Case Study Analysis

Human Resource Management

Submitted to: Sir Balach Jamali

Group Members:

Hussain, Uzair Khan, Mudassar , Asad Iqbal, Zuhair, Zeeshan

Introduction:

We were given a task to analyze the two case studies “A Tight Labor Markets for Cleaner” and “The Tough Screener”. We need to find-out the all necessary facts and figures relating to Management Dilemma and associated actions with Management Response as well as with the Case Questions with reference to chapters we have covered in the class.

In this case study analysis report we have tried to cover the actions to be taken by the management to solve this management dilemma. We have given some suggestions to be taken by the management to deal with the said dilemma in this case study as per our understanding.

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A Tight Labor Markets for Cleaner

First Case study is base from Chapter 5, “Human Resource Planning and Recruitment”.

Management Dilemma

Mary Carter is not able to select the right people for the job and not able to retain the employees. The Main problem running in her firm is hiring good Managers, managers, cleaner-spotters, and pressers

Associated Facts:

1. face with the continuing task of recruiting and hiring2. Labor changes job frequently3. High labor turnover4. The work is hot and uncomfortable5. Lot of choices of jobs at the same wage rate with better environment

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Management response:

To recruit applicants for the job and to select the right employee through recruitment and selection process.

1. Decide What Positions to fill in stores (managers, cleaner spotters and pressers)

2. Build a pool of candidates for above jobs by recruiting internal or external candidates

3. Application forms4. Initial screening interviews5. Selection tools like tests, background investigations, and physical exams

to identify viable candidates.6. Decide who to make an offer to, by having supervisor and others

interview the candidates

Answer 1(A)

A leading dry-cleaning company in town is looking for competent people for the positions of cleaner spotters, Managers and pressers. They will be paid a quarterly bonus other then hourly wages.

Apply now at info@abc.com

‘Hate people wearing dirty clothes.’

Help us clean them and get paid!

Work with us and clean the dirty clothes and get paid up to 10$ Per hour with extra bonus if you work the whole month. And extra benefits for remaining employee at the end of year.

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‘Stains can’t hide from us.’

Let’s find them and clean the dirty clothes and get paid up to 10$ per hour with extra bonus if you work the whole month. And extra benefits for remaining employee at the end of year.

Answer 1(B)

1. Past Candidates2. Former Employees3. Help from Outsourcing firms4. Off shore outsourcing5. Get job listed in search engines6. Part time workers7. Students 8. Labor on contractual basis9. Advertisement (radio ads, flyers/handbills, and direct e-mail to former

employees (we miss you—maybe the grass didn’t turn out to be greener on the other side)

Answer 2

Practical Suggestions are mentioned below:

1. Reduce the turnover, by retaining old and current employees. In fact, she can improve working conditions without any change in her profit if she pays for improvements from savings in employee turnover costs

2. More workers shorter working hours (efficiency)3. People who are working on monthly basis should be awarded bonus4. Air-conditioned and better environment 5. Exit Interview

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EXIT INTERVIEW:

Ask Questions related to:

1. What should be done to make work environment better and attractive?

2. What would help in your opinion to boost the employee’s morale?

3. What should be done to reduce high turnover?

4. Ask feedback

5. The answers would help her to improve

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The Tough Screener

Second Case study is base from Chapter 6, “Employee testing and selection”.

Management Dilemma

Vulnerability and risk faced by the employer in terms of Legal Aspects. How to check a candidate background?

Supporting Facts:

1. Former employee might take legal Obligation2. Cost money and time3. Give specific information regarding former employee

Management response:

Following are actions and guidelines for this case.

1. Development of policies (it should be flexible and more concise) 2. Follow the policies.3. Policies should entitle specific information.4. Permission of employee.

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Answer 1:

1. He will need to take honesty test of applicant and make sure that it is helpful for test the truth.

2. Many problems with credit check,

Needs to take permission of applicant for the check and allow them to see the results

Needs to demonstrate the business obligation of a check

The confidentiality of test results,

3. The right to informed permit regarding use of these results,

4. Screening out applicant based on workers' compensation claims is most likely, completely illegal. Discriminating against those with driving violations is also very questionable, unless he can demonstrate a business-related reason for it.

Answer 2:

1. The right to expect the test is fair to all applicants.2. The strong reference checking process is very good

3. Background investigations and other selection methods like; Reference checks, aims, background checks.

4. He may provide a bonding certificate for the employees to be loyal in respect to the confidentiality of the information in the firm.

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