Hrm Case Study

In: Business and Management

Submitted By henghooi2010
Words 473
Pages 2
[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?”). During the interview, one of the marketing managers voiced his concern that Phalicia might be too young, pretty and not physically built for this demanding task. Then, after the interview, she met with two of the gentlemen individually (including the president), and discussions focused almost exclusively on her technical expertise. She thought that these later discussions went fairly…...

Similar Documents

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......

Words: 386 - Pages: 2

International Hrm Healic Case Study

... | |Assestment1 | |International HRM | | | | | |3/21/2011 | | | CONTENTS Terms of references 3 Methods of investigation 3 Findings 3 Conclusions 17 Recommendations 17 Reference 18 Bibliography 18 Words: 3517 1.0 Terms of reference In order to complete International HRM unit task, a formal report has been requested. The task is to carry out an investigation and undertake a role of Management Consultant to look into the issues influencing movement of new plant to other......

Words: 3480 - Pages: 14

Hrm Zappos Case Study

...Zappos Case Study Introduction Zappos is a successful company with a unique corporate culture and impressively low turnover rate. This case study explores the human resources strategy employed by the company, focusing first upon the significance of the environment upon human resources. The paper then identifies how the Zappos strategy fits within the human resource management model. The final section discusses the core strengths and weaknesses of the Zappos HR strategy. While the Zappos human resource practices are characterized by many strengths, they could be improved by enhancing the accountability of managers responsible for conducting performance appraisals and inviting a greater degree of employee feedback into the appraisal system. Both of these relatively small opportunities for change are consistent with the company's overall company culture. Environment and HR The external environment plays an important role in determining the direction of a company's human resources strategy. "An organization's strategy must be appropriate for its resources, environment circumstances, and core objectives. The process involves matching the company's strategic advantage to the business environment."[1] Companies develop networks with external entities, such as customers, suppliers and investors, which must be cultivated to ensure longevity.[2] Human resources must ultimately support the business with practices that will enable it to interact and compete within the surrounding......

Words: 1863 - Pages: 8

Case Study Paper on Hrm

...“Practice and Problem of Human Resource Management” A Case Study On International Turnkey Systems (ITS) Prepared for Abu Saleh Mohammed Shameem Prepared by Lifat Farzana ID: 2012010005076 Batch: 8th, MBA (Friday) Sec: C Semester: Fall, 2012 Date of Submission: 04 Jan, 2013 Southeast University INDEX 1 Introduction 5 2 History & Background 6 3 HR Functions 7 3.1 Recruitment and Selection 7 3.1.1 Manpower Planning 7 3.1.2 Recruitment 7 3.1.3 Contract of Employment 7 3.1.4 Date of Employment 7 3.1.5 Confidentially 7 3.1.6 Orientation 7 3.1.7 Probation Period 8 3.1.8 Transfer 8 3.1.9 Internal Transfers 8 3.1.10 Intra location Transfers 8 3.1.11 Temporary Transfer 8 3.1.12 Permanent Transfers 8 3.2 Working Hours 9 3.2.1 The standard working hours 9 3.2.2 Working Hours during Ramadan 9 3.3 Remuneration And Service Benefits 10 3.3.1 Other Service Benefits 10 3.4 Performance Management 10 3.5 Travel Policy 11 3.5.1 Per Diem 11 3.5.2 Business Travel 11 3.6 Leave And Official Holidays 12 3.6.1 Annual leave 12 3.6.2 Other Types of Leave 13 3.7 Termination of Service 13 3.7.1 Notice......

Words: 3950 - Pages: 16

Google Case Studies- Hrm

...knowledge innovation and trust more than mere comparative analysis of sales/services and market share, and the hierarchy of the centre and periphery model is evolving into a different paradigm. Human Resources specialists are more important in business strategies today as there’s a change in market dynamics; more so in the present economic situation of a global recession and downturn across industries as economies around the world are globally connected and interdependent. An organization with performance driven HR planning and development practices distinguish itself from competitors and brings quality & loyal workers who are committed and passionate about the success of their organization. In order to understand the concepts and HRM strategies/practices learned in lectures better, I have chosen the company that has ranked 1st on ‘100 Best Companies to Work For’ list of Fortune (a well-known international business magazine) for 2007, 2008 and 2012. , based in Mountain View, California, Google is the world's most popular search engine. The company started out of a garage in 1998, has generated wealth faster than any company in history and now dominates the worlds’ information industry. Currently, Google has more than 30,000 employees worldwide is not just known for its innovative breakthroughs in the technology industry, but is also known for innovative human resources (HR) policies. Google is an icon of success among Internet companies. A survey conducted by......

Words: 3599 - Pages: 15

Hrm Group Case Study

...Dr. Pepper Snapple Group Case Study Marcela Beas Dr. Pepper Snapple Group March 5th, 2013 Current Situation Analysis Mission/Vision Statement The Dr. pepper Snapple Group fuses its vision and mission statements saying, “At Dr. Pepper Snapple Group, it is our vision to be the best beverage business in the Americas. Our brands have been synonymous with refreshment, fun and flavor for generations, and our sales are poised to keep growing in the future.” This stamen is straightforward and informatively average. It establishes the company’s goal and core values. Also, it highlights DPS’ interest in future sales growth. The company includes its business strategy stating that it focuses on building and enhancing leading brands, pursuing profitable channels, packages and categories, leveraging an integrated business model, strengthening routes to markets, and improving operating efficiency (Dr. Pepper Snapple Group). External Analysis Government policies and regulations affect business development and growth. Products have to be consistent with the USDA’s dietary guidelines and adhere to the FDA’s standards for health claims. Due to the current post-recession economy, growth is expected to be slow since existing demand patterns are expected to change as consumers become more health conscious. Moreover, global awareness and concern regarding the impact of climate change continues to be a focal point as business seek to achieve better business in terms of reduced......

Words: 1926 - Pages: 8

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......

Words: 536 - Pages: 3

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......

Words: 317 - Pages: 2

Case Study at Tesco Hrm

...of roles in both store and non-store functions, such as: • Customer Assistants on the shop floor either directly assisting customers or preparing orders for delivery to customers who have ordered online • Department Managers leading a team of Customer Assistants • Warehouse employees who help catalogue and store clothing, food or brown goods in Tesco Distribution Centres or in stores • Office-based staff working in a range of functions at Head Office, including Finance, Purchasing, Personnel or Marketing • Logistics staff who plan and carry out the distribution of products to stores. Tesco recognises that increasing knowledge, improving skills and job satisfaction of employees are all vital to the continued growth of the company. This case study looks at how Tesco provides training and development opportunities for its employees. CURRICULUM TOPICS • Workforce planning • Training • Development • Appraisal GLOSSARY Acquisition: where one business takes over another e.g. by purchasing a majority of shares. Consumers: the user of a product, who may or may not be the buyer of it. Diversify/Diversified: undertake activities in different and unrelated markets and products from those activities undertaken in the past. Workforce: the group of people who work in a company, industry, country, etc. Brown goods: electrical goods such as TVs, DVD players etc. Skills: specific abilities, attributes and techniques. Job satisfaction: the degree of contentment and pleasure that an......

Words: 2764 - Pages: 12

Hrm Case Study

...merely to help Bill to solve his problem although it was a wrong way. In the earlier time, Nekeisha should tell Bill personally, that what she has done is merely to help him solving his problem. So that he must not be very proud of it. Nekeisha must be able to convince Bill that it was part of corporate social responsibility toward the employees. However, Nekeisha should force Bill to promise her that he will show a better performance in the future. And if he is failed to do so, he will not be given the next benefit, or might be fired from the company. Dilemma; If the upper management know about her biased evaluation, she will be judge as unprofessional and when the worst come to worst, she might be fired from the company. So, before the case was brought to the upper level management meeting, Nekeisha has to make sure that Bill will improve his work performance....

Words: 504 - Pages: 3

Hrm 552 Case Study Analysis

...Case Study Analysis – Connecticut v. Teal (1982) HRM/552—Organizational Training and Development Case Summary The case of Connecticut vs. Teal is a part of landmark Supreme Court cases that were heard in the 1980s. Black employees that worked for the State of Connecticut were promoted to supervisors with a provision that for their promotion to become permanent, they would have to pass a written examination. There were 48 black candidates and 259 white candidates that took the written examination. A little over half of the black candidates that took the examination passed, however the black employees that did not pass were excluded from the remaining selection process to become permanent supervisors (Connecticut v. Teal, 1982). These employees filed lawsuit against the State of Connecticut in Federal District Court alleging that, “petitioners had violated Title VII of the Civil Rights Act of 1964 by requiring, as an absolute condition for consideration for promotion, that applicants pass a written test that disproportionately excluded blacks and was not job related (Connecticut v. Teal, 1982). Prior to the case going to trial, the petitioners promoted 22.9% of the black candidates and 13.5% of the white candidates from the eligibility list. Due to these promotions, the employer felt that by applying the bottom line concepts, the black employees had been more favorably promoted. The District Court sided with the employer and ruled that the “bottom line” percentages......

Words: 692 - Pages: 3

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......

Words: 2383 - Pages: 10

Hrm Case Study

...Case Study: Salary Inequities at Acme Manufacturing When it comes to developing strategic pay plans it is important to have a good understanding of some basic factors to determine pay rates. Employee compensation is “all forms of pay going to employees and arising from their employment” (Dessler, 2013, p. 352). According to Dessler (2013), it consists of both “direct financial payments and indirect financial payments.” As we explore the case study of Acme Manufacturing, we will see the salary inequities and the struggles that the newly appointed president, Joe Black, has to go through to fix those issues. In an article titled “Fair Pay or Power Play?” Shin (2013) reported that “pay inequity provides strong motivation for CEOs to restore equity.” For this case, I will identify some issues and recommend some plans to resolve the salary inequities in the Acme case. Some key issues that existed within Acme Manufacturing were: lack of individual equity, internal equity issues, no pay structure for salaried employees, and lack of legal considerations in compensation. Equal Pay Act of 1963 (EPA) “makes it illegal to pay different wages to men and women if they perform equal work in the same workplace.” (“Laws Enforced by EEOC,” n.d.). With the previous president, Bill George, salaried employees bargained their pay. Joe Black identified that there were female supervisors that were earning less than male supervisors. Ultimately the underlying issue was management failed to......

Words: 321 - Pages: 2

Hrm Case Study

...other slot for me, then I would have second thoughts about continuing to work for this company." "May I reiterate," said Prakash, "that I value your role and it is precisely because of this that I am delegating to you the work I have been personally handling so far? May I also state that I am upgrading the job not only because it is important but also because it should match your existing stature in the organisation?" "I need to think about this. I will let you know tomorrow," said Srivastav and left the office. What should she do?26 after by Naik who would have boardroom responsibility for both domestic and export sales. "If you continue in marketing, you will have to be reporting to Naik which I thought may not be fair to you. In any case, we need someone who is strong in marketing to handle public affairs. Let me assure you that the new post I am offering will in no way diminish your importance in the company. You will in fact be reporting to me directly." ''You are being unfair and your are diminishing my importance in the company," reported Srivastav. "You know that I am a hardcore marketing professional and you also know I am the best. Why then am I being deprived of a rightful promotion in marketing? Tell me," she asked pointedly, "would you have done this to a male \ colleague?" ...

Words: 768 - Pages: 4

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......

Words: 12223 - Pages: 49