Summary of the Situation
Hallington Utilities Services (HUS) has been in business since 1979 and has many problems throughout the organization. Marion Forbes, senior human resource manager, decided to carry out an organizational assessment to see what needed to be revised in her department. What should the human resource strategy at Hallington consist of? There is lack of effectiveness in departments due to fear of downsizing, lack of motivation, weak recruitment and training strategies, poor communication skills, past favoritism and sweetheart deals, and inadequate compensation benefits. The employee morale has been slowly declining due to changes being made around the organization. The HUS systems need to be updated, along with policies and procedures within their organizational structure. Forbes needs to think of a strategy that would motivate the employees to work up to their potential, have an effective employee base and compete successfully in the competitive market of suppliers.
Analysis of the Situation The current system that is being utilized at HUS is definitely not as effective as it should be. For a organization consisting of 275 employees, a strong and sufficient communication line is needed. There is no effective communication being used and it is putting a strain on productivity, morale and job security. The employees are not being fully informed by managers or supervisors but just going off word of mouth tactics. Job security and stability are always up in the air, due to miscommunication. Steve Knott explained that by telling Forbes of the rumors going around about the organization downsizing. For the past several months, he has been hearing that the organization was downsizing and then he would hear that they were not. Regardless of his seniority, he still worries about his job because he knows that it is not safe.
It also seems as if the