Case analysis on: Solution of the given case study- Natural Knibbles

1.Answer

The key characteristics of Natural Knibbles’ Orientation Program are explained in this paragraph. It was mandatory for the new employees to participate in the Orientation program. The new employees were introduced to the old employees of the Organization who explained the new employees about their tasks and responsibilities for their positions. Natural Knibbles made their employees familiar and comfortable with their orientation program It included introduction of new production equipment, ordering system which was computerized, how to maintain healthy human relations at workplace, effective communication process, effective working style in a team, and diversity management at workplace. Orientation was designed in such as manner where employees learn and adapted the new working system. They were introduced to all the employees of every department. The careers of employees were linked with the Organizational Growth (University of Kansas     2012). The goals of Natural Knibbles were supported by its orientation program by aligning it with the new strategic direction which was being introduced throughout Natural Knibbles as a creator of niche market for their customers who required specialized dietary products. The changes made in the organization was explained in the orientation program such as implementation of new technology, changed working schedule, employees  career development, new job designing process, HRIMS implementation system, quality oriented attitude to align their employees goal with their Organizational Goals, by keeping the production and the cost consistently(Mind Tools Ltd     2012).

2.Answer

The types of training and development programs that could have been beneficial for Kane and Lisa following their initial experience at Natural Knibbles’ are listed below.

Kane was 21 years old who had lacked secondary qualifications. He had two years of experience in large juice manufacturing company and he was previously working in a production area. As per kane statement he was shifted to different departments with additional works in Natural Knibbles’. He did not have proper subject knowledge. He could not learn properly how to perform his task at the workplace. He often asked for assistance from his supervisors and Managers. The training and orientation program did not help him because he was confused between the positions and the work which was assigned to him. It was reflected in his performance and peers gave negative feedback which de-motivated him. For kane On the Job Training would have been beneficial. This method is a process where the skilled, knowledgeable and experienced supervisors & manger will provide training to the employees who are less knowledgeable to perform their duties and tasks. No formal procedure is followed and employees feel comfortable in this method. The discussion with the trainer takes place before and after the completion of the Tasks in the training process. The direction and feedback is provided instantly to the performers (Compare Infobase Limited    2007). He can also be provided some certification course to enhance his knowledge.

Lisa was 19 years old & had one year experience in a retail clothing outlet, with a certificate (TAFE) in computing and management. She worked for sales and marketing department. Though she felt that time was not given to settle-down with her work process. She had enrolled with the certification program which was supported by the company. She found the opportunities to develop her career with Natural Knibbles. Though she was getting the feedback that she was taking more time to learn and perform the different tasks. Therefore she needs to be given training related to efficient time management. Lisa could plan and organized her task to perform her work in an appropriate time (Alan Chapman    2009).

3.Answer

The advantages and disadvantages of peer evaluation system are as follows.

Advantages

• It will help to bring with variety of experiences, knowledge, challenges and involvement of the employees at the workplace.
• The one who reviews the performance are the experts in the particular field with wide range of experience.
• It helps in improving the quality and wastage of time is minimized.
• It also helps in transparent communication system.

Disadvantages

• When the new employees are being hired they are explained the company’s plans and goals. The feedback is given by the reviewer on the basis of the expectation of the company.
• Decisions are made very quickly by the peer group.
• It creates a conflict of interest between the reviewer and the employees.
• It sometimes helps to judge the employees on a single characteristic which is de-motivating for the employees.
• This method cannot be trusted by the employees easily for evaluating their performance (PreserveArticles.com     2012).

Natural Knibbles choose the peer evaluation as a part of its performance management process because it was focusing highly on its quality and new approaches were made organization wide. They wanted their employees to develop their career along with Natural Knibbles growth. It was small organization and the HR knew very well that there are fewer chances of transfers and promotion of the employees within the organization. It is a cost efficient and time saving method to track the performance of the employees. It was used to know the attitude of the employees towards their work by their supervisors. Employee’s goal can be aligned with the organizational goals because the peer group gives the feedback on frequent basis.

4.Answer

The HR strategies that Natural Nibbles can use to develop effective career planning are as follows.

• When the new employees are being hired by Natural Nibbles they should be hired as per the proper Job Description which will explain the required qualifications, knowledge about the department, KRA (Key Responsibility Areas), Job role, responsibilities to be handled and the Competencies required for the Job.
• Proper Induction and Training Programs should be there for the employees to resolve the problems that arise at the workplace (Hearst Communications Inc.      2012).
• The employees or the departmental goals should be linked with the Organizational mission, vision core values and its goals.
• Effective and transparent performance management system should be implemented for planning a proper compensation and benefit programs.
•  The employee’s performance should be linked with the transfer, promotions which will motivate the employees to perform their best and rise in their career.
• The Job rotation and Job enlargement activities must be there to motivate the employees increase their capabilities and provide a better career growing option for their employees.
• Timely the goals should be achieved to so that company can focus and develop a better career plan for the employees.
• Employees should be empowered and flexible work practices should be implemented
• Long term plans like succession planning should be planned to provide new direction.

5.Answer

Cherrie was good at planning the HR initiatives but he failed to implement it successfully. He was planning for long-term purpose but failed to track and manage the problems which new employees were facing presently. More training and development programs were required at Natural Knibbles which was not being implemented. He always focused to design the systems which are cost efficient but not good from the employee’s point of view. Poor hiring knowledge of the employees in Natural Knibbles created a problem for the peer reviewers because the employees lacked certain qualities and knowledge to perform the task at their workplace. Though the program which was currently implemented was linked with the organizational goals but it failed during the implementation process. Employees felt that they were not given enough time to learn and settle down with their Jobs. He was partial with the old and the new employees, because the training program was not mandatory for the old employees. The programs developed by him failed to link with the career of the employees (Managementstudyguide.com   2012). The peer review performance management system had several disadvantages but still he did not try to develop a new performance management system. The peer raised issues were not resolved by Cherrie immediately. Employees were shifted from one department to the other department without giving them proper time. Whenever the issues related to work was being told to Cherrie by the new employees he always had a single statement “Don’t worry you will learn. He never focused how they will be learning. Cherrie lacked proper HR knowledge and skills. He was unable to create better working environment for the new employees. Therefore these are the reasons why he should not be hired as a HRD Consultant to design and deliver the programs needed at Natural Knibbles (John Wiley & Sons, Inc     2012).

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