The HRM of Lois Cosmetics Nigeria Ltd

The Human Resource function within each organisation varies and unique to the attainment of its corporate goal. The quality of workers an organisation employed determines whether the organisation will attain its goal faster, as one with poor quality of worker is tend will pass through difficulties as its work force is a threat to achievement of the goal. To ensure that ideal candidates are employed, an organisation has to carry out a job analysis and job description in order to ensure that an ideal candidate is employed for a particular job. There is a need to ensure that its workforce is constantly giving training and re-training to improve individual, group and organisational performance.

This will equally increase productivity, quality, reliability flexibility and safety and reduce cost and waste. However, the issues of remuneration cannot be left out to ensure workers give their best to the growth of the company. We will look at Lois Cosmetics Nigeria Ltd to see how its human resources are being treated and their contribution to the growth of the company.

Introduction

The company in focus is: Lois Cosmetic Nigeria Limited, a subsidiary of Fansco International Limited. Lois Cosmetics Nigeria Limited is duly registered under Section 22 of Companies And Allied Matters Acts (CAMA) of 1990 as a Private Company with the Corporate Affairs Commission, the Nigerian agency that in-charge of registration of companies. The company’s address with which it was registered is No 9 Odudu Close Agric. Ojo, Lagos Nigeria.

The company’s sole business activity is the production of a wide range of Lois cosmetics products like soaps, detergents, and creams. The company has 5 Directors and they are as follows. Mr. Homs Ezeani has 45 percent of the shares of the company. He is also the Chairman of the Board of Directors. Engr. Stephen Ezeokana has 20 percent of the shares of the company and he is equally the Production Manager of the company.

Mrs. Victoria Ezeani has 15 percent of the shares of the company. She is the wife of the Chairman of the company. Mr. Barry and miss Vivian Ezeani have 10 percent of the shares of the company respectively and they are the children of the chairman of Board of Directors. Lois Cosmetics Organisational Chart

The company mission

The company’s main mission for being in business is to serve its esteemed customers with good quality products as obtainable elsewhere in the world at a lesser cost and return a reasonable margin as a profit to the owners. The Problem According to my survey and research, at present the company have are various Human resources issues that are binding them in achieving required goals. They are as follows

• Poor job description
• Recruitment and Selection
• Training
• Remuneration

The organisation problems can be illustrated by the use of Fishbone Diagram The Fishbone diagram; is used to identify and list all the factors that are conditioning the problemat hand

This is primarily a group problem analysis technique, but can be used by individuals as well

The process is called Fishbone Analysis because of the way in which the information gathered is arranged visually – like the skeleton

• When would you use it?

Usually in the Mobilise stage of the process to identify scale and scope of issues and problem areas but also useful in the Discover stage of the change process following the Fishbone diagram will help the firm to understand main issues in the firm which are to be taken care of.

With the help of diagram, we can find that the firm is going through Human resource problems such as

Poor Job Description

There is no clarification of duties and responsibilities in the company which resulted in? There were responsibilities to the organization. That is, how jobs are expected to contribute to the overall success of the organization? No clear statement of qualifications. That is, the skills needed to successfully perform jobs, and the educational background, and the previous experiences that are most likely to have helped a candidate develop these skills ? No attitudinal to organisation. Describes some of the key attitudes for success in the organizational culture as well as in this particular job.

Poor Recruitment & Selection

• The firm is going through the problem of recruitment and selection of workers because of the following reasons
• There is no defined procedures for the exercise
• There is no proper clarification of jobs in the organisation
• There selection is based on favouritism not on merit
• Unqualified Human Resources personnel’s P
• oor training and retraining of workers
• The company waste a lot of resources on the part of its workers mainly because of the following reasons
• Unqualified workers without constant retraining
• Constant health hazardous incidents

Poor remunerations of workers

The poor remunerations of workers had instead of contributing to the financial growth of the company because of small spending on workers remunerations had resulted to:

• Constant fraud by the workers
• Neglecting of duty
• Absenteeism
• Improvement Measures.

The internal culture of a company is seen to be a factor affecting the receptiveness of its staff to the general performance of the company.

There should be a proper description of duty and responsibilities. Does a job title generally provide the following information? Job title. Level. If the organization has a hierarchy of jobs, the level indicates where the job fits into that hierarchy. If the organization does not, the level provides a general indication of whether the worker is a novice in the job, has some experience, or will be considered a leader in the job area.

Key tasks that the worker will perform. Some organizations suggest percentages of time spent on these key tasks.

• Responsibilities to organization. That is, how this job is expected to contribute to the overall success of the organization.
• Statement of qualifications. Do these describe the skills needed to successfully perform this job, and the educational background and the previous experiences that are most likely to have helped a candidate develop these skills.
• Attitudes. Describes some of the key attitudes for success in the organizational culture as well as in this particular job. Its staff as this improves individual, group and organisational performance.

This will equally increase productivity, quality, reliability flexibility and safety and reduce cost and waste? The company should improve on the training of its staff as this improves individual, group and organisational performance. This will equally increase productivity, quality, reliability flexibility and safety and reduce cost and waste. ?Remuneration package; is more than pay and includes employee benefits as well as job content. This need to be competitive with that offered by firms in the same labour market, implying that periodic comparisons are made with other firms and ought to be flexible in that they can be adjusted to the different needs of different employee

Conclusion

The role of Human Resources in an organization cannot be emphasized. The success or failure of an organization depends squarely on this. It’s important this company under review sees it as a very important organizational issue to develop its human capital which will be a catalyst to its goal attainment.

This it can do by ensuring that only ideal candidate are selected for jobs and that there must be a well designed organizational structure and well mapped out the job description to work as to improve its worker’s sense of responsibility, there is equally need for regular training and retraining of the workers which will equally contribute to minimization of cost and waste. However, as I have said in my recommendation that there is a need before a better remuneration for the workers which can come in different forms depending on the worker’s needs. When all these are well put together, the company will very competitive in the industry.