intensity of corporate fraud include indeed job search, Beyt, Talent search, thus utilizing a reliable medium in assessing the academic and professional qualification of potential human capital. Alternative means of ascertaining the educational and job qualification of potential employees are conducting interviews facilitated and monitored by the human resource managers. As such, the firm could hire employees with the potential to enhance the diversification of products through differentiation and innovation of unique services in a competitive industry.

Stabilization of market competitiveness through advanced training courses for employees enhances individual skills and techniques, leading to the production of quality and internationally dominant products. By developing skills and decision-making capabilities of employees, Al-Raeel enhances the organizational culture that is dedicated to quality products and adhering to industry regulations and ratings (Bheemanathini, Srinivasan, & Jayaraman, 2019). However, to achieve market and competition stabilization, Al-Raeel ought to adopt and implement modern technology tools and techniques in the production process and talent management of employees. Competitive firms that rely on modern innovations tend to benefit from tangible successes in enhancing the productivity of employees, eliminating wastages, and reducing costs of production and logistics to the final consumer.

Job analysis and remuneration methods at Al-Raeel ought to facilitate the retention of expert services and motivation of human capital as a means of enhancing productivity. Through performance appraisal, Al-Raeel can rely on a reliable methodology of measuring the skills and technical competencies of employees, thus gaining insights on potential achievements (Roberts, 2018). Al-Raeel utilizes a vertical procedure of performance appraisal, through which different managers and departments review prospective applicants before final approval. The vertical appraisal methods are beneficial to Al-Raeel since expert skills and techniques are prerequisites for innovation and creativity in the process of diversification of products.

Further training and individual growth and development of employees at Al-Raeel is in accordance with the organizational culture of future sustainability and accommodating industrial competitiveness (Vijay, & AishwaryaGanbote, 2020). For instance, innovations in the accounting and payment systems necessitate the training of accountants at Al-Raeel to be proficient in the use of Oracle programs. Reduction of white-collar crimes and accounting fraud by the firm could improve industrial ratings, thus benefiting the firm through brand prestige attributing to consumer trust and confidence. Moreover, frequent training and hiring of expert human capital correlate with the ability of staff to understand changing consumer trends and preferences, thus innovating products that reflect the market demand.

Through a performance management system, Al-Raeel has the capability to allocate staff to various geographical branches while assessing individual productivity. Performance management systems include reliance on ISO certification standards that evaluates employee level of academics, corporate networking, and maintenance of organizational and professional ethics (Bheemanathini, Srinivasan, & Jayaraman, 2019). Through the ISO certification criteria, Al-Raeel measures the ability of employees to solve emerging challenges at the workplace and to rate the interventions based on the ability to retain consumers and addressing future limitations at the workplace. At Al-Raeel, the performance management system is vertical, since an employee is evaluated at the departmental level and reports communicated to superior decision-makers at the firm.

Job analysis at Al-Raeel incorporates factoring employee compensation and welfare as a determinant of productivity and stabilizing short term and long term objectives of the organization (Vijay, & AishwaryaGanbote, 2020). For example, to increase the level of employee satisfaction and identification with the firm, availing welfare benefits becomes a reliable and practical corporate strategy. For instance, firms that provide medical covers from work-related injuries tend to have employees that are risk-takers and willing to advance the objectives and goals of the firm as such, Al-Raeel determines the salaries and wages depending on the level of specialization and qualification while utilizing merit system as a means of avoiding favoritism and discrimination at the firm.

Secondly, job analysis techniques at Al-Raeel offer incentives to enrolled employees, including paid vacations and retirement benefits. In retrospect, incentives and retirement benefits increase job security and satisfaction of employees even while working at challenging branches in the process of enhancing geographical expansion and mobility of organizational resources (Roberts, 2018). Finally, job analysis techniques embrace employee diversity at Al-Raeel in the process of establishing the firm in local and international markets. Gender equality seeks to balance the hiring of employees irrespective of gender, thereby attracting improved industrial ratings based on corporate social responsibility. Employee diversity also entails hiring irrespective of race and ethnicity of employees, such as the hiring of expatriates and regional staff as a means of enhancing geographical mobility and inclusivity (Roberts, 2018). Employee diversity has a direct impact on productivity since gender balance benefits from women’s expertise in public relations and product differentiation through the reflection of consumer tastes and preferences, thus eliminating the going concern.