ipl-logo

Human Resources Case Study

911 Words4 Pages

In a company Human Resource is a very important part of the strategic plan. The HR department is the go-to when a company decides how to approach a problem or gain Ideas. If there needs to be hiring, the HR department will take care of it. They will provide the proper training and tools to achieve the organizations goals. There must be a strategic plan put in place that way everyone is on the same page internally within the company to be successful outside of the company. Human Resource is what keeps the company running and could be looked at as the backbone, due to the nature of hiring and supplying employees with skills necessary to run the company. This is to include any policies, regulations, and plans that have been constructed as well. …show more content…

This is when they decided to add HR to the more strategic planning. They cut down on the number of HR employees that they had to 24 fresh talent managers. The started out with 87 “long term employees” but decided to cut down on that number to focus on reinventing the company. Their number one priority was to get the right people in the right job in the right time. Next was the leadership development, this consisted of getting business results. Their third priority was reward and pay performance. They decided to focus on five components that they would ultimately benefit from. There components were attraction, identification, development, deployment, and scenario planning (Abbot & Groysberg, 2013). They reaped the benefits and in return had a healthier more structured …show more content…

With the company’s culture in mind and want for success, they will select the best candidates to fill these positions. Companies that promote within instead of through external sources also builds long-term growth and satisfaction. It also reduces recruiting and training costs. An organization could use bulletin boards in break rooms, intranet sites, and by electronically notifying them (Snell, Morris, & Bohlander, 17). Maersk decided that they would recruit from the inside, this does save money and time. When a company recruits internally it benefits both the company and the employee. Promoting from within the company helps builds company loyalty by offering promotions to their employees (Snell, 2015). The employee may decide to stay with the company longer and it may even be a pay raise for that position. This could also be the opposite, as the employer knows what the employee makes and may not offer the same pay or benefits as they would an external recruit. Another thing about internal recruitment is that work ethics may have already been seen since it would come from employees already within the company. External recruiting has its pros and cons. New Hires can offer new insight to the company and fresh eyes, hands, and skills. They can also be an asset to the company by gaining new skills to use in other areas of the company as well. The cons could be their pay rate, and not

Show More
Related
2364 Words | 10 Pages

Once an applicant gained access to this organization they stay over there for a reasonable amount of time, saving companies loads of money that would have been spent on training new employees in the case that an old employee left the organization. Limitations Expensive The recruitment imposes extra cost to the company in the sense that it requires an extra cost for vacancy announcement, arrangement for employment office, etc. Loads of money is spent into hiring a new employee and training him upto a standard that is required for the organization.

Read More
791 Words | 4 Pages

We believe our purpose statement will help motivate our employees and help to provide trust amongst our employees as the statement informs them that we are committed to their safety and wellbeing. Strategic changes must be implemented to ensure that the Human Resources Department does its part to ensure that the company’s goal of doubling sales in the next fiscal year is reached. In order to fulfill The Atha Corporation’s restructuring needs the human resources functional area goal is to: hire and train employees, reconfigure company policies, and distribute new job responsibilities. Implementing new human resource policies and practices will allow new and old employees to show understanding of the department 's vision, mission, values; and a strong commitment to our company (Guide, 1996). The consolidation and reorganization of the Human Resources department is sure to display The Atha Corporation’s greatest asset: human capital.

Read More
1092 Words | 5 Pages

Performance objectives? Strategies? Action Steps for

Read More
956 Words | 4 Pages

Vanessa Best October 9, 2015 Legal, Safety, and Regulatory in the Workplace HCS/341 Regulations, Legal, and Safety within Human Resource Management Human Resource management, Legal, Regulations, and Safety "Common sense and compassion in the workplace has been replaced by litigation." In my opinion I think I would have to disagree because not all companies and organizations aren’t like that. But, at the same time the quote focuses on how people in companies feel there isn’t any form of compassion and common sense awareness applied to the work environment. Now, it’s all about what they and you can do to make sure the organization or the company doesn’t get sued or lose money from an employee mistake or human resource

Read More
1715 Words | 7 Pages

The committee was chaired by the Vice President and Chief Human Resource Officer and was tasked with “aligning UFirst with the strategic direction and operational requirements across the enterprise.” The Strategic Operations Committee provides subject matter expertise on human resource topics and

Read More
372 Words | 2 Pages

The company is prioritizing key locations first where the

Read More
1030 Words | 5 Pages

These situations (although not always the case) pose a threat to both the companies competitive advantages and the strategic goals of an organisation. It is then crucial that the correct hiring processes and requirements are set out by the HR department before the hiring processes begin, it also removes the impression that contingent workers are brought in to offset some of the fallings in the initial recruitment

Read More
1275 Words | 6 Pages

Simply having the right capacity in place to match the development of the company may be the biggest risk Wal-Mart faces. Wal-Mart hires antagonistically from more than 100 universities and targets the colleges with Retail Institutes. People have always been the company’s best asset. Their idea at Wal-Mart is to hire the best, provide the best training and to be the greatest place to work. Strategy 7: How does HR align every functional part with service?

Read More
1761 Words | 8 Pages

The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs. On the other hand, the external recruitment sources at Google include educational institutions and respondents to job advertisements. Most of these ads are available through the Careers section of Google’s website. Through these recruitment sources, the company facilitates a continuous influx of qualified workers, while matching these employees’ capabilities with human resource needs. 1.2.

Read More
1458 Words | 6 Pages

The ability of targeting passive job hunters and reaching a various population is particular concerned by they. A few respondents were worried about job boards’ impersonal nature, and besides, they had a feeling that in online recruitment, the strong relationship with people at agency was absent. In order to develop and keep a network of professional relations with people who are more likely to help them with their job or career, employers might be interested in joining job search activities (Wanberg et al., 2000). Since careers are seen as more boundaryless, lately, the essential of development of networks, which can be seen as career management strategy, has an incredible increase (Forret & Dougherty, 2001).

Read More
751 Words | 4 Pages

Firstly, their recruitment policies can be beneficial to employees using the ‘Employee Referral Program’. An employee can get up to Rs. 20000 as incentive if he refers the right candidate for the company who eventually gets selected. The employee is rewarded the prize money within 30 days of hiring the new candidate.

Read More
1651 Words | 7 Pages

Organisation also have to make a decision as to whether it is better to recruit internally or externally, and both come with advantages and disadvantages. There are also legal consideration to take into account when associated with recruitment and selection process which is imperative that an organisation sticks to (Aylott, 2014) Recruitment and selection bests practices The first few steps in recruitment should be fairly straightforward. It is important for the organisations HR department to know how many position within the company are free, and what necessary skills and abilities are needed

Read More
775 Words | 4 Pages

Higher Quality of Service or Product 3. Monetary Savings 4. Better Employee Retention Rates 5. Pleasant Work Environment Maslow`s Hierarchy

Read More
3190 Words | 13 Pages

THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.

Read More
785 Words | 4 Pages

This would attract a pool of workers of the highest caliber, thus leading to more value induced into the company. # Successful communication of perceived strengths of the product: Integrated marketing strategy- This has

Read More

More about Human Resources Case Study

Related Topics

Open Document