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Uprising In HRM Industry: A Case Study

A Pathway To The New Business Construction

The functions of the human resource management department of a company are critical to its bottom-line growth and the accomplishment of its business plan. A company’s core nature is in its people, and human resource management is really about giving people direction. HRM gives the greatest services and processes to an organization, resulting in increased profit and team cohesion.

69% of employees are said to stay with a company for over 3 years if they experience motivating onboarding from their HR manager.

Focus Points:

  1. HRM is the administration of all people-related choices made within a company.
  2. The human resource management system maintains moral, legal, and also ethically aware workplace policies and behaviors.
  3. Human resource strategy accomplishes personal, professional, and social objectives.

Let’s Talk About The Problem

The parent company of our client is situated in Singapore. They have been expanding their business areas and have a branch office here in Bangladesh. But it is not an easy job maintaining a branch company in a different country without being present there. The business was failing due to lack of proper workforce management

We helped our client by providing them a fully functional human resource system so that they could identify and take proper measures to save their business.

Solutions We Provided

  1. Safe Stuffing: Our human resource management department evaluated their workforce and modified it by recruiting new employees and relieving new staff.
  2. Training And Development: We conducted assessments of the company’s personnel to identify what kind of training and skills they needed to execute their jobs effectively and efficiently.
  3. Performance Improvement: Our HR specialist constructed a plan that measures employee performance.
  4. Budget Control: Our human resource development team devised techniques for reducing labor management costs, hence reducing overspending and assisting the organization in saving money for the future.

5 Benefits of Our Human Resource Planning

  1. Secured Top Talent:  HR department helped our client to secure all the top positions with perfectly capable recruits.
  2. Strong Onboarding: Our experienced advice and tried-and-true onboarding practices are available to the company. Ensuring that its new employees get up to speed quickly.
  3. Increased Employee Retention: Our real-time human resource management process uncovers hidden issues, finds solutions to problems, and makes sure that the employees feel valued.
  4. HR Technology Platform: The company now has access to our comprehensive human resource management platform with self-service and mobile tools which allows them to manage their human resource in real-time.
  5. Reduce Time and Energy Consumption: The business can now focus on its productivity as we are taking care of its HR needs.

Obstacles to Overcome

  1. Observing legal guidelines and rules: Hiring a third-party, non-biased human resource management service to provide staff training on general workplace standards can help to overcome this issue.
  2. Providing a healthy work-life balance for staff: This issue may be remedied by having human resource management meet with company directors on a regular basis to ensure that their teams are managing. Moreover, the demands of their jobs in a healthy manner.
  3. Increasing staff motivation: One method to solve this difficulty is to encourage employees to connect with the company’s social media platforms. However, and to provide volunteer opportunities where diverse departments can join together and support a great

Workforce Planning and Succession Management Strategies

Workforce planning and succession management are crucial HR strategies that help organizations ensure they have the right talent in place to meet current and future business needs. Here are some strategies to consider for effective workforce planning and succession management:

  1. Align with Business Strategy: Start by understanding the organization’s long-term goals and strategic objectives. Identify the critical roles and skills needed to achieve those goals.
  2. Conduct Workforce Analysis: Analyze the current workforce to identify skill gaps, potential retirements, and areas of future growth. Assess the competencies, experience, and also potential of employees in key positions.
  3. Develop Succession Plans: Identify critical positions within the organization and create succession plans for each of them. Succession planning ensures a pipeline of talent and minimizes disruption when key employees transition out of their roles.
  4. Implement Talent Development Programs: Provide targeted development opportunities to employees to build the skills and competencies needed for future roles. Basically, tailor development plans to individual employee aspirations and align them with organizational needs.
  5. Foster a Learning Culture: Encourage a culture of continuous learning and knowledge sharing within the organization. Promote professional development opportunities and consequently provide resources for employees to enhance their skills and stay updated with industry trends.


The importance of human resource management to a company is significant. Altogether, the HR department can have a significant positive or negative impact on the firm. Although, human resources management has a significant goal of increasing productivity. By ensuring that qualified staff are hired and that training programs are kept up to date. Another primary goal of human resources management, and one of the reasons why it is so vital to a business. Is to improve cooperation between departments.