{"id":40,"date":"2017-02-24T19:55:53","date_gmt":"2017-02-25T00:55:53","guid":{"rendered":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/?post_type=chapter&p=40"},"modified":"2017-06-14T12:56:08","modified_gmt":"2017-06-14T16:56:08","slug":"3-5-cases-and-problems","status":"publish","type":"chapter","link":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/chapter\/3-5-cases-and-problems\/","title":{"raw":"3.5\u00a0Cases and Problems","rendered":"3.5\u00a0Cases and Problems"},"content":{"raw":"
\r\n
\r\n

Chapter Summary<\/h3>\r\n
    \r\n \t
  • Human resource management (HRM) was once called the personnel management. In the past, hiring people and working with hiring paperwork was the personnel department\u2019s job. Today, the HRM department has a much broader role, and as a result, HR managers must align their strategies with the company\u2019s strategies.<\/li>\r\n \t
  • Functions that fall under HRM today include staffing, creation of workplace policies, compensation and benefits, retention, training and development, working with regulatory issues, and worker protection.<\/li>\r\n \t
  • Human resource (HR) strategy is a set of elaborate and systematic plans of action. The company objectives and goals should be aligned with the objectives and goals of the individual departments.<\/li>\r\n \t
  • The steps to creating an HRM strategic plan include\r\n
      \r\n \t
    1. Conducting a strategic analysis. This entails having an understanding of the values and mission of the organization, so you can align your departmental strategy in the same way.<\/li>\r\n \t
    2. Identifying any HR issues that might impact the business.<\/li>\r\n \t
    3. Prioritizing issues and taking action.<\/li>\r\n \t
    4. \u00a0Drawing up the HRM strategic plan.<\/li>\r\n<\/ol>\r\n<\/li>\r\n \t
    5. The HRM strategic plan consists of six parts.\r\n
        \r\n \t
      1. Determine the needs of the organization based on sales forecasts, for example.<\/li>\r\n \t
      2. Recruit and select the right person for the job.<\/li>\r\n \t
      3. Develop training and development opportunities to help better the skills of both existing and new employees.<\/li>\r\n \t
      4. Determine compensation.<\/li>\r\n \t
      5. Appraise performance.<\/li>\r\n<\/ol>\r\n<\/li>\r\n \t
      6. As things in the organization change, the strategic plan should also change.<\/li>\r\n \t
      7. To make the most from a strategic plan, it\u2019s important to write the goals in a way that makes them measurable.<\/li>\r\n<\/ul>\r\n<\/div>\r\n
        \r\n

        Chapter Case: We Merged... Now What?<\/h3>\r\nEarlier this month, your company, a running-equipment designer and manufacturer called Runners Paradise, merged with a smaller clothing-design company called ActiveLeak. Your company initiated the buyout because of the excellent design team at ActiveLeak and their brand recognition, specifically for their MP3-integrated running shorts. Runners Paradise has 35 employees and ActiveLeak has 10 employees. At ActiveLeak, the owner, who often was too busy doing other tasks, handled the HRM roles. As a result, ActiveLeak has no strategic plan, and you are wondering if you should develop a one. Here are the things you have accomplished so far:\r\n
          \r\n \t
        • You have reviewed compensation and adjusted salaries for the sake of fairness, and you have communicated this to all affected employees.<\/li>\r\n \t
        • You have developed job requirements for current and new jobs.<\/li>\r\n \t
        • You had each old and new employee fill out a skills-inventory Excel document, which has been merged into a database.<\/li>\r\n<\/ul>\r\nFrom this point, you are not sure what to do to fully integrate the new organization.\r\n
            \r\n \t
          1. Why should you develop an HRM strategic plan?<\/li>\r\n \t
          2. Which components of your HR plan will you have to change?<\/li>\r\n \t
          3. What additional information would you need to create an action plan for these changes?<\/li>\r\n<\/ol>\r\n<\/div>\r\n
            \r\n

            Team Activities<\/h3>\r\n
              \r\n \t
            1. Work in a group of three to five people. Choose a company and perform a SWOT analysis on that organization, and be prepared to present it to the class.<\/li>\r\n \t
            2. Based on the SWOT analysis you performed in the first question, develop new objectives for the organization.<\/li>\r\n<\/ol>\r\n<\/div>\r\n<\/div>","rendered":"
              \n
              \n

              Chapter Summary<\/h3>\n
                \n
              • Human resource management (HRM) was once called the personnel management. In the past, hiring people and working with hiring paperwork was the personnel department\u2019s job. Today, the HRM department has a much broader role, and as a result, HR managers must align their strategies with the company\u2019s strategies.<\/li>\n
              • Functions that fall under HRM today include staffing, creation of workplace policies, compensation and benefits, retention, training and development, working with regulatory issues, and worker protection.<\/li>\n
              • Human resource (HR) strategy is a set of elaborate and systematic plans of action. The company objectives and goals should be aligned with the objectives and goals of the individual departments.<\/li>\n
              • The steps to creating an HRM strategic plan include\n
                  \n
                1. Conducting a strategic analysis. This entails having an understanding of the values and mission of the organization, so you can align your departmental strategy in the same way.<\/li>\n
                2. Identifying any HR issues that might impact the business.<\/li>\n
                3. Prioritizing issues and taking action.<\/li>\n
                4. \u00a0Drawing up the HRM strategic plan.<\/li>\n<\/ol>\n<\/li>\n
                5. The HRM strategic plan consists of six parts.\n
                    \n
                  1. Determine the needs of the organization based on sales forecasts, for example.<\/li>\n
                  2. Recruit and select the right person for the job.<\/li>\n
                  3. Develop training and development opportunities to help better the skills of both existing and new employees.<\/li>\n
                  4. Determine compensation.<\/li>\n
                  5. Appraise performance.<\/li>\n<\/ol>\n<\/li>\n
                  6. As things in the organization change, the strategic plan should also change.<\/li>\n
                  7. To make the most from a strategic plan, it\u2019s important to write the goals in a way that makes them measurable.<\/li>\n<\/ul>\n<\/div>\n
                    \n

                    Chapter Case: We Merged… Now What?<\/h3>\n

                    Earlier this month, your company, a running-equipment designer and manufacturer called Runners Paradise, merged with a smaller clothing-design company called ActiveLeak. Your company initiated the buyout because of the excellent design team at ActiveLeak and their brand recognition, specifically for their MP3-integrated running shorts. Runners Paradise has 35 employees and ActiveLeak has 10 employees. At ActiveLeak, the owner, who often was too busy doing other tasks, handled the HRM roles. As a result, ActiveLeak has no strategic plan, and you are wondering if you should develop a one. Here are the things you have accomplished so far:<\/p>\n

                      \n
                    • You have reviewed compensation and adjusted salaries for the sake of fairness, and you have communicated this to all affected employees.<\/li>\n
                    • You have developed job requirements for current and new jobs.<\/li>\n
                    • You had each old and new employee fill out a skills-inventory Excel document, which has been merged into a database.<\/li>\n<\/ul>\n

                      From this point, you are not sure what to do to fully integrate the new organization.<\/p>\n

                        \n
                      1. Why should you develop an HRM strategic plan?<\/li>\n
                      2. Which components of your HR plan will you have to change?<\/li>\n
                      3. What additional information would you need to create an action plan for these changes?<\/li>\n<\/ol>\n<\/div>\n
                        \n

                        Team Activities<\/h3>\n
                          \n
                        1. Work in a group of three to five people. Choose a company and perform a SWOT analysis on that organization, and be prepared to present it to the class.<\/li>\n
                        2. Based on the SWOT analysis you performed in the first question, develop new objectives for the organization.<\/li>\n<\/ol>\n<\/div>\n<\/div>\n","protected":false},"author":68,"menu_order":17,"template":"","meta":{"pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-40","chapter","type-chapter","status-publish","hentry"],"part":189,"_links":{"self":[{"href":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/wp-json\/pressbooks\/v2\/chapters\/40","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/wp-json\/wp\/v2\/users\/68"}],"version-history":[{"count":7,"href":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/wp-json\/pressbooks\/v2\/chapters\/40\/revisions"}],"predecessor-version":[{"id":789,"href":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/wp-json\/pressbooks\/v2\/chapters\/40\/revisions\/789"}],"part":[{"href":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/wp-json\/pressbooks\/v2\/parts\/189"}],"metadata":[{"href":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/wp-json\/pressbooks\/v2\/chapters\/40\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/wp-json\/wp\/v2\/media?parent=40"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/wp-json\/pressbooks\/v2\/chapter-type?post=40"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/wp-json\/wp\/v2\/contributor?post=40"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/hrm1stcanadianedition\/wp-json\/wp\/v2\/license?post=40"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}