Modus Furniture Limited: Human Resource Department

Posted on | by Laureen
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  1. Introduction
  2. Process in Focus
  3. Balance Scorecard
  4. Description of the Reports
  5. HR departments and equivalent retailers under each HR department
  6. References

Introduction

Modus Furniture Limited is a company that acts based on its fundamental principle, which is to furnish the world by focusing on each individual home (Modus Furniture Limited, 2014). This company is similar to IKEA (Inter IKEA Systems, 2013) in offering an array of online resources to the Modus Furniture Limited retailers on various domains through collecting credible bits and pieces from across the world. This is a business intelligence report of the human resource department at Modus Furniture Limited.

Process in Focus

The successful operations of the human resource department are based on its reports for the total number of retailers affiliated to the company, the positions of the different profession utilized by the company, a list of responsibilities and qualifications for each professional position, the total number of employees in the company, expenses related to payment of the employees, differentiation of the different employees in relation to some criteria, for example, salary or education level, performance reports of the employees, promotion plan for the next year, employees’ files that are quarterly updated in case of professional or academic advancement, gaps at each department, and a database of appointment letters for each employee (Boundless, 2014; Saez, 2014; University of California, 2014).

Balance Scorecard

Problem KPI
Difficulty in differentiating between the different levels of the retailers, and in keeping count of existing retailers Having more than one HR department and regulating the number of retailers to be handled by one human resource department Number of human resource departments.
A number of retailers under each HR department.
Difficulty identifying new required positions Feedback of personnel resignation, retirement and termination of employment from each department in the company
Feedback on gaps requiring additional professionals, or a new kind of professional position		 Number of required extra personnel from each department
Identified new professions required.
Difficulty knowing the different categories of employees and the terms applying to each employee Referral to the payroll database
Asking each department head to provide details of any person that may not be on the payroll		 Salaried workers
Determining days/hours worked in case of non-salaried workers.

Description of the Reports

The increased number of human resource departments provides adequate coverage in addressing the needs of the different retailers under each HR department. This enables a more interactive, effective and efficient delivery of human resource services. The HR empowers each retailer on the management of its personnel in a cost-effective manner and follows-up on each retailer over time.

Feedback from various departments within the company entails the need for extra personnel due to one reason or the other, and this can only be identified at the department level.

The payroll enables the HR department to automatically process the payment for each worker within the organization. However, in some cases, the organization may have personnel on a casual basis, and they may not be on the payroll. For this reason, the department heads should alert the HR department about such cases.

Data Source

  • KP1: HR personal assistant desk
  • KP2: Department heads’ desk
  • KP3: Accountant desk, department heads’ desk

Snapshot

Number of Total Retailers 1000
Number of HR departments 10
Number of retailers under each HR department 100

Feedback

Department Feedback
IT 2 extra personnel
1 casual and 2 paid interns
Finance department 2 extra personnel
3 casual employees
Customer care 1 Extension customer care required

HR departments and equivalent retailers under each HR department

Extra personnel per department.
Extra personnel per department.

HR departments and equivalent retailers under each HR department

This will help the HR department to mobilize its personnel to manage resources in a cost-effective manner to reduce expenditure.

In conclusion, the HR department should keep a record of its operations to ensure that the company is adequately covered in relation to the required personnel.

References

Boundless. (2014). Activities in the Human Resources Department. Boundless Business. Web.

(2013). Web.

Modus Furniture Limited. (2013). Web.

Saez, A. (2014). Azcentral. Web.

University of California. (2014). Human Resources: Recruitment & Selection Hiring Process. Web.

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