Dasin Holdings Pvt. Ltd. is one of the largest shipping transportation companies, which is based in Singapore. The firm is mainly famous for their ability to transport larger volume cargo shopping. The core operational areas of the company include supply and logistics chain. This is done with the help of large sized cargo vehicles that can be transported for long distances. The transportation industry has to expand rapidly in order to meet up with the growing demand of the consumer products within the global market. They also form a major part of the international trade that is believed to be the backbone for all forms of globalized business. Nearly 55,000 cargo ships operate within the current shipping and transportation industry. These are represented across 150 countries with total staff members of about 1.5 million workers. It is also estimated that nearly 20 million shipping containers are transported all across the oceans every year (Lun et al. 2015).
As the demand of the shipping and transportation industry is going up, there is sudden surge in the needs of skilled workers. Nevertheless, the major issues that are encountered in the given context include that of health issues of the workers. Due to the hectic nature of work style and long distanced travelling, it is highly challenging for the shipping crew to maintain a healthy life style. The industry has therefore witnessed high levels of employee leaving the job. This has therefore raised the issue of low employee retention. The shipping industry and the cargos are believed to constitute of 90% of all trade movements. Nevertheless, in the context of Singapore the transportation and logistics industry is believed to encounter major issues due to the ineffective Human resource policies. Yang and Wong (2016), have mentioned that due to the diverse nature of the working demand, it is essential to renew the job profile within the shipping industry. This can help to ensure that environment friendly ways can be implemented within the operations of the shipping industry. The main purpose of the HR planning is to incorporate the elements of quality man power and innovativeness. This can be coupled along with the activity of risk taking and having flexibility at the workplace.
The recruitment structure of the Dasin Holdings is also facing issues due to the complex nature of staffing and employee configuration. There is lack of training from the management that does not allow employees to get updated with that of the regular job profile. The human resource allocation is not done effectively to make best optimized use of the available resources.
The area of environmental protection is one of the prior importancesfor all types of the shipping companies as it can help in the matter of business sustainability. This can help to provide full health protection to all the employees and the crew members. This is considered to be one of the essential features of the human resource policy that are implemented by the Dasin Holdings.
Few of the essential human resource policies for the shipping companies include the elements of health and safety of the crew members (Karahalios 2014). In the given context, it is essential to analyze the existing HR policies that are implemented by the Dasin Holdings.
It is clear that the overall recruitment structure of the shipping industry is quite intricate due to the complex levels of configuration in the employment. There is also the issue of high levels of cultural diversity within the work place of Singapore. The research work will therefore will help to identify the issues that exist in the recent HR policies of the shipping company. The research work will collect data directly from the employees of the company as it will help directly identify the loopholes and the existing HR policies.
The result of the project will therefore help to improve the existing HR policies for the Dasin Holdings by implementing proper recommendations. The study can also help in the purpose of improving the level of optimization of human resource policies. The study can therefore help to improve the health related matters of the crew members within the shipping industry. It will also be possible to improve upon the sustainability of the shipping company.
The study is aimed at investigating the following objectives:
The portion of literature review will focus on critical analysis of the existing scenario of the shipping and transportation industry. The discussion will be related with that of the issues that are currently faced by the human resource department of the shipping companies. The sustainability is one of the primary goals for all types of shipping companies Lee et al. (2014). It will therefore be possible to deal with the environmental challenges. It is essential for the changes within the industry will be reflected HR department. It is therefore possible to improve the levels of productivity of the company.
The purpose of the HR management system is to deal with the software that collects the details data related to the human resource departments. Advanced form of Technology are required in order to maximize the data Processing Unit within the Human Resource Department. According to Bratton and Gold (2017), the human resource management policies are implemented according to the labor laws of individual Nations. It is therefore possible to process and implement proper information. This is also required that are needed for the purpose dealing with the major issues that are often encountered in Human Resource Management. It is important to store essential data related to every employee that contains the detail of job profile and payroll. This information can be used for the future purpose in order to make plan for the Employees.
Para-González, Jiménez-Jiménez and Martínez-Lorente (2016), have mentioned about the fact that with effective human resource information system it is possible to distribute detailed information about individual employee to relevant stakeholders. This is quite effective in implementing essential decision making process. It can also improve the scope of having better quality of human resource management and it can help in the process of dealing with the essential information.
Marchington et al. (2016), have focused on the element of automation payroll system. This will help to ensure that there is no discrimination within the Human Resource Department. It will therefore be possible to deal with the issues related to challenge in the payroll system. One of the major issues that are encountered in the Human Resource Department is due to improper evaluation of payroll system.
According to Purce (2014), the human resource management system can be defined as the database system that help to store detailed information related to the every employee history. Special software is needed to achieve this purpose. On the other hand, the HR management system is needed to deal with the issues within the organizational change. The change within the system is also accompanied by the modification in the HR systems that are required for the purpose of new system of work flow.
Albrecht et al. (2015), have defined the system of HR management system as the process that has helped to evaluate the overall values of assets and resources of the employees of the organization. The overall values of the human resource department are highly dependent upon the skills and the potential of every worker. It can therefore be said that the organizations that are having highly skilled and experienced workers are suppose to have greater values and potential. This parameter is highly important in the matters of evaluating the overall values of the organization and the ways sustainability cane be maintained in the bigger run. The proper functioning of the HR system is dependent on the ability of the organization to make use of the talent within the employees. This is dependent on the organization’s ability to provide proper training to the workers. The strategic planning methods are therefore needs to include the grooming and the training sessions that are needed for long-term future development of the workers. In terms of the formal systems within the HR department, it is important to make use of the human resources that are essential in terms of the workload. Effective planning of the HR management system will help to ensure that there are no forms of wastages of the resources. Automation of the HR system can help in dealing with the essential issues that are ultimately aimed to optimize the capability of the same.
The Human Resource Department has a vital role in analyzing the performance of every worker and therefore distinguishes between the poor and excellent performer the poor and excellent performer. Major software vendors like Oracle and Ascentis are few of the major software system that is used in the Human Resource Department. This help to set some parameters that are required to measure the performance of every employees depending upon their challenge of job profile.
Rothenberg, Hull and Tang (2017), have highlighted about the importance of time management and Labor module that are needed to design the advanced level of information needed for Organizational cost and accounting in Human Resource Department. By direct Collection of data from the payroll system it is possible to get real-time feedback on the employees and understand the issues that exist within the workplace of the company.
All major Complex activities of Human Resource Management are controlled by the human resource management system. The complexities of multiple human resource policies are managed extremely carefully in order to make full use of the information technology. From small scale to large scale multinational corporation effective use of Human Resource Management System are required in every stage of business growth.
Nazari and Naghavi, (2015), have mentioned about organizational effectiveness that can help to improve upon the relationship between coworkers within an organization. The effective human resource management system also focuses of on full utilization and motivation of employees to deal with all type of challenging situations. Once an employee is being selected within an organization it is the duty of the management to ensure that they are highly satisfied and motivated within the workplace. The proper duty of employee motivation is to empower the employee so that they are able to take part in essential decision making process. This can help them to develop the skills of decision making. In an organization employees have decision making power and therefore team work is encouraged. HR functions to train employees to demonstrate team work and engage in decision making process in collaboration with each other. Occupational safety trainings are also to be provided in order to ensure that they are able to take proper intervention steps during the time of crisis. Hendry (2012) in this context had highlighted that occupational fatalities and injuries have devastating impact on the morale of the employees. The business can also be jeopardized by such unfortunate incidents. Managers of the HR system are to focus on improvement of occupational safety. This needs trained, reliable, and detail-oriented people who and provide training.
The management also needs to develop a level of Trust within the employees, which will help them to participate in essential decision making process. Finally, as mentioned by Kehoe and Collins (2017), with implementation of proper human resource management system it is possible to provide effective customer service. This can be achieved by developing up on effective workplace environment, where it is usually possible for the management to identify all forms of mistakes that are committed by every individual employee. All the employees need to have their own user account in to the server of the organization, where all the details of the performance record are will be stored for future reference. This will do not provide opportunity to any employee to skip all forms of duty or implement unethical practice that can compromise upon the usable technology.
As per mentioned by Guest (2017), one of the major challenge for Human Resource Department of every organization in the globalised world is due to diverse range of human culture within the society. This causes high level of communication issues. In effective implementation of Technology is also considered to be one of the major issues that can directly affect the productivity level. One of the essential factors that can affect the performance of human resource management is due to cross cultural adaptations that are present in different type of workplace. The variation in the style of Management and leadership can also be one of the major issues (Lu et al. 2015).
It is also important to note that external factors like political and economic environment of a place have direct impact upon the human resource policies. The business laws that are implemented in each of the nation can have direct impact on the monitoring systems that are being implemented within the human resource policies. As the stability of a business is dependent upon the strength of political parties, most of the political decisions that are implemented can have direct impact upon the level of employee performance.
According to Sheehan (2014) legislations have a deep impact on the HR management system in an organization. It has been widely noted that state and federal legislations have a key impact as a dictating factor that drives how long the business would retain the HR activities in terms of personnel records and employee data storage. For example, a number of Acts place obligations on the employers and HR management system to safeguard the employee confidentiality and other information. HR professionals are therefore required to stay abreast of legislations revised in the context and provide adequate training to managers regarding the responsibilities hey hold. In this regard Purce (2014) had highlighted that one of the most important external influences on the HR activities of a system is the present economy. Apart from affecting the talent pool, the ability to hire employees is also influenced to a certain degree. HR management systems therefore need to prepare against the economic condition by keeping abreast of the economic conditions of the globe and creating a plan for facing economic downturn. HR management further needs to combat harsh environment for its optimal functioning.
The impact of leadership style on HR management system has been addressed by Jackson, Schuler and Jiang (2014). There is no doubt in the concept that human capital is the most critical asset in the organization. HR strategies aim at providing motivation to the employees so as to ensure superior quality of services and optimal job satisfaction. As a general rule, there is a need of appropriate leadership to hire the appropriate people, provide training to them for delivering high quality services and retaining the best. Effective leadership, through inspiring and motivating work environment act as the key driver for decent HR management practices. In this regard it is also to be mentioned that the culture of the organization influences the leadership style and the managerial approach that governs HR activities. A leader is supposed to encourage commitment of the HR professionals and other employees, and lead to satisfaction.
Lastly, it would be appropriate to highlight the impact of technological advances on HR management system. As new and advanced technologies are introduced into the HR department, one needs to consider downsizing and reduction of costs. Technology is under constant revolution and HR management system is to adapt to the needs of the hour (Cascio 2018).
Due to the effect of globalization the competitive environment across the world is getting highly challenging in due to frequent change of customer demand level. With new business organization introducing innovative marketing ideas, the competitive environment is also getting tougher due to lack of sustainability issues. According to Kramar (2014), the critical factors within is due to lack of skilled employees and demographic unions. Contemporary changes within the business environment can seriously affect the economy of an organization. It is therefore possible to provide greater attention to the human resource management department in order to ensure full working capability. The major strategic Human Resource Department plays a significant role in deciding up on the future policies.
According to Sheehan (2014), the learning skills and also considered to be one of the essential parts of critical activities within the Human Resource Department that help to enhance the existing skills of every employee. Human capital, which is the driving force of an organization, is considered to be the Central factors that are needed in maintaining the balance dealing with human resources of an organization. The critical factors that are accepted as a part of human resource management are to deal with sustainability that can help to improve upon the productivity and quality of performance within an organization.
Campbell, Kryscynski and Olson (2017) highlighted that labor supply is responsible for driving a fair amount of compensation that a business offers for attracting employees. In case the market is oversaturated, unemployment level is high and the job opportunities are less than the number of qualified candidates. As the result, the HR is supposed to provide less compensation as compared to when there is a shortage of employees. The idea is to compete against the other companies that are interested to recruit the same candidate. The HR management system in such a case is responsible for evaluating the compensation structure through surveys for ensuring that the wages are competitive enough that attracts and retains staff members. Further, internal policies and procedures also impact HR management activities to a considerable extent. For instance, is the commitment of a company is towards promotion of itself from within, the HR has to ensure that the employees get suitable training and development that addresses needs of promotion. Monitoring the number of employees who are eligible for retirement is crucial.
Banfield, Kay and Royles (2018) explained that the extent of competition faced by an organization in the relevant industry holds much potential to affect the ability of the company to recruit employees who are skilled and qualified. There is no argument in this regard that recruitment of employees is the most basic HR management function. Industry giants have noted that candidate have the predisposition to seek employment in such organizations. Under such cases, organizations are not required to allocate resources for spending money on advertisements for recruitment as the candidates have enforced applications. Small organizations however do not have the same branding power and reputation. This is the reason why they have to actively seek candidates for appropriate positions. Under such circumstances, the HR department needs to have the focus on development of recruitment materials and promotion of the company. Further, the company is required to develop programs that retain the skilled employees.
The purpose of this section is to describe the different types of research methods and investigation policies that can be used for the given project. The research methods section will be done according to the Sekaran Design Framework. Here there are six aspects of the research design that are being implemented in each of the cases (Hasan et al. 2018). This will help to ensure that most of the important. There is particular research design framework that needs to be followed in the each of the given cases.
According to the Sekaran research methods, the structure of the research needs to have particular flow to guide the investigators about the whole study practice (Sekaran 2003). The research design in the given case will provide the guidance that is needed for proper methods of data collection. There is a particular research design framework for the Sekaran methods that consists of six types of research aspects that includes the research topic design including the research topic investigation extent of researcher interference, study setting, unit of analysis and time horizon of the study as well the data collection methods, sampling design and data analysis. All the aspects of the research will be chosen according to the research objectives and questions.
The positivism and interpretivism are the two types of research philosophies that are applied in each of qualitative and quantitative research works. The purpose of the positivism philosophy is to examine the facts that are directly related with the research problems. The main purpose is to draw out logical analysis of the collected data and thereby analyze the past research problem. On the other hand, the given research work will mainly focus upon the interpretivism, where the research problems are dealt by collecting the view points of human, who are directly involved with the research issues (Sekaran and Bougie 2016).
As the current project is related human resource policies within the Dasin Holdings it will be effective to use the interpretivism. This has helped the investigators to gather data from the view points of the respective workers within the industry.
Based upon the research problems and objectives, the purpose of the study includes exploratory, explanatory and descriptive. In the Exploratory method, the psychological aspects are taken into account, which helps to describe the underlying cause of the research problems. In explanatory method, the date is analyzed without considering the negative and positive aspects of the same (Flick 2015).
The HR issues of the Dasin Holdings can be dealt with the help of the descriptive research design. This can help to analyze the positive and negative aspects of each HR policies that are implemented with the shipping industry. The most important advantage is for the fact it has helped to deal with root cause of the challenges within the HR department of the shipping companies.
The data will be analyzed using the methods of correlation co-efficient type of investigation that aims to bring about the relation between the two variables using the statistical tools. The given set of data for each variable has to arrange for proper analysis. It is also important to establish strong relationship between the two variables.
There are also the elements of casual relationship that can help to relate the two elements within the HR related issues within the company.
According to Sekaran (2003), the exploratory form of study is undertaken as the major type of investigation, where there are no forms of information that are available that can be directly related to the research problem. Hence, the major objectives of the exploratory forms of investigation are to ensure that are related to that of the key issues could ultimately be addressed with the help of proper research objectives. This type of investigation has not been applied within the current study as the HR related issues in the shipping industry already has several related information.
The current research work has used the descriptive form of research, where most of the important characteristics related to that of the subject area or population of the research is used. This help to identify the existing forms of issues that are encountered by the HRM of the shipping industries.
In the given project work, the investigators tries to deal with the critical factors that are related to the HR issues that are encountered by the Dasin Holdings. The investigators has interfered in the following critical factors that are related to the HR issues by establishing relationship between the same.
The unit of analysis constitute of the entity that needs to be measured within the given research work. For the given research work, the unit of analysis constitute of the employee issues and the HR policies implemented by Dasin Holdings.
The random method of sampling has been used in the given case; this will help to ensure that there is no form of biasness that is being implemented in each of the case. 40 employees have been chosen from different departments of Dasin Holdings, who are working across work across the different departments within as maritime crew.
There is also the method of non-probability sampling methods that are applied in case, where data are gathered from the fixed and pre-determined samples.
There are certain unit of analysis that are used for the chosen population. This will include the groups that are related with that of the organizations. The group will however be divided into individuals that will include all types of employees within Dasin Holdings.
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Main activities and stages |
Week 1 |
Week 2 to 9 |
Week 9 to 15 |
Week 15 to 20 |
Week 20 23 |
Week 23 to 25 |
Week 26 |
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Topic Selection |
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Literature Critique |
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Planning the proper layout |
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Data and information collection in the form of primary research |
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Development of research plan |
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Selecting research technique |
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Data analysis |
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Interpretation of findings |
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Conclusion |
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Project overdraft |
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Final submission |
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The setting of the given study is set within the human resource department of Dasin Holdings, from where primary essential data are collected
As the investigators of the given project are dealing with the human related issues of the shipping industry, it is essential to deal with the ethical challenges of each case. This may include protection of the valuable data that are being collected from the respective workers (Wiek and Lang 2016). As data has been collected through the methods of survey, it is essential to ensure proper consent has to be taken from the participants. This will help to ensure that the data collector cannot enforce to provide any form of information through the survey questions.
Proper consent also needs to be taken from the management of Dasin Holdings as initially they have to take permission to interact with the internal employees and thereby access the internal information in the due process. The investigators also need to have an ethical commitment for not leaking any classified information of the company to public domain.
There are two types of data collection that can be applied including the primary and secondary methods. In case of the primary methods, the data is collected directly from the sample size. In the given case, the research strategy applied will depend mainly upon surveys and interviews. There is also the type of secondary data collection methods that mainly focus on gathering of information gathering from the previous research works of relevant subjects (Choy 2014). In the given case, the strategy that will be focused includes that of exclusion and inclusion principles. Here particular keywords will be used to get access of the relevant research work related to the current research projects.
For the given case, the investigators have collected data using the primary methods, where survey will be conducted using the survey methods. Proper survey questionnaires have been designed in order to get the best and optimized form of data related to the HR issues in the Dasin Holdings.
The data is analyzed using the formula of correlation coefficient and the data are represented in the forms graphs. MS Excel will be used as the software analysis tool.
What is your gender?
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
Male |
19 |
47.5 |
47.5 |
47.5 |
|
Female |
21 |
52.5 |
52.5 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
|
Have you ever faced any forms of health issues while working as crew members? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
Yes |
18 |
45.0 |
45.0 |
45.0 |
|
No |
16 |
40.0 |
40.0 |
85.0 |
|
|
Maybe |
6 |
15.0 |
15.0 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
The above frequency table shows the relationship between the gender of the respondents and the issues with respect to health that the crew members are facing while being at work. It is seen that most of the female employees who are working as crew members have stated that they are facing issues in the work place with respect to health.
|
Correlations |
|||
|
What is your gender? |
Have you ever faced any forms of health issues while working as crew members? |
||
|
What is your gender? |
Pearson Correlation |
1 |
.091 |
|
Sig. (2-tailed) |
.576 |
||
|
N |
40 |
40 |
|
|
Have you ever faced any forms of health issues while working as crew members? |
Pearson Correlation |
.091 |
1 |
|
Sig. (2-tailed) |
.576 |
||
|
N |
40 |
40 |
A Pearson product moment correlation was run to determine the relationship between gender and the issues that the employees are facing with respect to health. There was a strong, positive correlation between gender and the health issues faced by the employees when working as crew members, which was statistically significant (r = .091, n = 40, p = .576). This shows that the health issues that are present within the work place irrespective of the gender can be a factor of stress among the employees and can hamper the level of productivity as well.
|
How long have you been working in the company (in years)? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
0-1 years |
16 |
40.0 |
40.0 |
40.0 |
|
2-5 years |
12 |
30.0 |
30.0 |
70.0 |
|
|
6-10 years |
8 |
20.0 |
20.0 |
90.0 |
|
|
11 and above |
4 |
10.0 |
10.0 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
|
What do you think is the root cause of all health issues that are generated during the workplace? |
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|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
Lack of awareness among workers |
13 |
32.5 |
32.5 |
32.5 |
|
Unhealthy workplace environment |
3 |
7.5 |
7.5 |
40.0 |
|
|
Lack of medical check-ups |
9 |
22.5 |
22.5 |
62.5 |
|
|
High level of stress among employees |
8 |
20.0 |
20.0 |
82.5 |
|
|
Hectic work schedule |
7 |
17.5 |
17.5 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
The above frequency table shows the relationship between the years of experience that the employees have within the organization and main cause of the issues with respect to health that were being generated within the work place. It can be seen that the employees between the experiences of 0-1 years have agreed to the fact that there is lack of awareness among the employees within the organization regarding the healthy ways one can work within the system. This has led to the high level of stress among the workers within the employees, which is also affecting the level of productivity that needs to be present within the organization.
|
Correlations |
|||
|
How long have you been working in the company (in years)? |
What do you think is the root cause of all health issues that are generated during the workplace? |
||
|
How long have you been working in the company (in years)? |
Pearson Correlation |
1 |
.050 |
|
Sig. (2-tailed) |
.759 |
||
|
N |
40 |
40 |
|
|
What do you think is the root cause of all health issues that are generated during the workplace? |
Pearson Correlation |
.050 |
1 |
|
Sig. (2-tailed) |
.759 |
||
|
N |
40 |
40 |
The correlation test has shown a positive relationship between the variables as (r = .050, n = 40, p = .759). This shows that the correlation between the years of experience and the major cause of issue that is affecting the health of the workers within the work place is statistically significant. Therefore it can be stated that the increase in the years of experience among the employees will also increase the level of issues with respect to health among the employees as well.
|
What is your educational background? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
Graduate |
12 |
30.0 |
30.0 |
30.0 |
|
Postgraduate |
16 |
40.0 |
40.0 |
70.0 |
|
|
Diploma |
4 |
10.0 |
10.0 |
80.0 |
|
|
Ph.D |
8 |
20.0 |
20.0 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
|
How far do you think the existing HR policies are effective to deal with the existing health issues? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
Highly effective |
15 |
37.5 |
37.5 |
37.5 |
|
Effective |
8 |
20.0 |
20.0 |
57.5 |
|
|
Neutral |
7 |
17.5 |
17.5 |
75.0 |
|
|
Ineffective |
7 |
17.5 |
17.5 |
92.5 |
|
|
Least effective |
3 |
7.5 |
7.5 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
The above frequency table shows the relationship between the educational background of the employees and the level of effectiveness regarding the human resources policies that can help in dealing with the issues of health that are present within the organization in the recent times. It can be seen that most of the postgraduate employees have stated that the HR policies that are present within the organization are highly effective in dealing with the health issues that are present recently within the organization.
|
Correlations |
|||
|
What is your educational background? |
How far do you think the existing HR policies are effective to deal with the existing health issues? |
||
|
What is your educational background? |
Pearson Correlation |
1 |
.278 |
|
Sig. (2-tailed) |
.082 |
||
|
N |
40 |
40 |
|
|
How far do you think the existing HR policies are effective to deal with the existing health issues? |
Pearson Correlation |
.278 |
1 |
|
Sig. (2-tailed) |
.082 |
||
|
N |
40 |
40 |
The correlation test shows that there is a positive link between the educational background of the employees and the policies of human resources that are present within the organization that can deal with the health issues present within the organization. It shows that the (r = .278, n = 40, p = .082), which indicates that there is a statistical association between the variables. Therefore it can be stated that the higher degree of education that is present within the employees will help in increasing the knowledge of the employees so that they can use the HR policies in an effective manner for solving the issues of health that are present within the organization.
|
How long have you been working in the company (in years)? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
0-1 years |
16 |
40.0 |
40.0 |
40.0 |
|
2-5 years |
12 |
30.0 |
30.0 |
70.0 |
|
|
6-10 years |
8 |
20.0 |
20.0 |
90.0 |
|
|
11 and above |
4 |
10.0 |
10.0 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
|
How often the company does conducts health checkups of the crew members? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
Every week |
9 |
22.5 |
22.5 |
22.5 |
|
Every month |
11 |
27.5 |
27.5 |
50.0 |
|
|
Once a year |
20 |
50.0 |
50.0 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
The above frequency table shows the relationship between the working experience of the employees within the organization and the frequency at which the company conducts the health check-ups foe the employees within the work place.
It can be seen that most of the employees who have an experience between 0-1 years have stated that the company conducts the health check-ups for the crew members once in a year, which does not help in providing enough knowledge regarding the safety issues that needs to be followed within the organization so that the crew members can work without any stress.
|
Correlations |
|||
|
How long have you been working in the company (in years)? |
How often the company does conducts health checkups of the crew members? |
||
|
How long have you been working in the company (in years)? |
Pearson Correlation |
1 |
-.124 |
|
Sig. (2-tailed) |
.446 |
||
|
N |
40 |
40 |
|
|
How often the company does conducts health checkups of the crew members? |
Pearson Correlation |
-.124 |
1 |
|
Sig. (2-tailed) |
.446 |
||
|
N |
40 |
40 |
The correlation test between the work experiences of the employees within the organization and the frequency at which the health check-ups are conducted on the crew members are found to be negative in nature. The result of the test has come to (r = -.124, n = 40, p = .446), which shows that there is no statistical significance between the variables. Therefore it can be stated that the longer years of experience that the employees will have in the organization will result in decreasing the level of frequency of the health check-ups that will be conducted within the organization for them. This will lead to a fall in the level of productivity, as most of the employees with a number of years experience will be dealing with a high level of stress.
|
What is your educational background? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
Graduate |
12 |
30.0 |
30.0 |
30.0 |
|
Postgraduate |
16 |
40.0 |
40.0 |
70.0 |
|
|
Diploma |
4 |
10.0 |
10.0 |
80.0 |
|
|
Ph.D |
8 |
20.0 |
20.0 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
|
How much level of stress that you face in the current work environment? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
Extremely High |
11 |
27.5 |
27.5 |
27.5 |
|
High |
9 |
22.5 |
22.5 |
50.0 |
|
|
Neutral |
12 |
30.0 |
30.0 |
80.0 |
|
|
Low |
6 |
15.0 |
15.0 |
95.0 |
|
|
Extremely Low |
2 |
5.0 |
5.0 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
The above frequency table shows the relationship between the educational background of the employees and the level of stress that they are facing within the current working environment. It can be seen that most of the postgraduate employees have stated that they are neutral towards the stress levels that are being faced by them within the organization. This shows that most of the employees have become accustomed towards the stress that they are facing within the organization on a regular basis.
|
Correlations |
|||
|
What is your educational background? |
How much level of stress that you face in the current work environment? |
||
|
What is your educational background? |
Pearson Correlation |
1 |
.377* |
|
Sig. (2-tailed) |
.017 |
||
|
N |
40 |
40 |
|
|
How much level of stress that you face in the current work environment? |
Pearson Correlation |
.377* |
1 |
|
Sig. (2-tailed) |
.017 |
||
|
N |
40 |
40 |
|
|
*. Correlation is significant at the 0.05 level (2-tailed). |
The correlation test of Pearson shows that there is a strong and positive relationship between the educational background of the employees and the level of stress that they are facing within the current working environment. It can be seen that the result has come to be (r = .377, n = 40, p = .017), which shows that there is a positive relationship between the educational background of the employees and the level of stress that they are facing within the organization. Therefore, it can be stated that more higher the level of education for the employees, they have to handle more level of stress within the work place, which will eventually lead to the delay in the level of production.
|
How long have you been working in the company (in years)? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
0-1 years |
16 |
40.0 |
40.0 |
40.0 |
|
2-5 years |
12 |
30.0 |
30.0 |
70.0 |
|
|
6-10 years |
8 |
20.0 |
20.0 |
90.0 |
|
|
11 and above |
4 |
10.0 |
10.0 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
|
How far are you satisfied with the existing healthcare infrastructure that is implemented by the management of Dasin Holdings? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
Highly satisfied |
9 |
22.5 |
22.5 |
22.5 |
|
Satisfied |
8 |
20.0 |
20.0 |
42.5 |
|
|
Neutral |
9 |
22.5 |
22.5 |
65.0 |
|
|
Dissatisfied |
7 |
17.5 |
17.5 |
82.5 |
|
|
Highly dissatisfied |
7 |
17.5 |
17.5 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
The above frequency table shows the relationship between the work experience of the employees and the level of satisfaction that they have with respect to the infrastructure of health care that is implemented within the organization. It can be seen that most of the employees who have an experience between 0-1 years have stated that they are highly satisfied with the infrastructure that is present within the organization with respect to the health care facilities that has been provided by the management.
|
Correlations |
|||
|
How long have you been working in the company (in years)? |
How far are you satisfied with the existing healthcare infrastructure that is implemented by the management of Dasin Holdings? |
||
|
How long have you been working in the company (in years)? |
Pearson Correlation |
1 |
-.036 |
|
Sig. (2-tailed) |
.827 |
||
|
N |
40 |
40 |
|
|
How far are you satisfied with the existing healthcare infrastructure that is implemented by the management of Dasin Holdings? |
Pearson Correlation |
-.036 |
1 |
|
Sig. (2-tailed) |
.827 |
||
|
N |
40 |
40 |
The correlation test that was conducted shows that there is a negative relationship between the work experience of the employees and the level of satisfaction that is present among the health care infrastructure, which is implemented by the management of the organization. The result of the test shows that (r = -.036, n = 40, p = .827), which shows that the relationship is negative. Therefore it can be stated that the increase in the work experience of the employees will decrease the level of satisfaction that the employees will have regarding the health care infrastructure built by the management within the organization.
|
What is your gender? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
Male |
19 |
47.5 |
47.5 |
47.5 |
|
Female |
21 |
52.5 |
52.5 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
|
How often the company does conducts health checkups of the crew members? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
Every week |
9 |
22.5 |
22.5 |
22.5 |
|
Every month |
11 |
27.5 |
27.5 |
50.0 |
|
|
Once a year |
20 |
50.0 |
50.0 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
The above frequency table shows the relationship between the gender of the employees and the frequency at which the company conducts the health check-ups for the crew members. It an be seen that most of the female employees have agreed to the fact that the organization arranges the health check-ups once in a year for them so that the issues that they face regarding health can be addressed in a proper manner.
|
Correlations |
|||
|
What is your gender? |
How often the company does conducts health checkups of the crew members? |
||
|
What is your gender? |
Pearson Correlation |
1 |
.200 |
|
Sig. (2-tailed) |
.215 |
||
|
N |
40 |
40 |
|
|
How often the company does conducts health checkups of the crew members? |
Pearson Correlation |
.200 |
1 |
|
Sig. (2-tailed) |
.215 |
||
|
N |
40 |
40 |
The correlation test between the gender of the employees and the frequency of the company in conducting the health check-ups of the employees has shown a positive relation. The result of the test has come to be (r = .200, n = 40, p = .215), which shows that there is a strong relation between the gender and the frequency of the health check-ups organized by the company. Therefore it can be stated the employees who are female will be taken care by the organization by organizing health check-up camps for the crew members.
|
What is your gender? |
|||||
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
||
|
Valid |
Male |
19 |
47.5 |
47.5 |
47.5 |
|
Female |
21 |
52.5 |
52.5 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
|
With the existing HR policies, how far do you agree it is possible to motivate the shipping employees? |
|||||
|
|
Frequency |
Percent |
Valid Percent |
Cumulative Percent |
|
|
Valid |
Strongly agree |
11 |
27.5 |
27.5 |
27.5 |
|
Agree |
10 |
25.0 |
25.0 |
52.5 |
|
|
Neutral |
7 |
17.5 |
17.5 |
70.0 |
|
|
Disagree |
6 |
15.0 |
15.0 |
85.0 |
|
|
Strongly disagree |
6 |
15.0 |
15.0 |
100.0 |
|
|
Total |
40 |
100.0 |
100.0 |
The above frequency table shows the relationship with the gender of the respondents and their opinions regarding the policies of HR that are present within the shipping company. It can be seen that most of the female employees have agreed to the fact that the policies that are present within the organization helps in providing motivation to them.
|
Correlations |
|||
|
What is your gender? |
With the existing HR policies, how far do you agree it is possible to motivate the shipping employees? |
||
|
What is your gender? |
Pearson Correlation |
1 |
.048 |
|
Sig. (2-tailed) |
.768 |
||
|
N |
40 |
40 |
|
|
With the existing HR policies, how far do you agree it is possible to motivate the shipping employees? |
Pearson Correlation |
.048 |
1 |
|
Sig. (2-tailed) |
.768 |
||
|
N |
40 |
40 |
The result of the correlation test has come to be (r = .048, n = 40, p = .768), which shows that there is a positive and strong correlation between the gender and the present policies of HR within the organization. Therefore, it can be stated that the company takes care of the female employees and the HR policies have been made keeping the female employees in mind so that proper care can be provided to them.
Conclusion
As the study has been conducted, it can be said that unhealthy workplace condition within the cabin crew has been one of the major HR issues that are currently encountered by the Dasin Holdings.
Objectives 1: To study the effectiveness level of existing HR management policy of Dasin Holdings Pte Ltd.
The following objectives of the research work are directly linked with the total number of workers in the Dasin Holdings, who have faced health related issues. The health issues that are encountered by the employees that is dependent on their gender. It is also important to mention that female employees of the company have suffered in the health issues compared to that of the men employees. From this fact, it can be concluded that the HR policies of the Dasin holdings is not implemented for the comfort of the women. Hence, from this, it can be concluded that more the number of workers, more will be the issues the health issues that are encountered.
From the section of literature review, it is clear that most of the human resource management policy within the shipping industries is meant to deal with gaining competitive advantage of the same. In order to provide lower cost of transportation service, the operational expenditure of the shipping companies are also reduced. There is little spending that the company has invested into the matters of health related matters. This has overall lowered the effectiveness of the HR policies within the company.
Objective 2: To identify the critical factors affecting the effective implementation of HR management policy of Dasin Holdings Pte. Ltd.
From the section of data analysis, it is clear that most workers within the organization are of young age category. This is due to the hectic nature of job profile; most of the senior employees within the organization are not able to continue the job for longer periods. The lack of awareness among the employees is believed to be the primary issues that have resulted in the poor health records of the employees within the ship. This factor is directly linked with the total number of inexperienced workers. Hence, it can be concluded that as the level of experience within the employees are less, their awareness level about the health related matters are also less. This is also responsible for lower levels of productivity within the organization.
Lack of medical checkup is also considered to be one of the major causes of health issues that are faced by both new and experienced employees. From the section of literature review it is clear that there are various critical factors that control the HR management system. Communication issue due to cultural gap is one of the major drawbacks that are necessary to deal with the health problems that arise within the employees of Dasin Holdings. Most of the business organization ignored the business laws that are related to the health related. It is therefore important to consider the external influences that are necessary to modify the human resource policy within an organization. Nevertheless, it is also the duty of every employee to be fully aware about the legal and ethical protocol is related to human resource policies.
There is also the factor of total frequency in health checkups that are being conducted within the company in every week. From the finding section it is clear that the health checkups are mostly being conducted within the inexperienced employees as the company feel that they do not have the physical stamina to carry out the hectic lifestyle of crew member.
It is also been saying that the level of stress handling capacity of an employee is directly proportional to their educational level and the duration of experience. From this fact it can be concluded that as employees became more habituated with the lifestyle of crew member, it is possible for them to deal with the high level of stress of hectic lifestyle of crew members. It better level of education it is also possible to deal with critical factors of HR management system that has been highlighted in the literature review section.
It can also be said from the section of literature review that lack of labor and working skill of the employees are one major critical factors and concern for the shipping industries. The skills of the employees are also subject to changes due to the alteration in the requirements of the shipping industry. From the summary of the critical factors, it can be concluded that better skills and flexibility with the workforce of the shipping industry is required to maintain sustainability within the same.
Objective 3: To put up recommendations to improve the existing HR policies of Dasin Holdings for health-related matters of crew member.
From the section of findings it is clear that the more experienced workers are not satisfied with the level of Healthcare infrastructure implemented by the management of Dasin Holdings. This is mainly due to the fact that the Healthcare checkup facilities are mainly setup for the inexperienced workers. Here also, the critical factor related to Health Care Management System plays a significant part. Most of the business organization do not strictly follow the protocol that are needed to provide proper physical Healthcare infrastructure to the experienced employees, who mostly have the risk of facing high levels of physical illness.
Reference
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford University Press.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Flick, U., 2015. Introducing research methodology: A beginner’s guide to doing a research project. Sage.
Hendry, C., 2012. Human resource management. Routledge.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.
Sekaran, U. (2003) Research Methods for business: A skill building approach. 4th ed. USA: John Wiley & Sons Publisher.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Sekaran, U. and Bougie, R., 2016. Research methods for business: A skill building approach. John Wiley & Sons.
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