International HRM (Business Report)

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Name and Student Number: Mahathi Baskaran (N1051963)


Module Title: International HRM
Title of Coursework: Business Report of Dryden HR
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Business Report of Dryden HR on Arcelormittal

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International HRM: Business report of Dryden HR on
Arcelormittal

Contents
Introduction........................................................................................
Summary of the team’s case study.........................................................
Analysis..............................................................................................
Recommendations................................................................................
Conclusion..........................................................................................
Reference……………………………………………………………………… 7

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Introduction:
Arcelormittal is a very successful organisation and has invested heavily in their
employees. However, they are facing talent management challenge and
recruitment crisis. The organization is looking for professional assistance to tackle
the mentioned challenge and we Dryden HR with our adept team are eager to
collaborate and present our analysis and recommendations to them.

Summary of the team’s case study:


Our team Dryden HR is a proficient consulting company based in the UK and are
willing to help Arcelomittal tackle their challenges by assisting them in managing
resource’s, rewards, development and employee relations along with recruitment
crisis, which is their most concerned issue. Being the Head of Dryden’s Human
Resources Consulting I have allotted various roles for my team to analyse the
problem and provide required recommendations for the industry. Having
examined the company, the problem is identified by using SWOT (Strength,
Weakness, Opportunity and Tactics) analysis and the recommendations are
classified into organisational objectives, tactics, resourcing and training and
development.

Analysis and Recommendations:


Analysis:
As the Head of Dryden HR, I identified the weaknesses of Arcelormittal industry
using the SWOT analysis. A company’s weakness is the key elements of its
business so that it can further improve to strengthen its position
(Nordmeyer,2016). Certain weaknesses are features that the company lacks or
that competitors excel at. Here are a few weaknesses of the Arcelormittal
industry:
1. Weak gender balance of executive officer and management: The industry’s
history has resulted in a workplace where male employee’s outnumber the
female employee’s and there is a gender gap between the upper
management roles. Arcelormittal should mainly focus on closing the
gender gap in upper management positions in order to not become a
greater threat in the public’s eyes.
2. Diversification in the workforce: Arcelormittal’s workforce is primarily
composed of local residents with only a small number of workers of other
races. The absence of diversity makes it difficult for employees of different
races to adapt at work which results in loss of talents (Rubido et al,2018)

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3. High employee turnover rates: When compared to its competitors,
Arcelormittal has a higher employee turnover rate which signifies that
more employees are leaving the job resulting in the company having to
spend more on development and training on new employees as workers
leave and join continuously. Competitive and suitably qualified employees
have been leaving the industry in recent times, possibly resulting in a
talent shortage for the company.
4. Lack of investment in new technologies: Considering the company’s
planned scale of expansion and diverse geographies, it will be required to
invest more in technology to incorporate methods across the board.
5. Not very successful in incorporating companies with separate work
cultures.
6. Lack of legal experience in employees and the lack of department
employees are not highly qualified.
7. The business model of Arcelormittal can be easily swayed by the
competitor’s in the iron and steel industry. To overcome these difficulties,
the industry needs to generate a platform model that can integrate
vendors, suppliers and end customers.
8. Since the past two years, Arcelormittal has not conducted a market
research and as a result of that, it is making decisions based on data that
is two years’ old, although the customer’s may have changed over time.

Recommendations:
The recommendations our company came up with for Arcelormittal are
again divided into organisational objectives, strategy, tactics and
resourcing. The team was allotted into working on resourcing, rewards,
employee relations and training and development. As the Head of Dryden
HR, I analysed the organizational objectives.
Organisational objectives are the specific goals or outcomes that an
organisational aims to achieve within a defined time frame. These
objectives are designed to provide direction and focus to the organisation’s
activities, resources and strategies (Anon,2017). These objectives can be
short term, medium term or long term and are typically based on the
organization’s mission, vision and values.
 Short term objectives: means analysing the progress
and formulating a strategy to improve the daily
performance of the industry. A few short term goals of
the industry are:
1. Filling specific roles: There are a number of
specialist positions such as health and safety, IT
and project management that have been open

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and the industry has to hire subcontract or
temporary workers to fill these roles.
2. Creating an effective recruitment process:
Recruiting staffs for specific roles are considered
to be an important objective of the industry.
There are many recruitment strategies that can
be used to find the best talents such as internal
recruitment (that takes place inside the
company), direct advertising (where trade
journals, magazines and papers are used) and
social media. Apart from this recruitment
agencies, job boards, employee referrals,
internship and apprenticeship.
3. Training and development designed to raise
awareness of the importance of sustainability and
social value: This can be done by referring the
employees to a system of tools, instructions and
activities.

 Medium term objectives: is basically the one that’s between the


accomplishments of the previous short term plan and long term
plan: A few medium term objectives are:
1. Becoming more profitable and building a base for
growth: which means to cut out expenses and
boost the productivity
2. Upgrading equipment and being more
competitive: by buying new equipment’s just by
replacing the existing one’s
3. Recycling and reuse of resources: by reducing the
energy of the production process and replacing
currently used fuels.
4. Large capital expenses will be taken into account
at all locations to update overaged hardware and
improve the productivity in order to preserve the
future operations of the business.
5. Sustainable development and inventing smarter
steels for a better world.

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Conclusion:
Reviewing the industry, it has become clear that Arcelormittal, like all other companies
has flaws. My team and I carried out an extensive research and came up with several
recommendations that the company can utilize. We highly suggest that Arcelormittal
approves our analysis and recommendations in order to assist them in improving their
performance.

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Reference:
Anon, 2019. A guide to using a benefits management framework : improve
organisational capability by ensuring the right projects support your strategic objectives.
England: Association for project management.

Buiga, A., 2012. EUROPEAN STEEL INDUSTRY: A SWOT ANALYSIS. Metalurgia


international (Bucharest, Romania), 17(11), p.87–.

Jain, V., Ajmera, P., Davim, J.P., 2022. SWOT analysis of Industry 4.0 variables using
AHP methodology and structural equation modelling. Benchmarking : an international
journal, 29(7), pp.2147–2176. 10.1108/BIJ-10-2020-0546.

Hadjsaïd, N., Sabonnadière, J.-C., 2012. SmartGrids. London: ISTE.

https://corporate.arcelormittal.com/about

Lignugaris/Kraft, B., Marchand-Martella, N., & Martella, R. C. (2001). Writing Better


Goals and Short-Term Objectives or Benchmarks. TEACHING Exceptional Children,
34(1), 52–59. https://doi.org/10.1177/004005990103400107

Rubio, D.M.; Mayowski, C.A.; Norman, M.K. A Multi-Pronged Approach to Diversifying


the Workforce. Int. J. Environ. Res. Public Health 2018, 15, 2219.
https://doi.org/10.3390/ijerph15102219

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