Human Resources Management Case Study Example | Topics and Well Written Essays - 1000 words

Human Resources Management - Case Study ExampleIf an employee is rugged on behavior, but not creating problems for self or others at work place but soaring on productivity still the employee may be continued.But if the employee is low on productivity and is spirited on behavior it could actually mean that he or she is actually possibly interfering the productivity of others, this is also a strong disregarddidate for termination.Task CI would draw come in the following matrix that will allow the management to production an informed decision on who to terminateEmployee productivity ratingBehavior ratingCommentsJohn Yimaz full(prenominal)Not indicated, but inferred to be goodBarbara bonerGood Medium (stepped down from high recently)Has had a personal mishap recentlyMrs. Long gameMediumWants to quit as she is not satisfied with her current responsibilitiesMark confusedLowMr. MeltaLowLowPotential to perform is low and is outdated to operate the current machineryMrs. RobertaHigh H ighHannaHighHighThe distinct ideal candidates for retrenchment are Mr. Melta and Mark. The third candidate is Barbara Bloomer as she has render inconsistent in the last couple of months and may not be able to bounce keystone soon to her hoar shape. Once the departments are merged the indebtedness of the department to deliver higher responsibility that of both the departments together, in view of this its essential to have people who are willing to work harder and take additional responsibilities.Task EThe following processes may be put in place to envision that the redundancy at Jistotaa. check into regular training - this is to ensure that the employees in each department is streetwise on skills and does not exhaust redundant. Also employees must be encouraged to learn formally out of the... But if the employee is low on productivity and is high on behavior it could actually mean that he or she is actually possibly interfering the productivity of others, this is also a str ong candidate for termination.The obvious ideal candidates for retrenchment are Mr. Melta and Mark. The third candidate is Barbara Bloomer as she has become inconsistent in the last couple of months and may not be able to bounce back soon to her old shape. Once the departments are merged the responsibility of the department to deliver higher responsibility that of both the departments together, in view of this its essential to have people who are willing to work harder and take additional responsibilities.a. Ensure regular training - this is to ensure that the employees in each department is up-to-date on skills and does not turn redundant. Also employees must be encouraged to learn formally out of the work environment so that they remain contemporary and their employability factor remains high and they continue to be attractive to the employersb. Job gyration Job rotation will ensure that the employees are multi-skilled and will be able to work in more than one department. This wi ll also ensure that if they become redundant (as in the case presented) they can be considered for alternate positions in a different department.