LONDON SCHOOL OF COMMERCE MALTA

Jojin Jose
STUDENT ID: LM0019SRVSRV0618

MASTER OF BUSINESS ADMINISTRATION (MBA)

MODULE: Managing Human Capital and Leadership – (MHCL)

Lecturer: Stephen Fenech– LSC Malta

Submitted on: 27th SEPTEMBER 2018

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 Contents
Task: 1- The important HRM models and its relevance in the company
atmosphere........................................................................................................... 4
The Storey Model ................................................................................................. 5
The Guest Model................................................................................................... 6
Harvard model....................................................................................................... 6
Task 2: - Human Resource Function ................................................................ 7
Selection and Hiring ............................................................................................. 8
Training and development .................................................................................... 9
Performance feedback and Management .............................................................. 9
Motivation ............................................................................................................. 9
Failures From the company on HRM. ................................................................ 10
What the company do actually. ........................................................................... 10
What can be done by the company? ................................................................... 11
Human Resource Practices for the Best Performances of Companies. .............. 11
Task 3: - HRM Softwares. ................................................................................ 13
Meaning and Definition of Human Resources Information Systems ................. 14
Types of Human resource systems ..................................................................... 14
Few Human Resource Information Systems. ..................................................... 14
eloomi,................................................................................................................. 14
BambooHR.......................................................................................................... 15
Task 4: Characteristics of effective leaderships. ............................................ 16
Conclusion.......................................................................................................... 18
References .......................................................................................................... 18

Introduction.
Deepika newspaper company is the first newspaper in the history of state of Kerala in India.
It was established in the year 1887 by Fr. Emmanuel Nidhiry. It is a private newspaper company

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owned by the Kerala Catholic Church named Syro Malabar Church. The major publications by
the company are ‘Deepika Daily newspaper’, Evening tabloid named ‘Rashtra Deepika’,
magazine for women named ‘Sthreedhanam’, Magazine for the farmers named ‘Karshakan’,
Business magazine named ‘Business Deepika’, Children magazine named ‘Kuttikalude
Deepika’, film magazine named ‘Rashtra Deepika Cinema’, Monthly English magazine for the
children named Children’s Digest’. The company is named as Rashtra Deepika Pvt. Ltd.

The company have total six edition houses in six different location covering the state of Kerala
in India. So, through this attempt it is been tried to analysis the Human Resources Management
initiatives of the company in a critical approach. For the purpose we will be analysing the major
HR Models and the applications of the company in the practice of Human Resource
Management. And which model can suitably use by the company to excel in the HR
functioning. And also, we will analyse the company’s staffing method and performance
appraisal process. The discussion regarding the strategic Human Resource initiatives and how
the company can benefit through the application of the strategic Human resource management.

The next task is to analyse the HRM softwares and the need of such softwares in a company
on relevance basis. And it is to be stated how the selected company can benefit from such
softwares when it used. And the best leadership models also will be analysed along with the
current leadership practice in the company. The major leadership changes needed in the
company and how the company can benefit from it.

After this analyse the actual HRM practices in the company can be revealed with its
effectiveness in the practice. So, after the analysis of the company’s HRM practices the best
practices can be suggested to increase the effectiveness of HRM practices in the company.

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Task: 1- The important HRM models and its relevance in
the company atmosphere.
When we think of HRM models we have to understand different aspects regarding the
concept.

What it is?

The HR models are linking the Human resource strategies, human resource objectives,
processes and responsibilities of an organization including different jobs into an operating style
model. It is mainly used to define how the important HR roles and tasks has to be done and
also explains the simple and basic roles of HR and entrusted responsibilities and roles to be
performed. The models also used to define the ways of HR operations to put into practice. The
shifts in the HR goals has to start with changing the HR models.

Why it is?

If we ask what are the importance of the HR models? It can give a brief answer as HR
management has to concentrate on variety of ventures and all of them will be observed, learned
and practiced as the HRM models make them visible to the players in the human resource like
managers and employees. The models give a clear vision about the management activities and
hr relations which include internal and external factors in the processes. Through the models
an organization will be equipped itself with assigning the job responsibilities and descriptions.
And this enable the management in team building with exactly apt people. Because the hr
models provide accurate guidelines to the employees as well as to the management. So, in short
if the organizational practices considered as a ship the HRM model can be considered as an
anchor to pull off for the catch.

Which are they?

Here we will be understanding the relevant HR models which are in practice and best suitable
for the company which as been chosen for the analysis purposes. The major HR Models which
are going to be discussed here are;

1. The Storey Model

2. The Guest Model
3. Harvard Model

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These the very important HRM Models which are widely accepted. So, we will be discussing
them in a brief to get familiarise with the current practices of HRM in the company and identify
the best suitable for the take the practices into the next level.

The Storey Model

The model was formulated by John Storey in between 1988-1989. So, as he was on more
humane approach to the model his model became a part of the soft model approach in the ocean
of the models but recognized with reliability. The major components of the approach are;

a. Beliefs: - human resource have a most important role in the production. Organizational
winning factor relay on employee’s commitment and abilities. So, the employees are
the best assets of the organization.
b. Strategic qualities: - the HRM have a strategic nature of the top managers or executive
and elderly managers (seniors) have to give keen attention.
c. Role of line managers: - the role of line managers has an important role as the HRM
philosophy stand in between employees and them.
d. Key roles: - culture management is an essential one to build up the unity and understand
in the organization because it affects every aspects of the organization.

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The Guest Model
It was created in 1987 by David Guest. And most important factor is that it provides a rare
blend of soft and hard model of HRM Models. This model gives more importance to strategic
management because it says to take into the consideration about the needs of every individual
instead of having centred with the employees or workforce.

Harvard model
Harvard model have been proposed as the major HRM model followed in the i
world. The Harvard model is created or developed by the of Eileen Beer, Rich E. Walton,
Bert A. Spector in Harvard university. The Harvard model proposes the plenty of presence
by the number of stakeholders in a company. The stakeholders can be

a. The Employees,
b. The Government and
c. The Investors.

This model provides a large and baser to the approaches by the HRM through humanitarian act
of human resources. This might result to the employee satisfaction, which will lead to the rise
of productivity increase by the performance of employees.

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If the company named Rashtra Deepika Ltd is willing to implement the model named Harvard
Model in HRM the company can start grow by day by day. As the model is a soft model it
gives predominance to the employees.

Task 2: - Human Resource Function

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From the above chart we can understand that the major HR functions of HRM in a company
are;

1. Selection and Hiring

2. Structuring/ Description of work and Processes
3. Compensation and benefit.
4. Training and Development.
5. Performance feedback and Management.
6. Succession Management.
7. Career Development.

But the fact is that the particular company which we are discussing about lack the flow in the
process.

The process of HRM includes the selection and hiring and developments of the employees in
the organization. So as this effectively done this must be considered as the more important
functions of the human resource management system in an organization.

The company named Rashtra Deepika Pvt. Ltd is running its last lap to survive due to its bad
practices in HRM. It had a golden time were old techniques and strategies did work in a better
way but not anymore. The lack of efficiency in the process of Human Resources and
management system it has faced many near death phenomenal and great rise of competitors.
When the competitors are doing far better performance with differentiated products and
business portfolios the company panting by lacking efficiency. The astonishing factor is that
the products of the company is placed as equal to the price range of competitors even there can
never do any comparisons between the quality and professionalism of the products of the
market enemies. So, what the company Deepika has to do is to develop an efficient
management style as well as an effective model for its HRM functioning. So here we will be
analysing the HRM functions of Rashtra Deepika Pvt. Ltd

Selection and Hiring

Selection and Hiring is the process is the one which can be called as recruitment and selection.
It is the door way to make the new employees to the organization. In order to achieve the
heights a company must develop a process which goes through the Creation of job analysis-
Job Description etc. the failure in such process will adversely affect the overall functioning of
the company. When the process goes through Job analysis and Job Description the recruitment

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begins through publishing the hiring notices, advertisements, posting on websites etc. prior ti
the advertisement the company create candidate characteristics and expectations from the job
role and qualifications expected. The part is also including the knowledge of the person for the
specified job, relevant job experience, emotional and intelligence levels expected from the
candidates, personality and physical characteristics of the individual. When everything is
prepared from the part of the company, even with the training, development and on the job and
off the job training facilities are accurately created in an efficient way, the recruiting process
begins. After the recruitment the process of selection can be through written exams, face to
face interviews, telephonic interviews etc. can be made. The recruitment and selection process
is one of the major responsibility and functions of HR department.

Training and development

It considered as on among the major responsibility of HRM of a company. The training ad
development create opportunity for the employees to refresh their ideas and creativity of the
employees in an organization. So, it will enable a company to secure the employees enthusiastic
and more creative so thus the productivity of the company,

Performance feedback and Management

This one defines the performance of an employee on its details with the gains and drawbacks
of the performance of the employees. So, through this the company can understand what kind
of training has to be given for the employees to increase the performance if it is essential.

In Deepika company it is considered as the most lacking processes in the inefficiency of the
company. So, if the root is decayed the all the branches will have to suffer the death. It is being
like that the company never understand the situation. It is the lack of knowledge and efficiency
of the top management. The company is very much reluctant to the change. The top officials
are conducting monthly review meetings to understand the quantity of targets covered on last
month and to decide the next month target. So, the employees are having lack of interest and
they speak from behind. As the church representatives are the high officials they never try to
understand the process and the importance of professionalism.

Motivation
The other factor the company lack is that to motivate the employees. Motivation is another
method as well as tool used in the HRM to appreciate the good performing worker as well as

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boost up the low performer to the next level.so that only the employees will retain within the
company. As the Deepika lacks the tool of motivation they just pattering the shoulders of the
employee by a set of good words. So a bonus, hike in the salary, or promotion never performed
or given.

Failures From the company on HRM.

1. The company lack the ability to conduct right way of selection and hiring even though
they give advertise the job vacancies in the website, newspaper and other job portals
the candidates are chosen on recommendation basis.
2. The HR management of the company often fail to create job structuring, job description
and so on. It might lead the role conflicts among the employees.
3. The compensation and benefits are restricted to the senior staffs in the company. The
actual bleeding youngsters are very much dissatisfied on such performances from the
part of the company. So, the company got more attrition rate.
4. The lack of sufficient training development activities leads the employees to a
depressed situation or stagnated situation.
5. The company lacks performance appraisals and effective feed back management
system. The HR a manager also fails to perform efficient feedbacking system creation.
6. The company fail to select the talents within the company and develop the talents in a
way that can be useful to the company. Instead the new ideas and new brains are
avoided on the basis of lack of experience.
7. Career development is a myth concerning about this company because the young
professionals get jobs on this company through recommendations leave the
organization looking for better paid, better jobs.

What the company do actually.

The company hire a few persons and elaborate the responsibilities and as on the job training
send them to the fields and give no monitoring etc. the HR management of the company mainly
deals with methods used with hard methods of HRM and never consider the people. If the
return and productivity is less the HR a manger will summon a meeting and shoot on the less
productivity. So, in actual reality there is no accurate practice of HR models in the company.

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What can be done by the company?
In the opinion the company can start practice with soft HR models with Guest Model of HRM.
So, it might solve a lot of issues int eh company. And will lead the company into more
profitable situations. Because the dissatisfied employee can never ever satisfy a customer.

Human Resource Practices for the Best Performances of

Companies.

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 1. Maintenance of Good Workplace Conditions

When an organization create clean, and good conditions that will make the employees happy
and relieved from other outside personal conditions and feel at home, they will be with the
company for long and they will do high productive approach to stay in the company.

2. Open Book Management Style

By the term itself it reveals the meaning of the approach. In short, this approach will enable the
employees to feel as their own. For that the management might need to share information on
new contracts, sales aspects, details regarding new clients, management objective aspects etc.
it will tie them to the business by the we feeling they get from the company. So, the
management can be open as much as they can.

3. Bonuses based on Performance

When a company provide the bonus, incentive or gifts to its employees it has to be well said
that how they were able to achieved it. So, this is the fact that it should be communicated to
the employees in a well manner so the employees will understand that they will not get a hike
or bonus until the company hit a certain level of profit or achievements.

4. 360 Degree Performance Feedback System

The 360-degree feed-back system gives important, positive, creative and constructive feed back
into the system. And it collects and give feedback from the CEO of the company to the low-
level employee. So as every person is included in the system to give feedback it gives a kind
of mutual respect and thus create a we feeling also.

5. Fair Evaluation System

The fair evaluation system means the good evaluations by well-defined approach on the basis
of achievement of the employee rather than using a biased system. It will be more suitable for
the Rashtra Deepika Company when it is performed evaluation.

6. Knowledge Sharing

The knowledge generated in the company shall have to share in the server or portal as anyone
working in the company can access on this. And if someone attend a training programme from
outside he or she has to do the same. It will boost the knowledge level of the employees in the
organization. If any doubts on process or something the knowledge share pool can be a solution.

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 7. Highlight Performers

Create complimentary profiles for the high performers and visible to others through intranet or
some ERP softwares. So, the others will throttle themselves to be appreciated.

8. Open House Discussions and Feedback Mechanism

This is the best way to capture ideas from employees to have progressive implementation of
idea.

9. Rewards

For the best performers give cash bonus to them in front of his or her colleagues with
appreciation it will also will become a motivation for others.

10. Surprise the employees with unexpected gifts.

Last but not least, often, surprise your employees with unexpected gifts as a reward, as a
gratitude for their exhibited potentials. It motivates them and other employees.

The company Deepika can also practice these methods also to be in the right track of the HRM
functioning and avoid losing employees and motivate them to perform well.

Task 3: - HRM Softwares.

"It's clear that talent management and other strategic initiatives are being recognised as
essential functions by ambitious companies that want to retain and recruit the best people,
but organisations need to arm their HR directors with the tools and technology needed to
support this strategy. The right HR technology is a critical element of any HR strategy
moving forward."

-Taleo Research Vice President, Alice Snell

For the purpose of getting advantages and synchronise the data from the human resources
management, distribution channels, production and also from the customers most of the
companies are using information technology. In general, these kind of information systems
based softwares and application improves the relationships within the company or
organizations. The such application or softwares reduces the costs spend on the collection,

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coding of information in a decodable or processable method. So as the information is called as
time and money the right way is that is to use the information systems in the organization.

Meaning and Definition of Human Resources Information

Systems
HRIS is software systems which are used to track a company’s or organization’s all employees
and datas other information about them.

Use of HRIS

1. An HRIS avoid manual document keeping and reduce the paper work.
2. speedy retrieval and manipulation of informations
3. It gives sudden analysis of HR problems.

Most HRIS Contain:

1. Personal Data like age, gender, etc

2. Job history
3. Internal and external training and development accomplished
4. Career objectives
5. Skills.

Types of Human resource systems

1. Intranets
2. Extranets
3. Portals – these three are the type of HRM Systems.

Few Human Resource Information Systems.

eloomi,
Without any regional, cultural and any other aspects the system function in a well manner.
According to the website of eloomi their software “eloomi is a cloud-based learning
management system, that will take your organisation to the next level. eloomi lets you
activate human capital, strengthen employee competence and simplify performance
management”.

They provide services on

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 1. It engages employee training:
a. it enables to create data for the training.
b. Provide training skills.
c. Manage the course.
d. Get insight on progress.
2. Competency Mapping
a. Compare the efficiency of the employees
b. Chat option between employees and managers.
c. Platform to provide motivation.
3. Performance Appraisal
a. Evaluate the employees.
b. Create development strategy.
c. Provide complete feedback.
4. Help to digitalize any task initiated
a. Provide check list.
b. Provide assigned tasks to employees.
c. Can use in any devise.
d. Easy to monitor the improvements.
5. Reporting made easy.
a. Provide usage report
b. Employee report.
c. Performance appraisal report.

BambooHR

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Any types of firm can purchase and use the BambooHR software. It is the one of the best
available in today’s world. User interface-based Applicant Tracking System (ATS) assist the
organization for the accessing of employee all-time record data. The ATS system is consider
as the main and important part of the BambooHR software.

Task 4: Characteristics of effective leaderships.

The concept of leadership is loosely defined because it changes according to the development
in the history of mankind. The concept and definitions from the hunting and gathering society
to the present technological society is got its own changes from society to society.

Definitions

1. “Leadership is the behaviour of an individual when he is directing the activities of a

group toward a shared goal”. (Hemphill & Coons, 1957)

Characteristics of effective leaderships.

As the above given statement of Hemphill & Coons defines the leadership is the personal trait
of an individual who act as the catalyst in a group while directing the team toward to achieve
something referred as a common goal. So, the effective leadership have got so much of
characteristics.

1. Influencer

The effective leadership consist of the characteristics of an influencer because the leader
has to influence his team member to the goal-oriented journey. His or her team members
has to understand him follow him as he is an influencer. So, his characteristics regarding
the elegant influential aspects of his personality influence a lot.

2. Credibility

The effective leader must be a person with credibility. A person without credible on his
acts and deeds, on his efficiency, track record from his past, organization capabilities, team
works everything enables as the credible person to run a group as a team. People need to
believe the one as a leader so the credibility level of a person gains a lot on that.

3. Teacher

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 A leader must have to fulfil the role of a teacher also. Because a leader must be able to
educate his followers whenever the new things come up and additional aspects originates
the leader must to follow the path of a teacher to make his team to effective and influential
one. The teaching consists of teaching new roles, job rotation aspects, job addition etc.

4. Team Player

A leader shall have to have the efficient characteristics of an efficient and eminent team
player. Because a good team player can only lead the team. As it has already being known
to many a good member can be a good leader. A good team player can lead his team into
collaborative conciliations and then tie them up as an effective team.

5. Strong Communication

Strong communication is another characterises of the eminent and effective leader. The
communication part is considered a most important for a leader. A leader by his or her
team, political or social organizations, a company or any type of business organization has
to be a person who have strong communication skills. To enables his role in an effective
way it helps him for that.

6. Passion & Commitment.

Passion and commitment, it leads the way for a leader. When the desperate time and dark
hours cloud over the sky of his team. He has to lead his team as a torch guided the people
through red sea. The determination and passion towards achieving the proposed goal enable
others to follow him. So, if a leader loose his commitment towards the goal and towards
the team mates it sucks like he has swallowed the fireballs.

7. Inspire Others

The leader has to inspire his team to not give up till the goal achieved and through his personal
traits and qualities he has to inspire other verbal and non-verbal ways.

8. Supporter

A good leader is a good supporter. If a team mate come up with a new and relevant idea which
can be put into practice and would influence the efficiency of the team as a whole. The good
leader provides support his mate. But the leader lacks the role of a supporter when ever the
time need to stand strong and support the team mates the leader will be a failure and the team

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might need to find a new leadership or they might fail to the goals. And there are possibilities
of insolvencies of the team at the last minutes to the goal.

9. Advocate.

The leader must be person who will be able to advocate for his team. The time might come for
the life of each and every leader searching for them to test, bend that the team or him. Such
times if a leader stands with his team and advocate for the team. He can only be the leader. The
persons eloping from such situations are cowards with no credible personal traits.

10. Goal oriented

The leader must be goal oriented. He must lead his team to the goal. He must teach his team
for the goal. He must advocate for them and for to achieve the goal. If a leader loses the goal
orientation the team will lose the orientation towards the goal.

Conclusion.
In the history of the company named Rashtra Deepika Pvt. Ltd there were leaders who even
like to be criticised and learn from the criticism. So, there were progress at that time. When the
leaders became corrupted their skies the fall has began to rage upon the company. It is to be
said that the paradigm shift of the companies HR policies, HR functioning models, HR tools
the company will progress. Or the company will be scattered away by the bell ringing people.
Such individuals wanted to praise the leadership for nothing but to be their pets have got much
worse to hide. So, the implementation of professionalism will change the scenarios in a better
way. So, the suggestion made at each relevant part the company will develop better.

References
Anon., 2018. Slideshare. [Online]
Available at: https://www.slideshare.net/CreativeHRM/david-ulrichs-hr-model
[Accessed 27 September 2018].

CIPD, 2015. www.cipd.co.uk. [Online]

Available at: cipd.co.uk/learninganddevelopmentsurvey
[Accessed 27 SEPTEMBER 2018].

crowd, 2018. crowd. [Online]

Available at: https://www.g2crowd.com/categories/core-hr
[Accessed 27 september 2018].

LOTICH, P., 2016. the thriving small business. [Online]

Available at: https://thethrivingsmallbusiness.com/characteristics-of-effective-leadership/
[Accessed 27 september 2018].

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na, 2018. M libraries. [Online]
Available at: http://open.lib.umn.edu/humanresourcemanagement/chapter/8-2-types-of-training-2/
[Accessed 26 september 2018].

OMOTAYO, A. O. & ANTHONIA, A. A., 2012. Human Resource Management, Theory and Practice,
Lagos: Pumark Nigeria Limited.

Stephen Itika, J., 2011. Fundamentals of human resource management, s.l.: African Studies
Centre,P.O. Box 9555 , 2300 RB Leiden .

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