SWOT Analysis:

STRENGTH

Ability to combat with emergency situations.

Commitment to serve the needy and poor in every situation.

Team work and sense of understanding.

Similarity in the approach.

Target oriented team.

Well motivated and desired to work under any circumstances.

Ability of multi- tasking

Dedicated and proactive staff.

Strong mechanism of community interaction through SMUs.

Integrated coordinative approach through INGOs, NGOs , RSPs & Govt: line

departments.

Gender balance in staff recruitment

Excellent art of event management

Close liaison with Govt. line departments.

Enabled to sustain the pressures of the community at offices.

NRSP has skilled personnel so that their operations are performed efficiently.

NRPS claims that they have the highest pay scale among the all ngos. . So that they get

the right person for the right position.

Their corporate culture is so well developed that all the employees in NRPS have a

friendly environment in their workplace.

WEAKNESSES

Lack of timely Reporting & Data Management

communication system were damaged during flood

Weak Internal Controls (during emergency phase)

Lack of Planning in emergency Skill

Security measures.

Time Management.

Weak Financial management.

Always face budget deficit from Govt..

Development process is not well organized

Some lacks of training program

Some lacks in recruiting and selection process

OPPORTUNITIES

opportunity to work with multinational /International donors/organization

Capacity Building in Emergency work

Future Project from International NGOs

women participation (CO,VO) will increase women empowerment

As the unemployment rate is high in world, NRPS get many more Volunteers when they

want.

THREATS

Political Pressures.

Public black mailings i.e. road blocks, strikes.

Organizational image /credibility remained on stake due to rumors and media’s mis-

representation

Poor Law and Order

It is very vulnerable to economic crises.

In our country political parties call strikes and other activities that hamper the operations

of NPRS.

NPRS sometime face criticism from other NGO’s.

8) WEAKNESSES OF THE ORGANIZATION

Thought NPRS follows most of the rules and regulations of standard training program but still

they have some problems with their existing training and development programs. Some of the

problems are listed below:

They don’t have action-learning program. As a result employees don’t get scope to

increase their project skill and to know about the problems of another department.

They don’t concentrate on off the job training. We know, off the job training is

sometimes more important to know about the job.

Review system is not strong enough. As a result it becomes quite difficult to understand

how effective the training was.

Lack of motivation in the training side. NPRS don’t motivate that much while employee

took training. They took training just like they are doing their regular jobs.

Less scope of developing for the senior employees. Senior employee especially the aged

employees don’t have sufficient idea about the changing environment of technology.

9) RECOMMENDATIONS

usually are tax exempt. They can offer products at a discount since they

don’t have the expense of taxes, and sometimes they can offer

products to buyers who pay no sales tax on the purchase.

 NGOs often have a volunteer staff in many roles – artists,

canvassers, attorneys. Volunteers can mean an enormous savings to the

business, which is particularly important to a small nonprofit. The board of

directors must by law be composed of volunteers, which can an be advantage to

the company.

In order to solve the problems we recommend the following suggestions. The ways of

implementing those recommendations is discussed.

a. From the problem part, we become able to know that NPRS don’t follow action learning

training an doff the job training. We would not recommend to implement action learning

training. But NPRS should provide off the job training. Because,

for some sectors or jobs off the job training is more valuable than on the job training. In order to

implement off the job training in the company they can follow those steps.

Select the sectors and employees for this training

At time horizon for the training. It will be selected by the discussion with the employees.

Then the trainer would be selected. They don’t need to hire new trainer for this, they can

provide off the job training with their existing trainer.

Sufficient training materials should be provided to the employees.

The progress of the trainee should be checked.

b. They should motivate employee to give more concentration on their training. The reason is

that motivations don’t cost enough money, but it helps to the employees to learn rapidly. If

they rare motivated and learn the job then not only they will be benefited, at the same time

they will serve the company with their best effort. In order to motivate them, IKEA can

provide them various incentives, like informing them about the benefit of the training, how it

will help them, etc.

C. Senior employees should also be developed always. We already mentioned that in IKEA

senior employees do not get enough facilities and time to develop themselves. As a result

they always have lack of idea about the technological change. In order to provide training for

the senior employees IKEA may need to provide different sessions like action learning, case

study method, management games. So, it may cost IKEA. But in long run, they will be

benefited.

10) CONCLUSIONS

IKEA is a privately-held, international home products retailer that sells flat pack furniture,

accessories, and bathroom and kitchen items in their retail stores around the world. The

company, which pioneered flat-pack design furniture at affordable prices, is now the world's

largest furniture manufacturer.

IKEA was founded in 1943 by Ingvar Kamprad in Sweden and it is owned by a Dutch-registered

foundation controlled by the Kamprad family. IKEA is an acronym comprising the initials of the

founder's name (Ingvar Kamprad), the farm where he grew up (Elmtaryd), and his home county

(Agunnaryd, in Småland, South Sweden).

The motto of IKEA is to create a better everyday life for the many people by offering a wide

range of well-designed, functional home furnishing products at prices so low that as many people

as possible will be able to afford them.

To run the organization operation properly and to achieve the organization’s goals, the

organization needs qualified and right employees. HR Helps to find the right person for the right

job. This is the major work of Human Resource Division. Employee recruiting, selection,

training, management development, and employee compensation all these things have done

under HR division. To achieve their mission they provide effective training program, design

attractive compensation package, provide performance appraisal. These entire things are done for

finding the appropriate employee for the IKEA how can assist the organization to accomplish its

goal

Following are duties and responsibilities of HR division of IKEA:

To perform job analysis

To get engaged with recruiting and conduct initial screening

To design the orientation, training and development materials.

To help in designing organization development activities.

To work with employee’s compensation and benefit

To provide sufficient information in order to complete the processing of recruitment

and selection.

Duties with Administration sector under IKEA HR Division

o Transportation Management

o Protocol

o Health and safety of the employee.

Main objectives of HR in IKEA are :

Providing the right person for the right job.

Job satisfaction

Career planning and development

Reduce the employee turnover by recruiting and selecting the right person.

. From the problem part, we become able to know that IKEA don’t follow action learning

training an doff the job training. We would not recommend to implement action learning

training. But IKEA should provide off the job training. Because,

for some sectors or jobs off the job training is more valuable than on the job training. In order to

implement off the job training in the company they can follow those steps.

Select the sectors and employees for this training

At time horizon for the training. It will be selected by the discussion with the employees.

Then the trainer would be selected. They don’t need to hire new trainer for this, they can

provide off the job training with their existing trainer.

Sufficient training materials should be provided to the employees.

The progress of the trainee should be checked.

b. They should motivate employee to give more concentration on their training. The reason is

that motivations don’t cost enough money, but it helps to the employees to learn rapidly. If

they rare motivated and learn the job then not only they will be benefited, at the same time

they will serve the company with their best effort. In order to motivate them, IKEA can

provide them various incentives, like informing them about the benefit of the training, how it

will help them, etc.

C. Senior employees should also be developed always. We already mentioned that in IKEA

senior employees do not get enough facilities and time to develop themselves. As a result

they always have lack of idea about the technological change. In order to provide training for

the senior employees IKEA may need to provide different sessions like action learning, case

study method, management games. So, it may cost IKEA. But in long run, they will be

benefited.