Running head: CASE STUDY ON HUMAN RESOURCE MANAGEMENT
Case Study on Human Resource Management
Student’s Name
University Affiliation
CASE STUDY ON HUMAN RESOURCE MANAGEMENT 2
Career Development At Electronic Application
The Department of Human resource management is one of the most important
departments in any organization. This department plays an important role in helping an
organization achieve its goals and objectives. In an organization, this department is charged with
responsibilities such as the selection of employees, compensation, recruitment, and training of
employees. Human resource management is a strategic move towards the management of
employees because they are key to business success. However, poor management of
organizational resources may hinder any organization from attaining its set goals and objectives.
Therefore, an organization can gain a competitive advantage in the market if the nature and
causes of problems within this department are best understood and addressed.
Nature and Causes of Problems That Harold Sweeney Faced
As a dynamic area in an organization, HRM may be a stressful and a challenging area for
many directors to manage because of the many problems associated with managing the entire
workforce. As evident in the case, as a director of human resource, Harold Sweeney faced many
different types of problems (Vermeeren et al., 2014). Some of the problems he faced include the
high turnover rate of employees, lack of workforce training and development, lack of benefits
packages, imbalance between keeping the business running and hiring young and talented
people, inability to retain the talented employees, and negativity matters within the organization.
According to Rafiei & Davari (2015), poor management of organizational resources can cause
normal turnover rates to climb to excessive levels because of organizational instability. These
problems were because of the lack of growth opportunities. As a result, most employees felt
trapped in dead-end positions because the present director Harry James could not allow them to
move to higher positions. Therefore, they were forced to job-hop from one organization to
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another so that they can get opportunities to grow in compensation and status. Apart from being
caused by a lack of growth opportunities, these problems were also caused by inadequate skills
among the employees.
Additional Information That Sweeney Should Ask
Although Harold Sweeney has identified some of the problems behind the poor
performance in the organization, he needed to ask the employees other questions before
proceeding toward a solution to the problem he identified. Foremost, Sweeney needed to ask the
employees if they are satisfied with their current responsibilities. He also needed to ask them if
the training they received in order to fulfill their job duties was adequate or inadequate in order
to ensure that all the employees can contribute their strongest skills to the organization.
Additionally, as the new director of human resources, Sweeney needed to ask the employee if
they have the support they need. What is more, Harold Sweeney needs to know about the
employees short-term and long-term goals with the organization in order for him to provide them
with a good work environment that can help them grow.
Individual and Organizational Benefits of a Formalized Career Development System
A formalized career development system is a formal system designed by organizations to
meet their own unique needs and requirements. In this respect, the system ensures that the
employees are satisfied in their positions as well as with their responsibilities. A well-designed
career development system does not only benefit the company but also help the workers in many
different ways. Some of the benefits of the individual and organizational benefits of a formalized
career development system include the ability of the worker to understand his or her own needs
and desires for his or her career goals and objectives. Besides, the system creates a positive work
environment because of the increased level of communication. Additionally, this system can help
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the organization to create a positive reputation. What is more, the organization would be able to
attract and retain talented employees.
Components of a Formalized Career Development System That Harold Should Offer
As a result, if Harold Sweeney decides to develop a formalized career system at
Electronic Applications he should offer a good training program for the entire workforce. By
offering a training program, Sweeney would be able to recognize each employee’s talent and use
their unique talents to achieve the organizational goals. Again, Sweeney should develop a good
job structure for the Research and Development Department in order to create growth
opportunities in this department. Additionally, as the new director of human resources, Harold
Sweeney should offer to expand the present performance appraisal form in such a way that it
includes the potential of the employees.
Whether Or Not to Integrate Career Development Activities with Other Human Resource
Activities
Integration of career development activities with other human resource management is
very important because it assists an organization in working towards its needs while maintaining
its talented and motivated employees. Career development activities such as employee selection,
recruitment should be integrated with human resource management activities such as allocation,
and training because it will help the company in recruiting and retaining its talented employees.
Besides, these activities should be unified because they are all interested in achieving similar
goals and objectives.
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The Best Criteria to Use to Evaluate Good Candidates for Promotion and the Performance
of Supervisors
Evaluating the best candidates for promotions in an organization may be a challenging
process for the director because there are some employees who do pretend in order to be
promoted. Therefore, the best criteria that Harold Sweeney can use to evaluate good candidates
should be based on how the selected candidates relate with other employees. For example, do
they support others, are they respected by their co-workers. The criteria should also ensure that
the best candidate is solutions oriented, innovative, time conscious, proactively take
responsibilities and good stress managers. On the contrary, the criteria that Sweeney can use to
evaluate the performance of supervisors in the development of their subordinates should be
based on evidence of previous active promotions of the subordinates. For instance, they must
have been active in mentoring and coaching the subordinates.
In conclusion, human resource management is a challenging and dynamic area within any
organization. It is a move towards the management of the entire workforce. It concerns itself
with the selection, recruitment, development, training, and compensation of the employees. Poor
management of resources in any organization can result in organizational instability and high
turnover rates of employees.
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References
Rafiei, N., & Davari, F. (2015). The Role of Human Resources Management on Enhancing the
Teaching Skills of Faculty Members. Materia socio-medica, 27(1), 35.
Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R. J., & Van Beek, S.
(2014). HRM and its effect on employee, organizational and financial outcomes in health
care organizations. Human resources for health, 12(1), 35.
