CASE ANALYSIS FOR HUMAN RESOURCE MANAGEMENY PDF

Preview

Summary

Case Study no. 1The NewHuman Resource ManagerSubmitted by:Daphne Anne AlfaroChampain DamianAlyssa Ysabel C. Reyes Aubrey P. RodriguezAngelo R. SoveranoNicola Franchesca C. TapanAmanda Zyra A. ValdezKim Cleodel Tanchico- JurorMicaela T. Vigo- Leader BSBA HRM 2-Submitted to:Marivic F. FloresI. TitleTh...

Description

Case Study no. 1 The New Human Resource Manager Submitted by: Daphne Anne Alfaro Champain Damian Alyssa Ysabel C. Reyes Aubrey P. Rodriguez Angelo R. Soverano Nicola Franchesca C. Tapan Amanda Zyra A. Valdez Kim Cleodel Tanchico- Juror Micaela T. Vigo- Leader BSBA HRM 2-3

Submitted to: Marivic F. Flores

I.

Title The New Human Resource Manager

II.

Time Context:

The issue with the Prime Manufacturing Company initially began during Mr. Santos' first three months of employment in the company; resulting into 20% of women and 12% of men employees resigning due to unknown reasons.

III.

Viewpoint

The rightful owner of the problem in the Prime Manufacturing Company is Mr. Rod Santos because of his incompetence as the head of the Human Resource Department, 20% women and 12% men employees resigned for unknown reasons since there was no exit interview conducted. Mr. Santos was also alerted by the general manager Mr. Mario Mabilangan regarding the delay in the production schedule but still, Mr. Santos continues to slack at work and show little interest and his indecisiveness did not stop even after being called out by his colleagues. Which eventually led Mr. Santos to lose control in his job of managing the department.

IV.

Statement of the Problem

Mr. Rod Santos has a bachelor’s degree in engineering, he was not a suitable candidate for the job because he lacks proper skills and knowledge needed for the position of a Human Resource Manager in the Prime Manufacturing Company. In the span of three months, Mr. Rod Santos' employment undergone some changes resulting to 20% of female employees and 12% of male employees resigned for unknown reasons; they did not conduct nor undergo a proper exit interview. As an effect, the production schedule was delayed, and foreign customers were alarmed. His subordinates and manager, complained about his indecisiveness and confronted him about his incompetency, but still there was no changes in his performance at work. Mr. Rod Santos became more withdrawn with his subordinates and became more focused on mental jobs concerning the department.

V.

Statement of the Objectives

• Short term 1. To enumerate the factors that caused the mass resignation of the employees from The Prime Manufacturing Company. 2. To identify and attend to the problems that emerged because of Mr. Rod's incompetency when it comes to managing his subordinates. 3. To come up with solutions that would help the boost the performance of the employee to retain the company’s quality service. 4. To attenuate the negative impact that was brought by Mr. Rod's deficiency in their department. 5. Finally, to put forward some recommendations to Mr. Santos and future Human Resource Manager to improve management skills. • Long term 1. To restore the lost reputation as a globally competitive company in the future. 2. To be able to provide the highest quality service again to their customers and to earn back their trust. 3. To come up with rules and regulations that would help the growth of the company and its integrity. 4. To regularly have scheduled seminars about mastering effective communications. 5. Hire a certified Industrial Psychologist to create a healthy environment for the employee’s well-being/mental health. 6. To be competitive in terms of compensating the company’s employee to give them motivation and by adding incentives.

VI.

Areas of Consideration

Strength

Weakness

Opportunity

Threat

1.) A great number of 1.) Lack of supervising skilled workers. for the great number of workers.

1.) The skilled workers

1.) Getting negative feedback among clients and employees.

2.) Most of employees are practically inclined in the field.

2.) Mr. Rod Santos did not match for his expertise in his given position work.

2.) The Prime Manufacturing Company itself, with its pride as the leading manufacturer.

2.) Resignation of more employees.

3.) There is known system in the area.

3.) Unfollowed system.

3.) Lacking seminars and training in managers.

4.) The company's manufacturing technology.

VII.

4.) Insufficient data of the manager.

Courses of Action

AC1: Mr. Mabilangan, the general manager, can transfer Mr. Santos to the most suitable position for him that is vacant. Also, hire new employees in exchange of those who resigned. Advantages: (1) He had already acquired the needed skill set and experiences if he is going to be transferred to a more suitable job position. (2) Mr. Santos would be more passionate and more committed to job if he is going to be transferred. (3) Someone with the right experience and set of skill can get the position of being the HR manager and do a better job. (4) With having enough workers, the production would continue and eventually they can catch up on their production schedule.

Disadvantages: (1) It would take time to find another HR Manager. The company needs another job hiring or they can promote someone for the position. (2) All of the new employees are still needed to go on trainings. (3) Mr. Santos will take some time to accept his new position since he was demoted. (4) As the General Manager, Mr. Mabilangan will temporarily handle the position and it will double his job.

AC2: Do an overall evaluation on Mr. Santos' performance to help him improve on his job and do an urgent hiring to help with the production.

Advantages: (1) Mr. Santos will know what to improve on based on the evaluation and through constructive criticism.

(2) They can get back on the production schedule with the enough manpower they needed. (3) As Mr. Santos improves, it will take the business to new heights since he knew what to do as an HR manager of the company.

Disadvantages: (1) This solution will not be done immediately because they still need to disseminate evaluation form and Mr. Santos would still need to improve on what he is lacking. (2) It would take too much time and effort to hire new workers and keep in mind that all of them would undergo to training and preparation. (3) It would make Mr. Santos unavailable and make the company delayed more production as this improvisation is happening.

AC3: Fire Mr. Santos and find or promote someone better and more suitable for the position. Advantages: (1) Someone that has the right skill and experience can acquire the job and the company can do better. (2) The Prime Manufacturing Company can have a great HR Manager, and this can help them have a great performance and gain more clients. (3) They can have another chance to improve their hiring process and they can make sure that the new employees that they hire are the best candidate for the position they are offering. Disadvantages: (1) Mr. Santos will lose his job. (2) The company would make another hiring, and this will take time. (3) It is against the Labor code; the company might be in the wrong side and will damage the growth of the company. (4) This action would make Mr. Santos' confidence dropped.

VIII. Conclusion As we conclude, the Prime Manufacturing Company made a big mistake on their behalf. The company hired an employee that is not suitable for the position. As we all know, Human Resource Manager is the one who handles the satisfaction of the rest of the employees and to do more for the company, and an individual with strong collaboration, communication, negotiation, and interpersonal skills. Hiring Mr. Rod Santos as a HR Manager according on what degree of Education he finished is not enough for the position. Mr. Rod Santos was graduated in the field of Engineering and noticeably cannot handle the management that regards to Human Resource Management and led to over 20 percent of women and 12 percent of male to resign to their occupation. As he lacks for the appropriate skills and knowledge about the position he inquired about, thus, leads him to what he is now. Lastly, the company should have been clearer on what they should take and be willing to change. Furthermore, in this case it is a lesson on how much is the importance of putting the right skilled employee into the right position or department.

IX.

Recommendations

The Alternative Course Action number 1 is the appropriate recommendation prior to the situation. If Mr. Santos is lack of skills and knowledge it does not mean Firing is the solution. According to Labor Code of the Philippines enacted by President Marcos, it prohibits termination from employment of Private employees except for just or authorized causes as prescribed in Article 282 to 284 of the Code. With regards on Alternative Course Action no. 2 is not suitable because Top Management requires a quick solution first. And the Alternative Course Action no. 3, if Mr. Santos will continue his work then the company will back to its problem again. Therefore, the Alternative Course of Action no. 1 is the most suitable.

X. Action Plan

1. Mr. Mabilangan, as a general manager will talk to Mr. Santos to elaborate the problem. Mr. Santos will be transferred to the position of Payroll Check (2 days) 2. Hiring of new human resource manager (5 -7 days) 3. Hiring new employees to fill the vacancies (7 days)

Conclusion on Action Plan Therefore, we conclude that ACA 1 is the action that would be taken prior to the situation of the company. If ACA 1 will be implemented the following are the actions to be rest assured that ACA1 will be effective. -

As General Manager, Mr. Mabilangan will temporarily handle the management of HR Department to sustain the needs of the company. As Mr. Santos transferred to payroll check, hiring a new HR manager is a must and should undergo a thorough evaluation to prevent the same circumstances. Due to the resignation of some employees, the company should hire and fill the vacancies that were left behind to function and be a globally competitive company again....