Human Resources Management - Case Study Example

If an employee is low on behavior, but not creating problems for self or others at work place but high on productivity still the employee may be continued.But if the employee is low on productivity and is high on behavior it could actually mean that he or she is actually possibly interfering the productivity of others, this is also a strong candidate for termination.Task C:I would draw out the following matrix that will allow the management to take an informed decision on who to terminate:EmployeeProductivity ratingBehavior ratingCommentsJohn Yimaz HighNot indicated, but inferred to be goodBarbara BloomerGood Medium (stepped down from high recently)Has had a personal mishap recentlyMrs.

LongHighMediumWants to quit as she is not satisfied with her current responsibilitiesMarkLowLowMr. MeltaLowLowPotential to perform is low and is outdated to operate the current machineryMrs. RobertaHigh HighHannaHighHighThe obvious ideal candidates for retrenchment are Mr. Melta and Mark. The third candidate is Barbara Bloomer as she has become inconsistent in the last couple of months and may not be able to bounce back soon to her old shape. Once the departments are merged the responsibility of the department to deliver higher responsibility that of both the departments together, in view of this its essential to have people who are willing to work harder and take additional responsibilities.

Task E:The following processes may be put in place to ensure that the redundancy at Jistota:a. Ensure regular training - this is to ensure that the employees in each department is up-to-date on skills and does not turn redundant. Also employees must be encouraged to learn formally out of the. But if the employee is low on productivity and is high on behavior it could actually mean that he or she is actually possibly interfering the productivity of others, this is also a strong candidate for termination.

The obvious ideal candidates for retrenchment are Mr. Melta and Mark. The third candidate is Barbara Bloomer as she has become inconsistent in the last couple of months and may not be able to bounce back soon to her old shape. Once the departments are merged the responsibility of the department to deliver higher responsibility that of both the departments together, in view of this its essential to have people who are willing to work harder and take additional responsibilities. a. Ensure regular training - this is to ensure that the employees in each department is up-to-date on skills and does not turn redundant.

Also employees must be encouraged to learn formally out of the work environment so that they remain contemporary and their employability factor remains high and they continue to be attractive to the employers b. Job Rotation: Job rotation will ensure that the employees are multi-skilled and will be able to work in more than one department. This will also ensure that if they become redundant (as in the case presented) they can be considered for alternate positions in a different department.