strategy to handle the situation and how will you retain him?
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One senior official “Mr. Raj” who worked for over 10 years and decided to quit his job at an electronics company in Delhi NCR. The management can’t afford to lose him at the point in time when the company is growing and replacement is difficult to get under this project. Management also gets a hint that it’s difficult to retain his team as well. You as HR manager require to present to your management:
What will be your strategy to handle the situation and how will you retain him?
What steps will you take to stop the resignations of others in the future?
Step by step
Solved in 3 steps
- Do you think that a Holacracy can be compared to a consulting company? How are they similar,s and how are they different? Can you think of work areas or industries in which Holacracy would be very difficult to implement?You belong to the HR team of Arco PriNt the last 24 years, the company has grown from 30 employees to over 600 employees. With the increasing manpower, you need to increase staff in your own department. You recruit Anita Kapoor through campus placement. She is given the responsibilities of recruitment and pay-roll administration. She is very intelligent and hardworking, and has learnt her work very fast and performed exceptionally well. At the end of second year, you notice that her performance gone down drastically and she seems very dull and uninterested in her work, since she feel that her role is very insignificant and does not have any growth opportunities in Arco. You are very concerned and decide to increase her role efficacy. Define role efficacy and explain what you would do to increase Anita’s role efficacy?You belong to the HR team of Arco Private Limited, which is in the business of manufacturing cables and wires, since 1990. In the last 24 years, the company has grown from 30 employees to over 600 employees. With the increasing manpower, you need to increase staff in your own department. You recruit Anita Kapoor through campus placement. She is given the responsibilities of recruitment and pay-roll administration. She is very intelligent and hardworking, and has learnt her work very fast and performed exceptionally well. At the end of second year, you notice that her performance gone down drastically and she seems very dull and uninterested in her work, since she feel that her role is very insignificant and does not have any growth opportunities in Arco. You are very concerned and decide to increase her role efficacy. Define role efficacy and explain what you would do to increase Anita’s role efficacy?
- You have been hired as a new Finance VP, and you oversee a team of almost 30 people. Your HR managerhas recently informed you that there have been several employee relations in your group in the recentpast, and you are concerned about the level of knowledge that your management team has arounddealing with these issues. What could you do to close the gap in knowledge and mitigate the risk of issuesin your group?Please read the case below and answer the following questions. Thank you. 1. Case Overview – Outline what the case was about. This should be concise and capture the essence of the case 2. Identify the main HR elements in the case – These HR elements refer to any HR concepts, theories, terms, topics etc. that you can identify form the various HR topics covered and discussed. 3. Identify the main issue in the case – this should be identified to be the root cause of the current problem facing Margaret. 4. How could this (the main issue) have been avoided? Provide details and a clear explanation that is linked to the case. Case: New to the Job Margaret Williams believed very strongly in working hard to do her best. During her four years in the Accounts Payable Department, she did just that and was rewarded with good evaluations and two promotions. Indeed, just three months ago, she had been made assistant manager of the department. This was a newly created position that involved…1)Suggest which HR function you believe to be the most importantto the overall success of the organization. Provide one example tosupport your rationale. 2)Determine the most likely function of HRMthat is sometimes challenged by line managers in health careorganizations and resulting organizational impacts of thischallenge. Justify your response. 3)From the scenario, analyze therole that line managers in health care organizations play indeveloping HRM. Provide an example to support your analysis.4)Suggest the management characteristic that is most important tobuild and maintain effective manager-employee relationships,indicating the resulting impact to the organization. Providesupport for your rationale. QUESTION TITLE :- Discussion Questions – HSA530 – Health Service Human Resources
- How useful are the mission and vision statements of Greater Cincinnati Water Works in terms of linking organizational priorities with individual and team performance? What other places might the HR department at Greater Cincinnati Water Works look for information regarding how to more effectively cascade firm-level strategy with each employee's objectives? Write a 1-2 page summary.We are now almost 2 years into the pandemic and it is quite clear that the role of HR has changed/expanded. research and experience stateareas how the role of the HR professional has changed/expanded during the pandemic in the area of ! 1) Health & Safety (2) Technology (3) Policy (4) Productivity Please justify your response with appropriate citation.Answer the following after read the situation: Point out which changes are occurring in the business that affect HRM. What are some considerations the company and HR should be aware of when making changes related to this case study? What would the initial steps be to start planning for these changes? What would your role be in implementing these changes? What would Jennifer’s role be?
- Let’s have a look at the DT example. Knowledge transfer program cannot be eliminated as it is not wise to assume that all new employees will possess adequate knowhow of the technologies in the industry beforehand. It is considered to be a good HR practice to provide a knowledge transfer program to each new employee. Even if we question this, we can find that the assumption that applicants for a job will already possess all the knowledge can fire back at us. Moreover, asking the employees to motivate other fellow employees can be unsustainable as there will be too much of reliance of employees for managing this issue. There will be no regulation over what employees might say in the name of motivation, and hence, employees can even end up inciting others to leave the company. The best option for knowledge transfer program, at present, is to have a classroom session where many people can study at once. This will reduce the cost and streamline the knowledge transfer program making it…As the HR director of Clearwater electronics you know it is important for HR to be as close as possible to where the people and problems are located. Which reason best explains why it would s important for HR to know the line managers and their needs?The V.U.C.A.World and the COVID-19 pandemic has changed the landscape and the way leaders and managers lead and their organizations to remain competitive in a hostile environment. Uncertainty is the name of the game. Explain at least THREE (3) major challenges faced by HR Managers today and suggest TWO (2) competencies which they must acquire or improve to steer their organization from survival mode to a thriving position.
