Premium Essay

Case of Hrm

In: Business and Management

Submitted By hasin
Words 324
Pages 2
A effective Hrm planning can lead an organization to its success. So proper planning should be made my a hrm manager.
HRP can reduce expenses of excessive turnover and absenteeism by helping management anticipate shortage or surpluses oh human resources and to correct this imbalance .
Provide a better basis for planning employee development that makes optimum use of workers attitude.
For better productivity , The employees must be encouraged and motivated .the roles of each employee must be specified .providing more opportunities for women and minority groups and identify the specific development training programs that will make specifi8c skill available.
To avoiding unproductive training program, the quality and nature of of employees in relation to the importance and need of organization must be identified and therefore training programs should be developed according to the needs. Training plan may include-
Orientation
Employee training
Employee development
Career development
Performance should be evaluated and to give reward according to performance is important. Launching flexible benefit programs is necessary.
Forecasting the Supply of Internal Candidates can prohibit inefficient internal labor markets. Based on the organizations strategic plan, the important thing to do is to assess the current hr capacity of the organization. the knowledge skills and abilities of the current employyes should be recognized. This can be done by developing a skill inventory for each employee.
An employees performance assessment form can be reviewed to determine if the person is ready to take responsibilities.
The next step is to forecast hr needs for the future based on strategic goals of the organization.
GAP analysis should be done. It is done to determine the gap between where the organization wants to go in future and where it is now. This analysis includes

Similar Documents

Premium Essay

Hrm Case

...After reading this chapter, you should be able to: Human Resource Management 2. Explain and give examples of each type of companywide and competitive strategy. TWELFTH EDITION 1 1. Outline the steps in the strategic management process. GARY DESSLER 3. Explain what a strategy-oriented human resource management system is and why it is important. BIJU VARKKEY Part 1 | Introduction 4. Illustrate and explain each of the eight steps in the HR Scorecard approach to creating human resource management systems. Chapter 3 The Manager’s Role in Strategic Human Resource Management Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Human Resource Management, 12/e Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Human Resource Management, 12/e The Strategic Management Process Business Vision and Mission • Strategic Management 3–2 • Vision  A general statement of an organization’s intended  The process of identifying and executing the organization’s mission by matching its capabilities with the demands of its environment. direction that evokes emotional feelings in organization members. • Strategy • Mission  A chosen course of action.  Spells out who the company is, what it does, and where it’s headed. • Strategic Plan  How an organization intends to balance its internal strengths...

Words: 1188 - Pages: 5

Premium Essay

Hrm Case

...Incident 6-1: Human Resource Planning—What Is That? 1. How would you answer the president’s question? Human Resource Planning is process of determining the human resource needs of an organization and ensuring that the organization has the right number of qualified people in the right jobs at the right time. Human Resource Planning consists of 4 steps which are (1) determining the impact of the organization’s objectives on specific organizational units, (2) defining the skills, expertise, and total number of employees required to achieve the organizational and departmental objectives, (3) determining the additional human resource requirements in light of the organization’s current human resources, and (4) developing action plans to meet the anticipated human resource needs. There are also some tools in Human Resource Planning. The first one is the skill inventory which is a consolidated list of biographical and other information on all employees in the organization. Which usually consist of personal data, skills, special qualifications, salary and job history, company data, capacity of individual, and special preferences of individual. The second is we can also use succession planning which identifies specific people to fill key positions throughout the organization. The succession planning always involve a replacement chart, where it shows both incumbents and potential replacement for given position. So this could handle the problem to avoid someone else will quit because...

Words: 1010 - Pages: 5

Premium Essay

Hrm Case

...Dr. Rashad Al Saed Assignment Title: Assignment ORM | Assignment is Part or Full Assessment of Unit? Full AssessmentTask 1 and Task 2 | Student Full Name: | Centre: Sharjah | Westford Student ID: | ABP Student ID: | Date Assignment Issued:13th May 2013 | Date Assignment Due :10.00 pm, 20th May (Task 1) & 02th June 2013 (Task 2) | Internally Verified by: | Date Actually Submitted: | Learning Outcomes | 1 Understand the role of human resource management in supporting business strategy2 Know how to develop human resources in organisations3 Understand the role of marketing in supporting business strategy4 Understand the role of information systems management in supporting business strategy | Organisational Resource Management Case study Finding People Who Are Passionate About What They Do Trilogy Enterprises Inc., of Austin, Texas, is a fast-growing software company, and provides software solutions to giant global firms for improving sales and performance. It prides itself on its unique and unorthodox culture. Many of its approaches to business practice are unusual, but in Trilogy's fast-changing and highly competitive environment they seem to work. There is no dress code and employees make their own hours, often very long. They tend to socialize together (the average age is 26), both in the office's well-stocked kitchen and on company-sponsored events and trips to places like local dance clubs and retreats in Las Vegas and Hawaii. An in-house jargon has developed...

Words: 1380 - Pages: 6

Premium Essay

Hrm Case of Accenture

...Case 1 1. How does the Accenture People site help Accenture better serve its customers? By creating social networking site such as Accenture People site will definitely be very helpful for organization to provide efficient service. First, employees would able to access massive information on line in real-time matter to exchange information on work tasks and professional knowledge. Second, a world-wide company such as Accenture can use the site on speeding up their productivities on work procedures and decision making. Third, when there is a problem need to be solved, anyone who works in the company can get on the site and ask for immediate assistances. Above all, when employees use the Accenture’s site to gather correct information in effective way, consequently, they can satisfy their customers with efficient manner. 2. How successful do you think Accenture will be at getting its employees to create their profiles? Nowadays, because of well-developed technologies, organization can use this advantage to create this kind of networking site to cohere employees. Another advantage for Accenture, employees are supposed to have IT background, therefore, it would be easier for them to build up this Accenture’s site. 3. Can you see any drawbacks related to employees creating their own profiles? The major concern for creating personal profile in the organization is privacy. In my opinion, privacy should not be the issue at work place as long as the personal profile and information...

Words: 668 - Pages: 3

Premium Essay

Hrm Case Study

...Project contributor: Bill Schaefer, SPHR Nancy A. Woolever, SPHR External contributor: Sharon H. Leonard Editor: Courtney J. Cornelius, copy editor Design: Terry Biddle, graphic designer © 2008 Society for Human Resource Management. Fiona L. Robson Note to HR faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0753 © 2008 Society for Human Resource Management. Fiona L. Robson 1 International HRM Case Study Purpose of the Case Study This case study is geared toward an undergraduate audience with a basic understanding of the issues involved in domestic recruitment and selection. The case is based on a fi ctional organization in the United Kingdom’s hotel industry; however, the content covered is relevant internationally and among different industries. The material is presented in this manner to allow you to apply theory to a practical situation. You will have an opportunity...

Words: 2383 - Pages: 10

Premium Essay

Hrm Case Study

...[pic] HRM Case Study Assignment – 2012 Phalicia Pang Matthew is a bright, popular, and well-informed mechanical engineer who graduated with an engineering degree from University of Glasgow, U.K in July 2011. After her graduation, she went out on many job interviews, most of which she thought were conducted courteously and reasonably useful in giving both her and the prospective employer a good impression of where each of them stood on matters of importance to both of them. It was, therefore, with great anticipation that she looked forward to an interview with the one firm in which she most wanted to work, WWF Environmental. She had always had a strong interest in cleaning up the environment and firmly believed that the best use of her training and skills lay in working for a firm like WWF, where she thought she could have a successful career while making the world a better place. The interview, however, was a disaster. Phalicia walked into a room in which five men – the president of the company, two vice-presidents, the marketing director, and another engineer – began throwing questions at her that she felt were aimed primarily at tripping her up rather than finding out what she could offer through her engineering skills. The questions ranged from unnecessarily discourteous (“Why would you take a job as a waitress in college if you’re such an intelligent person?”) to irrelevant and sexist (“Are you planning on settling down and starting a family anytime soon...

Words: 473 - Pages: 2

Premium Essay

Hrm Case Study

...HRM Incident 1 (A Matter of Priorities) MGT 331 (Management of Human Resources) March 23, 2014 Professor J. Barnes Background Sheila Stephens, a production manager for Thompson Manufacturing was put in an unfortunate situation while attempting to juggle a busy work schedule and interview a potential candidate. The human resource manager caught her off guard and insisted she give some attention to an individual he felt would be an asset to the company. Stephens juggled competing interruptions during the course of the interview including phones calls and having to leave the room. The constant interruptions could make the applicant think that his potential manager is not up to task. Current Challenges Whenever a manager conducts an interview, there are always challenges. The key to a successful interview is to be time conscious. The interview should be performed with the least amount of interruptions as possible. The resume of the candidate should have already been reviewed. Also, the inquiry should be structured to include information relevant only to the qualifications of the candidate for the position. An interview is not just an assessment of the individual looking for a position but also an assessment of the organization by the individual. Having a smooth-flowing interview is important as it allows continuous exchange of ideas and conversation (2014, para. 1). Analysis of Issues Stephens was definitely too busy to accommodate an interview on that particular day...

Words: 536 - Pages: 3

Premium Essay

Hrm Case Study

...Case Study-1 Jack Nelson’s Problem Chapter-1 Introduction to Human Resource Management Page: 1 * The case is all about the necessity & functions of HR unit in a local bank. In this bank Jack Nelson is a member of board of director and Ruth Jonson is an excellent employee. As Mr. Nelson was very much curious about how Jonson operate her machine, she briefly gave an idea about it. Speaking with the in-charged supervisor of a branch of this bank Nelson found that something was wrong inside the branches. But unfortunately it was not known to Jonson. Jonson found out the main problem and it was high employee turnover. In this bank selection time of employee is very short and at the same time the new employer quit their job in a very short time. All branch supervisors hire their new employees without communicating with the home office or other branches. During the time of development of opening, the supervisors tried to find a suitable employee to replace the worker who had quit. After visiting the 22 branches, the finding is that problems are similar mostly. Nelson wondered about the movements that he should take and the home office steps. The more he thought about the matter, the more perplexed he became. The problem is as much as complex that he couldn’t put his finger on that problem and he did not know the actual place whether to report his findings to the president. * Most of the experts believe that there are five basic functions that all managers perform...

Words: 12223 - Pages: 49

Premium Essay

Hrm Case Memo

...CASE MEMO VERIZON COMMUNICATIONS INC: IMPLEMENTING A BALANCED SCORECARD By : Pallabi Roy (35) Pranjal Yadav (37) Rudra Prasad Banerjee (43) Sherin S Mathews (49) Sohini Banerjee (52) Srijan Sinha (53) Supratim Datta (55) By : Pallabi Roy (35) Pranjal Yadav (37) Rudra Prasad Banerjee (43) Sherin S Mathews (49) Sohini Banerjee (52) Srijan Sinha (53) Supratim Datta (55) CASE SUMMARY Company profile: Verizon is a global leader in delivering innovation in communications, information and entertainment. It has close to 90.0 million customers. 130 million customer connections (wireless, wireline, broadband and TV) are served every day by them. It has its headquarters in New York City and Operations Center in Basking Ridge, N.J. Its key products and services are: * Wireline voice and data services * Wireless services * Publishing of print and electronic directories Company Evolution: Originally, before the passage of the Act, Bell Atlantic, NYNEX, and other “baby bell” companies were formed. Then in 1996, Congress passed the Telecommunications Act which aimed at deregulation in the telecommunications industry. The total value of mergers and acquisitions had increased considerably after the passage of the act. Soon after this, Bell Atlantic / GTE merger was announced. The entity thus created was named as Verizon. Verizon had more than $22 billion in cash flow. * It had $6 billion revenues and 260,000 employees * It was the largest...

Words: 1253 - Pages: 6

Premium Essay

Hrm Case Study

...* The case is all about the necessity & functions of HR unit in a local bank. In this bank Jack Nelson is a member of board of director and Ruth Jonson is an excellent employee. As Mr. Nelson was very much curious about how Jonson operate her machine, she briefly gave an idea about it. Speaking with the in-charged supervisor of a branch of this bank Nelson found that something was wrong inside the branches. But unfortunately it was not known to Jonson. Jonson found out the main problem and it was high employee turnover. In this bank selection time of employee is very short and at the same time the new employer quit their job in a very short time. All branch supervisors hire their new employees without communicating with the home office or other branches. During the time of development of opening, the supervisors tried to find a suitable employee to replace the worker who had quit. After visiting the 22 branches, the finding is that problems are similar mostly. Nelson wondered about the movements that he should take and the home office steps. The more he thought about the matter, the more perplexed he became. The problem is as much as complex that he couldn’t put his finger on that problem and he did not know the actual place whether to report his findings to the president. * Most of the experts believe that there are five basic functions that all managers perform and that are- planning, organizing, staffing, leading and controlling. These functions represent the management...

Words: 317 - Pages: 2

Premium Essay

Hrm Case Analysis

...XIAMEN AIRLINES: PAY FOR PERFORMANCE Company Overview: Xiamen Airlines was established in July, 1984 jointly by CAAC and the Fujian Provincial government. By December 2013, its shareholders were china Southern Airlines Co. Ltd., Xiamen C&D corp. Ltd. And Jizhong energy Resources Co. Ltd with 51%, 34% and 15% of shares respectively. They are the only Chinese Airlines featuring all Boeing fleet, operating 102 fleet with 16,650 seats on 218 domestic routes and 26 International and regional routes. They are known for its excellent customer service and extraordinary safety performance. In 2014, Xiamen Airlines employees 11,000+ employees including 1000+ pilots. Airlines Industry in China: Strengths | Weakness | * Highest population in the world * Permitting the private sector to enter into the industry * Increase in Passenger traffic * Steady increase in the need for transportation within the country * Regulation for pilots to avoid them from switching the companies | * Huge investment * Very less players in the market | Opportunities | Threats | * Industry is growing 10 times faster than USA * The revenue passenger kilometer increased by 12% | * Hugh speed rail system development * Pilot shortage | Challenges faced by Xiamen Airlines: * High attrition rate of the pilots and switching to other airlines * Unequal pay system i.e. more pay for the foreign pilots and relatively lesser pay for the domestic pilots * Lack...

Words: 1062 - Pages: 5

Free Essay

Hrm Case Study

...高鹏程 2220120641 HRM assignment Strength: 1. It can get to know more information about the candidate from social network: it’s more and more difficult to get some real information about the candidates from normal interview. There are so many standard answers even some lied answers. The candidates are more and more skillful and diplomatic to answer the interview questions. On the other hand the candidate will show his/her real thought in the website without awareness. 2. For some special position in government or security related, it's surely necessary to know the real background of the candidate. Some terrorist or extremist have chance to be detected. 3. It’s illegally to ask some questions such as marriage status, religion, sex-oriental. But sometimes it’s easy to get some indication from the social network. 4. The company can get the information about the judgment personality according to which article he/she issued or reproduced. Weakness 1. Together with the popularity of asking this kind of questions, the candidate will make up his/her social network intentionally or even make some dummy and fake profile to get the good view from the company. So the interviewer will get the prepared wrong information which is more dangerous. 2. The attraction of the company who like to give this kind of request will be decreased much for the talent who like freedom. It will restrict the scope where company can recruit the good staffs. Opportunity ...

Words: 386 - Pages: 2

Premium Essay

Hrm Case Study

...Serving Internal Customers The HR department has many internal customers to serve, including employees and their managers. The needs of employees and managers may sometimes be in conflict. To help resolve these conflicts, a focus on the overall needs of the organization, and the role HR plays in helping to meet those needs through recruiting and retaining productive workers, is key. The importance of customer service with internal customers relates to the ability to recruit employees whose skills and abilities are aligned with the job; to provide orientation and training to ensure productivity; and to manage turnover through ongoing coaching and counseling and the provision of a workplace that has effective reward and recognition systems. Serving External Customers HR has a variety of external customers to serve. Primary among these are the legal and regulatory agencies that provide direction about how employees are to be treated during the hiring and employment relationship, including issues related to safety and security. HR's role in relation to customer service with external customers impacts the company in terms of the ability to minimize time spent on compliance activities and, ultimately, to minimize the risk associated with claims and lawsuits. Sponsored Links NLP Certification Course Get a Certification in NLP with the Best Training in India www.soexcellence.com/nlp+training Serving the Organization HR is in a precarious position between serving the needs...

Words: 642 - Pages: 3

Premium Essay

Hrm Case Study

...2. What can Nekeisha do now to diminish the negative impact of her evaluation of Bill ? The question tell us that, after Nekeisha help Bill during the performance appraisal by giving him such high rating, there will be negative impact arise in the company. This statement come based on two facts which is; First, Bill had been experiencing a large number of personal problems. Definitely people who work together with him will easily know how was his work performance during that period of time. Second, after Bill was being told by Nekeisha about what she has done, he was excitedly looking forward to telling his work buddies about what a wonderful boss he had. This might caused a big question in his buddies mind about what Nekeisha has done till make Bill, the low average performance employee, become so this exited. These two facts will give other workers such a view regarding what Bill supposed to receive during the annual performance appraisal based on the fact that they have seen. However, at the end, what they thought is not happening at all. Basically, as a human being, Nakeisha has good intention to help Bill to ease his burden. This good attitude might get a good appraisal from most of people. However, by doing this, Nekeisha has also done a very big mistake in her career as a supervisor. Her biased evaluation toward bill will of course make other workers to be jealous, and this might lead to a serious negative impact such as employees will judge her as being unfair...

Words: 504 - Pages: 3

Free Essay

International Hrm Case 1.2

..._____9/12______________________ Assignment Title: _____Case 1.2___________________________________________ CERTIFICATION OF AUTHORSHIP: I certify that I am the author of this paper and that any assistance received in its presentation is fully acknowledged and disclosed in the paper. I have also cited any sources from which I used, data, ideas or words, either quoted directly or paraphrased. I also certify that this paper was prepared specifically for this course. Student signature(s): * * * * * * * * * * * * * * * * * * * Professor’s grade on assignment: Comments: 1. In the case of Harry Ramsden’s, I think the main issue they had to deal with was the difference in culture. Since fish and chips is a traditionally English meal, it may be known in other cultures but not widely consumed and it may not be accepted by a local culture. As stated in the case, one of the main concerns they had when they opened a location in Japan was that Japanese consumers had a reputation for having an aversion to greasy food, which is what fish and chips is. Another issue was that it seems like they were expanding globally without any clear plan. In the quote from Richard Taylor, he stated “We need experience now”, which makes it sound like they were essentially going to open new locations and gain experience from trial and error, instead of hiring some executives with experience in this area to help develop a strategy. Because of the rapid growth and seemingly poor planning...

Words: 456 - Pages: 2