case study on hrp

human resource planning case study

RICH BAKER is a bakery located in Jaffna, Sri Lanka that has experienced rapid growth over the past few years. It pays competitive salaries but employees are demotivated due to long working hours without holidays and a gloomy work environment. The bakery uses a semi-computerized system for inventory and production records but human resource management is not computerized and consists of only one person who focuses on records and payroll. As the bakery continues growing, it needs to establish formal human resource systems and practices to support employees and manage compliance, staffing, and risk. Read less

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• 1. Case study – group no-1 Members K.Sooriya 2010/BAD/002 J.Andrewsiya 2010/BAD/068 S.Satheeskumar 2010/BAD/125 Human Resource planning This story about fastest growing company RICH BAKER which situated in Jaffna peninsula.It was commenced operation in year 2007. The vision of RICH BAKER is “To be the most preferred baker in the country”. Their products include a variety of items such as bread, buns, cakes and a wide range of easy breakfast / lunch / dinner products. It is financially stable and has 2 branches situated in strategic locations. Workers of this bakery are paid competitive salaries. However, there is a less concern among the staff about their long working hours and absence of holidays to spend time with families. Demotivation is becoming apparent among the staff due to the working environment as it is gloomy and very warm inside the production site of the bakery at each branch. RICH BAKER uses a semi computerized system for maintaining for inventories and production records. Inventory control system and financial system are computerized. However, the order processing and human resource management are not computerized. The company has top level, middle level and operational level management teams. But human resource of the RICH BAKER is one person function. There is no separate human resource department, proper complaint handing system and written documents for HR practices. The person who is responsible for the human resource has not evolved to meet the long term infrastructure needs that would support for the growth of the RICH BAKER. He is just working forkeeping employee’s records and paying salary. The RICH BAKER experienced significant growth in the past 2-3 years. With the growth comes increased need for the formalized HR systems and practice to support the employee, compliance, and staffing and risk management.

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Term Paper On Case Studies on Human resource Planning relevant issues

Human resource management (hrm-501), east west university.

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Case studies on human resource planning, relevant issues, topic: “ case studies on human resource planning relevant issues ”, course: human resource planning code: hrm411 section: 02, submitted by.

Name ID Number Tanvir Ahmed 2017-1-10- Nadia Amin Khan 2018-1-10- Munira Sultana 2018-1-10- Nusrat Fatema 2018-1-10-

SUBMITTED TO

####### Tamanna Parvin Eva

####### Senior Lecturer

####### Dept. Of Business Administration

####### East West University

####### Dhaka-Bangladesh.

Submission Date: 20 -12-

####### Acknowledgement

This Term paper is the result of group work, which is assigned by our honorable faculty Tamanna Parvin Eva, Senior Lecturer of East West University in the course “Human Resource Planing” (HRM 411). I would like to express my utmost gratitude and wholehearted appreciation to all those who helped me and provided the opportunity to complete and present the term paper.

First of all, I would like to thank my honorable, Tamanna Parvin Eva, Senior Lecturer, Department of Business Administration, East West University for providing me with the opportunity to observe and analyze such an interesting topic on Case Studies on Human resource Planning relevant issues and for her supervision, relentless guidance and invaluable advice whenever needed.

To complete the assign task, we have taken assist from different books and websites which gives us great help in our research.

####### Executive Summery

This term paper is a case-based term paper. The Case Studies on Human resource Planning relevant issues. There are three cases related to recruitment, carrier planning and development, downsizing. In this term paper we also describe different types of recruitment and their impact on organizational performance. We focus on the importance of recruitment and their impact on organizational performance. We included literature review, case summary, case analysis and findings part in this term paper, and added some recommendation. It is a case-based term paper so, we have collected data from textbook, internet and help of research paper. By doing this term paper we get enough knowledge about different human resources relevant issues.

####### 1. Introduction

1.1 Origin of the Study

The Term paper on Case Studies on Human resource planning relevant issues provided in the course HRM411 by the respectable faculty Tamanna Parvin Eva is an academic exercise which will assist us to know the relevant issues and strategic criteria about Human resource planning. The Human resource planning factors, motivation criteria and strategy of utilizing Human resource with recruiting, carrier planning and development and downsizing, benefits will be the source of our learning which we can use to enhance our career in HR.

1.1 Background of the study

As there are three cases based on the term’s recruitment, carrier planning and development, downsizing, types of benefits and its advantages which organization use to be effective in changeable market situation. An effective Human resource planning conduct all aspects of pay packages and benefits, career development strategy to make the workforce more useful to the organization.

####### 1 Objective of the study

1.2 Main Objective

The main objective of the report is to know different company cases based different changing situation in the competitive market and employee recruitment, carrier planning and development, downsizing which engage employees with organization objective achievement.

1.2 Specific Objective

The specific objective of this term paper is given below:  To fulfill the requirements of the course HRM 411  To analysis the cases and gathered detailed information about the topics.  Providing an overview of recruitment, carrier planning and development, downsizing that enhance the organization strategic goals with efficient employees.  To find out the external competitiveness and employee competitive behavior of the employees of company.  Finding the e f f e c t s of benefits, recruitment, carrier planning and development, downsizing.

####### 1 Methodology of the study

This term paper has been made by the help of the guideline and resources from the course (HRM411) Human Resource Planning. And I have gathered other information from secondary internet resources  Websites, journal activities  Articles, Reports  Books We collect data from different secondary sources and study the cases among ourselves based on the learning from the course Human Resource Planning, after discussion we have done our analysis and found some specific solution for the given problems.

####### 1 Limitation of the study

For doing the term paper, we have faced some constraints or limitations which are following: 1.4 The problems we had to face while making the report  Lack of specific information because of confidentiality.  Lack of direct observation of actual data use of the recruitment, carrier planning and development, downsizing benefits that.  Lack of resources in the critical situation of Covid-19.

####### Importance of Career planning and development functions in organizations,

Career planning and development functions in organizations, focus on professional improvement, usage of procedures, doing self-appraisal, the examination of chances, and assessment of results with the inclusion of both the association and the person. Therefore, an individual should recognize their yearnings/capacities through appraisal and advising, to comprehend the requirements for preparing and improvement, while the association on the hand, requirements to distinguish the chances, plan for such representatives, and guarantee that the person in question has the fundamental data and proper preparing for vocation advancement.

####### Dealing process with variety of career stage oriented employee

Stages in Career Development – 5 Main Stages: Exploration, Establishment, Mid-Career, Late Career and Decline. Career stage oriented employees alludes to those individual upgrades which one embraces to accomplish an individual professional plan. Before we examine professional advancement, it will be very in the wellness of things to initially comprehend the accompanying terms which will be utilized while talking about vocation improvement. Different profession advancement stages and their time term should be utilized essentially for perspectives. There can't be speculation. It infers that various people may have distinctive time length at each stage, contingent upon their ability and inspiration to work. Exceptionally proficient and propelled people remain profoundly

####### profitable for a better piece of their work-life when contrasted with less fit and less spurred people.

####### Definition of downsizing:

In the case of increasing the efficiency of the organization, lessening the cost & for the improvement of the organizational performance- an organization lay off some employees & this is called downsizing (Henkoff, 1994). There is no specific definition for downsizing which express the full meaning of it & also approved by the all researcher (Davis, Savage, Steward& Chapman, 2003). There are many definitions which express the actual meaning of downsizing. In the other way, implementation of downsizing can be done for the improvement of organizational performance (Kim S Cameron, 1994). Though many organizations don’t want to consider downsizing as a solution in the period of hard time, but they want to turn downsizing as an effective strategy of reducing the cost, more career opportunities, increase the challenges as well as for promotional purposes. Downsizing is done to adapt with the structural & fundamental changes throughout the world (Mishra and Spreitzer, 1998). In the perspective of operation, To reduce the cost, competitiveness & improve the profitability & productivity a strategy can be followed which is known as downsizing (Legatski II, 1998).

####### Alternative to Downsizing:

Long term staffing alternatives : 1) Hiring skilled employees: in the recruitment session there should be focused on the candidate’s skill & those who will be able to contribute more in future should be recruited.

2) Cross Training: There should be mixed skill development session so that a employee can get the training on other departments. It will also reduce the cost of a company.

3) Succession planning: An organization needs various kind of management & technological training & for this there is a must of a proper planning. It works with the line managers to identify candidates (Cameron,1994) 4) Reduced Hours: A new policy can be started by reducing the working hours. Also an organization can follow the job sharing system by which an organization can be benifitted. (n (Greenhalgh et al., 1988; Wagar, 1997)

5) Attrition: When a employee retire their own will it will be called attrition. It can be done in two ways: (1) Using the natural attrition: not filling the vacancy when an employee will go in retirement. (2) Offer voluntary early retirement: there can be arranged various types of offers that can be also a part of attrition.

####### Factors that should be considered before making any decision of downsizing

####### decision:

The reason of downsizing: Downsizing is mainly done for the reducing cost of a company. The main reason should be found whenever making any decision of downsizing. Downsizing decision must be based on the improvement of an organization. (Appelbaum et al. 1987) Which employees should be downsized: It should be bear in mind that which employees should be downsized. Those who are less skilled should be downsized otherwise a company cannot do better. Consider Temporary layoffs: While talking about temporary layoff means downsizing employees for a short period of time. However, once an employee is made to lay off from staff,

3.1 Career Planning Related: The New Career Management Systems

Ivy’s career development program was to make employees feel that the organization is more committed towards them. The program was successful as there was a balance between the requirement of the organization and employees’ preferences, employees were getting aware about their career and the performance was getting improved than before. For developing career development programs, the first and foremost step is to identify best talented people and then make them feel proud being a part of the organization. Providing continuous learning opportunity is will help the employees to grow and retain in the organization. Assigning employees with challenging tasks and providing feedback will remove their weakness and make them more efficient. After that, development programs need to be designed as per the need. Growth and survival are responsibilities of the management. To avoid the crisis of leaders in organization need to management development is required.

3.1 Maxwell’s Decision to Downsize

As Maxwell Corporation was incurring loss, it decided to downsize one of its plant- Victoria Facility. It may face some ethical dilemma such as injustice about who to fire and who to retain, miscommunication of information etc. It may face problem in loosing talented employee, lower performance, difficulty in attracting and retaining of workforce. Lending and recommending employees to other organization can be one of the alternatives of downsizing. There are some best practices for downsizing of Victoria Facility effectively that are discussed in detail in the question answers section.

####### 3 Question Answers

3.2 Improving Recruiting Process at the Dream Land

1. Maria has adopted the new aspect of ‘application blank’ to recruit new employees for the organization. The organization certainly has their own standard and they also set potential attribute to attract the best candidates. This new aspect will help them to set rejection standard. Good number of people will be rejected and organization will be able to continue with rest of the stages of selection process with the short listed applicants. This new approach of application blank brings benefits for the organization in the following ways:  Reduced number of applicants who are not qualified enough at the beginning, as many candidates will find that they are not suitable as per the requirement of the organization  Applicants who are not rejected, can be tested in a standard way

 Organization can avoid the cost for arranging selection test to judge excess number of candidates who are not qualified  Organization get detail information about a candidate  Organization can select and hire best employees as per organizational requirement from the bunch of qualified candidates

2. Dream Land can recruit both internally and externally to meet the requirement of manpower with personnel skill. Internal recruitment can be done through transfer and promotion of existing employees, employee references and also recalling the employees and interns who had left the organization can be recruited for their experience and performance. For external recruitment, I would recommend the following sources to use-  Employment exchange

Other organizations may have employees who have required skill that Dream Land was looking for. On the other hand, Dream Land may have different skill required by other organizations.  Recruiting Agencies

Agencies can suggest candidates matching with the organizational requirement within very short period as they have collection of variety of candidates. Obviously fee is required to get the job done by the agencies.  Advertisement

Job advertisement on newspaper, television, radio can attract candidates who are capable of meeting the requirement. On which criteria, applicants may get rejected can be mentioned in these advertisements  On Campus and Job Fair

Fresh graduates with these skills and talent can be hired through on campus recruitment and job fair. 3. Maria can initiate new recruiting process using suitable recruitment policy adopting scientific procedure of recruitment. It is also necessary to consider high cost of managerial turnover. Without a suitable recruitment policy, it is not possible for the organization to select right person for the right job. There are four steps need to be associated in a recruitment policy-  Identifying the recruitment needs of the organization

Using various methods, forecasting the demand of manpower for each position will give insight about the situation and make it easier to give decision about what to do next. Then estimating the

 Step 1: Identifying the best possible talent

While recruiting, the organization needs to ensure that best possible candidates are attracted to their organization so that right person can be hired from these candidates.  Step 2: Communicating the positive things about the organization to the employee

If the positive image about the organization is highlighted before the employees, they will feel them as a part of the organization and will be proud for this.  Step 3: Providing maximum learning opportunity to the employee

Talented employees will seek opportunity for their growth. So, they should be provided with the opportunity to grow the inside the organization.  Step 4: Assigning with challenging tasks

This will help the organization to test the employee’s skill, knowledge and ability and also whether their claim about their capability is right or not.  Step 5: Providing feedback

Performance appraisal can be a possible solution for the organization to provide feedback about the strength and weakness of an employee that he or she needs to improve.  Step 6: Designing the program for development

This step includes designing the development plan based on the need for development and deciding further career steps. 3. The fact that is mentioned in the question indicates that the organization is growing. To continue with growth and survival, I would recommend for succession planning. Succession planning helps organization to avoid the problem of shortage of right person at right time in the managerial position. Organization can do it keeping in different time span in mind. Organization that does not follow succession planning, may face crisis of leaders. Following succession planning can help them keeping backup of manpower for managerial position so that there is no crisis of leaders who can help organization to survive and grow in a competitive situation. For implementing succession planning, management development program need to be provided to the managers. If the future leaders are not trained enough, they will not be able to lead the organization efficiently and the organization will not sustain in the competitive environment.

3.2 Maxwell’s Decision to Downsize

1. In this case, ethical dilemmas faced by management are explained below-  Downsizing may cause injustice while making decision about which employee will leave or remain, how an employee will be treated, the fairness of downsizing etc  Failure of informing employee about job loss or hiding the financial status of the organization  Breach of contract that employee perceived he or she had with the employer  Organization may have a negative image in the society

2. Maxwell might face the following problems in its downsizing decision-  Higher human cost as many talented employees may get the victim of downsizing  Stress among the employees and tension among the survivors  Employees will be less committed to the organization  Job insecurity will make the employees perform lower than before  Customer needs will be ignored as the management will be involved more in downsizing  Switching from innovation to protection in the competitive environment  The morale of the employees will be lower  Attracting and retaining qualified employees will be tough  Managers also find it emotionally difficult to let go employees

3. The alternatives to downsizing decisions to reduce cost are given below-  Extension of reducing salary  Lending employees to other organization  Providing incentive payment to those employees who are leaving the organization  Holding hire of employees for  Reduction of salary  Reduction of overtime payment  Reduction of facilities  Asking employees for suggestion what to do for cost reduction of the organization  Recommend employees to other organization

4. I would downsize Victoria Facility by effective downsizing strategy as follows-  Downsizing from the top and every employee will be involved in it  Selective reduction of workforce and applied for long term  Paying attention to both the victims and survivors

####### 5. Conclusion and Recommendation

5 conclusion

In this term paper we focus on Human resource planning relevant issues. It can be recruitment, carrier planning and development, downsizing. We try to find out the importance of planning relevant issues. We are describing three different cases and analyses every case nicely. How different types of recruitment, carrier planning and development impacts on employee’s behaviors and organization, we also focus it. We show different charts, diagrams to make everything term paper helps clearer to you. This us to making recruitment, carrier planning and development, downsizing in different situations. It increases our practical knowledge about different Human resource planning relevant issues.

5 Recommendation

Case 1:  Organization should set the rejection standard in its application blank carefully  Organization should consider the internal source of recruitment before external source of recruitment  Organization should properly develop the recruitment policy  Need to fix the recruitment process so that it does not exit least or top pay level within bands. Case 2:  Organization should properly design career development program for its employees  Proper training and learning opportunities should be given.  Employees should use the opportunity of career development  For implementation of succession planning, there should be developed a suitable management development program Case 3:  If the organization needs to reduce cost, organization should consider other suitable alternatives except downsizing.  If the organization is determined to go for downsizing, they should do it following best practices.

####### 6. References:

• (ukessays/)
• (researchgate/) Obed Nahayo, Airlangga University.
• (researchgate/) Cigdem KayaT, Istanbul Kultur University.
• (cek.ef.uni-lj/) Ljubijana, December 2005
• core.ac/download/pdf/143857555.pdf
• ukessays/essays/management/the-definition-of-downsizing- management-essay
• irc.queensu/sites/default/files/articles/l-maurer-exploring-alternatives-to- downsizing
• entrepreneur/article/
• file:///C:/Users/User/Downloads/Strategic_downsizing_Critical_success_factors
• file:///C:/Users/User/Downloads/StrategyofDownsizingProcessandItsEffectonSurvivo rsandOrganization
• Multiple Choice

Course : Human Resource Management (HRM-501)

University : east west university.

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Human Resource Planning Practices – a Case Study of Lupin Pharmaceuticals

Continuous changes and development in service / product and process technology, various functions in Manufacturing and service industries in recent decades demand for the competitive edge in HRM practices. The present research study stresses on Human Resource Planning Practices. HRP practices is all about efficient management; efficient stategic management and primarily the efficient management of human resource in an organisation. It is important that the organizations adopt the appropriate and effective tools of human resource planning practices. This research aims to figure out the practices, employee perception and measures adopted by Lupin Pharmaceutical for Human resource planning practices. Chi square test is applied at (.05 or 5 %) significance level in this paper to check the authenticity of data given by the respondents. Findings suggests that it is difficult to assess accurate HR planning practices because practices itself does not produce right or wrong answers, but it produces a series of alternatives from which the right course of action can be chosen. Keywords: Workforce; Measures; Technology; career progression; Policy implementation etc.

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