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HRM Art - the Right People at the Right Time in the Right Place - Case Study Example

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The author of the paper «HRM Art - the Right People at the Right Time in the Right Place» gives advice how to hire competent specialists, support their motivation for maximum commitment for the good of the company, find a balance between the needs of the organization and the staff. …
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HRM Art - the Right People at the Right Time in the Right Place
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Download file to see previous pages Human Resource Management or HRM can be defined as the process of employing people, developing their capacities, utilizing, maintaining and compensating their services in accordance with the requirements of the organization. HRM has two important functions; one with respect to the organizational needs and the other related to the employee needs. HR department thus acts as the bridge between the organization and the employees. The right person, at the right place, at the right time, is always beneficial to the organization whereas wrong persons in the wrong places always create headaches in the organization. The needs of the organization and the needs of the employees may not be the same always and because of that conflicts between the organization and the employees can take place any time. In this paper, I briefly analyze an HRM problem faced by me, when I was working as an administrator in an organization.
The HRM problem, I encountered at work was regarding two volunteers. Both of these volunteers came to my company with the intention of becoming project workers in the substance misuse field. Our company gladly accepted the offers of these volunteers since we were facing a severe shortage of dedicated volunteers at that time. Since our organization was a non-profitable charitable organization, most of the volunteers worked for our organization as a service rather than a profession. Since it was difficult to get service-minded volunteers at that time; the offers of these two volunteers were accepted quickly without a formal assessment of their backgrounds or intentions. They were quickly introduced to other staffs and were told that in order to start working in this field they would have to start work primarily in reception answering calls, taking messages and greeting clients. Our organization always ask the fresh employees or volunteers to work in the reception initially since the reception was the frontline and a great way of knowing whether or not this work was suitable for them. The receptionists are the ones who normally interact with the diverse clients. Some of these clients would be aggressive or impatient and the management of these clients by the newly appointed volunteers as receptionists can be evaluated by the organization to measure the job potentials of these volunteers. The administrator at times, spent a few hours with the newly appointed volunteers at the reception talking them through the internal email system and how to answer a call after that they were told they could start.
One of the volunteers started his work like three days per week the other as two days per week.  Out of the 5 working days, they were together on two of the busiest days. They were told that since they were volunteering, they could start at 10 am instead of 9:30 am and leave a little earlier than the normal closing hour of the office.  Initially, they have shown punctuality in their works; however, after a few days, they started to create problems. They have started to come too late and leave too early. Moreover, they started to use the office phone for personal purposes frequently. Playing on their mobile, watching inappropriate material on the internet, and making clients wait too long etc were some other malpractices shown by these volunteers. They also started to welcome the clients in an improper manner and even while responding to calls, they started to use filthy languages. One of the two started to develop a love affair with a member of staff and created many romantic scenes inside the office.
Our organization was fed up with the activities of these volunteers and asked me to find solutions to these problems after promoting me as the administrator. My organization asked me either to correct these volunteers or find some other volunteers after sacking these two. I decided to try my level best to correct these volunteers before taking a decision to sack them. ...Download file to see next pagesRead More
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