Effective Human Resource Management in Treton Communications - Case Study Example

Human Resource Management Case Analysis Executive Summary Treton communications Inc believes that employee satisfaction has direct relation with the performance of the company. In order to achieve employee satisfaction, the company has developed clear policies that should be followed in the workplace to protect employees from discrimination. This policies need to be applied by the HR department right from the point of staff recruitment so as to ensure diversity in the company. The company faces a lot of challenges in implementing these policies. With an over stretched and understaffed HR department, HR functions have been delegated to other departments in the company resulting to low staff satisfaction. The management of the company should act fast to empower the HR department by adding more staff to the department and sharing the guiding policies to every employee of the company so that they can be informed of the company’s stand on issues of discrimination and harassment. Problem Treton Communications Inc has policies in place that guide the company on the issue of employment. The policies in place set the ground for the company to offer equal employment opportunities and to embrace diversity in the workplace. The main challenge that the company faces is adherence to its policies. Treton has good policies that encourage employing people without any form of discrimination. This is however not what is practiced in the company. The recent expansion saw the company launch its Midwest facility in Chenworth, a place that is dominated by whites. Majority of the company staffs are also whites, showing the gap in implementation of company policies and directives. According to Lawler, Boudreau and University of Southern California (11), the Hr department needs to decentralize their operations so that they can increase the responsiveness of the systems. Situation Treton communications has employee interest ingrained in its policies. Employees are offered a proper working environment to enhance their productivity. The expansion to the Midwest Facility has created more employment opportunities for the company but these positions end up being unfairly disrupted. Comparing the number of employees in the company with the number of HR personnel, it is evident that the HR department is under staffed. According to Arthur (37), HR departments need to be well staffed so as to ensure that there is effective interaction with staff. Employees working in a well staffed HR department will feel free to report grievances and seek for clarification. The HR department of Treton will be unable to offer all staff sufficient time to air their grievances due to the low number of staff in the department. Analysis and alternatives Staff recruitment The expansion of the company has created a huge number of employment opportunities for the community which ends up with the wrong candidates. In order to ensure that the right staff are employed, Treton HR department need to take charge and be responsibility for interviewing and recruiting staff. According to Tripathi and Reddy the HR departments need to take charge of staffing, training and appraising the staff of the company while adhering to the company’s employment policy (177). The Midwest facility director managed to employ his church mate because there was no HR representation in the recruitment process. HR audit The high level of racial imbalance in the company should alarm the HR department on gaps in implementation of policies and directives. Treton needs to conduct regular staff audit to evaluate the implementation of policies on equal employment. According to Reed and Bogardus HR audit is the most effective method that the HR department can use to evaluate the effectiveness of its processes (72). HR Personnel With over 360 staff in the newly opened facility, and the potential for the number to rise to 800, the company has failed to manage and be accountable for their staff. The HR department is overstretched since the facility has only one HR staffs, who also serves other company facilities. This has made many HR roles to be delegated to non-HR personnel like the facility director, who is given responsibility to recruit new staff. This has led to favoritism during employment leaving other employees demoralized. Arthur says that proper staffing will ensure the department conducts follow up on adherence to employee code of conduct (37). Adherence to protocol With the good HR policies on equal opportunity employment, the company suffers from imbalanced staff in terms of racial representation. There are also cases of racial discrimination in Treton. Maalik is racially abused because of his association with other African-Americans. To prevent such cases, the HR department needs to provide every employee with the company’s guiding principles. This will act as a reference point for employees who wish to result to racial discrimination within the workplace Decisions, Action and implementation Hiring more HR staff The company should ensure that the numbers of HR personnel are able to serve the staff in the company. Whenever the company increases the number of staff, there should be a significant increase in the number of Hr personnel. Full HR involvement in the recruitment process The HR department needs to actively participate in the recruitment and promotion practices in the company. It is the duty of HR to set minimum job requirements and interview questions as a guide in the recruitment process. All the interviewees should be taken through the same set of questions so as to ensure that the most there is uniformity ranking the participants. According to Anderson (28), the interviewer should use questions that are relevant to the position being filled. Apart from getting the best employee, interview is an opportunity for the company to show it is committed to quality and to prepare the employee for the job at hand. HR Management by Wondering Around The HR department needs to enhance its methods of management to employ methods that keep them I touch with the staff. If the HR staff use management by wondering around, they can be able to spot discrimination practices directed towards an individual without waiting for it to reach a critical point. According to Aswathappa (128), the HR departments can use management by wandering around together with open door policy to assess the state of the employee’s welfare in the workplace. Works cited Lawler, Edward E, and John W. Boudreau Effective Human Resource Management: A Global Analysis. Stanford, Calif: Stanford Business Books, an imprint of Stanford University Press, 2012. Bottom of Form Bottom of Form Bottom of Form Arthur, Diane. Managing Human Resources in Small & Mid-Sized Companies S.l.: American Management Association International, 1995 Tripathi, P C, P C. Tripathi, and P N. Reddy Principles of Management New Delhi: Tata McGraw-Hill Pub, 2008. Reed, Sandra M, and Anne M. Bogardus Phr/sphr Professional in Human Resources Certification Deluxe Study Guide, 2015 Anderson, Lance. Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Washington, D.C: Transportation Research Board, 2010. Aswathappa, K. Human Resource and Personnel Management: Text and Cases. New Delhi: Tata McGraw Hill, 2005. Read More