The HR problems at MPC Finance - Case Study Example

MPC has been gaining reputation for its products as with its personal policies. However the organizational outcomes concerning HRM were poor and questionable due to some issues as identified by the HR manager at MPC Finance (Ehnert, 2009). HRM practices at MPC were poor growth drivers and employees feel that little is done to recognize good performance and that the policies are out of date. Thus the employees' pay is tied to seniority rather than performance. As such it is noticed that there is less equal opportunity for the employees.

MPC is about to lose good employees who are assets to the company due to the lack of training /development, performance review and advancement opportunities (Kearny, 2009). Therefore HRM practices at MPC Finance need to be refurbished to increase employee morale and job satisfaction. Thus it is essential to introduce some international HR policies (Chanda, 2009). Big business organizations such as Smith& Williamson and Moore Stephens have all one thing in common, viz. they all strive hard to satisfy the employees by focusing on effective HRM practices.

Organizational outcomes or/and corporate goals at MPC need to be clearly defined in order to achieve at least some of them in the long term. . Inability to come to terms with employee motivation, performance and communication interconnect would have been one of the biggest issues at MPC (Nkomo, Fottler, & McAfee, 2007). Also it needs to develop appropriate measuring tools to measure the impact on various issues at organisation level, e.g. organization-wide feedback surveys (Foot, & Hook, 2008).

The development of an appropriate organizational reward system is probably one of the strongest motivational factors. Smith & Williamson and Ernst & Young implemented this practice very well. Employee training should be provided when required and this would help them to be in touch with the newest technology available and improve their efficiency which also counts as a company goal. Also performance evaluation practices must be based on the recognition of especial abilities of employees (Grugulis, 2007).

Thus it is noticed that women who work at MPC have less opportunity be at senior position. Minority community has less opportunity work at company. It is ideal to introduce system to treat workers where despite their ethnic/race differences (Tocher, & Rutherford, 2009). Working environments may develop some problems, for instance sitting long time period in front of the computer made some health issues (vision problems / back pain) on employees at MPC. Therefore management should minimise work stress when going for high targets with long hours of work. 2.3.

HRM practices & issues at the UK finance industryDuring the last ten years the finance industry in the UK has noticed a variety of HRM issues including absenteeism, work related stress and turnover. Against this backdrop of ever increasing competition, it's imperative for MPC to initiate some far reaching