Human Resource Case Study Essay

1. I think his request is reasonable. Nancy should have the time to address commemorates request to develop an appropriate structure to deal with the set aroundth of twain companies. She will be able to present the possible strategies to overcome a shortage of employees. As well, she can discuss reasons why Family statistical distri stillion has go through such a drastic f all(prenominal)out of staff over the last(prenominal) two years. An early(a) topic she should have time to research ar the complaints about the hiring practices at Family Manufacturing, whether they have genuine merit, and if so, what can be through with(p) to correct the situation. She should also be able to address the concerns of the vice electric chairs of some(prenominal) companies. .2. I would not recommend whiz well-rounded plan for both companies because they are both experiencing different challenges that require signalize action plans. Family Medical Distribution is making far less advance t han it did at its peak in 1989 and has had to evolve into a specialty distributer of high end supplies just to stay afloat. Family Medical Manufacturing, on the other hand, is continuously exceeding its growth and profit projections yearly. They have the potential to grow the play along even further but do not out front long have the human resources to do so. .3. Sam is a person who has been with the company for quite a long time. He has served in various positions and move his bureau up the ranks, so he would have a tidy finding about how the business is run. I think that Nancy should befriend him to understand his point of view and unique insights on how the company has evolved over time. . I think that Sam understands that a plan expects to be implemented to turn the company around. He has spent time and resources trying to prise his marketing department, sales, and operations. Hes even expressed that the staff need to work smarter not harder, but has given no specific charge on what could be done to invent this a reality. His skepticism towards the assess of HR seems to be based on the results of a department that has been ravel without a manager for the past 13 months.Even though the HR associate, Claire Jackson, has done a great job trying to keep liaisons afloat, she exclusively does not have the time or expertise to run the sinless department by herself. His judgment of the results is fair in the sense that HR is not particularly useful in its current incarnation, but he doesnt seem to have the insight to understand how much it could make if it were running smoothly with competent leadership. . Nancy should explain to Sam that the best mood to make the company more efficient and to work smarter is by appreciating how heavy a structured, secure working environment is to community. In order to make the company more profitable, she postulate to convince him that the most central thing to do right now is to sort out how best to go f or people to achieve quality performance while at the equivalent time promoting a business plan that will encourage growth. .4. wiz glaring challenge is that there are four past complaints about hiring practices. Trust among the employees for the hiring process has been diminished, and the damage has already been done. Even though Mark Olsen seems to understand the importance of a strategic HR program, he has make some critical mistakes and shown a lapse in judgment in three ways. . Firstly, he has shown a bias in hiring people from his precedent employer in all cases of formal complaints made against the company. It is doubtful that the interview and endurance process for these positions was done in a fair, unbiased manner. .Secondly, he has ignore the resources he already had at his disposal by hiring employees externally. In all formal complaints the employees had the education and training do the job they were applying for. Most people command a sense of purpose and accomp lishment from their careers, and ignoring that basic believe will only create discontent among the workforce. . Finally, he disregarded and disrespected the completed hiring process by promising a position to someone before the opening had even been posted. In my opinion, this type of favoritism is one of the immediate ways to demoralize people. . At the approaching meeting for Nancys unveiling of her human resource plans, she ask to address these mistakes and explain to Mark how substantial it is to follow procedure, respect the hiring process, and moreover to respect his own employees. .2. When Nancy presents her plan, she needs to explain the different challenges that both companies are dealing with. thither are pressures and opportunities to be found in both cases. Family Medical Distribution is a well respected company but has undergone significant lay off due to government cutbacks. The opportunity here is to create an efficient subsidiary business that will complement its manufacturing counterpart. Family Medical Manufacturing has plenty of room to grow, but not enough qualified personnel to cooperate develop its upcoming products. . Next, she should state what goals of the company are to get clear about where they want to be in a five year time phase and what it will take to get there. Mark has said that his goal is to infix the home nursing market, so the plan needs to account for what needs to be done to achieve this goal from a HR perspective. .I think the most important issue that both companies need help with is in utilizing the talents and skills of their workforce in a way that compliments the needs of both divisions. The best solution is to consider both companies as one working unit from a HR standpoint. The deficiencies in staffing at Manufacturing could feasibly be satisfied by transferring the appropriate staff from Distribution. This would be an elegant way of taking care of the staffing needs of both companies while at the sam e time improving employee relations with upper management, an important first quality in regaining a sense of trust and security. Nancy should also refer that some of the money and employee benefits invested in Manufacturings new facility be put into effect at Distributions plant. Its important to show genuine equality to employees and this would help to impart the understanding that both businesses are important for continued success.