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Human Resource Management Applications 7th Edition by Stella Nkomo, Myron Fottler, Bruce McAfee,Julie Riley
Edition 7ISBN: 978-0538468077Human Resource Management Applications 7th Edition by Stella Nkomo, Myron Fottler, Bruce McAfee,Julie Riley
Edition 7ISBN: 978-0538468077 Exercise 1
Discuss the relationship between corporate human resources structure and operations at the plant level. What impact, if any, did that relationship have on the situation described by Newcombe?
2. How should Newcombe have handled this situation?
3. What, if any, disciplinary action should have been taken against the plant superintendent (Braxton) at the time of the incident?
4. If Johnson's allegations were true, what are the legal ramifications of Braxton's behavior?
5. Describe Mount Ridge's business strategy. What is the relationship between its business strategy and its human resource practices?
6. What strategic human resource issues will Newcombe likely face as the company expands to the Northeast? How might this expansion affect the structure of the organization and its human resource department?
2. How should Newcombe have handled this situation?
3. What, if any, disciplinary action should have been taken against the plant superintendent (Braxton) at the time of the incident?
4. If Johnson's allegations were true, what are the legal ramifications of Braxton's behavior?
5. Describe Mount Ridge's business strategy. What is the relationship between its business strategy and its human resource practices?
6. What strategic human resource issues will Newcombe likely face as the company expands to the Northeast? How might this expansion affect the structure of the organization and its human resource department?
Explanation
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1.The organization structure at MR Engineering works and Designs is having a proper corporate human resource system in place. It is functional in designing HR policies and guidelines to be implemented across the organization including the plants. However, the situation is entirely different with the plants where the plant supervisors and the shift operators are taking care of the implementation of the HR policies and guidelines.
The relationship between the corporate human relations department and that of the plant office is that of line (Plant supervisor) and staff (Corporate HR).
The impact it had on the organizational functioning is that the plant supervisor and the shift operators, being technical people were unable to understand the HR principles and rules. They failed to implement the HR principles and rules properly.
2.By appointing a HR executive at each and every plant to look after the welfare needs of the employees the HR vice president could have handled the situation in a better manner. Appointment of an HR executive would not have allowed the conflict to rise between J, the auxiliary operator and the Plant Supervisor. Thus would have handled the situation better.
3.Even if the Vice President, HR had initiated a disciplinary action against the plant supervisor that would not have solved the dispute. It is because the auxiliary operator's grievance is the mishandling of his promotion which made him to resign from the job. The Vice President, HR has to initiate a grievance redress mechanism by initiating an enquiry into the entire case. A proper handling of the issue can only solve the problems of the auxiliary operator.
4.In the case the auxiliary operator's allegations are true then the plant supervisor will have to face legal consequences for his actions. They are such as:
• Loss of employment for failing to discharge his duties in a responsible manner.
• Disciplinary action for representing the facts wrongly.
• Imposition of fine for acting with a malicious intent towards the employee.
5.The business strategy of MR Engineering works and designs is producing energy by following cost effective production strategies.
The management's plan is to offer a low priced power and at the same time increase the productivity by keeping the employees happy. This can be done by initiating certain benefits to the employees. The strategy is to build a strong relationship with the employees so that they remain in the organization for a long time thus increasing the productivity of the company.
6.As the company expands it may face HR issues such as the one's briefed below:
1. Recruitment and selection: The small HR team has to manage the entire recruitment and selection process required for all the branches and the central office. This is huge burden for the HR team.
2. They have to train all the employees in the corporate office and the branches as well. This is a huge work load
3. Addressing the promotions and remuneration issues is also a complex work because the HR team is in the corporate office and the performance of employees in branches cannot be accessed properly by central HR alone.
This expansion will deeply affect the structure of the organization and its human resources department. If Recruitment, selection and training of the employees is done properly along with addressing the promotion and remuneration, company is most likely to achieve its objective. Though, it will require much more dedication and hard work from the employees to manage a largely expand goodwill.
The relationship between the corporate human relations department and that of the plant office is that of line (Plant supervisor) and staff (Corporate HR).
The impact it had on the organizational functioning is that the plant supervisor and the shift operators, being technical people were unable to understand the HR principles and rules. They failed to implement the HR principles and rules properly.
2.By appointing a HR executive at each and every plant to look after the welfare needs of the employees the HR vice president could have handled the situation in a better manner. Appointment of an HR executive would not have allowed the conflict to rise between J, the auxiliary operator and the Plant Supervisor. Thus would have handled the situation better.
3.Even if the Vice President, HR had initiated a disciplinary action against the plant supervisor that would not have solved the dispute. It is because the auxiliary operator's grievance is the mishandling of his promotion which made him to resign from the job. The Vice President, HR has to initiate a grievance redress mechanism by initiating an enquiry into the entire case. A proper handling of the issue can only solve the problems of the auxiliary operator.
4.In the case the auxiliary operator's allegations are true then the plant supervisor will have to face legal consequences for his actions. They are such as:
• Loss of employment for failing to discharge his duties in a responsible manner.
• Disciplinary action for representing the facts wrongly.
• Imposition of fine for acting with a malicious intent towards the employee.
5.The business strategy of MR Engineering works and designs is producing energy by following cost effective production strategies.
The management's plan is to offer a low priced power and at the same time increase the productivity by keeping the employees happy. This can be done by initiating certain benefits to the employees. The strategy is to build a strong relationship with the employees so that they remain in the organization for a long time thus increasing the productivity of the company.
6.As the company expands it may face HR issues such as the one's briefed below:
1. Recruitment and selection: The small HR team has to manage the entire recruitment and selection process required for all the branches and the central office. This is huge burden for the HR team.
2. They have to train all the employees in the corporate office and the branches as well. This is a huge work load
3. Addressing the promotions and remuneration issues is also a complex work because the HR team is in the corporate office and the performance of employees in branches cannot be accessed properly by central HR alone.
This expansion will deeply affect the structure of the organization and its human resources department. If Recruitment, selection and training of the employees is done properly along with addressing the promotion and remuneration, company is most likely to achieve its objective. Though, it will require much more dedication and hard work from the employees to manage a largely expand goodwill.
Human Resource Management Applications 7th Edition by Stella Nkomo, Myron Fottler, Bruce McAfee,Julie Riley
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