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Running head: HUMAN RESOURCE MANAGEMENT ​ 1

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Human Resource Management in Overland Delivery Company Student’s Name

Institutional Affiliation

Human Resource Management in Overland Delivery Company Chapter One: Introduction

The transport and logistic sector is not just about goods and vehicles but also involves human and their welfare. In fact, the transport sector is one of a rapidly developing sector of the economy, increasing each day. Nonetheless, this prerequisite is continuing to grow even in the future especially with the interconnectedness of business and market avenues. Today, human capital is among the major resources in the transport sector. Whereby, the adequate pool of workforce in this sector constitute to the high performance achieved by transportation companies. For instance, the work force is needed to construct, operate and maintain transport services and infrastructure as well. Therefore, human resource management plays a strategic role in transportation sustainability.

It is evident that the main aim of companies in logistic and transport sector is to increase and maximize their profits. However, this is only achieved through proper service orientation and a sustainable human resource. As such, the role of human resource management in the transport sector is inevitable to produce desirable goals. People just like other resources need proper management, and this is achieved through the HRM system (Jhawar, Garg & Khera, 2014). Therefore, the absence of an HRM can result in a severe impact on the transport sector. Typically, it is important to acknowledge the workforce in a well-organized and regulated environment. That is, an environment without policies, regulation and proper management are likely to be a failure. In fact, most important aspects are such as team work and association are affected. In this case, introducing an HRM system foresees efficiency and understanding in the workforce.

Today, the transport sector faces challenges that arise from human related causes. Among them, include incompetency from drivers, lack of motivation, increased insecurity and problems

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associated with salary remuneration and compensation. All these issues can be managed and addressed adequately by a human resource manager. Therefore, transportation companies are recruiting human resource personnel to help solve humanly related challenges. The HRM is entrusted in drafting transport policies that regulate the relationship between the company staff members such as drivers and their customers (Jan, Uhlaner & A, R. T. 2006). For instance, the trucking industry, which forms a larger sector of the transport sector, provides a link between companies and manufacturers. Over time, this industry has faced challenges such as service regulations, safety and driver shortage. These issues possess a significant weakness in the transportation sector, and without a proper HRM system then the problems are set to continue for a longer duration.

Indeed, the human resource plays various roles to facilitate productivity in the transport sector. Their presence in any organization whether in the transportation industry or not is vital. It is the responsibility of the HRM to motivate workers and ensure they are satisfied with the nature of service and treatment being experience within an organization (Grishchenko, Kireev, Dubrova, Yanenko & Vakulenko, 2016). Also, human resource management is concerned with the general welfare and wellness of employees within the transport sector. They ensure every employee’s needs and demand and meet equality without discrimination or prejudice. Moreover, the human resource adds a competitive edge to an organization by recruiting competent employees. That is, in the transport sector, it is the responsibility of the HRM to recruit competent and skilled drivers. This helps keep a company in front within their competitive market and maintain their performance culture. Therefore, it is important for any transportation company to have a reliable and effective human resource management system as its performance and position depend on it (Urbano & Yordanova, 2008). Additionally, the human capital management is well coordinated by the HRM who helps in implementing policies and regulation that facilitate the operation and management of the human capital resource. Nonetheless, it is significant to note that in transport companies, drivers who are properly motivated provide reliable service by maintaining a good reputation of the company to clients and manufacturers.

Statement of the problem The transportation sector requires a manageable system of operation besides leadership to

help align the process of operation. The innate issue has always been directed towards the coordination and security or safety during traveling and transportation of goods. Hence, the need to have reliable drivers is and well management system is very crucial. The response towards solving the issue of poor drivers’ management in an overland delivery company has inspired the condition of this research study. Most overland delivery companies have been blamed for poor management due to lack of human resource manager whereby their drivers shows sign of poor motivation. Despite this crisis, little action has been taken so far to help in mitigating the issue of poor grew management and evaluation.

The effect of lack of a proper human resource management system in an overland delivery company has a significant impact. This has propelled international and local debate concerning the position of the HRM in evaluating and managing drivers towards reducing the rate of insecurities, accidents, and negligence happening in trucking and logistic industry. This study explicitly covers the issue around logistic management and evaluation. It will focus on the effect caused by the lack of a human resource specialist in an overland delivery company by analyzing the relationship between drivers and the management, level of motivation and satisfaction among the drivers. Additionally, the study will focus on factors like poor decisions, inexperience, communication, and language barrier as impediments that affect the relationship between drivers and the human resource manager.

Research question Previous research has all focused on comprehending the influence of poor management,

corruption or other attitudinal dimensions in the logistic industry. However, many of this analysis have overlooked any suggestion on the role of the human resource management in the logistics and transportation industry. The study, therefore, will cover the following research question in depth:

❖ What are responsibilities and role of Human resource management in an overland delivery company

❖ What are some of the benefits having a human resource specialist in an Overland Delivery Company?

❖ What is the consequence of the lack of a human resource management in an overland delivery Company?

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Research Objectives

The study sought to

➢ Analyze the effectiveness and competency of the Human resource management in an overland delivery company

➢ Exploring the benefits of an HRM in an overland delivery company ➢ Analyze the effort of the HRM towards investing in human capital

​ ​ ​Significance and justification of study Poor human resource management is indeed is a threat to the logistic industry and the people in that sector. With the increase of transportation technology, the level of accidents has likewise been on the rise. This has called for action from the respective governments, logistic companies, security forces, and the civil society to help solve factors that lead to poor management of drivers in logistic companies. Nevertheless, the presence of a human resource is significant in motivating and increasing competency within the logistic company. Drivers just like any other employee within a company need supervision, motivation and proper job satisfaction to be productive. Therefore, the presence of a human resource specialist in a transport and logistic company is paramount for effective outcomes.

Scope and Limitation of the Study Scope of the study The study focuses on the presence of a human resource management in an overland

delivery company toward solving poor management and lack of motivation as well as dissatisfaction among drivers. The problem of lack of driver supervision and incompetence due to lack of a human resource specialist has resulted to unaccountability of drivers especially in delivering of goods and service, increase accident and other dysfunctions during trucking delivery of goods. The human resource is in charge of recruitment of new driver who has a standard level of performance and helps keep the trend of a company a notch.

Limitation of the study The study was limited by the difference in the geographical region, as getting access to

adequate information was considered tedious. The research lacked adequate financial assistance to conduct extensive research on the issue of crew management. Since the study was focusing on the international convention, it was hard to access the representative of various international agencies for clarity in the information concerning the issue pertaining victim of poor ship management accidents. Time was also a limiting factor in the conduction of the research. It limited the access of information and other resources that were helpful in completing this study. Chapter Two: Literature Review

Fundamental of Human Resource Management in Logistic Human capital is the primary resource of an organization in the business environment.

Therefore, the good fare of an organization depends on the effectiveness of the human capital management. According to Turner, Morley, and Gunnigle (1994) confirm that the human resource management basic assumption to manage this human capital to increase a company production. Subsequently, Ozpeynirci, Duman, and Arsu (2012) provide a supportive argument that the HRM primary goal is to help a company reach its strategic goal and this means proper management of the workforce. In an overland delivery company, the HRM develops interdisciplinary approaches that help coordinate the activities of people within the organization. As such, it is the basic fundamental of an HRM to develop trust between the organization and the employees. The HRM provides a framework that guides employee on their daily routine. The HRM offers a sustainable organization plan that direct the way worker works within their specific jurisdiction. Topolsek and curin (2012) confirm that the HRM is the foundation of a company and their workforces. The human resource specializes in promoting productivity of a company through the productivity of workers. Therefore, their position within an organization is paramount in offering direction and productivity of a company

Process and Function of Human Resource Management

Job analysis

Planning Extraction Selection

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Role and Responsibility of Human Resource Management The distinctive assumption of human resource management in an organization is to

improve the performance through people or workforce. In fact, the HR management plays a critical role in facilitating and coordinating various activities that constitute to the development of a company. For instance, it is the role of the HR management to initiate and promote policies and practices within an organization, which motivates workers and improves their performance. Nonetheless, it goes without saying; employees are the foundation of any successful organization. Therefore, providing any role influencing the wellness of employees affects the performance of an organization. In context, this essay will address the various ways in which the HR management impact the performance of a company through focusing on HR influence on employees, organizational culture, and strategy.

In a study by Jablonskis (2014) identifies the significant role of human resource management in ensuring the wellness of employees within an organization. The study focuses on the major relationship that exists between the employee and the management and how the human resource management has helped shape this relationship. It is considered the key role of the human resource management to value the employees. It is their responsibility to keep a closer connection between the workers and the organization. In a subsequent research conducted by Hernández, Poler, Mula, and Lario (2011) on the steps, the HRM takes towards boosting the performance of a company indicated employee wellness as the main factor. It is evident that the human resource management as a crucial responsibility in aligning and streamlining the relationship between workers and an organization.

Respectively, in an overland delivery company, the human resource management is responsible for ensuring drivers maintain a cohesive relationship with the company. Drivers represented the outside image of the company. Therefore, it is the responsibility of the HRM to keep a sustainable relationship with the driver. This helps maintain a good relationship not only with the organization employees but also for their clients. Whereby, a company whose HR management acknowledged workers welfare and adequately addresses their wellness positively affects the organization performance. Furthermore, it is the responsibility of the HR to offer a sustainable environment for employees within an organization. This will lead to increase motivation from employees and hence increase performance input.

In subsequently study by Žeželj (2013) support the role of human resource management in offering training programs for their staff member. Today the transport sector is rapidly developed as new technology are being initiated to aid in performance and operation. As such, Holbeche (2009) asserts that it is the role of the human resource management to keep their workers advanced with these new systems of operation. In support, Bhidey (2005) claims that the logistic industry especially those dealing with cargo shipping’s and online transaction need to be trained and educated to embrace the new trend in this sector. Therefore, the HRM is entitled with a great responsibility of ensuring each member of the organization is conversant with new techniques and strategies of operation. Besides, the HRM provide disciplinary action that helps regulate the behavior and conduct of truck drivers. It noted that most logistic companies are accused of poor misconduct when delivery goods. Hence, it is the role of the human resource to ensure such complaints are addressed ethically and more efficiently. Whereby, drivers who violate certain codes of conducts face severe disciplinary action that can even lead to suspension and retrenchment from work.

Additionally, the HR management established continuity in organizational culture and strategy. It is the delegation of the HR to recruit workers and ensure a regular flow in workers output, behavior, and performance Kaynak & Avci, 2012). Therefore, the HR management maintains organizational culture through offering specific knowledge of skills, training and operational models for employees. As such, a company establishes high standard performance

Professional Orientation

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Progress Termination of

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assessment

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through the HRM ability to deliver quality personnel and workforce. Furthermore, staff training and education provide continuity in embracing human capital. It helps the HRM in transferring skills and knowledge to a respective department within the organization. This offers sustainability in the transport sector, and even when recruits are bought, they are still capable of maintaining the organization performance.

In an overland delivery company, drivers need to be trained and educated on the specific company rules and roles. This is the duty of the HRM to ensure each driver within the company receive the required education or training to continue delivery service according to the company principles and culture. Furthermore, the HRM structure policies and laws that guide how driver conduct their daily routine and relate with other staff members as well as clients. Hence, without the human resource, cases of staff conflict, misunderstanding and inequality will increases. It is the HRM duty to ensure driver abide by company policies and regulation. This help maintains a balance in work among different stakeholders within an organization.

The motivation of workers is one significant role of the human resource management within an organization. It is the HRM duty to ensure drivers are well motivated, rewarded and appraised to retain their value in the company. In fact, the logistic industry is wide and exposed to numerous challenges especially for truck drivers who spend most of their time in driveways. Overall, the must implement practices and regulation that focus on ensuring maximum motivation and satisfaction of drivers. According (Poulis, Poulis & Dooley 2013) and (Braga- Ruhle, 2006) support this allegation in their article claiming drivers who are less motivated constitute to the poor performance of a company. As such, employment benefits such as restructuring drivers’ payment and remunerations must be flexible. The HRM must ensure drivers have a balanced lifestyle. That is, besides working they should have other out-of-work experiences such as organizing trips and staff leaves for drives. This helps break boredom among drives hence promoting productivity among the truck drivers. Nonetheless, it is the responsibility of the human resource specialist to ensure compensations such as health care insurances, housing allowance among many others are adequately available for drivers. By fulfilling this demand, a company’s employee turnover rate is reduced, as people are satisfied with the nature of service and environment they receive.

Impact of HRM in Overland Delivery Company Several studies have provided information on the influence of human resource operation

in the logistic industry. Data obtained from these studies indicate that the HRM has managed to bring sustainable workflow in the logistic and transport sector. For instance, Waite (2005) add that Portland countries like China have many overland delivery companies that use trucks to ferry good to different location have significantly benefited from HRM. In modern logistic companies, the demand for human resource specialist has increased due to the need to facilitate increase workflow. The HRM is the new tool in improving business performance today. According to Končar and Marić (2015) assert that the logistic companies are emphasizing in customer service oriented performance and employee motivation. This has been achieved by the presence of HRM within an organization. Furthermore, the human resource has helped minimize cases of mismanagement and work shortage.

The presence of a human resource specialist in an overland delivery company has helped in adopting new logistic strategies and technology. Based on the result and conclusion analysis from the article by Maxfield (2016) it can be confirmed logistic, and transport companies with human resource panel are more technologically innovative than those without. According to the Federal Motor Carrier Safety Administration (FMCSA) company with HRM system develop professional truck drivers that adapt to several changes within the logistic system (Rushton, Walker, & Chartered Institute of Logistics and Transport in the, U. 2007). The HRM has impacted the flexibility of commercial motor carriers in the logistic sector by introducing government’s mandated system that helps in improving driver security. In fact, the human resource has maintained compliance, safety, and accountability within the logistic company. Most companies that have an HRM are series in addressing unsafe driving, and other complication associated with drivers such as control substance abuse, hazardous compliance and driver fitness. By regulating these issues, a company boosts their relationship with their workers and clients.

Additionally, the human resource management, provide an alliance between supply chain operation and logistics in a company. According to Hernández, Poler, Mula, and Lario, 2011,) reports that human resource specialist has offered a sustainable environment for a company with warehouses to benefit from the good logistic operation. Warehouses and freight transportation are manageable due to the presence of human resource management. Moreover, the HRM has successfully helped increase specialist services in logistic and transportation service such as indoor delivery. This has created more advanced service and promoted client involvement in logistic. In addition, flexible service in product delivery and dynamic market environment are

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well protected by the HRM. Consequences of lack of HRM

Holbeche (2009) asserts that the effectiveness of any company depends on the human resources management. An organization such transport company depends highly on their employees to perform its daily activities. These employees need to be managed for the activities to run smoothly and efficiently. Human beings are interacting beings, and during this interaction especially at work, the relationship is built as other are broken. This is to say; in every organization there exist harmony and conflict among employees at the same time. It is, therefore, the work of a human resource specialist to control the conflict and maintain the unity of the organization to operate efficiently. There are be various cases of conflict between the employees and even between the organization and their clients, and one department that can resolve conflict is the human resource department. Moreover, an organization that fails to incorporate a human resource department any find it difficult to manage organizational conflict.

The core arm of any organization is its employees, and getting the right employees can be a challenge for many companies. It is, therefore, necessary to hire a human resource specialist to help with the employees. Holbeche (2009) further illustrates that a company with human resource department can identify and train these employees to suit the goals of the organization. Therefore, an organization that lacks human resource manager may make mistakes while identifying qualified employees for their company. Additionally, the process of recruiting requires professionalism that if it is done randomly may be costly to an organization. Hiring employees without a specialist may result into recruitingunqualified employees with minimum knowledge, fewer skills, and abilities to perform their duties professionally. I may also encourage corruption in the organization since recruitment may be done based on unethical procedures such nepotism and bribery.

An organization may be lucky enough to get qualified employees without any help from a specialist but managing these employees without a specialist may be challenging. Employees need to be frequently reminded of their roles through training and staff meeting. Failure to do so, they may forget their goal and perform poorly which affects the general performance of the company. Without a human resource then employees may develop improper attitudes and behaviors that may lead to poor performance of the company (Saxton, Saxton, Steen, & Verreynne, 2010). Indiscipline and unethical behavior from employees should be dealt with professionally, and when an organization lacks a human resource specialist, then such behaviors can be ignored which will limit performance.

Employees need to be managed properly to avoid conflict with managers for them to be motivated. Organizations that lack human resource managers often faced with strikes and go slow from their employees. This is because there is no one in the organization that can listen to their problems while they are work. Mismanagement of employees can also lead to absenteeism, less commitment and most of the resigning therefore becoming costly to recruit other frequently (Walk, Schinnenburg & Handy, 2014). However, with the presence of a human resource manager, employees are given an opportunity to air their grievances such work leave, salary increments and other work related problems. Employees being the core of any company, need to be well managed otherwise the survival of the organization is threatened. Additionally, the company reputation is at stake when they are known to be providing unsound working conditions to their employees or pay minimum wages.

An organization should have human resource managers to promote unity and team work in the organization. It is hard for managers and the employees to interact with harmony without proper guidelines and rules, human resources managers, therefore, create the required channels to enhance team work in the organization. Human resource managers through their advice to the managers and supervisors, employees are given different roles in the company, therefore, assisting the company to relate well to the work environment. Managers may find it difficult to do all the managing work and at the same time professionally dealing with employees if the organization lack human resource management.

If an organization lack a human resource department it becomes difficult to develop a strong competitive advantage. Companies compete in all sectors from recruitment of employees and ability to retain the recruited employees. Human resource manager plays a very vital role in developing a competitive advantage for a company by mentoring and training employees and ensuring the company stands out among its competitors when it comes to managing employees. Human resource specialist mistakes

Čančer and Šarotar Žižek, (2017) articulates that organizations are often left disappointed by various mistakes done by human resource specialist and leaving the company in the worst state. There are several mistakes that human resource specialist does that affects the company’s performance. First, is not following the correct channels and guideline during recruitment. Recruiting employees that are never qualified is dangerous since they will fail to perform their

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duties properly affecting the company’s general performance. Human resource managers often fail to brief and explain to the recruited employees the company’s guidelines. If the human resource manager fails to explain the company’s code of conduct, communication policy, compensation, and benefits policy and employment and termination policy, then the employees will be uninformed. It is wrong for any human resource manager to ignore training the employees on new policies and always reminding them the goal of the organization. When the employees are not well trained, they become less motivated and fail to acquire new skills that are relevant for the company.

Some human resource specialist could not fail to document performance issue of the employees it helps in analyzing the performance of every employee in the future. Employees’ performance is a critical problem in a company (Brunstein, 2000). Therefore, having a record to analyze them on a daily basis helps the organization in identifying loopholes and recognizing the strengths and weakness of their employees. The incomplete filling can also limit the organization to collect relevant information that might be of interest during the annual analysis of the company. In addition, human resource managers should not ignore their role in implementing the companies’ policies and strategies and also give new strategies that are intended to improve the general company’s performance.

References

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