Human Resources Management - Case Study Example

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Human Resources Management Case Study ABC Human Resources Professor XYZ December 07, 2013 The case study is based on the acquisition of a loss making bookstore and the manner in which strategic human resource management can convert it to a revenue making outlet…

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Subject: Human Resources
Type: Case Study
Level: Undergraduate
Pages: 6 (1500 words)
Downloads: 3
Author: aliviakuhic

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This outlet has more permanent employees and less of casual workers and this requires at least 80 workers to be laid off. This raises significant questions about the manner in which redundancy should be handled by the human resource department in Wordsmiths. There are certain legal issues that she has to consider before making a strategic plan on redundancy. . had been charged with making workers redundant by discrimination on the basis of age.3 HRIMS and workforce data HRIS helps in storing and reviewing data with respect to effectively manage the workforce.

Prior to configuring the HRIMS, Gemma should strive to understand the requirements, opinions and concerns of the workforce.4 The HRIS system should be configured to have maximum possible information about the workforce. Some critical information which Gemma needs to configure would be the information about the workforce in Mainly Books including payroll (payroll accounting and time reporting), managing workforce (commencement, termination and exits of employees), system integration and maintenance (managing software updates and system regulations, managing the interfaces of the system).

5 The workforce data can include a plethora of information about the employees in Mainly Books. The information on employees has to start from simple aspects like employee name, address, family details, qualifications, attributes, joining date to highly complex aspects which helps in easing decision making. Such complex aspects may include restructuring, training, internal promotions, on-boarding, performance management, external hiring (in this case for payroll), outsourcing details, succession planning, talent analytics and workforce planning, leadership development, career development and employee retention and engagement .

One of the main challenges faced by Gemma is that the company acquired did not maintain any information on human resources. Hence, she will have to speak to the store managers for getting data with respect to payroll. Most of the employee personal data will be found from the store managers. After careful discussion with store managers certain training gaps need to

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