The Human Resource Function of Harrison Brothers Corporation

903 Words May 12th, 2012 4 Pages
The Human Resource Function of Harrison Brothers Corporation
Rabi Kiran Adhikari, EMBA, AIM 1. How does McCain view her role as human resource manager?
As a human resource manager she seems interesting in promoting the organisational performance. She said she is so much busy in defining various gaps and making planning to fill those gaps. She seems much busy in interview and selection process and also helping in training to the new staffs. She is found to be initiating for establishing the systematic disciplinary action. She is also involving in enhancing the performance by creating commission/incentives for the sales person who sales more than breakeven. By all these facts, what I found is she is doing the analysis of the
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So what I see the most critical part is they have high turnover in the organisation and HR manger is always busy in selection process and training. And she was not getting good time to develop the coordination. So she was not been able to find out the actual cause of turnover from the origination. Every other manager has the department head to assist them but in HR section no HR focal person working in the department. So the staffing and the coordination part is lack.

4. Analyse the data in Exhibit 1.4. What are its implications?
From the table we can interpret the perception of the managers. Here store managers seem interesting in most of the portfolio. Store manager given equal ranking for HR function and conceptual part where as HR manager given high priority for staffing only and performance management only. The strategy of the organisation is directed towards change management but HR manager is more concentrate in the staffing and performance only. So as per my view the store manager is more aware in the change process. The turn over is high in organisation but both the manger are not giving it high importance because they rank compensation and safety in low. Store manger seems interested in giving training but HR manger not giving high importance. So in this table what we can say that the coordination is weak and the focus is different. Event though the focus
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