A Study On Workforce Diversity

Management Essay
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This human resource plan for Sheesha was developed with many valuable assistance
from the CEO Mr Ibrahim Husham, the General manager administration Mrs
Mariyam Waheeda and with the many helpful advices, assistance and guidance from
the Academic supervisor Ms Aishath Shaahyn. This human resource plan will help
the management of Sheesha to maintain their ability to deliver high quality service to
exceed customer's expectations at a time where the job market is highly competitive.
As an organization to deliver the expected service for the customers it's important to
attract and retain employees who are truly committed to the organization and its
values. Since competition for skilled employees is made stronger in an environment
where today's work population places a high value of balancing their home and work
life: where employees look for meaningful and rewarding work and where citizens
demand high quality and responsive services.
The aim of this HR plan is to ensure that Sheesha has the right people in the right
jobs provided with necessary tools and training which helps them to perform their
jobs at the highest level to please the customers.

The management of Sheesha is aiming towards becoming the employer of choice. To

achieve this goal it's important to create a work environment that encourages
employees to take pride in their work while balancing day to day challenges facing in
the professional and personal lives, by giving attention for the development of safe
supportive, respectful workplace by providing a rewarding work experience. The
successful implementation of this human resource plan will assist the organization in
achieving the aim of becoming the employer of choice.

Vision
Inspire the customers by serving beyond boundaries.

Mission
Determined to remain ahead of the competition, and be valued for the services, by
society and follow a respectable code of conduct.

Values
Respect
Diversity
Commitment
Reliability
Accountability

2.0 GOALS
The main aim of this human resource plan is to position SHEESHA as the true
employer of choice. With this intention the key goals in developing and
implementing this plan are,
To become an employer who attracts and retains skilled and motivated employees
who are truly committed to the organization and its values.
To be an employer who helps its employees to develop skills as their job duties and
responsibilities grow and develop.
To benchmark, establish and maintain Human Resource standards and policies
according to the changing environment conditions and market needs.

3.0 OBJECTIVE AND STRATEGIES

OBJECTIVE
STRATEGIES
Recruit best quality staff and support their retention
Improve recruitment and selection policies and procedures by reviewing current
system of recruitment and selection.

Develop ways to reduce the time taken to fill the vacant positions.
Implement effective induction process for the new recruits.
Provide and promote attractive employment condition including improved salary
packages.
Review promotion and salary increment policies and procedures
Reduce turnover
Improve recognition and rewards program.
Broaden career development opportunities.
Advice, guide and give counseling to the employees who have problems.
Improve employee Benefits.
Design and implement HR policies and practices related to quality of work life issues.
Develop the Skill shortages of the workforce
Link employee performance more closely with companies' objectives and
professional standards.
Improve excess to internal and external work related training and development
opportunities.
Address employee behavior and performance issues proactively by reinforcing good
performance and eliminating performance barriers.
Offer improvement opportunities as and when needed.
Identify and develop potential leaders for every department and support leadership
opportunities and work assignments that satisfy the business requirements while
supporting the development of potential leaders in the organization.
Establish HR Standards and Policies.
Develop policies that address emerging HR issues.

Continuously monitor evaluates HR issues and practices used by other organizations.

Change and update the existing human resource policies and procedures according
to the market conditions.

4.0 TIME FRAME

The initial human resource plan is based on a period of five fiscal years. However it's
necessary to revisit and adjust the plan as necessary at the end of each year.

5.0 CURRENT WORKFORCE PROFILE

5.1 Existing Workforce
At this time Sheesha is having 74 staffs working in different departments of the
organization. Each department is headed by a supervisor who guides the employees
and offers the support and assistance needed by the department staffs.
5.1.1 Age and Tenure
The overall age profile of Sheesha indicates that most of the employees are in their
20's. And the average age of employees is 27 years with an average length of service
for a full time employee is not less than 2 years.

5.1.2 Workforce Diversity

Sheesha at this time comprises of 12 female employees and 62 male employees.
Because of the nature of the business males are dominating in the origianisation
however female employees' ideas and opinion are valued and appreciated in the
company. Of this staffs 30 are Maldivians, 32 Srilankans, 11 Indians and 1
Bangladesh.
5.1.3 Absenteeism
The absenteeism rate at Sheesha is low for most employees however there are few
employees whose absenteeism is recorded higher.
5.1.4 Turn Over

Turnover rate is quite higher in the organization. During the year 2009, 22
employees have left the organization and 12 employees have already left the
organization in this year up to October 2010.
5.1.5 Recruitment
Recruitment has not been a major concern for the company in the past however
today to attract the best employees costs are incurred on recruitment. And to retain
them has become a challenge for the organization.
5.1.6 Skills
Determining the Skill level of Sheesha is somewhat difficult as each employee
performs considerably different types of work. Hence most of the employees working
in the administrative sector are fresh graduates turn up to work after finishing their
O' Levels. However each employee works under limited supervision and all
employees except few work and perform well in their jobs.

5.2 FUTURE WORKFORCE PROFILE (DEMAND

ANALYSIS)
5.2.1 Future workforce
Analyzing the demographic, labour market trends and identifying human resource
strategies will ensure that SHEESHA have a workforce able to meet the strategic and
operational objectives of the company.
The following areas are determined to be the key areas of workforce development.
Being an employer of choice.
Having employees who have been given the necessary training to develop the skills
required.
Being an employer of choice
In order to be the employer of choice:
Reward exceptional performance

Promote equality among employees

Value employee diversity
Promote ethical behavior
Provide employees with incentives whenever possible.
Having employees who have been given the training necessary to develop skills
required
Determining the training needed or desired by current and future employees enable
them to perform their job function more effectively has been important to Sheesha,
to further this goal its necessary to
Discuss with employees the specific skills they need in order to do their jobs more
effectively.
Discuss with the employees department supervisors the types of training they feel is
important in order to develop their skills
Provide the training requested whenever possible through in house or externally.

6.0 GAP ANALYSIS:

6.1 Recruitment
Hiring and recruitment is an important area which needs proper guidance and
careful handling. Though staff numbers are not likely to increase in the future years,
in and out of staffs must be accommodated as competition for technical and
professional talent will be intense.
6.2 Employee Recognition and motivation
Keeping staff motivated is key to success of the organization since staffs are the
greatest asset in every organization. Therefore it's important to continuously
recognize employee efforts by acknowledging and rewarding individual and group
accomplishments.
In order to do this the organization need to expand reward and recognition initiatives
to retain high performing employees and ensure an appropriately engaged

workforce, along with establishment of learning and development strategies ,

programs and plans focused on cultural changes ensuring a strong organization
moving forward.
6.3 Communication
Lack of a proper communication method creates unnecessary problems among the
staff members and departments. Staff input is extremely valuable to organizations
therefore staffs should be involve in the decision making process for improvement of
the organization. Hence it's important to create a better communication system
within employees and departments. The weekly supervisors meeting and monthly
staff meeting will be a valuable tool in communicating information to the staffs.
6.4 Workforce training
The importance of having a proper training development and career programs is an
area which needs to put a stronger emphasis in this organization. Since the
company's strength comes from the experience, knowledge and dedication of the
staffs, staff development plan will ensure a highly skilled and productive workforce.
Moreover learning is a benefit for employees as well as the organization; hence the
company should continue to make staff development a top priority. The ability to
serve customers will come from the staffs that are fully trained in different areas of
work.

7.0 STRATEGY DEVELOPMENT

7.1 Goals and Strategies
To address the workforce competency gaps it's important to focus on the areas where
improvement is necessary. This includes various training programs in different areas
of importance. For example training about supervisory roles and skills was seen as an
important area to be focused. Moreover preparation and distribution of a detailed
procedure manual for all the operations at Sheesha is to be proceeding.
7.2 Organizational Structure
Sheesha do not foresee any changes in the organizational structure over the next five
years and there is no need of any structural change in the organization.
7.3 Retention Programs

Due to the high turnover, retention programs are necessary. It's important to reward
the employees whenever necessary. Incentives or promotions aren't always the
rewards that can be given. Moreover exceptional performance will always need to be
appreciated and sometimes compliments do more to motivate employees.
Rather than using universally accepted and known recruitment and retention
methods to recognize and reward employees, Sheesha can apply creative and
attractive retention strategies personally tailored to encourage the move into the new
environment. Such as opportunities for professional development, access to child
and aged care services and flexible rostering are initiatives that can be used as a tool
in retention
7.4 Recruitment Plans
To attract high quality applicants for vacant positions continuously investigate new
and innovative recruitment techniques to assist fill key positions and to assist the
organization become an employer of choice.

To attract the best and capable employees who can contribute and make a difference
in the organization post all notices of position vacancies in the daily local news
papers, internet sites where appropriate.
7.5 Succession planning
Discuss with the employees who are going to resign or will be resigning soon to
identify their plans in order to be ready to act proactively to any changes in staffing.
7.6 Organizational training and employee development
Training has to be offered to employees in order to help them develop skills which
help the staffs to perform more effectively on their jobs. Cross training employees
will also be helpful so that skills and knowledge is shared among different
departments. Moreover performance expectation for all employees helps to identify
and address the training needs of the employees.
7.7 Communication
Enhance communication channels such as employee notices, memos and job
openings through the intranet. Encourage employee feedback through surveys,

meetings and focus group. Create a positive work environment built on respectful
and collaborative relationships between employees and their supervisors. Set
performance expectation for all employees, managers and supervisors to ensure a
positive and respectful work environment.

8.0 IMPLEMENTATION
Strategy implementation is an internal, operation driven activity involving,
organizing, budgeting, motivating, supervising and leading to make strategy work as
intended. Typically management with consultation of staffs and key stakeholders can
be effectively employed to implement strategies and supporting actions and task
plans. Therefore to achieve the objectives of this plan it is important that the
management of Sheesha, to build employees capable of carrying out the strategy
successfully by putting together a strong management team, recruiting and retaining
employees with needed experience, technical and professional skills.
Building a properly designed remuneration management of employees and a reward
structure for the commitment of employees is an important factor to consider for
achieving better results. Hence it motivates the workforce by creating a work
environment where there is passion for works, sincerity and respect among
employees and management.

9.0 EVALUATION
As the organization implement the human resource plan it is important to monitor
the progress on an ongoing basis. Since monitoring the implementation of plan let
the management ensure that they are going as per the plan and also it helps the
business to identify whether they are achieving the results they intend to achieve. To
evaluate the progress the plans performance should be assessed against its
effectiveness in achieving the goals and targets thorough yearly progress on the
strategies.
In order to ensure that the plan continues providing a sharp focus and remain
responsive to change it should be formally reviewed in every year hence this will help
to determine the success or failure of the strategy and whether certain strategies
should be maintained reformulated or terminated. Moreover it helps to identify new
issues and modify or eliminate particular strategies if it's not been effective or the
situation has changed.