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Business case and environment - Dissertation Example

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(Methodology was not a part of the instruction) Critical Evaluation and Analysis Business case and environment Mega Food Store is a small and medium scale food retailer situated in Canada. The company is five years old and is situated in Canada. The company mainly provides groceries, food products, and ready to items…
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Download file to see previous pages However, the HR related works are still scattered across the various departments in the organization. However, the CEO of the company has other bigger and better plans. (As the next section says the plans referred tot he expansion plans. Please have a look. ) The CEO wanted to expand the company. The expansion is supposed to happen both in case of product line as well distribution, as the top management plans to open two more retail shops in the country; one in Calgary and another one in Toronto. Therefore the organization needs manpower both in case of quality and quantity. So the organization is going through a transformation phase. However, it is to be added that the employees of the company has not yet been informed about the proposed idea of change. In order to achieve the organizational objective the management has hired some new experienced faces. One of them happens to be the HR manger. This section of the study would look to analyze the way the HR manager dealt with the problems, solved them and effectively implemented the organizational change would be discussed. Data Collection The data collected happens to be secondary in nature. The main reason for such choice is the fact that the secondary data collection method is the best to gather quality and relevant data within a short period of time in a cost effective fashion. Also it is to be added that the secondary collected is primarily qualitative in nature. One of the main challenges faced by the HR manager was the integration of the HR department. As mentioned earlier the HR department had two staffs only looking after recruitment and operations. Also the HR works were scattered over the other departments. Therefore the HR manager realized that it is important have all the HR activities under one umbrella. Hence the HR manager decided to recruit some HR executives so that the HR functions can be integrated. Each of the HR executives was given responsibility to look after the HR issues related to issues of each department. Each of the executives will act as a touch point to the departmental heads. Each of the executives would be reporting to the HR manger. In this way the manger would be able to be in touch with the different departmental heads and also the HR department would become integrated in nature. The next area of focus for the HR manger was the employee morale and productivity. After analyzing the past employee records the manger found out that the average age of employees in the organization is six to eight months. This needs to be changed if the organization plans to achieve growth. Therefore the manager asked the HR executives to carry out an organizational research to find out the key pressure points. Based on the findings of the survey the manager found out that there is a lot of uncertainty regarding the reporting relationships and job security in the organization. Also many of the employees were not properly sure about the job description. Add to that the manger also found out that since the HR organizational did not have a fully operational HR department activities such as the performance appraisal, salary increments were quite fragmented in nature. Therefore the manger decided to create Key result areas (KRA) and job descriptions for each of the designations. This would most certainly help the employees understand the roles in the organization. The employees can understand what is expected of them ...Download file to see next pagesRead More
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