Introduction
Modus Furniture Limited is a company that acts based on its fundamental principle, which is to furnish the world by focusing on each individual home (Modus Furniture Limited, 2014). This company is similar to IKEA (Inter IKEA Systems, 2013) in offering an array of online resources to the Modus Furniture Limited retailers on various domains through collecting credible bits and pieces from across the world. This is a business intelligence report of the human resource department at Modus Furniture Limited.
Process in Focus
The successful operations of the human resource department are based on its reports for the total number of retailers affiliated to the company, the positions of the different profession utilized by the company, a list of responsibilities and qualifications for each professional position, the total number of employees in the company, expenses related to payment of the employees, differentiation of the different employees in relation to some criteria, for example, salary or education level, performance reports of the employees, promotion plan for the next year, employees’ files that are quarterly updated in case of professional or academic advancement, gaps at each department, and a database of appointment letters for each employee (Boundless, 2014; Saez, 2014; University of California, 2014).
Balance Scorecard
Description of the Reports
The increased number of human resource departments provides adequate coverage in addressing the needs of the different retailers under each HR department. This enables a more interactive, effective and efficient delivery of human resource services. The HR empowers each retailer on the management of its personnel in a cost-effective manner and follows-up on each retailer over time.
Feedback from various departments within the company entails the need for extra personnel due to one reason or the other, and this can only be identified at the department level.
The payroll enables the HR department to automatically process the payment for each worker within the organization. However, in some cases, the organization may have personnel on a casual basis, and they may not be on the payroll. For this reason, the department heads should alert the HR department about such cases.
Data Source
- KP1: HR personal assistant desk
- KP2: Department heads’ desk
- KP3: Accountant desk, department heads’ desk
Snapshot
Feedback
HR departments and equivalent retailers under each HR department
This will help the HR department to mobilize its personnel to manage resources in a cost-effective manner to reduce expenditure.
In conclusion, the HR department should keep a record of its operations to ensure that the company is adequately covered in relation to the required personnel.
References
Boundless. (2014). Activities in the Human Resources Department. Boundless Business. Web.
Inter IKEA Systems. (2013). Web.
Modus Furniture Limited. (2013). Web.
Saez, A. (2014). Day-to-Day HR Duties & Tasks.Azcentral. Web.
University of California. (2014). Human Resources: Recruitment & Selection Hiring Process. Web.