Ideal Case Hr

In: Business and Management

Submitted By lsrusterholz
Words 321
Pages 2
Olympic Group Acquisition of Ideal Case

Olympic Group (OG), an Egyptian white goods giant, acquisitioned IDEAL, a state-owned home appliance company. The case discusses the macro-economic and political environment past, present and future in Egypt, the history of the home appliance industry in Egypt, and IDEAL’s and OG’s business model. After an in-depth insight into these topics are addressed, the situation post acquisition with production, human resources, staff, operations and the IDEAL brand image were explored in search of an answer for the best way to integrate the two companies.

Many obstacles arose because the companies were so vastly different from each other, starting with the obvious: transforming IDEAL from a state-owned company to a private-owned company. Saying so, the differences were on complete opposite ends of the spectrum in regards to the organization structures, ideas, values and overall culture of the companies individually. Another worrisome conflict that was very evident was the emerging of employees from the two firms, as uncertainty prevailed in the most effective and efficient way to accomplish this without negatively impacting overall performance.

I would recommend that OG create programs or incentives to help keep employee morale high. For example, tracking individual’s progress in a recording system to ultimately demonstrate the opportunities available to them and how they can and will accomplish an achievement in exchange of promotion. Also, I think that a review needs to be done of both employee contracts before the acquisition occurred, and a new contract should be devised that is essentially a compromise for both sides; a behavioral learning approach. Once the employees get adjusted to the new contract, then a slow introduction of new business models and products can be presented to them. This process has to be gradual in…...

Similar Documents

Norstorm Hr Case Analysi

...| 1. What is the cause of the problems described in the case? How serious are these problems? The cause of Problem in Nordstrom is misaligned Compensation system. The Compensation is not vertically aligned with the Strategy of the company. Nordstrom depended on its sales employee for customer care and selling the products. However, the compensation structure was not adequately aligned to reward those behaviours which forced employees to work off-hours without getting Compensated for it. The problems were very serious as is evident from the case; the company came under a barrage of national class action suits which made a huge dent into the brand of the company. They had to make a $15 million fund which wasn’t enough. More importantly, it broke the numero Uno position and aura that Nordstrom was enjoying vis-à-vis their competitors. 2. Are Nordstrom employees pressured inappropriately by the sales-per-hour system? By management? Yes, Nordstrom employees are pressured quite inappropriately by the SHP ( Sales Hour Performance) system. In this system, employees were assigned a given SHP and if they go above the SHP , then they would be eligible for commission otherwise they will just get the base price. Now, the employees worked “off hours” for doing everything from writing Thank You letters to sales meetings etc. but if they add the “off hours” then the SHP will go below the stipulated figure and they will not eligible for commission and without the......

Words: 917 - Pages: 4

Hr 598 Case Study

...Case Study: Getting and Using Compensation Information “Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according to the business needs, goals, and available resources.” The three careers I chose for this case study are Public Relations Specialist, High School Teacher, and Project Coordinator. The reason for me choosing these specific careers was that I’ve held each one at some point in time. In this case study we will examine why each job has different salary ranges and why. Question #1 Doing this research I’ve come to find that out of the three jobs that I selected, a project coordinator is paid the most on average. The project coordinator is paid $89,509 a year on average. I was shocked to find out that out of the three careers chosen, that a public relations specialist is paid the least of all three. The public relations specialist on average is paid $45,931 a year. I expected that the project coordinator position would be the highest paid out of the three, however I did not expect for the teacher to be paid more ($53,447 a year on average) than the public relations specialist. I expected the teacher to be paid the least of all three. Usually teachers are thought...

Words: 2251 - Pages: 10

Hr Case Study

...initiative the “One-Firm Firm.” • They implemented a new mission statement that said: “Morgan Stanley’s people are the source of our competitive advantage. We will distinguish ourselves by creating an environment that fosters teamwork and innovation, by developing and utilizing our employees’ abilities to the fullest, and by treating each other with dignity and respect.” • Among the changes Mack made were the following: o Promoted promising employees more aggressively o Hired away top talent from competitors o Reorganized divisions and reassigned personnel • Mack also hired Thomas DeLong, a former BYU professor who specialized in organizational development, to “bring HR to a new level.” DeLong become Chief Development Officer and set up an HR management division called the Office of Development. • Mack faced particular suspicion from the Investment Banking division, in large part since he had come from Fixed Income. In response, he devoted a great deal of time and effort to meeting with I-bankers and their needs. • To improve cooperation and collaboration, each division’s plans were discussed firm-wide so that everyone could clearly understand the entire firm’s goals, and their particular impact on them. • MS also introduced a training program, with training in four skill areas: technical, professional, product, and management. Training sessions brought together managers from lots of divisions and improved communication between......

Words: 1046 - Pages: 5

Advance Hr Case Study

...of a young working adult. Every week he will pump in 60 or more hours in his work. He was labeled as a workaholic and his peers felt the pressure working together with him. Annette has been recently appointed as HR Manager in the company. Annette felt that the employees in the company should have a work-life balance. When she learnt of Terry’s long working hours, she became worried. In the long run, it could affect Terry’s health and his lifespan as a Sales Manager in the company will be shorten if anything or accident should happen to him. When the CEO of the company want to reward Terry for his dedicated commitment to his work, Annette felt that it is not right to reward Terry due to his long hours working habits as it might send the wrong message across to the rest of the employees in the company. But to the CEO’s concern, sales are the most important factor as it generates revenue for the company. Furthermore, Terry is achieving great results. The CEO also hopes to use Terry as an inspiration to the sales department. Q1. Are Annette’s concerns about Terry’s work habits justified? Is Terry a disaster waiting to happen? It is justifiable that Annette’s concern for Terry’s work habits as part of the roles and responsibilities of the HR Manager is to facilitate a work life balance in the company. A work life balance strategy is important as it strike a balance between our job and personal responsibilities. (Solutions 2010) According to a recent......

Words: 498 - Pages: 2

Hr Case Study

...Application Case 16-1: The case for and against Drug Testing As a Human Resource Professional, there are many issues that must be addressed, and often the intent behind policies implemented to address these issues seem to be at odds with one another. With the cost of hiring, training, ongoing support and team building kept to a minimum through employee loyalty, the spectre of drug testing can seem to put a large crack in any progress a company has made building long term morale. At what point does a happy, seemingly productive workplace lock horns with the issues of safety, absenteeism, poor work performance and the potential of systematic lenience towards criminal activity that can go alongside drug and alcohol abusers in the company’s midst? This is a touchy subject primarily affecting those amongst a company who are most likely to pass it. Employees find comfort in being trusted by their employers. There is an intrinsic satisfaction that comes from feeling valued, accepted and trustworthy by one’s superiors. Given the reputation of drug screenings, many employees will have heard horror stories of jobs lost when employees tested false positive for bona fide prescription drugs or even cough medicine. Further, it has been argued that routine abusers have found ways and will continue to find ways to cheat the system. Combatting that, some employers have implemented “watchers” who stand and watch the employee urinate in the cup. (Staff, 2010) Certainly, most......

Words: 1288 - Pages: 6

Hr Case Study

...STAFFING MANAGEMENT INSTRUCTOR’S MANUAL Four Recruitment and Retention Case Scenarios By Marcia R. Gibson, Ed.D. Project team Author: SHRM Project contributors: External contributor: Editor: Design: Marcia R. Gibson, Ed.D. Nancy A. Woolever, SPHR Sharon H. Leonard Courtney J. Cornelius, copy editor Kellyn Lombardi, graphic designer © 2008 Society for Human Resource Management. Marcia R. Gibson, Ed.D. 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 08-0873-IM Introduction These recruitment and retention case scenarios are designed to be presented sequentially, since each scenario builds upon the previous one. They are intended for undergraduate college students. LearNING oBjectIVeS Students will learn to:  Determine recruitment needs. Identify recruitment policies and guidelines. Determine a recruitment strategy. Develop a communication plan to......

Words: 6125 - Pages: 25

Hr Mgmnt Case Study

...George wants to complete his Bachelor’s degree in nursing and the needed courses are only offered in the evenings.  George 's supervisor informs the staff of an upcoming opening in the morning shift and advises them of the application deadline.  Based on some of the rumors that have circulated regarding past practices of his supervisor, George knows that his supervisor has already filled the position with one of her closest friends and that George's completing an application and interviewing for the position is nothing more than an exercise in futility.  George brings his concerns to you, the HR supervisor.  He claims that his gender and sexual orientation has affected his nursing supervisor's decision and that any complaint from him to the nursing supervisor will result in retaliation or termination. In 4 to 5 pages respond to the following: 1. What would you say to George about the ideal legal and ethical hiring practices? 2. What can you do to ensure that the recruitment and selection process is fair and consistent with the requirements of federal and state laws on hiring practices? 3. How would you address this with George's nursing supervisor? 4. What steps can be taken in addressing George's concerns for retaliation or termination? 5. Where does the human resource department fit into this scenario? George brings his to complaint to the human resource department to inform me about this issue he currently views. He is applying for the morning......

Words: 1731 - Pages: 7

Hr Planning Case 2

...present data. Forecasting provides information about the potential future events and their consequences for the organisation. It may not reduce the complications and uncertainty of the future. However, it increases the confidence of the management to make important decisions. Forecasting is the basis of premising. Forecasting uses many statistical techniques. Therefore, it is also called a Statistical Analysis. In this case for Clipper Products it was noted that the organization has decided to not renew their Service Contracts when they expire within the next year however they will continue to support the contracts until expiry. Upon my calculations, to summarize, at 6 months there will be 6 Account Managers, 188 cleaners and 11 supervisors. Clipper Products has decided to not renew 30 of 50 contracts that are due to expire. The contracts have been reduced by 60 % therefore the workforce should be reduced by 60 % based on the metrics required to fill each contract. A hiring freeze has been invoked at this time as we know now we have an HR Surplus. An HR Surplus is when my internal workforce exceeds the required demand required. A surplus requires downsizing efforts by the organization in order to maintain the established budget. The strategy will consist of invoking a hiring freeze, natural attrition, reducing hours and shifts, layoffs and lastly termination with severance packages. Natural attrition is the process of reducing the workforce to decline naturally due......

Words: 567 - Pages: 3

Hr Case Study Accenture

...Although a workforce strategy relying, in part, on external talent can deliver multiple benefits, it also requires finding high-quality project-based workers and ensuring they are as engaged and top-performing as an organization’s permanent workforce. To help achieve those goals, Accenture recommends that companies focus on the following dimensions: * Source talent in the cloud.  * Become a talent broker. Companies and their HR organizations can become their own talent brokers, analyzing the vast array of data available to better facilitate matches between workers (external or internal) and specific tasks or projectsFacilitate interaction among your entire workforce.  * Integrate talent-related processes and systems. . * Create new organizational structures or roles that cross boundaries and disciplines. Segment the extended workforce.  * Creatively apply talent management practices.  Conclusion: Playing a growing role * Accenture analysis has found that an extended workforce strategy is growing in importance. In many cases, permanent job roles are giving way to project-based roles that require specific skills. * A workforce strategy that utilizes project-based workers can give companies access to highly skilled talent. Companies can be agile and responsive to changing marketplace needs—provided that they can effectively adapt their traditional talent management practices, sourcing strategies, knowledge-sharing tools and community-building......

Words: 1123 - Pages: 5

Hr Case -Taj

...overwhelming the guest with a flurry of apologies. All this may sound trivial, but this emphasis on systems has probably lead to Indian Hotels being chosen as a case study by Harvard Business School. It all began last September when IHL's senior V-P (human resources) Bernard Martyris took part in a 12-day HBS executive programme on HR management with 80 participants from 26 countries. While most of the participants shared notes on common issues, the cultural aspect of HRD often came up for discussion. Using the experience of his own company, Martyris talked about how IHL had moved from a work ethos, which was relationship-based (especially during the Kerkar days) to one which now depends on solid systems and is more task-oriented. According to Martyris, IHL has been selected as a case study because the evolution of systems in aspects like work ethos, leadership and cultural change can be traced from its relation-based roots to its current systemic form. The IHL case study will be introduced in the Strategic Management Course and will be a part of the core MBA programme and not just the multiple short-term courses which HBS offers. Professor of organisational behaviour at HBS Thomas J Delong said that though he rarely takes up a case study in HR with a participant, this time he saw the opportunities and processes to unite a case. Apart from being able to trace the evolution of systems, HBS was also impressed by the ability of the Taj Group of hotels to combat major......

Words: 622 - Pages: 3

Hr Case Study 11

...JH Date: September 25, 2013 Case 11: Investigating a Sexual Harassment Case Step 1: HR Problem Identification Mary Booth, a SenGlas Company Shipping Coordinator, came to the HR Manager James Tilden and said she wanted to file a formal complaint against one of her coworkers for his harassing behavior. The coworker, Bob Simonsky, had made false accusations about Mary to Ginny Miller, revved his forklift engine and drove straight at Mary while laughing and slammed the metal forks of his fork-lift on the ground in an intimidating manner. In addition, he continuously refused to take directions from Mary about which trucks to load or unload, twice had thrown a cigarette butt at her and regularly tore up instructions she left for him. Two other fork lift drivers, John Griffin and Henry Jackson, had overheard Simonsky say that women did not belong in the warehouse area and that he preferred working with men and the he had told another worker, Henry Mueller, that “Booth had f***** with the wrong person and that when he got through with her not even Jesus Christ himself would be able to save her.” When Mary first started in the position as Shipping Coordinator, Simonsky had told her, “I hate that maggot”, referring to Sally Jenkins, the previous Shipping Coordinator, “I should have killed her when I had the chance.” Step 2: Identify Cause(s) of HR Problem First, James Tilden reads up on the current Sexual Harassment Policy. It states “all employees are entitled to work......

Words: 525 - Pages: 3

Hr Case Study 1

...Southwood Schools: A Case Study in Recruitment and Selection 16 February 2016 University of Maryland University College Abstract The selection and hiring of a new employee can be a daunting task for any organization. Every company wants the best of the best; new candidates that strive to perform their job with passion, while bringing value to the company, the team, and themselves. With effective recruitment efforts, many hopeful candidates are now at your reach. But how do you choose the right person for the job? Choosing the most effective selection method (or combination of methods) can help an organization differentiate between the good candidates from the great candidates. This paper provides a comprehensive list of different selection methods, their definitions, and their advantages and disadvantages. Understanding the different options and comparing them can help an organization specify the selection methods best suited for them. Different Selection Methods Selection Method | Definition | Advantages | Disadvantages | Application Form | An application form is a form or series of forms filled out by an applicant as a process of informing a company they are interested in a position that is being announced. | * Traditional way that applicants express interest in a position that most candidates are familiar with. * Can be used to provide skills, abilities, knowledge, and experience for that particular position, instead of their entire history......

Words: 2661 - Pages: 11

Hr Case Study

...the importance of Human Resources (HR) as a value added function, especially as we move towards a new corporate structure. If correctly aligned to the business strategy, HR is critical in ensuring the success of the transition. Under Arnold’s leadership, the focus was to operate as a “one family company”, with HR was responsible for organising expensive leadership programs and sales conferences. There is a lot more to the role of HR than what the Board understands. Let me explain – 1. Using your knowledge of HR strategy, provide a rationale for the contribution of HR to the change process in this corporate context. With the impact of globalisation and the need to remain competitive, companies have had to reassess various departmental activities to meet new organisational objectives (Lawler & Mohrman, 2003). A new strategic role for HR is one of these changes. Cabrera & Bonache (as cited in Lengnick-Hall et al., 2009) argued that Human Resource Management (HRM) practices are an essential part of a company’s corporate business strategy. Combining business strategy and people management together creates a new set of responsibilities, a bigger challenge for HRM and an increase in HR deliverables (Conner & Ulrich, 1996). Therefore, HR professionals must concentrate more on HR strategy, and move away from the traditional HR function that spends time on transactional and administrative activities (Buller & McEvoy, 2012). HR also contributes to an......

Words: 1448 - Pages: 6

Hr Nokia Case

...Intro In the recent years the role of high-tech companies is comparable to the biggest scientific centers that creates value for generations. The rapid development of those companies allows employees to get solid remunerations along with special working circumstances. Those actions enable people to focus on their job and do not spread attention on inconveniences, that is connected with the internal atmosphere. The bright example of such organization is Nokia Company. Nokia was formed as a result of the merger of 3 companies that face people from different cultural and national backgrounds. The management policy of the company had an aim to introduce business procedures that will overcome certain difficulties. Implementation of HR practices reflected in amazing financial results and expanded their market share worldwide. The perfect balance of unique ideas along with information technology development were extremely beneficial for the all members of corporative hierarchy. However, a number of obstacles arose and led to the damaged corporate image. How do reorganizations and massive layoffs, for example in the spring of 2003, affect Nokia’s employees in terms of their attitude and behaviour?  Layoffs and reorganizations itself are the actions directed to terminate or replace a unit of workforce, in order to reach the highest possible effectiveness or stay efficient in hard conditions. Declining of the entire technological industry and bankruptcies among......

Words: 1604 - Pages: 7

Hr Salar Case

...Case Incident Salary Inequities at Acme Manufacturing Joe Black was trying to figure out what to do about a problem salary situation he had in his plant. Black recently took over as president of Acme Manufacturing. The founder, Bill George, had been president for 35 years. The company was family owned and located in a small eastern Arkansas town. It had approximately 250 employees and was the largest employer in the community. Black was a member of the family that owned Acme, but he had never worked for the company prior to becoming president. He had an MBA and a low degree, plus 15 years of management experience with a large manufacturing organisation, where he was senior vice president for human resources when he made his move to Acme. A short time after joining Acme, Black started to notice that there was considerable inequity in the pay structure for salaried employees. A discussion with the human resources director led him to believe that salaried employees’ pay was very much a matter of individual bargaining with the past president. Hourly paid factory employees were not part of the problem because they were unionized and their wages were set by collective bargaining. An examination of the salaried payroll showed that there were 25 employees, ranging in pay from that of the president to that of the receptionist. A closer examination showed that 14 of the salaried were female. Three of these were front-line factory supervisors and one was the personnel director. The......

Words: 1118 - Pages: 5