About in which includes behavior, attitude as well as

About Cytonn
Investment Company

Cytonn Investment is a growing organization that mainly
deals with real estate properties and has operations in Kenya and the United
States of America. The company was founded in 2014 and has been preforming well
in terms of profitability. Cytonn is primarily dedicated on providing
alternative investment solutions to worldwide institutional investors, local
established investors, individuals as well as diaspora investors who are interested
in the region of East-Africa. Cytonns’ alternative solutions of investments are
founded on private equity, structured solutions, advisory as well as real
estate. Majority of the opportunities for investment in East-Africa are not in
the registered markets, therefore, the company’s concentrates on providing alternative
investments to seek exceptional value as well as returns for the customers or
clients.

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

The Company’s mission is working to provide innovative as
well as differentiated financial solutions, which respond to the needs of the
clients. The values of the organization are client centered and through
providing quality services (“Our Company Values | Cytonn Investments”, 2018). The main
operations are in Kenya while the subsidiary in the United States serves to connect
investors in the diaspora by promoting and raising awareness of the
opportunities in East-Africa. The operations in Kenya include Cytonn
investment, private equity that deals with financial services and also the
Cytonn real estate. The board members are ten in number and offer the
organization breadth in terms of skill set and competence. Over the next five
years the company may expand its operations to more countries owing to the strategies
that have been implemented. The company has invested in offering differentiated
product offering-by-offering sustainable investment solutions. The strategy of
expanding the portfolio in terms of assets will give the organization a
competitive edge over other emerging players in the industry.

 

Human resource
management strategy

A human resources management strategy can be considered as
the inclusive plan, which directs the execution of particular HRM functional scope.
Human resources management strategies influence employees’ decisions that make
sure that there is the best fit for the company or organization (Moore, 2018). Each functional aspect of human resources
management strategy requires being in line with the overall corporate strategy.
Some organizations might divide the HRM strategies into four major areas that
include culture, organization, people, as well as human resource systems. The
companies reinforce their competitive advantage through leveraging the human
asset in which includes behavior, attitude as well as skills (Bratton &
Gold, 2013). A well executed strategy will yield optimum benefits to the
organization.

To achieve particular organizational objectives, especially
small companies such as Cytonn, it is imperative that the objectives are
supported by human resource management strategies. Human resource function has
advanced and shifted from the administrative duties through to become company
partners in making fundamental strategic decisions. The department is
increasingly investing more on value addition as well as the need for streamlining
human resource actions with strategic planning. One of the strategies to
support the organization is recruiting competent employees and engages in
capacity building programs as a way of positioning them for more involving
tasks.

Free agent Human resource strategy may be implemented for a
growing organization. In this regard, the employees with critical skill but not
serving for a long period are engaged in supporting the company strategies.
However, it would be quite essential to avoid long-term compensation packages
as well as long-term benefits. This will ensure that the organization leverages
the skills of the skilled employees while minimizing costs. These kinds of
employees are not tuned to anticipate long-term careers in the company. The
appraisal of the performance influences their payment and they are therefore
motivated or feel under pressure to deliver for the organization. These hired
individual for temporary basis will assist in laying strong foundation for
subsequent action plans in relation to the strategies.

Committed expert strategy can also be used for small
organization seeking to assert its presence widely in the industry. The main aim
of such strategy is to employ as well as retain workers who are dedicated in
performing particular tasks (Madom, 2015). Companies
implementing this strategy model work so that the workforces are given huge free
will to revolutionize as well as to enhance approaches of completing jobs. Individuals
are employed and hired as a result of their potential fit especially in
relation to the organizational culture, and their ability for emerging as
experts in certain areas of engagements. These companies hire individuals at
the early in their careers and equip them with skills for them to be specialists
in particular fields, such as marketing or finance. Performance assessments are
intended for the purpose of balancing collaboration as well as competition
among staffs. Careers normally comprise of several promotions into the same
jobs with more responsibility. The workers are subjected to long-term training which
enables them cultivate strong proficiency. Reward or compensation is reasonably
high and ordinarily consist of a decent benefits package which glues the worker
to the company.

As part of building a strong focused team loyal soldier and
committed expert strategies may be adopted to assist the small companies to
become competitive and in realizing the accomplishment of long-term objectives.
These strategies focus on suppressing the human resource costs of workforces
with the purpose of inspiring long term devotion, commitment as well as developing
with the company. The loyal soldier and committed expert strategies are
characterized by shared caring and developing together. The shift from loyal
soldier to committed expert plays an important role in facilitating greater
level of differentiation in the company’s business action plan.

Adopting and implementing a specific Human Resource strategy
should consider various factors which are essential to the success of the
strategy (Hartel, Fujimoto, Strybosch & Fitzpatrick,
2014). The size of the company defines the contours of the components of
the approach because what is achievable in large companies might not in some
cases not be fitting in small organizations. The kind of organization also
influences the kind of strategy to be implemented. Differentiation of strategy
directions should be done among a government, service, and a business that is
product based.  Strategy is influenced by
industry norms as well as practices and should also reflect key success
factors. Enabling activities that form the mainstay of a knowledge strategy are
to be intended at cultivating the capacity-to-act, of employees both internally
and externally. These comprise of knowledge transfers such as transfer from
individuals to external structure or from external to internal structure.

HR Strategy Map

Human Resource scorecard for
supporting HR Activities

Perspectives

Strategic
topics

Partial
goals

Support HR
activities

Team

Implementation of
process management
 

Development of
employees

 
? to execute both
professional as well as individual employee development
? individual and
organization plan of development
? to implement
responsive culture
? employee
assessment
 

HR marketing

 
? to execute
human resource marketing plan
? branding of the
company as an excellent Employer
? cooperation
with key stakeholders
? Attachment
program
 

Recruiting (team
as well as client attention)

 
? training for
management concerning recruiting process and hiring system
? placing
advertisements
 
 

Guidelines
introduction focused on developments

 
? undertaking
survey
 

System

 

Time attendance

 
? report control
coming from time attendance system
? periodic
evaluation
 

Building human
resource system

 
? Definition of
timeline
 

Internal Customers

To reinforce a shared
collaboration among specific departments

Internal
communication

 
? individual
development
? team building
programs and activities
 

Employee cycle
·      
Committed expert
strategies
·      
Free agent HR
strategy
·       Loyal soldier etc

 
? selection and
recruitment
? adaptation and
appraisal
? HR development
? compensation
packages
? contracting
 

External Customers

To enhance
quality of offered services by exceptional attitude as well as developing
customer´s portfolio
 

Supporting the organizational
culture

 
? backing of the
company´s values
? internal and
external public relations services
 

Communication
orientation

 
? implementation
of communication standards
 

Retention of
customers

 
? customer
retention strategies
? capacity
building
 

Project

To improve the
standards of the company
 

Managing of human
resource costs

 
? maintaining of
the budget approvals
 

Motivation plan
dedicated on enhancing performance

 
? maintaining of
the accepted budget
performance as
well as long term success of the company
 

 

 

 

x

Hi!
I'm Joan!

Would you like to get a custom essay? How about receiving a customized one?

Check it out