Group Assignment

Course: MGT351 (Human Resource Management)

Section:3
Alternate Project for Term Paper

Title: HR Planning & Restructring of Ozmium

Submitted to
Rifat Iqbal
Lecturer
School of Business & Economics
North South University

Submitted by

Date
June 06, 2020
 HR Planning & Restructring of Ozmium

ACKNOWLEDGEMENT
First and foremost we are particularly thankful to Almighty Allah, for giving us the opportunity
to prepare the alternative project for term paper for completion of the course MGT351. We are
also grateful to Him because all of our group members are safe and could contribute properly for
the project in this pandemic situation.

We are, of course, thankful to our course instructor Ms. Rifat Iqbal for not only setting us to this
task, but also helping us throughout the semester in case of any problem. Without her excellent
guidelines and directions, the completion of this project would not be possible.

We had a wonderful experience of teamwork while doing the project and the communication
among the team members were much more than expected, which resulted in shaping the project
properly. We all are very grateful to each other. We have also ensured that no plagiarism has
been done. With the success of this project, we shall share the credit where it is due and accept
the errors as our own responsibility.

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 HR Planning & Restructring of Ozmium

TABLE OF CONTENTS:

Topic Title Pago no.

1 Executive Summary 04
2 Introduction 04
3 Methodology 05
4 HR Topics along with analysis and suggested HR model with 05
justification
4.1 Recruitment 05
4.2 Selection 07
4.3 Interview 07
4.4 Employee On-boarding 08
4.5 Training and Development 09
4.6 Performance Appraisal & Management 09
4.7 Benefits 10
4.8 Workforce Safety 11
5 Conclusion 11
6 Reference 12

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 HR Planning & Restructring of Ozmium

1. Executive Summary:
Before the pandemic started, we were supposed to do a detailed analysis of a real company in
Bangladesh. But as we are unable to go and observe companies physically, we were instructed to
do a restructuring of the HR department of a company named Ozmium Inc. (hypothetical), which
is a tech company. The company makes applications and games for the Android operating
system, and at the same time, they make customized software for companies as per their clients’
requirements. But the main operation of the company is to maintain the customer relationship
and give satisfactory after-sales service to the clients as they charge a monthly fee to all of their
clients for using their software and server. Currently, the company has 3 branches along with the
main office and its number of employees is 249.

We, Reliance HR Consultancy Ltd. (hypothetical), have been working in the field of human
resources in Bangladesh for the last 15 years. We have consulted and restructured renowned
companies of Bangladesh starting from SMEs to MNCs. We have been acknowledged by more
than 125 companies for consultancy and reformation of their human resources department. Our
mission is to establish the impact of the human resources department by making significant
changes & reformations in our clients’ companies. Our vision is to implicate that manpower is
the main power.

Ozmium executive board members are recently observing severe issues in the human resources
department and want to restructure the department. That is why they wanted to consult with us
about restructuring their human resources department.

2. Introduction
Ozmium has been the market leader in the sector of making customized inventory & logistics
management software for the last 4 years. But recently, there has been a downfall due to
customer complaints and negative reviews of the existing clients. The executive board members
immediately found out that the main root of these complaints and negative reviews are the
human resources department. Because, the employees had so many issues, which were
unresponded by the human resources department. Secondly, the rate of employees leaving the
company is now more than ever in the history of Ozmium. Thirdly, there have been questions
from the clients about the competency of the employees who go to the clients’ companies on call
for solving problems.

For these primary and many other secondary reasons, Ozmium Inc. Decided to go for a
professional consultancy from a renowned & expert HR consultancy firm. They want a concrete
& complete solution from our firm with proper justification for the following aspects:

 Interview
 Selection
 Training and Development
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 HR Planning & Restructring of Ozmium

 Performance Appraisal and Management

 Benefits
 Workplace Safety

3. Methodology:
Our firm will start by making a committee for analyzing the core problems of Ozmium Inc. &
find out the specific issues in the human resources department. After the analysis part is over, our
experts will find out the solutions by remodeling the HR department of Ozmium keeping in mind
what are the issues and what can be the possible best solutions for a tech company like Ozmium.
Then another board will be formed to justify the modifications made by our firm. After the final
structure & solution is prepared, our firm will have a meeting with the Ozmium HR department
along with the executive board members of Ozmium and present the modifications. The
responsibility of our firm does not end here, we will do follow ups and our experts will visit the
company to check if the new structure is effective as expected.

4. HR Topics along with analysis and suggested HR model with

justification:

4.1 Recruitment:
Recruitment relates to method detection, draw, survey, pick, hire and finalizing employees . In
other terms, it also involves recognizing a requirement to fill a workforce (Schroeder, 2003, p.
61). If we define more briefly what recruitment is then we can say it is a process of searching out
the potential applicants and inspiring them to apply for the actual or anticipated vacancy. And the
selection is a process of hiring employees among the shortlisted candidates and providing them a
job in the organization after careful evaluation (Lawler, 2000, p. 55).

4.1.1 Sources of Recruitment

Often a company can recruit its potential employee from two different kinds of sources. We will
suggest Ozmium Inc. to develop their sources after analysis of the pros and cons analysis of
those factors.

4.1.2 Internal Sources

The internal source is when an organization tries to fill its vacancy from its existing workforce
(Hesterly, 2006, p. 112). If Ozmium group can recruit employees from the internal sources, it

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will be more hassle-free and less cost consuming. There are three ways in which internal
recruitment can be done efficiently.

4.1.2.1 Job posting:

Job posting is posting one designation to another employee, one department to another, or one
branch to another to fill that particular place of work (Becker, 2006). The job posting is internal
recruiting that chooses the organization's employees. When posting, the manager is already
informed of the job and expertise of that employee. Through this process, Ozmium can recruit
the employees from their internal sources.

4.1.2.2 Rehiring former employees:

Ex-employees who have left their job in the past from Ozmium, they can be brought back by
solving their issues. As the company was doing well in the past, bringing them back can increase
the efficiency of the workforce of Ozmium. Rehiring former employee also falls under the
internal source of recruitment. The greatest advantage of rehiring former employees is that
employees already know about the organization’s culture and work environment.
But, they might leave again. So, Ozmium HR department has to make sure that the issues of the
employees are always responded properly.

4.1.2.3 Succession planning:

It is a process of identifying who will be the next leader when the old one will leave or die. It is a
higher level recruitment process, for example, for the post of C.E.O. or managing director.
Though it is a costly recruitment process, but it is worth it. So, Ozmium group must start
succession planning if their vision is to be the market leader again.

4.1.3 External Source

External recruitment is the process by which the employer recruits new employees from outside
the company. External recruitment has several methods, but for Ozmium Inc, only 3 methods
will be suggested by our company keeping the requirements and background of the company.

4.1.3.2 Recruitment via internet: There are a lot of platforms in the internet where Ozmium can
put an advertisement mentioning its job description. As Ozmium is a tech company, it is quite
essential for the company to make diversity in the process of recruitment. Recruitment via
internet can serve the purpose.

4.1.3.3 Print Advertisement: Till now, the advertisement is the most common and preferred
external recruitment source in Bangladesh but it is not necessary for Ozmium Inc. to make it
their primary source of external recruitment.

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4.1.3.4 College Recruitments: A tech company like Ozmium surely needs fresh graduates who
can give all their efforts to make their way through the company. By this process, Ozmium can
get potential employees & the company can shape the employee by training & development.

4.2 Selection
Selection is the process of choosing the best and the right candidate, who is best suited to an
organization's vacant job position. In other words, selection can also be defined as the process of
interviewing the applicants and assessing their qualifications needed for a particular job, and then
selecting the appropriate candidates for the job (Bharadwaj, 2000, p. 167).

Although Ozmium is a tech company, it has its own marketing department for promotion, human
resoruces department for managing workforce, accounting & finance department for maintaining
balance sheet, customer relationship management department for solving the issues of their
clients, and most importantly, the operations department for the execution of the tasks. So, we
will suggest different final selection tools for all the different departments for Ozmium Inc. But
the initial tools of selection process will be same for all the applicants.

4.2.1 Screening and Shortlisting candidates:

Applicants are sorted and screened after having received CVs in response to the job
advertisement. An evaluation of the CVs and cover letters are done.

4.2.2 Written test:

The Written examination is a common aspect of standard selection. In fact, the written
examination is performed by an organisation before the interview.
We will suggest Ozmium to be more strict in the written test of the engineers who will be joining
the operations team.

4.2.3 Background Investigation and Reference Check:

For any company, investigating an applicant before final selection is very crucial. So Ozmium
will be suggested by us to go through the background of each and every applicant thoroughly.

4.2.4 Skill Assessment:

We will suggest Ozmium HR department to make a different strategy for skill assessment for all
the departments. For instance, the applicants of marketing department will be asked to solve
cases and they have to give a presentation on the case on spot.

4.3 Interview
Interview is a must in any selection process. There are many ways by which the HR department
of a company can conduct the interview of the applicants. But for Ozmium Inc, we will suggest
the HR department to conduct structured interview for the applicants of operations and

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accounting department. For the other departments, we will suggest to conduct an unstructured
interview.

4.3.1 Structured Interviews

For each of their candidates, the managers follow a fixed question pattern here. It ensures the
validity and reliability of this, because all of them answer the same questions. We will suggest
panel interview for evaluating a candidate more effectively.

4.3.2 Unstructured Interviews

What is more, unstructured or non-directive interviews are more flexible. There are no fixed
questions to it. Unexperienced and nervous applicants cannot do well in this type of interview.
During unstructured interviews, we will suggest Ozmium to keep an experienced employee from
that particular department to be present to evaluate the candidate.

4.3.3 Interview Content:

We will also suggest the contents of topics to be interviewed during the interview of each and
every departments’ applicants separately. We can differentiate the interviews based on the types
of questions the managers of Ozmium are going to ask, though unfocused questions do not give
much insight about the job performance of the candidate. Therefore, 3 types of questions:
situational, behavioral, also job related questions are very much essential. We will also do a
demo interview for the 3 different question types in front of Ozmium’s HR employees. So the
employees will get an idea about how to conduct an effective interview.

4.4 Employee On-boarding

Employee on-boarding/orientation is a process used to welcome the new employees to the
organization. This helps the new employees to get the much-needed information about the
organization’s culture, goal, organization rules and many more. We will suggest Ozmium the
following four things for a proper employee on-boarding-

 Make the employees feel welcomed and part of the team.

 Help the employees to socialize
 Get the employees to be familiar with the organizational goals, culture, rules etc.
 Give the employees idea of how everything works around in the organization. Ex: Giving
access to certain places or software.

The on-boarding process that we would suggest is Formal on-boarding. The reason for choosing
formal on-boarding rather than informal on-boarding process is because informal on-boarding

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process includes one-on-one coaching, meeting with managers or colleagues which will cost a lot
of time of old employees and managers.

4.5 Training and Development

Training is an essential part of an organization which helps improve individual employee

performance. It fills up the lacking of an employee and equips that employee with the necessary
tools and skills needed for the job. An organization needs to have a proper training program to
effectively and efficiently train its employees to their max potential.

A tech company like Ozmium needs much more training programs for the continuous
development of the employees. We will suggest the Ozmium HR department to follow these 4
steps of training and development:

4.5.1 Analyze the training need: Figure out what the employees need to improve, what skills
are needed to be acquired. This step has two approaches: 1. Strategic training needs
analysis and 2. Current training needs
4.5.2 Design the overall training need: Considering the need, design and make a training
process.
4.5.3 Implement the training: This step consists of On-the-job training and off-the-job
training.
4.5.4 Evaluate the training’s effectiveness: Record feedback and evaluate to see if the
training program was a success on achieving the desired goal. Two ways of evaluating
are: 1. Design of evaluation study and 2. Training effects to measure.

At the same time, we will suggest Ozmium to take client survey for designing training modules.

4.6 Performance Appraisal & Management

A performance appraisal is a routine examination of the job output of an individual, and the
overall commitment to a company (Bolman, 2011, p. 78). For a company like Ozmium, we
would suggest annual performance management. It is very essential for any company, because
performance appraisal plays an important role in the sustainability of the organization, as it helps
to decide the decisions concerning payment and employee contracts; also provides an incentive
for employees to work harder and more fairly.

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 HR Planning & Restructring of Ozmium

There are several tools to do performance appraisal. But for Ozmium, we will suggest only two
methods. They are described with justification below:

4.6.1 Critical Incident Method:

This tool of performance appraisal judges an employee based on his performance during any
unexpected or critical situation. We suggest this tool to Ozmium HR to use it for evaluating
employees from operations department and customer relationship management department as
they constantly face an unexpected situation.

4.6.2:-360 Feedback system:

Ozmium can use 360 feedback system to judge the employees’ performances from all
departments. The employees receive feedback from their colleagues , subordinates, supervisors
and customers during this process. They keep the input process secret from everyone to remove
the prejudice as far as possible. The HR department doesn't reveal in this process who rates
whom to keep the feedback mechanism as neutral as possible.

4.7 Benefits

Benefits are any non-salary benefits offered to employees. Medical, life insurance, retirement
benefits; paid time off etc. are the most common types of benefits provided by a company.
As the rate of employees leaving Ozmium has been recently high, planning benefits in future by
keeping it in mind will be suggested from our side. Here are some of the benefits that will be
suggested with proper justification:

4.7.1 Medical Benefits:

Although it was not that much important to the employees of our country, but recent pandemic
situation made us realize how important it is to have medical benefits. If possible, medical
benefits of family members can also be offered to the employees.

4.7.2 Paid Time Off

Employees receive the paid time off (also referred to as PTO) as they operate. The three common
types of paid time off are vacations, sick leave and holiday leave. This is a very important benefit
that can be offered by an employer.

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4.7.3 Maternity & Paternity Leave:

Ozmium can offer more paternity & maternity leave to the employees. Every father and mother
wants to be with his/her child while it is born. So, this benefit can be a competitive benefit in the
current market & will play an important role in increasing the productivity of the company.

4.8 Workforce Safety

In a country like Bangladesh, workforce safety was absent in most of the small & medium
organizations. But COVID-19 taught us the lesson that workforce safety should be given utmost
priority. We will suggest Ozmium Inc. to maintain workforce safety in following ways:

 There should be strict guidelines & regulations that have to be maintained in the office
perimeter. Failing to do so will be accounted to fine or salary reduction.
 Ozmium has to be consult with expert healthcare officials at least once a month to check
the status of health risk in the office area.
 Proper cleanliness has to be maintained by all the employees.
 A policy of mandatory handwash after every certain interval can be formulated.
 Managers have to check for the health risks from time to time.

During pandemic situation, all the rules and regulations implemented by the government has to
be followed by all the employees in order to maintain workforce safety.

5 Conclusion

After the consultancy, our firm will go on and a team of experts will be assigned to evaluate the
effect of modifications made. At the same time, the HR department of Ozmium can consult with
our team anytime for consultancy regarding any follow up issues. The reconstruction of HR
department by our firm can be quite effective for a tech company like Ozmium if it can be
implemented accordingly.

6 Reference
 Barney, J., & Hesterly, W. (2006). 1.3: Understanding the Relationship between
Organizations and Economic Analysis. The SAGE handbook of organization studies, 111

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 Bolman, L. G., & Deal, T. E. (2011). Reframing organizations: Artistry, choice and
leadership: Jossey-Bass
 Bharadwaj, A. S. (2000). Desegregating HRM: A review and synthesis of micro and
macro human resource management research. Journal of management, 28(3), 247-276.
 Ahmad, S., & Schroeder, R. G. (2003). The impact of human resource management
practices on operational performance: recognizing country and industry differences.
Journal of Operations Management, 21(1), 19-43.
 Becker, B. E., & Huselid, M. A. (2006). Strategic human resources management: where
do we go from here? Journal of management, 32(6), 898-925.
 Bae, J., & Lawler, J. J. (2000). Organizational and HRM strategies: Impact on firm
performance in an emerging economy. Academy of Management Journal, 43(3), 502-
517. ISSN: 2289-4519

-The End-

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