Management Principles - Case Study Example

MANAGEMENT PRINCIPLES by Student’s name Code+ course name Professor’s name University name City, State Date Management Principles Management principles are designed to give basic guidance to the role of managers. These principles comprise of concepts, roles, and techniques employed by mangers in carrying out their daily responsibilities (Chambers and Johnston, 2009). Often, a central concept exists in management principles that aids in understanding decisions made and the outcomes expected in the end. In management, the basic functions operate within given boundaries such as controlling processes, staffing policies, planning the various processes and organizing the already laid down structures. Controlling and monitoring basically revolves around benchmarking the business processes and ensuring that each process runs smoothly when they are checked against laid down plans. Similarly, staffing as a management role ensures that the organization gets the right human capital for the right task. Usually this involves recruiting, job analysis, and hiring of employees who qualify for the various positions (Perucca, 2009). This management role is very important as human capital is among the most influential resources available to an organization. Planning on the other hand basically is deciding on various control structures and each affects the overall output in the organization. Consequently, organizing is implementing these plans and creating a relationship pattern among the staff, internal structures, and the core business processes (O'Boyle et al., 2002). This research, therefore, will highlight on the managerial roles and strategies in relation to staffing. Based on the Indian case study of CV inaccuracies, this research will also bring out the control measures that need to be put in place, the strategies that will best optimize the staffing process, and the follow up control measures in relation to management. What types of control (using management terminology) are not being carried out effectively in IT companies in India? Give examples of these control problem areas from the case study. Successful staffing can be tricky for organizations and management especially now that the market is saturated with desperate job seekers who are willing to do anything to get ahead on interviews (Foster and Delitto, 2011). The issue of falsified CVs as in the case study is increasingly becoming a problem and management needs to put in place necessary measures to ensure their employees are hired under the right terms. The following are some control measures that could have been employed by Wipro Technologies (Wipro) and IBM India management team to avoid employing staff with false CV credentials. Defining staffing requirements Often, an organizations requirements in terms of staffing, qualifications and roles change with seasons and as the company grows. In defining these requirements and putting the necessary controls in terms of limiting the minimum qualification, salary scale, the job experience level, and qualities of an employee the organization will be able to, at bare minimum, restrict the recruitment to specific candidates. However, since the case study brought in the subject of falsified resumes, simply defining these requirements will not be enough. Since the companies in the case study, Wipro Technologies (Wipro) and IBM India, used recruitment agencies, on employment they had no clue as to the history and qualification level of the new staff. In essence, it would have been prudent for the management team of these companies to personally evaluate these employees based on their defined requirements. This in the end would help them further understand the new staff and gauge if what is in their resume matches their performance on the ground. Seeing as the new employees have already been filtered down to a manageable number, the process would not have been costly or time consuming to the companies. Additionally, running the new employees by their new requirements would have saved the organizations a lot of problems such as the numerous dismissals, erroneous work, and lawsuits. Improving staff effectiveness An effective and well managed team in an organization would mean setting the right standards and understanding the current staff competencies and shortcomings. This strategy would also include training newly employed staff and monitoring performance during this process. Other that, management can also have one of their own working with the recruitment agencies during the interviews and selection process. This was cases of hiring the wrong employees would be minimized considerably. This is because the organization would have put in place the necessary control measures by ensuring their staff meet a certain standard which is I house maintained. Through effective management and improvement of staff, the organizations would also be able to anticipate new requirements and as such evade the mad rush to quickly and affordably fill in vacancies. HR departments and the management team can employ strategies to project and anticipate growth demands and as such will be well prepared when the time comes to fill in vacancies. This would definitely help organizations avoid instances as witnessed in the case study where on one hand, Wipro Technologies (Wipro) and IBM India had to quickly recruit large numbers of employees. On the other hand the HR department and management team had to manage costs utilized in the recruitment process. Introduction of advanced decision making and control system Three things that created the entire mess in the recruitment process come out very clear from the case study. Firstly, the IT industry grew rapidly thereby creating a sudden demand for well trained and qualified employees. This created and opportunity for both the agencies and those seeking employment to falsify information in order to nail big shot companies so to speak. The second is the fact that the hiring companies had a short time to interview and recruit these employing forcing them to turn to recruitment agencies. Finally, management had an obligation to maintain expenditure on the recruitment process as such a lengthy comprehensive process would have been costly and unmanageable. In other words, right from the onset the companies in the case study were set to meet a roadblock in the process as the stage was clearly prepared. However, had the companies put in place advanced decision making procedures and control measures in the HR department the problem would have been averted. Clearly the time that HR was trying to save was wasted after dismissal and during the lawsuits. In other words, decisions regarding expenditure, background checks and hiring process need to be clearly put in place and not compromised at any one point. What strategies that reflect steps in the control process would you implement as the CEO of the Executive Recruiters Association (ERA) to reduce variations in accuracies of CVs throughout the Indian IT companies? The recruitment process constitutes of an intensive process and planning that would yield a number of errors when proper controls are not enforced. Just like in the case study, the absence of appropriate measures both from the Executive recruiters association and hiring companies saw a rise of the highest level of errors in the process. Therefore, to reduce such issues, the following control measures can be put in place to effectively manage future mass recruitment processes in any industry. Uphold integrity The best way to ensure any control structures put in place are working effectively is to create awareness about the entire system. This would include the job market requirements, the recruitment process and the dangers of issuing false information to a recruitment agency and potential employers. Additionally, potential employees can be subjected to regular and short training on the various options available and on the employment procedures. These should be for both the potential employees and recruitment agencies that should be made to understand that one way or the other reality on their academic levels and work experience will be made obvious. In the process, relevant knowledge will be out there on the importance of integrity and much as it will not curb the cases of falsified information it will go a long way into promoting honesty during the recruitment process. Job market survey and research The ERA in conjunction with recruiting agencies and employers should periodically be conducting market surveys. In addition to this, market monitoring strategies should be included within the ERA to ensure that the job market does not experience a sudden need for a large number of employees as such creating an opportunity for misappropriation. Proper background checks These should be done within the recruitment agencies and on employment by the organizations. In addition, the ERA can make sure that employees get to update the relevant information periodically to make it easier for these background checks to be done. By doing so, it will take a shorter time to perform these checks while at the same time the cost burden will be lifted from the HR department and hiring organization. Tough legal actions Another strategy that has to employ specifically for those found contravening basic recruitment standards is legal action. This can be measures such as deregistration of agencies that aid employees to put false information in their resume. This way the ball will be left of the court of the potential employees who then has to undergo two background checks. At the recruitment level by the agencies and on employment by the hiring companies. By doing this, the ERA may succeed in creating a full proof system that will manage to handle the rise in cases of falsified resumes especially now that competition is getting stiffer at the job market. Understanding market requirements Finally, as the CEO of the era, the best strategy to employ would be to understand the requirements of the job market. This definitely is from both the employer and the employee’s perspective. By doing this, the ERA will be in a position to take into account the expectation of both parties and join the two since the era stands from a different focal point. In addition, the right employee will be recruited long before the opportunity presents itself thereby simply placing the employee with the right organization when the time comes up. What follow up ‘Control’ checks would you use to ensure that the strategies you have brought in for compliance by the recruitment agencies are being followed? Essentially, the ERA operates like a multinational corporation where it is the central operation point and the recruitment agencies act as the subsidiary companies. Just like a large organization, internal control measures and follow up measures have to be put in place alongside each strategy to ensure it not only meets its objectives, but also the regulations are adhered to by every subsidiary. Consequently, for ERA the follow up measures incorporated will include the following: The ERA should perform regular checkups to the agencies and recruitment processes in which the organizations are involved. This would also include making sure that each agency is registered with the agency and that they have qualified recruitment agents who understand the process and what is required of their work. By doing this, the recruitment agencies and their staff will be aware that they are under scrutiny and will hardly get involved in malpractice. The various recruitment agencies should be included in the creation and station up of the policies. This inclusion will be beneficial to all parties involved in that the agencies will set up industry regulation standards which they are able to conform to and at the same time, the ERA will be there to approve and for as long as the two parties are in agreement chances are high that the set standards will be upheld. Additionally, the ERA will be in a position to get firsthand information of challenges experienced by agencies and as such address them in due time. Legal structures and regulations should be put in place to ensure adherence to set standards. This is not for prosecution purposes but rather a simple measure to fill up any potential loopholes that may create the opportunity for an agency to contravene set policies and go unnoticed. Reference List CHAMBERS, S. & JOHNSTON, R. 2009. Operations and process management: principles and practice for strategic impact, Pearson Education. FOSTER, N. E. & DELITTO, A. 2011. Embedding psychosocial perspectives within clinical management of low back pain: integration of psychosocially informed management principles into physical therapist practice—challenges and opportunities. Physical therapy, 91, 790-803. O'BOYLE, C., HENLY, S. J. & JACKSON, M. 2002. Staffing requirements for infection control programs in US health care facilities: Delphi project. American journal of infection control, 30, 321-333. PERUCCA, E. 2009. General principles of medical management. The Treatment of Epilepsy, Third Edition, 119-139. Read More