Transferable Skills Exemplary Assignment and Reflection

Running Head: Business Problem

BUSINESS PROBLEM

1

Case Study Analysis

Mika Vandaveer

Rasmussen College

PART- I

Introduction

In the following case study analysis, the company Rasmussen Consulting was hired by MovieFlix which is a company that provides services based on subscription for on-demand internet streaming media and DVD by mails within the United States region. The discussion section of the analysis will contribute to stating one of the major problems that will be faced by the company (Al-Emadi, Schwabenland & Wei, 2015). The growing issue of the business firm can be a fear of hiring the right type of candidate and techniques to retain them within the business for the long term and ensuring that they are satisfied within the workplace. The paper is divided into two parts where the first part will address the problem faced by the business firm and the second part will state a letter regarding the latest developments surrounding the issue.

Discussion

What is the Problem?

As there is a huge competition in the market, it becomes a challenging job for the leaders to recruit the right candidate for the right type of job in the organization (Singh, 2019). As the organization is based on supplying DVDs based on subscription through mails it would require employees who can handle the internet and can communicate with the target audience. This suggests that there is still a considerable amount of responsibility from the human resource point of view for the company to retain the most sustainable profitability and go to them for the best challenges in the medium-haul for the betterment of the community. An HR's challenging problem is to preserve the right resources in proper jobs even while understanding that staff is capitalist as well (Nasir & Mahmood, 2016). However, on the other hand, retention of the employees is also a challenging job as some of the employees can be dissatisfied with their salary, the job opportunity can be cut-throat along with the unrealistic expectation of the employees.

Why is it a problem for the business?

As per the above-mentioned problem, it can be stated that it can affect the business firm in various ways. However, in the situation of hiring wrong candidates, it will not only lead to the creation of unemployment but will also lead to the wrong system of delegation of work (Aruna & Anitha, 2015). Recruitment, which would be the future of every enterprise, plays a vital role. Correct employee recruitment will also have a good outcome and poor futures will be provided by false applicant recruitment. At the time of recruitment, applicants talk about all sorts of excuses to get a job (Bibi, Ahmad & Majid, 2018). It is only afterward that participants know that a discrepancy has emerged and then seek a modification.

Consequences of the problem:

Some of the consequences of the problem of retention of an employee can be stated as:

· Customers receive another good career path that dictates whether the company should remain with them through a prolonged period.

· Over a span of years, staff establishes a courteous relationship with the employees gradually. This is like a convenience factor that can ensure employee commitment, this collaborative partnership is important.

· Every workforce wants a good rate of pay from his or her work. These standards are moving progressively higher day by day. Therefore, payment is one of the significant impacts on employee satisfaction in any industry.

Consequences of the problem if it is not solved:

If the problem of retaining the employees is not solved then it might occur that the employees are leaving their job without any further notice. It can influence a large pool of employees and might cause harm to the functioning of the management (Nasir & Mahmood, 2018). Retaining staff does not involve recruiting an individual who will remain in the very same position until they decide to retire. Staff members have challenges to keep them engaged, so longevity should not be problematic if the company pays work that is constantly challenging the expertise and abilities of staff.

Conclusion

Hence it can be concluded that the issue of retaining staff is one of the major concerns of the human resource management or for the hiring and recruiting department. As MovieFlix’s issues are highlighted in the above section of the paper it will not take up necessary steps that will lead to solve the problem and find alternative ways of retaining the candidates. The further developments will be stated in the next section of the case study analysis which is the letter addressing the same organization. As a consultant, it is important to retain the workforce by the process of implementing a different technique and thinking about the benefit of the employees.

Reference

Al-Emadi, A. A. Q., Schwabenland, C., & Wei, Q. (2015). The vital role of employee retention in human resource management: A literature review. IUP Journal of Organizational Behavior, 14(3), 7.

Aruna, M., & Anitha, J. (2015). Employee retention enablers: Generation Y employees. SCMS Journal of Indian Management, 12(3), 94.

Bibi, P., Ahmad, A., & Majid, A. H. (2018). HRM practices and employee retention: The moderating effect of work environment. In Applying partial least squares in tourism and hospitality research. Emerald Publishing Limited.

Nasir, S. Z., & Mahmood, N. (2016). Determinants of employee retention: An evidence from Pakistan. International Journal of Academic Research in Business and Social Sciences, 6(9), 182-194.

Nasir, S. Z., & Mahmood, N. (2018). A study of effect of employee retention on organizational competence. International Journal of Academic Research in Business and Social Sciences, 8(4), 408-415.

Singh, D. (2019). A literature review on employee retention with focus on recent trends. International Journal of Scientific Research in Science and Technology, 6(1), 425-431.