Human Resource Management Case Study Example | Topics and Well Written Essays - 2000 words

Human Resource Management - Case Study ExampleHigh attrition levels arrive at emerged as one of the growing menaces in almost all faces, which seem to be finding it ambitious to retain their own employees. It is difficult to find loyal employees and organizations must try and treasure those that they possess. The project seeks to rank the emerging HR problems in Sambian Partners, which is stricken by the problem of employee attritions. Un fitted to retain some of the pivotal talents in the organization, the organization working hard to trace out the root of the problem in the organization. The move fact is that the company provides fair compensations, which are at par with industry standards, comfortable working conditions, recognizes employee works and contributions of employees and values them. Yet, it is deeply struck with the problem of losing its valued employees to a close competitor. The project seeks to identify the problems which are responsible for the same, and pro poses suitable management strategies for controlling the same too. Problems Identified The main problem identified is pitiful HR skills on the part of the HR department. Helen, being the CEO of the company, shows poor skills to manage the workforce. Though she seems to be a great architectural talent and has inherited the firm from her father, she does not display enough HR talent to be able to retain or even develop existing talents in the organization. The graduation instance when one of the reputed employees belonging to a senior level of the organization leaves the organization shows lack of motivational capability on part of the CEO and the human resource department of the organization at large. The talk between Mary and curtsey does not enlighten the organization on anything about the cause of foiling or dissatisfaction which drove his actions towards leaving the organization and joining its major rival organization. Despite being at a high position and blessed with appre ciation and recognition of senior level employees in the organization, Bobs decision to leave the company and move forth demonstrated very poor motivational characteristics of the management to keep him content with his present responsibilities and position. Bob is seen to have immense creative talent and his forward-looking skills employed at work fetch him good results. However, it is crucial for an organization for backing its critical and lofty talents in the organization with the required keep going structure so as to ensure that he is able to deliver to the best of his ability. Bob finds a void when it comes to handling challenges at the workplace. This phenomenon can be compared to Maslows motivational hierarchy in which BOB has reached the second highest level in the hierarchy, i.e. self esteem, achievement, confidence and lever of others. He is seeking to get to the next level of self-actualization, but cannot find adequate opportunities to do so. In this case, it is se en that Bob does not have first class sales men, or marketing behind him to support his work. Thus his dream of attaining the level of self-actualization remains unfulfilled (Arredondo, 1996, p.139). One of the other crucial shortcomings displayed by the organization and the CEO, Helen, is to recognise the importance of employee loyalty