I have 6 case study and I need your help to answer some discussion questions at the end of each case. I need short answer for each question so the max pages is only two for each case.
HR
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- Mar 26, 2015 | Thursday 12:00 am | 19 days 10 hrs ago
Running Head: CASE STUDY
Case Study
Case Study: KLRJ Energy Corporation
Answer. 1
The currently perception is internal pay inequity among around 35% and perceived external pay inequity among about 40% of KLRJ’s employees. Further research disclosed that the actual numbers were closer to approx 15% internally and 30% externally. On the based on their findings, the compensation team was able to identify five likely causes of both real and perceived external pay inequity at KLRJ. The most pressing issue is the 15% internal pay inequity found by the compensation analysts, so it can recommend that external pay inequity rather than internal and external pay equity strategy would beneficial for compensating employees in KLRJ’s renewable energy division.
Answer. 2
KLRJ will need 40 individuals to operate the renewable energy pilot in Denver. The company need employees four will be in management positions and the remaining 36 will be in technical roles. KLRJ should use campus placement or institute selection recruiting strategy would you recommend for filling renewable energy roles at KLRJ. The division’s new HRBP has discovered that the Denver plant is located near the Ecotech Institute, an esteemed technical school that offers a two-year associate degree in Renewable Energy Technology. The company propose developing and retaining these employees could be sourced from universities elsewhere in the nation or from other firms in the industry. Success of the company and employee retention would indicate these initiatives success.
Answer. 3
From an OD perspective, close-knit culture of KLRJ’s culture might be sources of resistance to the company’s new direction. KLRJ’s close-knit culture to attract and retain talent means the company treated their employees like family, and rewarded loyalty that might be sources of resistance to the company’s new direction. The company should be taken to ensure a smooth transition through hires new employees on base of their willingness to learn and interest in the company more than educational background or work experience.
Answer. 4
KLRJ’s current business strategy would not appropriate for its new direction and the company’s need to changes in its requiting strategy. The company’s used the internal recruitment strategy as it were encouraged current employees to refer friends and family those would be a good fit at the company, and it wasn’t uncommon for family members to be employed at the same plant. The company might be d it internal recruitment strategy and use the external recruitment strategy to select latest talent and experience employee.
Answer. 5
In the case of the renewable energy program is a success in Denver and is introduced to additional locations then it might face new challenges is staffing for technical roles from implementing the program. One of the biggest challenges the industry currently faces is staffing for technical roles. In recent years, people have become less likely to pursue a specialized profession in areas such as welding and pipefitting that leading to a large skill gap in industry. So, that mastering the art of recruiting, developing, and retaining top talent are new challenges might arise from implementing the program abroad.
Case Study: Retail Therapy: A Business Discussion of Carson Co.’s Corporate Strategy
Answer. 1
Kevin O’Donnell would best potential external candidate for the CEO position at Carson’s in their major organizational transition. O’Donnell has good experienced such as served as CEO of Fine Mart, for the past seven years and has worked for four different organizations in its 34-year career and has completed its MBA from Brown University in 1979. On the basis of good experienced in working different countries and qualification, it can be stated that O’Donnell would best potential external candidate for the CEO position at Carson’s.
Board of Directors should not search for other executive candidates and select O’Donnell as potential CEO candidate. Moreover, O’Donnell has the key abilities that are necessary for the next CEO such as intelligent, patient, strategic individual decision-making, strong or transparent communication skill, maintain professional relationship, ability to adapt easily various task and responsibility.
Answer. 2
In brainstorming strategy, it was unanimous that their first priority way to tackle the predicament surrounding the company’s CEO because the current CEO, Alterman is serving as interim after the removal of Johnson in the midst of the downward spiral of Carson’s. Moreover, Carson’s Board of Directors needed to address the company’s negative reputation due to Johnson reign as Carson’s CEO in order to further determine their strategic approach moving forward. the Board of Directors and Human Resources could decided that Alterman would retire from Carson’s, so they could select decide new CEO between two potential candidates for the company’s and the company measure their success on the base of getting revenues in future.
Answer. 3
Carson’s steep downward spiral and loss profit because many frontline employees leave the company. Carson’s should re-design their talent management plan to focus on their compensation strategy to attract the talent needed into the organization. Human resources should be required to benchmark their compensation against the market to ensure their hourly employees were offered above market pay that would able them to compete of their competitors. Human Resources should be needed to additionally develop a compensation strategy as it increase in hourly-wages for frontline employees that would be effective to attract new talent into the organization.
Answer. 4
HR should design their compensation structure as a competitive and highly desired executive compensation structure to retain the next CEO. The Board of Directors found that the company’s required to implement a competitive and highly desired executive compensation structure to attract and retain the next CEO. Carson’s should be required to benchmark their compensation against the market as offered CEO above market pay that would able them to compete with their compensation packages.
Case Study: Matters of the Heart
Answer. 1
Stark Healthcare should send out to be a part of the leadership team for developing a comprehensive change management plan to deal with compensation issue. Strong leadership team as soon as possible traits are important for Stark Healthcare from London office to address compensation issues, begin the integration process, and lead the team towards a successful 3D prototype. Stark Healthcare will take steps to ensure the leadership team’s success as it will analyze the compensation plan during negotiations and promote to the lead HR representative for the Stark Healthcare.
Answer. 2
The change management process should solve the compensation issue as the change management must sign off to switch to a less lucrative compensation plan. This less lucrative plan is structured similarly to the compensation plan Banner fought to keep during the negotiations that has become the common industry standard for success. The change management process will entail for the leadership shifts to develop a comprehensive change management plan to deal with this compensation issue. The change management communication should consist of for each scenario as through communication the CEO able to think outside of the box, create trust, long-lasting relationships, produce excellent work, consistently energize and inspire others, so it able to deal with organizational issues.
Answer. 3
Stark Healthcare can do to prevent Meditron employees from walking off the job for maintaining experienced team and reducing the future cost of recruitment, selection and training of new employees. Meditron employees familiar with the company, were at the heart of the company and performed continuously for the company, so retain these employees are important of Stark Healthcare. If Meditron employees walking off the job, then Stark Healthcare should look the market or external sources to find new talent. The selection of best fit candidates for the new jobs according to need of skills and ability is most complication aspect of Stark Healthcare.
Answer. 4
Employment and compensation related legal issues come into play as Stark Industries operates in international market, so the organization responsible for follow new country laws or rules. Unlike the United States, it is common in the EU to have legally written employment contracts for employees that detail the terms and conditions of employment such as the place of work, pay rate, title, and office hours, so Stark Industries must follow EU employment contracts rules or regulations. The contract terms and conditions cannot be changed without a signed agreement from each employee accepting the changes that impact Stark Industries current compensation and employment policy and it needed changes in their HR policies.
Answer. 5
The HR strategy shift if Stark Healthcare does not achieve enough buys in Meditron because through this acquisition the organization solves their HR issues. Stark Healthcare faced the consequences such as employee high turnover, low retention, low motivation and less job satisfaction if it does not achieve enough buy in. The success of Meditron could be almost entirely attributed to the hard work of their engineers, scientists, and developers and it employees were at the heart of the company. So, after receiving buy-in from most of his employees Stark Healthcare would able to solve their HR issues.
Case: Competitors to Coworkers: The Acquisition Process in the Sports Marketing Industry
Answer: 1
The HR’s approach to Mergers and acquisitions is considered by the organization from the aspects of strategic management, corporate finance and management that would help enterprise grow rapidly in its sector or location of origin, or a new field or new location, without creating a subsidiary, other child entity or using a joint venture. Along with this, it should also be noted down that, it would also provide growth or positive value to the organization in order to achieve competitive advantages effectively.
Answer: 2
On the basis of given case, it is identified that, in the current time, the staff of the organization is facing a lot of challenges that are directly and indirectly associated with the organizational culture, employee morale, organizational procedures and training and development. All these issues are affecting the productivity and efficiency of the employees to do work more effectively. In addition to this, As a HR director, in order to address such kinds of issues, I would use cross cultural and communication strategies. In addition to this, workplace conflict and performance appraisal strategies would also be used in order to analyze and address these problems in an effective and proper manner.
Answer: 3.
As an HR Director, different innovative and dynamic ways would be used by me in order to address redundancies throughout the acquisition process. For case, I would develop a clear communication plan in order to communicate with the employees that will help me in addressing the employee redundancies. Moreover, allowing for an emotional response, using counseling services, evaluating moral response, meeting with the employee to discuss the problem employee motivation, monitoring performance etc are the other strategies and ways that would be used by me in order to address redundancies throughout the acquisition process in an effective and proper manner.
Answer: 4
In the current time, a common organizational culture and structure is followed by today’s organizations I order to achieve competitive advantages effectively. In the same way, in order to facilitate and implement a common culture between the two companies following the acquisition, the top management of both the organizations would need to adopt innovate common communication strategy so that the same goals and objectives can be fulfilled effectively. Moreover, the management should also collaborate the organizational functions of both the firms effectively. Finally, the Global operating norms and standards should be adopt and followed by both the firms in order to implement a common culture. Effective compensation and benefits policies, shared vision and mission are the best some best practices to consider when dropping or modifying heritage benefits or behavior like Rolex watches for service.
Answer: 5
There are different potential pros and cons to keeping David Bowden as an employee following the acquisition. For example, he or she can provide strategic direction regarding the acquisition that will help the company in archiving the desired goals and objectives effectively. On the other hand, he can also help in making and developing potential growth strategies for the company. But the main disadvantages would be cost. It means the organization have to pay more money to him against the services given by him. So, as the HR leader, I would recommend the company, the organization should take the services of David Bowden.
Case Answer: Dart Holdings Case
Answer: 1
As a regional HR manager of the company, in order to prevent employee morale from dropping to even lower levels, I would try to develop and implement the best strategies depending on the organizational size and culture. I would also invest in the training and development programs of the employees prevent employee morale from dropping to even lower levels. In addition to this, I would invite the employees to provide their opinion and perception in decision making process. For case, this strategy will also encourage the workers and would also offer a positive work environment and results in improvement in the productivity and efficiency. In addition to this, in order to measure the level of success, I would use appraisal standards and methods in an effective and proper manner.
Answer: 2
Dart Holdings should respond to union organizing attempts among Marketplace employees. For case, the organization should try to adopt workplace policy according to employees. Moreover, the company should also focus on Security and flexibility, Freedom of relationship and development, International co-ordination of policies for development with equity. In addition to this, the legal risks can also affect the contingency plan of the organization.
Answer: 3
A regional HR manager could create a post-merger integration plan and communicate it effectively by using following steps such as: to accelerate the transition by focus on achieving bottom line, tangible results as soon as possible after the merger. In addition to this, the manager should also define the integration strategy and should agree priority areas of focus, plan integration, Communicate, Align leadership, manage the transition. The pre-developed actions plans and strategies in the context of post-merger integration can be used to measures the success for the plan.
Answer: 4
There are several measures that should Lisa Jones, VP of HR, take along with regional leadership, to address the shrinkage problem at Dart Holdings. For example, the main cause of shrinkage problem at the company was that the employees at the retail locations had a very low level of confidence so they should be adopt innovative strategies to analyze and evaluate the confidence of employees or teams. Moreover, they should also be focused on employee performance strategies in order to analyze the confidence of each employee in an effective manner. At the same time, they should try to develop an innovative organizational culture in order to motivate the employees. All these actions could be helped Lisa Jones, VP of HR in addressing the shrinkage problem at Dart Holdings.
Answer: 5
If I were hired as an outside human capital/post-merger consultant to help upper management turn Dart Holdings around, I would recommends some key messages and actions to take offer credible business advice to return the company to profitability. For case, the company should try to observe the perception of the employees in the context of change. In addition to this, I would also suggest that the company should also be focused on cross cultural strategies to reduce cultural differences. Moreover, compensation and benefits programs should be designed by the company according to the performance of employees. Furthermore, to improve the level of moral the company should use communication strategies and effective ways so that the level of confidence can be improved.
Answer: 6
Prior to the merger, the dominant part of Marketplace representatives had been union individuals, while Dart workers were most certainly not. HR struck out with respect to due industriousness preceding the merger and along these lines did not have an activity plan to handle the distinction in unionization. This crevice in systems returned to bite the organization, as an extraordinary aftereffect of corporate asking representatives to acknowledge incidentally lower wages or less hours of work had been work relations issues. Since Marketplace workers were unionized, it would be amazingly troublesome for Dart Holdings to request that they take a cut in pay or work hours, as that could abuse the aggregate bartering assertion the union had with the organization.
Case Answer “WORK FOR AGON, WORK TO DEATH?”
Answer: 1
Answer: On the basis of given case, it can be said that, in the crisis, different innovative and specific, process or ways should be used by Agon in order to modify and implement safety policy companywide. For example, the Agon should try to identify deficiencies in the current health and safety policy of organization and formulate changes to remedy the deficiencies in the health and safety policy of organization. In addition to this, Agon would also need to establish the resource constraints which may influence the health and safety policy of organization. Moreover, he or she can also consult with key stakeholders and provide opportunities to review the proposed health and safety in an effective and proper manner.
On the other hand, Agon must also focus on establishing a strategy for promoting a positive commitment to the health and safety policy among all the employees and management of the organization. At the same time, it is also found that, communication and execution of new guidelines different across different locations because of diverse workforce with different culture, structure, values and norms. In addition to this, the attitude and perception of the employees regarding the safety policy would also be different this is the main reason that communication and execution of new guidelines would be different across different locations. Apart from this, the HR manager would also need to consider different costs in the implementation and modification of safety policy. It is because the cost may be different one branch to another branch office.
Answer: 2
In the current time, there are a lot of strategies and methods are available that can be used in order to public relations and employee relations in an effective and significant manner. For example, in order to improve the relations with the employees of the organizations, the company should focus on conducting different programs such as: education campaigns, employee training and development, special events, awards programs etc. All these can be the best methods to establish strong relations with the employees. Moreover, the organizations should also involve the employees in the decision making process and try to motivate employees to share their work within the organization. Moreover, the organization would also need to encourage effective communication among the team members in order to build strong relations with the employees.
At the same time, the company should also use motivational tools in the form of tangible and intangible benefits. These benefits would encourage the employees to do work more effectively. Hence, these strategies can be used to develop relations with the employees of the organizations. On the other hand, to develop the public relations, the organizations should clearly define and analyze campaign goal and try to identify and understand media targets. In addition to this, corporate communication strategy can also be used to improve the public relations effectively. For case, the organizations should conduct a planned and sustained program as part of an organization’s management that would help the company in understanding the public relations effectively. In the same manner, these strategies would help the company in reducing current and potential issues associated with the public and employee relations.
Answer: 3
In my views, Agon should focus on retaining the employees as compare to restructure or replace this team. It is because restructuring or replacing the teams can be costly from the organizational point of view and create different issues. So, Agon should retain the team members. In the same way, it can be said that, The HR manager of Holmen would be focusing on retaining highly skilled employees. Agon should be changed in the company HR policies to retain the high skilled employees. Employees can be retained by offering and providing different motivational tools such as training and development programs. Moreover, the main benefit of this is that it would be cost effective and save the time for Agon. In contrast, it may create dis-satisfaction among the team members reading their skills, abilities and knowledge.
Answer: 4
According to the given case, for the unionization abroad the company would need to set the compensation such as wages or salaries, benefits, fringe benefits, vacations and holidays, shift premiums, and sharing of profit. Moreover, the organization would also need to develop personnel policies and procedures such as promotion, layoffs, transfer policies, overtime and vacation rules. Moreover, employee rights and responsibilities would also be considered such as: employee seniority rights, job standards, workplace rules, and remuneration right. All these factors may affect the projected growth of the organization because the company has to spend a big amount on this.
References
Hess, A., Renshaw, C., Miller, L. & Beckendorff, R. (2014). Competitors to Coworkers: The Acquisition Process in the Sports Marketing Industry, pp 1-22.
Chukwurah, E., Gaski, M., McKnight, A & Yung, H. (2014). Dart Holdings Case. pp 1-21.
Bennion, A., Kirchner, H., Nilo, D. & Woodard, J. (2014). WORK FOR AGON, WORK TO DEATH. pp 1-18.
Cramer, K.,Grieser, R., McVay, L. & Turner (2014). Case Study: KLRJ Energy Corporation. pp 1-21.
