What into a step further head by aligning

What is Human Resource Management?The process of hiring and developing employees so that they become more valuable to the organization.Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels. Examples of core qualities of HR management are extensive knowledge of the industry, leadership, and effective negotiation skills. Formerly called personnel management.What is Strategic Human Resource Management?Strategic HRM is leading the responsibilities and the process of HRM into a step further head by aligning them with the goals of other departments and overall organizational goals. Strategic HRM is seen as a partner in organizational success, as opposed to a necessity for legal compliance or compensation.

Strategic HRM utilizes the talent and opportunity within the human resources department to make other departments stronger and more effective.Importance of SHRM at Sadaharitha Plantations Ltd.• Focus on actions that distinguish an organization from its competitors.Sadaharitha Plantations Ltd.

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the leading commercial forestry conglomerate in Sri Lanka has to distinguish their quality should have implemented strategic measurements to stand out compared to the other competitors such as Greenfield Bio Plantations (Pvt) Limited. • It provides idea to allocate the resources of organization to most match & capable Employee.For an example of effective SHRM at Sadaharitha Plantations Ltd, It allocates the human resources accordingly as per their qualifications. EX: Mr. Jayampathy MirandoDirector – Sales and MarketingDip in Marketing (UK), ACIM ; A veteran who counts 39 years of experience in the field of sales & ASFMCG, Real states, Insurance & Commercial Forestry.

A professional marketer who hold an Associate Membership from CIM – UK.• It design the foundation of organization to achieve efficient business benefits, structure, culture, employees values propositions and effective communication strategic plan for HRM.• SHRM also keep track of down turns, down falls, risks and other business acquirement.• SHRM also take part in employee recruitment, hiring, training and assessments processes.• SHRM add its expression in business’s decision making task.• Strategic Human Resource Management gives emphasis to organizational codes of moral values and manages CSR contributions. • SHRM provide tactic and proposal to the director of organization.

• SHRM take your business to the new level, integrates HR workflow, defines new goals, aligned employee work force for business flourishment.1.2 Assess the purpose of strategic human resource management activities in an organizationSHRM in an organization including Sadaharitha Plantation Ltd. created to fulfill the organization purposes depending on the areas or schemes of the business they are involved in. Following are some of the common purposes of Sadaharitha Plantation Ltd. ProfitabilityDespite of the business or the environment company needs to earn profit to run a company and the development of the future of the business and to expand it.

Generating profit is the most important component here and the involvement of HR department is significant. SHRM can influence the business practices to impact the other companies locally and around the globe. GrowthLeadership development, talent management, and performance management and rewards are the basics where HR department involves at any stage of the business requirements. Growth perspective of the company proportionally aligns with the growth of its employees.Shareholder valueIndividuals, groups or any organization including the government who are interested in any business are called the stakeholders of that particular business. It can be external or either internal stakeholders.Each stakeholder has concerns that it expects to be met by the business. For example, the business’s owners expect it to be profitable and to distribute that profit to them while local and federal government agencies expect it to obey the law and pay its taxes on time.

• Shareholders want competitive performance, good governance and transparency from managers, and a good present and future value for their investment• Managers want the authority, empowerment, recognition and visibility that comes with the job• Employees want job security, steady income, recognition and career advancement• Suppliers want regular orders and timely payments• Customers want easy access to good quality products and services at competitive prices• Associates want ongoing cooperation and the benefits that come with it• Lenders want interest on loans and capital repayment• The local community wants good neighboring• The wider society wants organizations to be good corporate citizens• The government wants taxes, opportunities for employment in the society and availability of products and services in markets• Even competitors are stakeholders because the more they get to know their competitors, the better they compete with each other and the greater the stability in the industry• The planet is equally a stakeholder because unethical human activity disturbs ecosystems and displaces other speciesCustomer satisfaction• It’s important to develop customer literacy.• Think and act like a customer and a competitor.• Measure and track the firm’s share of targeted customers, and contribute to their value proposition.• Align HR practices to the customer value proposition.• Engage target customers in HR practices.• Performance Management and Reward Systems• Employee Development• Employee Retention• Employee relations• Employee Maintenance1.3 Evaluate the contribution of strategic human resource management to the achievement of an organization’s objectivesObjectives of Sadaharitha Plantations Ltd coud be highly influential through SHRM. And following are the examples where Sadaharitha Plantations Ltd as a company has overcome and achieved their objectives through SHRM.

Sadaharitha Plantations Ltd objectives of “enhance the quality of life of all our valued stake holders by providing secured and sustainable investment & income opportunities and generate profits whilst safeguarding the environment and accomplishing Corporate Social Responsibilities in an ethical and a legitimate manner”Also the Environment Policy of contributing to the sustainable forestry by maintaining mahogany, teak, sandalwood and agarwood plantations with the commitment to continuously improve the effectiveness of our environmental management system by preventing all types of pollution and wastages whilst complying with all applicable legal and other requirements. We are further committed to conserve the environment and to protect the healthiness of our employees and community by minimizing all negative environmental impacts arise from company processes, products, and services.• Market growth Is an essential objective of the company where the components as employee motivations, performance appraisals and developments, Performance Management and Reward Systems are playing a major role. Hence there would be less labor turnover Employees are well motivated and much more enthusiastic to set their personal targets as well as the company targets to be achieved.

Following examples shows the growth of Sadaharitha Plantation Ltd. as a company and employees. A standard strategy implemented with HRM in the company has done a major part in all these achievements.Sadaharitha Plantations Ltd, the leading commercial forestry conglomerate in Sri Lanka, was founded in the year 2002. During its journey over last 14 years Sadaharitha took great strides towards its sustainable growth. With growth above the industry norms, they hold over 2000 acres of sustainable forestry lands of Mahogany, Sandalwood, Teak and Aquilaria (Agarwood) as the new addition to the portfolio.

Sadaharitha earned many achievements in agricultural and forestry sectors while diversifying its resources into new business horizons. Amongst the diversifications are Sadaharitha Water Management ; Irrigations, providing irrigation and water management solutions, Sadaharitha Agri Farms and Exporters (SAFE) exporters of organic vegetables and commodities, and Asia Teas-exporters of branded Sri Lankan teasFor employees: Sadaharitha Plantations Limited annually holding an award ceremony to recognize their employees and the Forestry Awards held on 2016 was ‘Beyond the Horizon’ .Winners were recognized for their achievements in the calendar year of 2016. The winners received jubilant fanfare from their peers in the audience. The sales force and staff members of over 700 that filled the Banquet ; Convention Hall at Eagles’ Lakeside, in Attidiya were from 31 branches spread across the country. Nihal Tissera, Regional Manager won the Bronze Award under Territorial Managers category while Rasika Manatunga, Sales Promotion Officer won the Bronze Award under Front-liners category.Tissera has been recognized for top performance consecutively at the annual Sadaharitha Forestry Awards. This year too he became the Best Regional Sales Manager with an overseas visit as his reward.

Manatunga has achieved the Company’s record for the highest number of new business policies for a month and was adjudged the Winner for New Business Contribution.At Sadaharitha, employees are encouraged and assisted to achieve professional development. The Company volunteers to meet the entire cost or part of the fee of a diploma or postgraduate or any other accepted course at a recognized institution such as the Sri Lanka Institute of Marketing (SLIM).• Customer satisfaction and shareholder’s attraction could be highly countable through SHRM implementations. Over the past 15 years, 26,000 investors have joined hands with Sadaharitha Plantations contributing to its success and increasing the country’s forest cover.

While the branch network has grown to 25 over the years, Sadaharitha’s workforce too has increased from 20 to 700 since the commencement of the business in Horana in 2002. Customers who want the business to produce quality products at reasonable prices: Portfolio of over 26,000 investors, was recognized at the National Sales Congress (NASCO) 2017 conducted by Sri Lanka Institute of Marketing (SLIM).Sadaharitha Plantations grows Sandalwood, Teak, Mahogany, Rambutan and Agarwood for investors who are able to benefit from their investment in forestry in 8 to 14 years and earn foreign exchange for the country, especially from Agarwood which is sought after across the world by manufacturers of perfume and essences. Sadaharitha launched an innovative mobile office to promote forestry to ensure a hassle-free investment for the customer.

Below mentioned is an example of a loyal customers with Sadaharitha Plantations Limited which proves how satisfied the customer as a stakeholder. “I have come across many investment opportunities, but none has been better as Sadaharitha forestry investments. As an expatriate I always want to do a secure and meaningful investment, where I sincerely thank Sadaharitha for inviting me to the world of forestry.”ISURU WAHALAWATTEBranch Operations Manager at Emirates NBD”I always cherish every moment being among the nature. Sadaharitha gave me an excellent opportunity to be with nature through their forestry investments. I really appreciate the efforts of Sadaharitha for providing nature friendly investments and the professionalism they display.”DAYAN WITHARANA professional photographer & Musician.”Sadaharitha Agarwood gives a far superior return than tea or rubber, hence not only me but my relatives also have invested in Sadaharitha.

They always provide us the best investment opportunities with trust and confidence”UKWATTAGE GAMINI businessmanProfitability and Productivity including maintain Financing and global economy.When company’s corporate objectives about the profit and financing with the productivity they have to concern about the economic forces such as income of the stakeholders to purchase the products, Recession, Interest Rates of the current market as well as Exchange Rates. To overcome all those economic forces and run the business Sadaharitha Plantations has implemented with a good strategic plan and communicate to the stakeholders. Following are some examples:Income- Sadaharitha Plantations Limited they have a scheme of the best investment plans with remarkable returns for their customers. Also their financial forecasting is always based on prevailing market trends. This gives the customers to choose which sort of a plan customer wants to invest, accordingly.Recession: Sadaharitha Plantations Limited gives a choice for the customers with a range of different lands with Mahogany, Sandalwood, Teak and Aquilaria (Agarwood) plantations to be invested.

Also their customer care and technical teams are at a length of a phone call for any assistance.They have a scheme of Continuous research on plantations and related products, with highly reputed local authorities and an international institution assures the best results and returns.Interest Rate: When Customers invest on a plantations with Sadaharitha Plantations Limited and customer decide to sell back the land when the IR is higher customer gains a good profit in an individual perspective though it’s an external factor out of companies perception.Exchange rate: This is an external factor out of company’s range which gives the company and the country a good foreign income when goods are to be exported. Sadaharitha Plantations subsidiary Sadaharitha Agri Farms and Exporters (SAFE) exporters of organic vegetables and commodities, and Asia Teas-exporters of branded Sri Lankan teasTransparency and accountabilitySadaharitha Plantations Limited clearly communicates to all the stake holders that their business process is simple and have no concealed terms or conditions. We believe it’s the right of our valued customers to have free flow of information.

Also the company conveys the promise of highly secured investment opportunity with all the legal agreements throughout the invested period.Sadaharitha Plantations Limited provides the customer care service of their technical teams right after a phone call.2.1 Analyze the business factors that underpin human resource planning in an organizationIn any company business factors can be categorize to two components when planning HR functions. That is internal factors and external factors. External factors for Sadaharitha Plantations Ltd is as follow,External environment: Though the internal environmental factors of a company are controllable the external ones are not on the scope of any manager directors neither do the owner. Furthermore managers of a business have no control over business competitors, or changes to law, or general economic conditions.

Though the external environment cannot be controlled any company can respond to those changes in the environment. But it will depend on how soon the company can identify those changes. For an example company can’t control over economic conditions but can take necessary steps to change the strategy according to the changes happening in the environment. They can easily get the updates of the ongoing economic changes in the major business environment from any media or else stock market especially through the advance technological developed ways. Economic conditions: Economic conditions can be effected the spending pattern of the citizens. For a general example when the income is low of an individual or Increases in interest rates and/or a high level of unemployment will make them spend much low on goods like sport and recreation, holidays, new cars and luxury goods. Market(competition): This factor refers to the similar competitive product brands, the size or the capitalizations. The strength of the business competitions constantly changes.

So as a marketer it is important to monitor the activities in the marketing strategies, product lines and the prices and change the strategies of the own company.Malwatte Valley Plantations Plc, Elpitiya Plantations PLC, Agalawatte Plantations PLC, Gal-Oya Plantations (Pvt) Limited are some of other plantation in Sri Lanka. Majorly involved in Tea, Rubber and other plantations which are exporting from Srilanka. Out of these plantations Sadaharitha Plantations Ltd has focused on Sandalwood,Mahogany, Teak and newly introduced to Agarwoods which is a new invention to the plantation market in Srilanka. Values of the product will be as below in USD,Oil : 10,000-35,000 per litreChips and flakes : 50-15,000 perYellow powder : 20-60 per kgWaste powder : 5-8 per kgAbove market prices depends on the quality of oil, chips, flakes and powder.Legal and government policies: All the laws and legality that guilds the land. The laws of a country will directly affecting any business also taxation plays a major role in legislation.

May be taxation can be changed overnight and business would need some time to prepare for it. Other than that industrial relations, health and safety, consumer protection and environmental law, minimum working hours etc are some major legal restrictions imposed from the law of the country.Natural forces and Climate change: These are the physical environment it comprises of the available or lacks of natural resources that can vacillated or hinder your production output. Climate change is a factor which could give adverse effect on a business especially if the business it directly related to environmental components. For an example if the business is directly depend on good supply of water such as agriculture irrigation, or food production and climate would subject to reduce rainfall or heavy rainfall either can cause the business an adverse effects. Natura forces and climate change is a major fact when it’s come to plantations.

Though the Sadaharitha Plantations Ltd has taken all the necessary conditions to consideration on their plantations still there can be adverse effects causing damages to the strategy. For an example; when it’s come to the agarwood plantation most suitable growing conditions are like: Seedlings of most species establish best in shady, moist conditions. Adult trees have emerged in forests with the ability to fully withstand the sun. Some species can be found growing on steep, rocky, exposed slopes, and in regions that experience a hot, dry season. Mostly on low country wet zone. So Sadaharitha Plantations Ltd maintains their plantations for agarwood in areas like Kalutara, Rathnapura, Kegalle, Yatiyanthota. Though the other factors plants needed provided some times weather factor can be differ. Demographic factors: refers to people their age, sex, marital status, occupation, family size , increasing proportion of elderly citizens, increasing number of two-income families, the age at which people marry is increasing, increasing ethnic diversity, suburbs which were once dominated by young families now have few.

Though it’s an uncontrollable factor as a marketer should be able to forecast the future trends and the consumptions of a product.Technological changes: Technology is taking a major place in any business in the modern world. It has changed rapidly in last 50 years and any company or business would face the losing of market share if they do not adapt sufficiently and quickly. For an example the communication method of sending letters has been replaced by electronic emails in modern world which is so productive and sufficient time saving method.

Necessary measures can be taken to respond to the Technological changes taking place in the environment or adapt for it. As a result Sadaharitha Plantations Ltd lending hand with University of Sri Jayewardenepura (Department of Forestry and Environmental Science) Sri Lanka a strong research and development partnership with the Department of Forestry and Environmental Science of University of Sri Jayewardenepura under the consultancy of Dr. Upul Subasinghe. Additional to National Research Council Sri Lanka which operates to enhance research in the fields of science and technology in the national interest, and address shortcomings in scientific research and development organizations in the Public Sector. Sadaharitha involves in Rs.

12 million co-funded research program with NRC for technology development, poverty alleviation and improve green economy concept. Internal factors such as,• Nature of business• Size of the business• Type of business• Management policy• Resource of the business• Organization culture• Location of the business• Business environmentSince the business at Sadaharitha Plantations Ltd is basically related to plantations many factors should be considered starting from location which is the most important area in the business. For an example,Focusing on the location of facilities and resources in Sadaharitha Plantations Ltd the head office located in Colombo 03 for all the documentation and office work to be planned , organized and implement on the production where as their major plantations are located in different areas as per the requirements for the trees and the proper growing conditions.Agarwood or else commonly named as Aquilaria, Aloes wood, Eaglewood, Gaharu or Oudh (In Arabic) which is a dark colour fragrant resin belong to the family Thymaleaceae is grown in Neboda, Ayagama, Deraniyagala and Wee Oya.

Aquilaria plantations are all located in low country wet zone which is the proven area the plan to be grown. Seedling of most of the species required shady, moist conditions where some species can be found in steep, rocky, exposed slopes too. Sandalwood which comes from genus Santalum yellow colour fine-grained heavy aromatic wood unless like other aromatic woods it does retain the fragrance for decades is the significant feature of this plant. However the plantations are in Beragala, Diyaluma, Balangoda, Belihuloya, Matale, Maho, Godigamuwa, Tangalle and Morathuwawala. Formation of heartwood is best between 600-900m, with an annual rainfall of 850-1200mm.

Cool climate with a moderate rainfall and sunshine gives the best environment it to grow. Since the plant can grow in sandy, clay red soils, laterite loam and black cotton soils Sadaharitha Plantations Ltd has chosen the best area to grow them showing the effectiveness of their operations.The other plantation is Teak which grows in Puttalam, Mahakarabewewa, Wanathawilluwa, Kumaragama, Meegaswewa, Thorakolayaya, Thissapura, Embilipitya, Tangalle, Morathuwawala where there areas belong to dry zone and intermediate zone with best environment for the plans to grow. Mahogany the genus Swietenia, part of the chinaberry family, Meliaceae, indigenous to the Americas grows in the Galabandi Mukalana plantation to favor the growing environmental needs of the trees.Its environment policy remarks the company an important value- “to be the most innovative Forestry Management Company in Asia assuring secured investment opportunities. Also to enhance the quality of life of all our valued stake holders by providing secured and sustainable investment & income opportunities and generate profits whilst safeguarding the environment and accomplishing Corporate Social Responsibilities in an ethical and a legitimate manner.”2.

2 Assess the human resource requirements in a given situationHuman resources are an important area in any company since it’s involve in all the areas of the company. HR practitioners who are expertise provide numerous services to the employees. Focusing on the enhancement of the workforce so that leads the business operation’s stability.Following are the basic HR requirements of Sadaharitha Plantations Ltd for a successful business function. • Strategic Management• Wages and Salaries• Analyzing Benefits• Safety and Risk Management• Liability Issues• Training and Development• Employee Satisfaction• Recruitment and Onboarding• Hiring Processes• Maintaining ComplianceLet’s have an expanded view of above,Depending on the market and future demands strategic managers forecast and make the corporate decisions for the company and for future expansion about the workforce that going to be in need to obtain the yearly goals of Sadaharitha Plantations Ltd.HR payroll decide and develop the wages and compensation structure for Sadaharitha Plantations Ltd. after studying and surveys done comparing the other companies in the same sector.

It’s important to retain the employees in the competitive market and to pay them right for their skills.Turnover, attrition and hiring replacement workers are a major issue in any company due to lack of strategic methods to satisfy employees. It’s always a major concern that skilled and expertise should be benefited and remunerated with attractive packages to avoid any situation that Sadaharitha Plantations Ltd could face without the talent pool.HR department focuses on Training and development for the company’s betterment and as a strategic measurement taken. During the researches at Sadaharitha Plantations Ltd which they going to implement for a high yield and netter results out of their plantation following technologies are being used.In the research of agarwood resin in Gyrinops walla samples were taken and they were analysed by Gas Chromatography-Mass Spectroscopy.

That show the advancement of technology and the usageSantalum album with the economical demand due to the fragrant oil is extracted by hydro-distillation and the different compounds present in oil were measured by gas chromatography analysis. These examples show how technology contributes in increasing the quality of a product.Important fact is not every employee could be expertise or well trained in such technologies. S it’s important to train and develop the potential individual so the company won’t run out any employee who could perform the duty.Understanding the importance of situations and the importance to keep a talent pool ready Sadaharitha Plantations Ltd volunteers to meet the entire cost or part of the fee of a diploma or postgraduate or any other accepted course at a recognized institution such as the Sri Lanka Institute of Marketing (SLIM). A batch four of our employees graduated, each gaining a national diploma in sales managementThis is a strategy under workforce planning at Sadaharitha Plantations Ltd to achieve its strategic objectives and implements programs for satisfying those requirements.

Overall a better HR planning contributes to the Sadaharitha Plantations Ltd business objectives to be achieved. • Ensures the organization has the right number of people with right skills meeting its strategic objectives.• Ensures their availability at the specific times required by the company.• Achieves right deployment of people ensuring them achieving superior performance.• Optimize the use of human resources.

• Improves the process effectiveness• Helps to retain good talent.• Assist in motivating employees.2.3 Develop a human resources plan for an organizationHR planning for Sadaharitha Plantations Ltd,Goals- Broad, long-term aims that define accomplishment of the missionObjectives- Specific, measurable, achievable targets that define accomplishment of a goal over a specified period of time.Talent AcquisitionGoal: Recruit and retain a diverse workforce to meet the needs of the Sadaharitha Plantations Ltd.Objectives initial 1st year 3rd yearIncrease the percentage of active open positions filled within the targeted deadline.

Maintain the employee retention rate (less company-initiated transitions) above 75%.Increase the percentage of managers with active positions in the year who indicate satisfaction or high satisfaction with the HR hiring support provided, as measured by survey. 43%42%N/A 55%75%80% 70%75%90% Talent DevelopmentGoal: Provide development programs to help staff and managers accomplish their goals.Objectives initial 1st year 3rd yearIncrease the percentage of development programs provided that achieve their targeted LevelIncrease the percent of employees who accomplish their development targets annually.Increase the percent of employees who indicate satisfaction or high satisfaction with their development opportunities as measured by annual employee survey. N/A33%62% 50%45%70% 70%70%80%Performance ManagementGoal: Ensure our compensation and performance management processes are designed and executed to align and maximize our people’s performance with the goals of the Sadaharitha Plantations LtdObjectives initial 1st year 3rd year Increase the percentage of employees for whom performance reviews have been completed and documented by the target date.

Increase the percentage of employees who achieve at least 80% of their annual performance targets.Increase the percentage of managers who indicate that our compensation and performance management processes help align and maximize our people’s performance with the goals of the organization. 51%69%N/A 60%72%50% 85%80%80%.2.4 Critically evaluate how a human resources plan can contribute to meeting an organization’s objectivesThe basics responsibility of HR is to hire right people for the right job. Proper utilization of the capabilities of the individuals to achieve company goals. Now will see how the HR planning at Sadaharitha Plantations Ltd has contributed the company to achieve their strategy successfully.Workforce planning at Sadaharitha Plantations Ltd,: deciding on the number of people and the skilled people at the right time for the right positions.

Starting from the corporate management:• Mr. Sathis Nawarathne-Group Chairman/ Managing Director B.A, Dip in HRM• Mrs. Sakunthala Nawarathne-Director – Peoples’ Development and Operations Dip in Education• Mr.

Muditha Jayawardana-Director – Administration DEBM/ NCGE• Mr. Jayampathy Mirando-Director – Sales and MarketingDip in Marketing (UK), ACIM• Dr. Upul Subasinghe-Consultant – ForestryB.Sc. Hons (SL); Ph.

D. (Bangor, UK), C. Biol, SL• Mr.

Naresh Abeyesekara-Consultant – FinanceFCA, FCMA(Lon), CGMA(Lon), MBA (PIM) Sadaharitha’s workforce too has increased from 20 to 1100 over the last 16 years. Over the past 16 years, 26,000 investors have joined hands with Sadaharitha Plantations contributing to its success and increasing the country’s forest cover.With the resource planning Sadaharitha Plantations Ltd , employees are encouraged and assisted to achieve professional development. The Company volunteers to meet the entire cost or part of the fee of a diploma or postgraduate or any other accepted course at a recognized institution such as the Sri Lanka Institute of Marketing (SLIM). Recently a batch four of our employees graduated, each gaining a national diploma in sales management.As a part of retention strategy of HR planning with Sadaharitha Plantations Ltd they always encourage and award the identified individuals.

annually holding an award ceremony to recognize their employees and the Forestry Awards held on 2016 was ‘Beyond the Horizon’ .Winners were recognized for their achievements in the calendar year of 2016. The winners received jubilant fanfare from their peers in the audience. The sales force and staff members of over 700 that filled the Banquet & Convention Hall at Eagles’ Lakeside, in Attidiya were from 31 branches spread across the country.Nihal Tissera, Regional Manager won the Bronze Award under Territorial Managers category while Rasika Manatunga, Sales Promotion Officer won the Bronze Award under Front-liners category.Tissera has been recognized for top performance consecutively at the annual Sadaharitha Forestry Awards.

This year too he became the Best Regional Sales Manager with an overseas visit as his reward. Manatunga has achieved the Company’s record for the highest number of new business policies for a month and was adjudged the Winner for New Business Contribution.As the talent management strategy of Sadaharitha Plantations Ltd to ensure the company has the talented people it requires to provide for management succession and meet present and future business needs,At Sadaharitha Plantations Limited they have so many ongoing projects for an example Sadaharitha holds a strong research and development partnership with the Department of Forestry and Environmental Science of University of Sri Jayewardenepura under the consultancy of Dr.

Upul Subasinghe for the development process of the products in the company and implement those methods in the company under the guidance of Mr. Sathis Nawarathne-Group Chairman and Dr. Upul Subasinghe ( director board).Wescorp Australia: joints with Wescorp in a trade agreement of sandalwood harvest and extensive researches conducted by Dr. Upul Subasinghe and Dr. Dhanushka (Danny) Hettiarachchi of Wescorp on medicinal and aromatic plants3.

1 Explain the purpose of human resource management policies in organizations Human resource policies are continuing guidelines on the approach an organization intends to adopt in managing its people. They represent specific guidelines to HR managers on various matters concerning employment and state the intent of the organization on different aspects of Human Resource management such as recruitment, promotion, compensation, training, selections etc. They therefore serve as a reference point when human resources management practices are being developed or when decisions are being made about an organization’s workforce.A good HR policy provides generalized guidance on the approach adopted by the organization, and therefore its employees, concerning various aspects of employment. A procedure spells out precisely what action should be taken in line with the policiesLet’s have an elaborated view of HRM policies and purposes of implementation of those at Sadaharitha Plantations Ltd.• HRM policies provide the guideline to the employer employee relationship• Policy includes acceptable norms of behavior• Work schedules,• Health and safety measures, • Employment laws, • Conflict resolution and disciplinary measures• Policies on the rights, duties and responsibilities of employees Abide to laws and regulations will keep the company from incurring corporate liability and employee lawsuits.One of the main focused areas of HRM policy is about equity and fairness.

This means treating employees fairly and justly in any circumstances. Maintain the fairness among the company in instances such as promotion and retention of talented individuals, without regard to race, ethnicity, sex or sexual orientation, gender identity, age, disability, marital status, or veteran status.HR policies of Sadaharitha Plantations Ltd was formed including minimum wage and overtime pay child labor, equal employment opportunity and right-to-work status. This is to ensure that the company is in compliance with applicable laws and regulations. HR policies are not only for effectively drawing rules for employees but also to recognize their needs, respect their thoughts.HR policies are needed in any company because every individual has a different opinion on all things. Not all need to accept others view.

Hence, HR policies will make everyone respect and follow same rules.A well written HR policy will reduce the conflict among employees as well as help the higher officials in the organization to take correct decisions based on the official rules and regulations. A good HR policy will not only maintain the wellness of the organization inside but it also will create a good corporate image among the society as well as job seekers too.3.2 Analyze the impact of regulatory requirements on human resource policies in an organizationHuman resources management must comply with all employment, health and safety and other relevant legislation applicable to the jurisdiction where the organization operates. Employment legislation in Sri- Lanka includes all laws related to recruitment, benefits, labor relations and termination. Labor law in Sri Lanka finely describes Policies dealing with minimum wage, overtime, record-keeping, employee benefits and breaks clarify what employees are entitled to and how to do their part to ensure timely paychecks, such as submitting time cards to the payroll department on time.• Following elaboration will clearly shows the importance of abiding with the regulations of Sri Lanka in order to comply with the government.

Sadaharitha Plantations Ltd as a legally registered company with Legal Form: A Company duly incorporated under the Companies Act. No. 07 of 2007 & Company Registered No : PB3579 has to obey the following rules.Sri Lankan law does not specifically answer the problems in equal opportunity and discrimination, but there are Acts and ordinances which cover 90% of the requirement.

Wages Boards Ordinance No.27 of 1941Main Intention: Regulate the terms and conditions of employment (including minimum wages) Here it sates of how salary deduction is done, how to maintain wage records, employment on full moon poya days etc…There are 43 wage boards in Sri Lanka. As mentioned above these wages boards decide the minimum wage, OT and etc… specifically for different industries.

Without any differentiation this ordinance is for all who are employed.Shop and Office employees act No.19 of 1954Coverage: All employees within the definition of the shop & officeShop: Residential hotels, selling food or drinks, business of barber, hairdresser, launderer, photographer, dyeing or dry cleaning of wearing etc…Office: Bank, Insurance company, shipping company, estate agent, stock company, professional architect, draughtsman, survey, news agency, advocate, travel & tourism agency, office or clerical department etc…In this act it covers the minimum hours of work, OT working hours, entitled leave and specially individuals under this act must be given an appointment letter.Without any cast, gender, religion or culture etc… the act covers all individuals.Employment of Women, Children and Young person’s No. 47 of 1956• Children below 14 years cannot be employed• Young persons’ age 16 – 18 can be employed with specific restrictions.• Women are permissible to work after 10.00 p.

m. but subjected to conditions.Employees’ Provident Fund No. 15 of 1958• Objective is to provide retiring benefits to employed persons• Exemptions: Domestic servants, Industrial training for offenders, dumb, deaf or blind, charitable organizations less than 10 workers.• Employer contributes 12% and employee contributes 8%• Males can withdraw when 55 and women when 50 or women only at their marriage.Employees’ Trust Fund No. 46 of 1980• Objective is to promote employees ownership, welfare and economic democracy through investment.• Employer contributes 3% of employees total earnings• Self-employed persons may become members• Withdrawals once in five years.

Other Acts that are there to build the frame work against discrimination.1. Age Discrimination in Employment Act of 19672. Equal Employment Opportunity Act of 19723. Pregnancy Discrimination Act of 1978Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration.

The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial and insurance against disease, accident and unemployment for the workers and their families.Labor welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries.? Pension Schemes/ Social Security Schemes. • EPF,ETF and Gratuity schemes are there to ensure pension and social security schemes.

? Sick Pay / Annual Leave • In most organizations in Sri Lanka gives minimum 7 days of sick leave. And according to the organizational culture and values it differs.• From the SL law itself it says in Shop and office Act that every employee is entitled to an annual leave of minimum 14 days.

? Domestic Problems.• Casual leave is awarded as a welfare option in helping the employee to involve more in family commitment. • Some organizations provide extra days of leave by going beyond the legal provision. All occupational safety and health issues are legislated in Sri Lanka under the Factories Ordinance 1950 and subsequent amendments in 1976, 1998, 2000 and 2000.• The Factories Ordinance no.45 of 1942 as amended by Act no. 22 of 1946, Act no.

54 of 1961 and Act no. 12 of 1976. • Workmen Compensation Ordinance no.19 of 1934 as amended by act no.15 of 1990.GuidelinesEmployer’s responsibility• The work environment must be safe and healthy.• All equipment must be kept up to the standards• Every new employee must be given a safety induction• The emergency equipment’s should be up to standard and updated.

Eg: Fire extinguishes • Removing danger where possible assessing and reducing employees’ exposure to risk. • Use of signs, labels, consultation with employees and safety experts. Employee’s responsibility• Taking care of him / herself at all times.• Avoiding reckless behavior at all times. • Following the guidelines given and rules and regulations at all times.Eg: Wearing safety at all times inside the construction premises.• Reporting of illnesses and injury identification of emerging health issues.

4.1 Analyze the impact of an organizational structure on the management of human resourcesAn organizational structure defines how activities such as task allocation, coordination and supervision are directed toward the achievement of organizational aims. Organizations need to be efficient, flexible, innovative and caring in order to achieve a sustainable competitive advantage .Organizational structure can also be considered as the viewing glass or perspective through which individuals see their organization and its environmentOrganizational structure of Sadaharitha Plantations Ltd considered as the system of relationships and communications between the company and the various roles. Structural format of the company benefited to HRM in many means. It’s important to tackle it tasks and objectives of HRM of Sadaharitha Plantations Ltd as the major role of HR is managing, regulating and allocating the human resources with the company.

It is inevitable for the layout, structure and arrangement of those human resources to not affect.Example of an organizational structure at Sadaharitha Plantations Ltd, https://www.heflo.com/blog/business-management/small-business-organizational-structure-examples/Leading by the following management,• Mr. Sathis Nawarathne-Group Chairman/ Managing Director B.A, Dip in HRM• Mrs. Sakunthala Nawarathne-Director – Peoples’ Development and Operations Dip in Education• Mr.

Muditha Jayawardana-Director – Administration DEBM/ NCGE• Mr. Jayampathy Mirando-Director – Sales and MarketingDip in Marketing (UK), ACIM• Dr. Upul Subasinghe-Consultant – ForestryB.Sc. Hons (SL); Ph.D. (Bangor, UK), C. Biol, SL• Mr.

Naresh Abeyesekara-Consultant – FinanceFCA, FCMA(Lon), CGMA(Lon), MBA (PIM) Sadaharitha Plantations Ltd falls under the divisional organizational structure due to its nature of business, size, locations/ geography, culture, IT and other factors.Divisional organizational structures divide the corporation into units based on factors such as geography or product line.For an example: Focusing on the location of facilities and resources in Sadaharitha Plantations Ltd the head office located in Colombo 03 for all the documentation and office work to be planned , organized and implement on the production where as their major plantations are located in different areas as per the requirements for the trees and the proper growing conditions.Agarwood or else commonly named as Aquilaria, Aloes wood, Eaglewood, Gaharu or Oudh (In Arabic) is grown in Neboda, Ayagama, Deraniyagala and Wee Oya. Aquilaria plantations are all located in low country wet zone which is the proven area the plan to be grown.

Seedling of most of the species required shady, moist conditions where some species can be found in steep, rocky, exposed slopes too. Sandalwood plantations are in Beragala, Diyaluma, Balangoda, Belihuloya, Matale, Maho, Godigamuwa, Tangalle and Morathuwawala. The other plantation is Teak which grows in Puttalam, Mahakarabewewa, Wanathawilluwa, Kumaragama, Meegaswewa, Thorakolayaya, Thissapura, Embilipitya, Tangalle, Morathuwawala where there areas belong to dry zone and intermediate zone with best environment for the plans to grow. Mahogany grows in the Galabandi Mukalana plantation to favor the growing environmental needs of the trees.Divisional structure of Sadaharitha Plantations Ltd mostly can be seen since Sadaharitha Agri Farms and Exporters (SAFE) exporters of organic vegetables and commodities, and Asia Teas-exporters of branded Sri Lankan teas apart from the plantations.In a divisional organization, personnel from multiple specialties work together on projects. This stimulates innovation and reduces problems involved with interdepartmental communication. Because the major divisions operate on the same level with each other, the projects have a better chance of getting the resources and funding they needHRM plays a vital role in the company as its major areas of focuses on Metrics, Analytics, Workforce Planning, Succession Planning, Job Evaluation, Job Design, Recruiting, Employee Engagement, Performance Management, Compensation, Benefits, Rewards.

So the most important factor is to identify the organizational structure to best enable H.R. to most positively impact business performance and sustainabilityEmployees are grouped by functional role and product line so that the divisional structure enforces a stricter hierarchy within each division. Each department manager must report his or her progress to the division manager, who then reports to the company owners or directors.Human resource professionals at Sadaharitha Plantations Ltd work directly with the division manager in a divisional structure. The human resources department develops, administers and applies rules and processes for each division.

The divisional structure allows human resource professionals at Sadaharitha Plantations to apply more uniform policies across departments and gives them more authority to enact and enforce those policies with a greater degree of consistency. This aligns the departments to succeed the common goal of the company and lead to the achievements of it.4.2 Analyze the impact of an organizational culture on the management of human resourcesOrganizational culture encompasses values and behaviors that “contribute to the unique social and psychological environment of an organization”. According to Needle (2004),organizational culture represents the collective values, beliefs and principles of organizational members and is a product of factors such as history, product, market, technology, strategy, type of employees, management style, and national culture; culture includes the organization’s vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits.Human resource management capabilities serve to attract, retain, motivate, develop and use human capital in a company (Coff, 1997; Kamoche, 1996; Mueller, 1996). Organizational culture, on the other hand, serves to mobilize, allocate and leverage resources in achieving company goals through values, ritual, behaviors, management systems, decision criteria, visionary planning, etc (Barney, 1985; Lado et al.

, 1992; Merron, 1995). Organizational culture at Sadaharitha Plantations Ltd is always to provide equal opportunities without discrimination. And HRM take the account of it to formulate different common grounds for a healthy environment of the company. Following elaboration will explain more,Equal opportunity is treating every individual equally irrespective of gender, race, ethnicity, age, disability, sexual orientation or religious belief. This not only concerns about the employment but also the employment life cycle that includes: training and development, appraisal, promotion, reward, employment protection and etc…Discrimination is treating, or proposing to treat, someone unfavorably because of a personal characteristic protected by law.

This includes bullying someone because of a protected characteristic. Discrimination in employment is against the law. Employers can also be liable – or legally responsible – for the behavior of their staff.All stages of employment are protected, including recruitment, staff selection, workplace terms and conditions and dismissal.

It is against the law to discriminate against a person on the basis of their actual or assumed:• age• breastfeeding• career status• disability/impairment• employment activity• family responsibilities• gender identity• industrial activity• lawful sexual activity• marital status• parental status• physical features• political belief or activity• pregnancy• race• religious belief or activity• sex• sexual orientation• Personal association with someone who has, or is assumed to have, one of these personal characteristics.Sexual harassment is also against the law.Direct and indirect discriminationDirect discrimination is when a person treats, or proposes to treat, someone with a protected personal characteristic unfavorably because of that personal characteristic.

Direct discrimination often happens because people make unfair assumptions about what people with certain personal characteristics can and cannot do. Eg: refusing to employ someone because of their sex.Indirect discrimination occurs when an unreasonable requirement, condition or practice that purports to treat everyone the same ends up either actually, or potentially, disadvantaging someone with a personal characteristic protected by the law.Discrimination can also become systemic when entrenched, structural and sometimes institutional patterns of behavior or actions affect a range of people. These behaviors and actions are often part of organizational culture and are reinforced by policies or procedures.

If an organization receives a lot of complaints about the same or similar issues, it might be a result of systemic discrimination.Eg: a requirement for employees to work 12-hour shifts may appear to treat everyone equally. However, it may have disadvantage employees with family or caring responsibilities.Sexual harassmentSexual harassment is unwelcome conduct of a sexual nature. It involves behavior that could reasonably be expected to make a person feel offended, humiliated or intimidated.

Sexual harassment can be physical, verbal or written.Authorizing and assistingIt is against the law to authorize or assist another person to discriminate against or sexually harass someone. This means a person must not ask, instruct nor encourage anyone else to undertake these actions.VictimizationVictimization is subjecting, or threatening to subject, someone to a detriment because they have asserted their rights under equal opportunity law, made a complaint, helped someone else make a complaint, or refused to do something because it would be discrimination, sexual harassment or victimization. Victimization is against the law.Favoritism / Favoration:”An inclination to favor some person or group”Religious Belief”Religious belief is a strong belief in a supernatural power or powers that control human destiny. Such a state may relate to the existence, characteristics and worship of a deity or deities, divine intervention in the universe and human life, or values and practices centered on the teachings of a spiritual leader.

In contrast to other belief systems, religious beliefs are usually codified”Regional DifferentiationsIn most countries according to regions the culture, the way they speak etc… changes4.3 Examine how the effectiveness of human resources management is monitored in an organizationEffectiveness of HRM at Sadaharitha Plantations Ltd starting from the JD they create to hire new employees, it’s so important to Create detailed job descriptions for each position and the skills and abilities needed for each one. Afterwards through performance appraisals for current employees Sadaharitha Plantations Ltd HR team determine that the employees have achieved the organizational expectations and met the demanded qualifications practically. If not they consider about re arranging the JD or the interview techniques etc.HRM practices could be measured always from the performance evaluation of its implications. At Sadaharitha Plantations Ltd following performance management methods are used by HR department depending on the scenario.

Performance Management method DescriptionCritical incident method The manager or the supervisor evaluates performance on the basis of certain specific incidents or behavioral actions, whether positive or negative, within a given period of time. The appraiser keeps a note of such specific incidents throughout the evaluation period and makes a final assessment at the end.Paired comparison analysis This form of performance appraisal is a good way to make full use of the methods of options. There will be a list of relevant options.

Each option is in comparison with the others in the list. The results will be calculated and then such option with highest score will be mostly chosen.Graphic rating scales This is one of the traditional ways to appraise an employee’s performance. The manager keeps a ratings form where the employee’s behavior and actions are rated on certain specific parameters outlined in the form. Based on these ratings a final appraisal is prepared by the manager.Management By Objectives (MBO) method One of the most contemporary and widely accepted approaches that is used in place of conventional performance appraisal techniques is MBO. This is a more involved process that begins from goal setting and ends with evaluation of the results and measurement of deviations from the goals.

It involves constant engagement with employees aiming to enhance their performance through constant monitoring and correcting deviations along the way. The emphasis here is on not just assessing the performance, but also providing regular and specific feedback to the employee so that he gets an opportunity to improve his performance by addressing the specific issues of concern. A large number of organizations are adopting this method of performance appraisal because of its more comprehensive approach.360 degree performance appraisal In this method the individual is appraised in 4 ways• Customers• Subordinates• Peers• Superiors Essay Evaluation method In this style of performance appraisal, managers/ supervisors are required to figure out the strong and weak points of staff’s behaviors. Essay evaluation method is a non-quantitative technique.

It is often mixed with the method the graphic rating scale.Performance ranking method The performance appraisal of ranking is used to assess the working performance of employees from the highest to lowest levels.Managers will make comparisons of an employee with the others, instead of making comparison of each employee with some certain standards.Forced ranking (forced distribution) In this style of performance appraisal, employees are ranked in terms of forced allocations.For instance, it is vital that the proportions be shared in the way that 10 or 20 % will be the highest levels of performances, while 70 or 80% will be in the middle level and the rest will be in the lowest one.Behavioral anchored rating scale This formatted performance appraisal is based on making rates on behaviors or sets of indicators to determine the effectiveness or ineffectiveness of working performance.

The form is a mix of the rating scale and critical incident techniques to assess performance of the staff.Weighted checklist method In this style, performance appraisal is made under a method where the jobs being evaluated based on descriptive statements about effective and ineffective behavior on jobs.Behavior Observation scales The method based on the scales of observation on behaviors is the one in which important tasks that workers have performed during their working time will be assessed on a regular basis.Training and development.

The role of HRM plays a vital role in T;D and the outcome is another indicator to measure the effectiveness of HRM through the results of it.at Sadaharitha Plantations Ltd there are so many ongoing programs to train the employees professionally. Not only that company has taken initiative to encourage and assisted to achieve professional development.For an example: The Company volunteers to meet the entire cost or part of the fee of a diploma or postgraduate or any other accepted course at a recognized institution such as the Sri Lanka Institute of Marketing (SLIM). A batch four of our employees graduated, each gaining a national diploma in sales management recently.Employee RetentionEmployee retention is also an indicator to monitor HRM effectiveness.

Sadaharitha Plantations Ltd always adapts and practices an open door policy. So employees can always feel free to approach management level regarding any concern. This is a good remedy to reduce staff turnover which could cause due to lack of communication or respect between management and staff, inability to deliver promises made during hiring, noncompetitive compensation or poor management and training of employees once they’re on board.Rewarding systemsFor employees: Sadaharitha Plantations Limited annually holding an award ceremony to recognize their employees and the Forestry Awards held on 2016 was ‘Beyond the Horizon’ .Winners were recognized for their achievements in the calendar year of 2016. The winners received jubilant fanfare from their peers in the audience. The sales force and staff members of over 700 that filled the Banquet & Convention Hall at Eagles’ Lakeside, in Attidiya were from 31 branches spread across the country.

Nihal Tissera, Regional Manager won the Bronze Award under Territorial Managers category while Rasika Manatunga, Sales Promotion Officer won the Bronze Award under Front-liners category.Tissera has been recognized for top performance consecutively at the annual Sadaharitha Forestry Awards. This year too he became the Best Regional Sales Manager with an overseas visit as his reward. Manatunga has achieved the Company’s record for the highest number of new business policies for a month and was adjudged the Winner for New Business Contribution.4.4 Make justified recommendations to improve the effectiveness of human resources management in an organizationThough the Sadaharitha Plantations Ltd HR practices are seems to be well established some of the areas could be utilized more successfully and following are some of the suggestions could be considered.

Topical issues on HR practicesOrientation and Induction program.• At the moment they have a brief introduction of the company and the staff only.• This had been very disadvantageous as employees do not retain in the organization, monthly the turnover rate increases.

Performance Management System• The management finds it difficult, with the current performance system to measure the actual outputs of the employees as everyone is measured on a general scale.• This way the faith of the employees on the performance system is dropping down which eventually leads in a drop down of the employee output.Compensations and Benefits• Not having an attractive remuneration package leads to difficulty in doing recruitments timely.• Lack of lot of welfare schemes compared to some companies in general.Remedial course of action• Talking with management and introducing a proper Induction program, where company vision, mission and policies conveyed to the new employees.

• Bringing the actual performance criteria into the performance management system, which enables, evaluating each individual according to their performing areas. • Revamping the payment collecting system and having a saving for emergency cases especially.• By revamping the financial aspects it might enable the organization to compete with attractive remuneration packages.• Having a categorized salary rates.• Encourage the staff member to become involved in community organizations in order to develop leadership ability, skills in planning and organizing, problem-solving ability and community awareness.Propose welfare schemes to employees? Sports and recreation facilities. • Organize annual get-togethers. • Organize outdoor and indoor sports activities in to build up team work.

? Meals and food facilities. • Canteen facilities in project premises. • Meal Allowances when doing night shift work.? Medical Scheme for all the employees. • Out-patient claiming facilities.• In-patient claiming facilities. • Having medical scheme is very important as in the construction industry employees get injured every now and then.

And this works as a motivational factor as well.? Education and emergency facilities• Providing scholarships to children of employees• Providing financial or anyways possible in an emergency of an employeeEg: FuneralConclusionThe field of SHRM is still evolving and plays an important role in the organization’s HR function, particularly with regard to the effective management people. Therefore, organizations that have put in place effective SHRM practices, and the appropriate theoretical perspectives of the SHRM can gain more than their rivals, although this may come with increased costs in the short-term. Above assignment clearly explain how the SHRM effected for the Sadaharitha Plantations Ltd company objectives and how it helps in achieving those with the help of human resources. It explains how the employer should protect and take care of the company’s most valuable resource which is the workforce of it.

On the other hand this assignment highlight that the duty and liability of people needs to be understood and it must be known that the service providing organization’s reputation is in their hands.It showes that the duty of the HR department of Sadaharitha Plantations Ltdis to serve the company and it should focus primarily on the benefits of the organization rather than the individuals.