HRM Case Study 2

HRM Case Study 2

Watson Public Ltd Company is well known for its welfare activities and employee oriented schemes in manufacturing industry from more than ten decade. The company employs more than 800 workers and !0 administrative staff and 80 management level employees. The Top level management views all the employees at same level. This can be clearly understood by seeing the uniform of the company which is "ame for all starting from #$ to floor level workers. The company have % different cafeterias at different places one near the plant for workers and other near the &dministration building. Though the place is different the amenities' infrastructure and the food provided are of same (uality. )n short the company stands by the rule *mployee *(uality. The company has one registered trade union and the relationship between the union and the management is very cordial. The company has not lost a single man day due to strike. The company is not a pay master in that industry. The compensation policy of that company' when compared to other similar companies' is very less still the employees don+t have many grievances due to the other benefits provided by the company. ,ut the company is facing countable number of problems in supplying the materials in recent past days. Problems like (uality issues' mismatch in packing materials -placing material & in bo of material ,/ incorrect labeling of material' not dispatching the material on time etc The management views the case as there are loop holes in the system of various departments and hand over the responsibility to 12 department to solve the issue. When the 12 manager goes through the issues he reali3ed that the issues are not relating to system but it relates to the employees. When investigated he come to know that the reason behind the casual approach by employees in work is 4 The company hired new employees for higher level post without without considering the potential internal candidates. 4 The newly hired employees are are placed with higher packages than that of eisting employees in the same cadre.

Questions with solutions:-

. 5arrate the case with suitable Title for the case. 6ustify your title. "olution7 *mployee *(uality is not the need for every hour. )n the above said case Watson Ltd had provided all facilities to employees at each grade in e(ual manner. ,ut still the employees started creating certain issues like materials are meeting the (uality supply schedule is not met etc.. and the 12 manager said that the policy of hiring new employees for higher post without considering old potential employees is the maor problem. 9*mployee recognition :" *mployee e(uality;. &s the 12 manager states that employees are not been recogni3ed for the potential rather company has gone for new recruitment. ,ecause of which the company faces problems. %. The points rose by the 12 manger as reason for the latest issues in the organi3ation is ustifiable or not. "upport your answer with 1uman resource related concepts. "olution7
"low down Production7 The concept of slow down production is a type of strike done by employee. The )ndustrial 2elations sates that when the employee wants to show their dissatisfaction to the management but don+t want to go for strike they follow slow down strike. The impact of which will be understood after a particular time period *mployee 2ecognition7 1uman beings can be easily motivated by 2ewards and recognition than that of money. )n this case also the employee are not satisfied even after all facilities ust because of the reason that they are not recogni3ed. 1awthrone *periment7 )n the four type of test conducted by *lton mayo the remarkable hike in production is recogni3ed in the stage when they consulted the employees for the management decisions regarding them. The same thing was missing in Watson Ltd. ,efore the new hires if the management consulted the employees both management and employees would have avoided this issue 1ygiene =actor7 Theory of hygiene factor states that there are certain factors related to employees the presence of which will not create maor impact but the absence of such things will lead to a de motivation to the employees. *mployee 2ecognition is one such factor when the management fails to do so it will $etroit the employees to a great etent. >. 1elp the organi3ation to come out from this critical issue. )f you are in the role of 12 manager what will be your immediate step to solve this case. "olution7

)f ) was in the post of the 12 manager ) will try to discuss the issue and ask for the reason from the management for new recruiting rather than considering available potential talents. ) will personally analyses the reasons provided by management and if acceptable i will discuss the same with the employees. *verything is possible when discussion is done. "o ) will discuss and convince the employee that this wont happen again in the organi3ation. ) will also initiate the collective bargaining process for reasonable salary hike for the eisting employees. HRM CASE STUDY 3:


Aive all the possible solutions available for the case along with advantage and disadvantage for each solution.

Compare the solutions and ustify the best solution. Aive suitable Title for this case. Solutions "o$ Case Study 3

Bpdating. HRM CASE STUDY %:

#r. ,hat' 1uman 2esource #anager of ):" Aroup of companies approached the C* on >0th march' %00D and apprised him of the absence of #r.&ay :aidhya' &ssistant  &ccountant in the Corporate =inance $epartment' for the past one month and re(uested him to approve the showEcause notice to be saved to #r.&ay as per the Labour Laws in force. The C* told #r.,hat7 9When #r.&ay has been absent for the last one month ' your duty is to go to #r.&ay's house' find out the reason and solve the problem of #r.&ay' and not ust to report the absence to me. Ao immediately to #r.&ay's house find the reason and report it to me before !.oo P.#. today.; #r. ,hat immediately left for #r.&ay+s house and learnt from #r.&ay Fs Wife that #r.&ay has been in distress as he has been trying to mobilise 2s.'00'000 for the surgery of his sick wife in a reputed hospital in Chennai. #r.,hat could meet #r.&ay around >.P# and both of them then met the C*. ,oth of them apprised the C* the reason for the absence and distress of #r.&ay. The C* immediately contacted the hospital and informed them that the company will pay 2s.'00'000 tomorrow i.e.' >st #arch %00D and re(uested the doctor to conduct the surgery for &ay+s wife tomorrow itself. The C* ordered #r.,hat to arrange to issue a che(ue for 2s.'00'000 in favour of the hospital and also pay 2s.0'000 in cash to #r.&ay to meet incidental epenses as a

grant. #r.&ay as well as #r.,hat were surprised at the decision of the C* #r.&ay became emotional and touched the feet of the C*. The C* told #r.,hat7;Problems of our employees are the company+s problems. We treat the employees as human being and members of the company+s family.; This piece of news spread in the entire company within no time and the employees felt highly secured. The productivity level increased by 00G in the net (uarter itself and sustained over the years to come. Questions:-

. Why did #r.,hat prefer to follow a legal approach to the problem@ %. Why did the C* provide 2s.'0'000 as ust a grant to #r.&ay @ >. What would be the morale of employee+s family members after this incident@ H. "uggest a suitable title for the above said case and ustify that title.