Analysis of the Attached Mini from Human Resource Point of View - Case Study Example

1. Basically, the main issue raised in the case study pertains to the absence of any properly defined structure with reference to human resources functions within Raybond Company though everything seems to be in order. Everything seems disjointed and nothing is properly documented where all the employees are not even aware of their responsibilities as well as their job descriptions. To be precise, Raymond Sport Company has no clearly defined direction where everything is simply assumed to be well. The most surprising thing is that even the owners of the company are not even aware of anything that is going on within the organisation and they do not even know the people who hold strategic positions that ought to give direction to the whole business of the company. This is a major weakness for an organisation which is in business and which has quite a big number of employees. When there is no clearly defined structure in the organisation, it would be difficult co-ordinate the efforts of the employees in one direction. A critical analysis of this position being pursued by this company certainly shows some lack of professionalism given that no single company can thrive on assumptions especially during the contemporary time that is characterised by global competition. From the look of things, it seems Raybond is operating in a local market which is not global where there is no competition. It is evident that the directors of the company who are also co-owners are relaxed and seem not to bother about anything by virtue of the absence of competitors in the same industry of manufacturing sporting equipment and goods. In a globalised market, businesses usually thrive on competition with other rival organisations which would also be competing for the same clients. Therefore, the reluctance of the directors of Raybond bears testimony that there is no immediate threat in the industry in form of competition hence the absence of serious commitment to their business. It seems the organization is not even aware of the effects of globalisation as it considers itself to be comfortable with what is obtaining on the ground now. This is a major weakness where an organisation would be blindly operating without any knowledge of the external environment. In the event of another similar, properly managed business emerging in the market, Raybond would face a very tough threat that may even see it being out competed due to its lack of proper strategies of human resources management in place. 2. Several workforce issues are evident in this case particularly the absence of clearly defined job descriptions that would aid proper analysis of job being done in the company. Basically, a job description is very important especially in the functions of human resources personnel. A job description provides the employee with the relevant information that would describe his role expectations in the organisation. It would spell out the expected duties and functions towards fulfilling the objectives of the company. In the absence of clearly defined job descriptions, it would be very difficult especially to delegate duties and to determine as well, the people who would be supposed to perform certain tasks. In most cases, for an employee to perform satisfactorily, his or her skills, abilities and motives must match the job’s requirements and these must be defined clearly. In every organisation there is need to perform job analysis as a way of trying to measure productivity within a given company. A job analysis is a process whereby the human resources management systematically investigates the tasks, duties and responsibilities of jobs within an organisation if they are matching the expected levels of performance. This process is very important in that it gives a clear picture of the actual thing on the ground. It would equip the management with information of what would be required to be done so as to improve the overall performance of the job. It is evident in the case of Raybond Company that such structures required to perform job analysis as well as evaluation are not in place and are not clearly defined. Whilst there is general acceptance that all is well with Raybond Company, a physical job analysis and evaluation may reveal something that is contrary to the widely held perception that everything is in order. Therefore, it is always imperative to do the actual thing such as job analysis in order to get a reliable outcome that would then be used in making informed decisions that are not subjective where anyone would just assume that everything is in the right direction. 3. Indeed, Raybond needs the services of a human resources professional. Human Resources Management is a very important aspect that determines the overall performance of the whole organisation as a whole. The activities of all the employees in an organisation ought to be closely monitored if they meet the ultimate goals of that particular company. All the efforts of all the employees if combined together will produce one common goal that would be the main objective of the company. The purpose of being in business is the need to be profitable through productive activities. This can be easily achieved through a well co-ordinated effort that strives to pull all the efforts of the human resources together in an attempt to achieve one common goal. Therefore, to achieve this kind of scenario, there would be need for a clearly defined and well co-ordinated effort that monitors all the activities of the employees which can only be achieved through the concerted efforts of a human resources professional. 4. Job descriptions are very important in an organisation because they would determine the role expectations of every employee. If a person knows what he is expected to do in the company, then there would be likely chances of that person to be motivated because he would know his role expectations in the organisation not to simply go to work without fully knowing what he would be expected to do. Job descriptions would greatly enhance an organisation to improve its performance as they would outline all the details necessary to carry out specific job tasks. 5. I would recommend a number of strategies to be implemented as a way of improving the overall performance of the organisation. First and fore most, there would be need to establish a strategic human resources management strategy that would outline the course of action that would guide the operations and conduct of all the employees within a given organisation. This is vital because it would allow the management to take stock of what is happening in the organisation. The strategy would also oversee if all the different departments of the organisation would be properly functioning. There is need to closely monitor performance of all the employees so as to improve productivity. An increase in productivity especially for Raybond Sporting Company which specialises in manufacturing and selling sporting equipment and goods would translate into meaning an increase in profits. If a company is being profitable in its business operations, it would mean that there would be limited losses in form of labour costs where the bulk of the money would just be used for paying unproductive labour that would be a liability to the company. The company would also need to implement job analysis strategies as a way of trying to grasp the actual situation that would be obtaining on the ground with reference to monitoring performance of the workers. If there is no structure in place that would be used as a measure to monitor performance, it would be difficult to make informed decisions that may help to improve the whole organisation. The decision making process is ought to be informed by information that would be gathered through the process of job analysis that would determine the areas in need of attention. Basically, a job analysis would give a clear understanding of the various issues that may affect the operations of the organisation. It would also be highly recommended that the company should have clearly defined job descriptions as a way of making it easy to delegate duties and monitor performance of the workers. A job description would make every employee aware of his role in the company. This would greatly motivate the employees since they would have a sense of belonging to the organisation by virtue of knowing their purpose in the organisation. This would also make it easy especially for Human Resources Management to perform job evaluation exercises as a way of trying to reward accordingly the outstanding workers that would be dedicated to their job. This would act as an incentive to employees to improve their performance that would obviously mean that productivity would also go up. Such positive growth would mean that the company would likely to gain more profits which would be very strategic as it would also mean that there would be more revenue generated. Over and above, it can be noted that Raybond Sporting Company is practicing outdated management strategies where it does not take account of what is happening in the organisation. Whilst there may be consensus among the stake holders that everything is going on well, there is need to have an effective human resources management programme that would oversee the performance of all the employees towards the attainment of the company goals and objectives. Without such a program, it would be difficult to co-ordinate the activities of all the other employees in one direction as there would be no clearly defined duties and responsibilities of each an every employee. Read More