Centre for Executive EducationCertificate / Diploma in Effective Training and DevelopmentStudent Name: Zubaidah Al DinCase Analysis 1: HR Follow-up to Strategic Planning at MHC

Summary"The basic purpose of development is to enlarge people's choices. In principle, these choices can be infinite and can change over time. People often value achievements that do not show up at all, or not immediately, in income or growth figures: greater access to knowledge, better nutrition and health services, more secure livelihoods, security against crime and physical violence, satisfying leisure hours, political and cultural freedoms and sense of participation in community activities. The objective of development is to create an enabling environment for people to enjoy long, healthy and creative lives.” Mahbub ul Haq

HR is key resources to the business. HR has a significant impact on the business results. Therefore there is a need to understand HRM as a business process

A Strategic Issue is any issue that significantly influences a person’s, a work group’s or an organization’s ability to develop and maintain a competitive advantage.

Firms’ strategies are to produce customized products and to earn large returns to innovation.

Microeconomic studies suggest that – New IT and innovative HRM practices raise productivity– Innovative HR and IT facilitate the product market

changes. IT use and Innovative HRM practices require the skills necessary

for problem-solving. We need to invest more in basic education to produce the

required skills.

Globalization strategy = insure an adequate number of qualified global managers

Inpatriation fulfils the need for social knowledge in global decision making Concept should be adapted to particular situation

The colossal strength’s of the company’s HRM Strategy is in the benefits they provide to retain workers and their motivation through continuous training and enhancement. It is also places particular emphasis on “creating responsibility” such as through having all associated employees contribute to developing job descriptions as well as “creating drive and recognition” by having much of the recruiting done internallyValuable intellectual knowledge is probably forfeited as a result of employing from internal sources compared to recruiting from sources externally. With its focus on empowerment to directors for the process of hiring workers, it is possible that “bias” and “erroneous hires” are resulted.Communication is a concern as although continuous feedback is promoted, it was not applied to flight pilots thus the company fell into dire straits. Overall though, it can easily be said that it has an excellent HR scheme in recruiting, motivating and retaining workers.

Page 1 of 1