Human Resource Management Case Studies with solutions. Here we are providing Human Resource Management Case Studies with solutions. HRM Case studies plays vital role in management education specially in subjects like Human Resource Management (HRM), Personnel Management, PAAP etc. It gives clear picture of the concepts when you practice it through case studies. Here we have tried to give some live case studies which are interesting and allows you to think beyond the theoretical part and make you capable to apply the concepts in real time situations. We are also providing to provide solutions which are free of cost. We welcome your feedback about these case studies. Human Resource Management Case Studies with Solutions.
HRM Case Study. Case Study 1. Harsha and Franklin both of them are post graduates in management under different streams. Both of them are close to each other from the college days itself and the. Harsha placed in HR department as employee counselor and. Franklin in finance department as key finance executive. As per the grade is concerned both are. Franklin is silent in. And management is very much satisfied with. During general conversations she feels that Franklin is taunting. Case Study On Hrm With Solution Pdf To WordCase Study On Hrm With Solution Pdf ConverterMehta General Manager Hy- tech technology solutions shocked while go. Mehta who do not want to loose both of them promised her that he will. Metha took Franklin to Canteen to make him comfortable after some general. Franklin, after some hesitations opened his thinking in front of. The problem of Franklin is 1) when he comes alone to canteen the people from other. Even in meetings held in the office. Franklin also questioned that . More over the responsibilities with me are more valuable. After all this things if I am been ignored or unrecognized by the fellow. Mehta explained Franklin the reasons for such partial behavior of the employees. After listening to Mr. Mehta Franklin said sorry for his reaction and ready to take back his. And he called Harsha and spoke with like before. Question. Find the reason that Mr. ![]() ![]() Title: Case Study With Solution On Hrm Author: Sophia Decker Subject: case study with solution on hrm Keywords: Read Online case study with solution on hrm, case. Title: Hrm Case Study With Solution Subject: Hrm Case Study With Solution Keywords: Download or Read Online hrm case study with solution PDF Created Date. Mehta would have given to Franklin. Solution for Case Study. Mr. Mehta listening to this case understood the situation and realized the reason behind the partial response given by the employees towards Franklin and Harsha. As Franklin said both Harsha and Franklin are passed out from same college in same year. ![]() Human Resource Management ICMR Case. Economics, Enterprise Risk Management, Finance, HRM. Human Resource Management Short Case Studies: Case Study. Title: Case Study With Solution On Hrm Author: Juliane Jung Subject: case study with solution on hrm Keywords: Read Online case study with solution on hrm, case study. Download Instant Access To Case Study With Solution On Hrm PDF Ebook Federal Court, Kuta Software Spheres Answer Sheet, John Hull Options Futures Other Derivatives. Case Study: An Analysis of. Both of them joined the company together both have same experience. Even in performance wise both stands in the same level i. He also stated that he holds more responsibility than that of Harsha. One thing Franklin did not notice or analysed is the job profile of Harsha. It is true that Franklin holds more responsibility than that of Harsha but when it comes to direct interaction with employees Harsha wins the employees attention in this aspect. Harsha being counselor in HR she faces the employees every day. She developed good rapport among the employees due to her friendly nature. She is always remembered by the employees whenever they face any problem as she gives good counseling and most of the times she suggest best solutions for such issues. Franklin though holding key position in finance his profile does not allow him to interact with the employees. Though he has helping tendency he does only when someone approached him personally. As the employees of other departments do not have any relation with him they never approach him for help. Mr. Mehta having good experience understood these things when Franklin explained his problems one by one. Later he relates each situation, explained by Franklin with the above said reasons, and made Franklin understood the reality. Mr. Mehta said that the security in the gate or the employees in the canteen who recognized Harsha and not Franklin would have interacted with her during counseling or approached her for any issues. And as usual she would have counseled well or solved the issues of them that is the reason why they treat her and wish her whenever where ever they meet her. When it comes to the case of Franklin they would have hardly met him or interacted with him. When it comes to the point that even in office meetings Harsha, points are valued so Franklin keeps mum. Mehta replied that the points put forward by her would be related to employees or from employees point of view which actually the management wants to know so they give value to her points. And as quoted Fraklin after, one or two such incidents, keeps silent in the meeting. He never made an attempt to raise some suggestions so management does not have any option to listen to that suggestion. After listening to all the explanations given by Mr. Mehta Franklin realized his mistake and felt proud about the Rapport developed by Harsha among the employees. Mehta that he will take back his resignation. And rushed to Harsha to make an apology and to meet her as a friend as like his college days. Case Study HRM 2. Watson Public Ltd Company is well known for its welfare activities and employee oriented schemes in manufacturing industry from more than ten decade. The company employs more than 8. The Top level management views all the employees at same level. This can be clearly understood by seeing the uniform of the company which is Same for all starting from MD to floor level workers. The company have 2 different cafeterias at different places one near the plant for workers and other near the Administration building. Though the place is different the amenities, infrastructure and the food provided are of same quality. In short the company stands by the rule Employee Equality. The company has one registered trade union and the relationship between the union and the management is very cordial. The company has not lost a single man day due to strike. The company is not a pay master in that industry. The compensation policy of that company, when compared to other similar companies, is very less still the employees don. But the company is facing countable number of problems in supplying the materials in recent past days. Problems like quality issues, mismatch in packing materials (placing material A in box of material B) incorrect labeling of material, not dispatching the material on time etc. When the HR manager goes through the issues he realized that the issues are not relating to system but it relates to the employees. When investigated he come to know that the reason behind the casual approach by employees in work is. The company hired new employees for higher level post without considering the potential internal candidates. The newly hired employees are placed with higher packages than that of existing employees in the same cadre. Questions: -Narrate the case with suitable Title for the case. Justify your title. Employee Equality is not the need for every hour. In the above said case Watson Ltd had provided all facilities to employees at each grade in equal manner. But still the employees started creating certain issues like materials are meeting the quality supply schedule is not met etc. As the HR manager states that employees are not been recognized for the potential rather company has gone for new recruitment. Because of which the company faces problems. The points rose by the HR manger as reason for the latest issues in the organization is justifiable or not. Support your answer with Human resource related concepts. Yes the points raised by HR manager is justifiable because . So human minds demands for social recognition, self respect, consideration etc for their work and performance. In the above said case even the company provides and stands by the concept employee equality when it fails to recognize the potential talents of existing employee they felt dissatisfaction towards the organization and they showed in the way of quality issues and slow down production. Related HR concept. Slow down Production: The concept of slow down production is a type of strike done by employee. The Industrial Relations sates that when the employee wants to show their dissatisfaction to the management but don. The impact of which will be understood after a particular time period. Employee Recognition: Human beings can be easily motivated by Rewards and recognition than that of money. In this case also the employee are not satisfied even after all facilities just because of the reason that they are not recognized. Hawthrone Experiment: In the four type of test conducted by Elton mayo the remarkable hike in production is recognized in the stage when they consulted the employees for the management decisions regarding them. The same thing was missing in Watson Ltd. Before the new hires if the management consulted the employees both management and employees would have avoided this issue. Hygiene Factor: Theory of hygiene factor states that there are certain factors related to employees the presence of which will not create major impact but the absence of such things will lead to a de motivation to the employees. Employee Recognition is one such factor when the management fails to do so it will Detroit the employees to a great extent. Help the organization to come out from this critical issue. If you are in the role of HR manager what will be your immediate step to solve this case. If I was in the post of the HR manager I will try to discuss the issue and ask for the reason from the management for new recruiting rather than considering available potential talents. I will personally analyses the reasons provided by management and if acceptable i will discuss the same with the employees. Everything is possible when discussion is done. So I will discuss and convince the employee that this wont happen again in the organization. I will also initiate the collective bargaining process for reasonable salary hike for the existing employees. For more case studies visit www.
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