Learn Human Resource Management: Projects & Case Studies

Case Study:

HR Policies & Processes

Welcome Corporation S top ‘n’ shop was started in 1967 in Calcutta as a big departmental store. When business fell in a few years, the company responded with a plan to convert the stores into a “Hot Shoppe,” which would serve fast food and choicest sweets. That plan was so successful that they expanded to other locations. Soon there were Hot Shoppes all over the country. In 1987, the firm again responded to its environment by entering the airline catering business with an Indian Airlines contract. Success there led to further expansion of catering services. Not until 1987 did Hot Shoppe develop plans to link its success in restaurants and catering to hotels. In 1999, Hot Shoppe was rated the top major hotel chain for business travellers. BKGhosh, the current chairman of Hot Shoppe, is the son ofthe founder. He is aperfectionist when it comes to cleanliness and attractiveness. Hot Shoppe employees must follow a carefully defined, 54-step procedure in making up a room, doing each step in proper sequence. BK Ghosh also believes in keeping in touch with operations and personnel. He travels far and wide each year to visit all parts of his firm as well as his competitors’ businesses. 31 Hot Shoppe enjoys over ` 100 crore in sales and is organised into three primary areas: Lodging, contract services and restaurants. Lodging accounts for about 40 percent of sales but about half of profits. The firm’s lodging operation includes nearly 5,000 guest rooms in over 16 hotels and resorts located throughout India. Those units are organized by location and by the type of market served. It serves the economy or lower end of the market; the middle of the market; the high end of the market. The contract services part of the firm consists of several groups. One is the Business Food and Services group, providing employee cafeterias, executive dining rooms and conference centres. Another is the airline catering service group. The Host International group provides airport and non airport services and shops. The Health Care Services group serves about 50 healthcare accounts in hospitals, retirement centres, and nursing homes. The Mahatma Education Services group serves nearly 60 college and secondary education clients in student and faculty dining facilities, stadiums, and sports arenas. TheWelcomeCorporation, as amajor aspectofits controlfunction,monitors its environment closely. Welcome is considered to be one of the most effective organisations in the country in what is known as competitive intelligence—the art of spying on competitors. For instance, before launching its hotel chain, Welcome sent a team of six employees around the country for six months. The team stayed in every inexpensive hotel chain in existence, gathering information about such things as quality of room service provided, the brands of soaps and towels used and the construction and soundproofing of walls. Using that information, Welcome was able to become the number one in the economy market in its first year of operation. The Welcome family owns 21 percent of the stock of the firm and seems destined to control the company for some time. Suresh is the CEO; his mother is a vice president and director; and his brother is the vice chairman. In addition, his sons and son-in law hold managerial positions in the firm, having worked their way up from lower jobs that helped them learn the business. This homegrown approach to staffing in management enables the firm to respond quickly to opportunities but also can discourage nonfamily members in their quest for top spots in the firm. Question If you are the head of the company (CEO); what issues would you like to work with? How do you analyse the situation about each of these issues? How do you arrive at a decision? 1.12 Summary z People have always been centralto organizations buttheir strategic importance is increasing in today’s knowledge-based industries. z When properly motivated, even ordinary people can deliver extraordinary results. z HRM is responsible for the people dimension of the organization. z It is a pervasive force, action-oriented, individually-oriented, development-oriented, future-focused, and integrative in nature and is a comprehensive function. z HRM mainly covers three broad areas: personnel aspect, welfare aspect, and industrial relations aspect. z HRM aims at achieving organizational goals meet the expectations of employees; develop the knowledge, skills and abilities of employees, improve the quality of working life and manage human resources in an ethical and socially responsible manner. Human Resource Management Notes z From an organizational standpoint, good HR practices help in attracting and retaining talent, train people for challenging roles, develop their skills and competencies, increase productivity and profits and enhance standard of living. z The field of HRM evolved both in India and elsewhere, over a number of years to its present level of sophistication and use of proactive methods. z The effective use of people is the critical factor in the successful accomplishment of corporate goals. z To this end HR managers need to understand the needs, aspirations of employees proactively, face the challenges head on and resolve issues amicably in the years ahead.

Keywords E-Policies:

Policies defining acceptable and prohibited activities and use of e-mail and the Internet make up a majority of these policies. Employee Benefits: These are policies that explain employee benefits such as insurance, vacations, holidays, leave, and employee reimbursements. Employee Conduct: These policies are guidelines that control employer behavior and conduct on the job. Employment Policies: These are the policies that guide hiring practices, orientation of new employees, compliance with employment laws, and confidentiality. Employment Status and Records: These are the policies that define such issues as employment classifications, access to personnel files and guidance on how background checks and performance reviews are to be performed. HRM: A process of bringing people and organizations together so that the goals of each one is met, effectively and efficiently.

HR Policies:

HR policies are a set of written guidelines for human resource decisions. Management: The process of efficiently achieving the objectives of the organization with and through people.

Payroll:

These are policies that are related to salary and wage administration including deductions, pay advances, and time keeping.

Policy:

A policy is a predetermined course of action established as a guide towards accepted objectives and strategies of the organization.

Policy Manual:

A policy manual is a means of communication with employees; it is first a way to communicate to employees the management rules and guidelines of the organization are documented and hence act as reference tools.

System:

Two or more parts working together as an organized whole with clear boundaries.

Workforce Diversity:

Workforce diversity means that the organizations are becoming more and more heterogeneous in nature.

Workplace Guidelines:

These policies are quite varied and their purpose range from defining certain work arrangements such as flex time and telecommuting to offering guidelines on the use of company assets and record retention.

Review Questions

1. Define HRM and outline its features clearly.

2. What are the criteria that determine whether an organization’s HRM practices are effective?

3. “Personnel Manager’s position in the company does not determine his voice in the policymaking on personnel matters”. Discuss.

4. Give examples of how HR concepts and techniques can be of use to all managers.

5. Why is it correct to say that all managers are involved in the HRM function?

6. In what ways can effective HR contribute to profits?

7. “The challenge and the role of HR Department being what it is, it is strange that its status is not recognized and respected” comment.

8. Why has the HRM function increased in stature and influence in many organizations?

9. What do you mean by the “Systems approach to HRM”? What are the important subsystems of HRM?

10. Critically examine the evolution and present state of human resource management in India.

Case Study:

HUMAN RESOURCE INFORMATION SYSTEM (HRIS):-

Quick Summary:

Human Resource is the vitality that runs any organization, and hence it is crucial to take care of this precious asset. The HR personnel is loaded with minuscule yet salient tasks relevant to the employees. If such tasks are altered or delayed, the operational flow of the organization is hindered. Sure, you would not want that for your company. Read this inquisitive and solved case study on HRMS where we helped an automobile company by developing a customized HRMS software for their HR department. Learn how we overcame the challenges while developing the human resource management case study with solution.

Insights: Human Resource Management Software

Employee satisfaction has become an obsolete term these days. The HR managers are finding difficulties in catering to the employee demands and perspectives. As per a study by Gartner, approximately 13% of employees are dissatisfied with their experiences at the workplace. However, to bridge this gap, modern tools and technology have come up with a viable solution that feeds in employee needs and throws out their expected results.

Primarily, you should know the importance of Human Resource Management Software for your organization. Next, entrepreneurs are unable to decide on technology for developing their Human Resource Management System. Here is when we come into the picture. We’re sharing one of our case studies where we developed a custom HRMS software for one of our clients in Dubai.

Client Requirements:

Our Client was a finance and accounting firm in Dubai having a staff of over 500 employees. The company was harmoniously growing and favorable, but the only concerning factor was managing and handling staffing issues.

At this point, they contacted us, demanding our human resource management case study examples with solutions. We enlightened them with our development process, Agile methodology, skillset, and technical expertise. They willingly cracked the deal with us, and we started working on human resource management system software development.

After reading this Human Resource Management System case study, we hope you get a clear idea of how we were able to cater to our client’s needs.

HRM Case Study Challenges:

One of the major concerns of a fast-growing company is retaining its employees and providing them with the utmost satisfaction. This client of ours was lately facing troubles- they wouldn’t afford to invest in more HR personnel. The HR team struggled with handling employee queries, tackling their issues, consolidating grievances, executing training, boosting productivity, and keeping them motivated. Along with managing these routine administrative tasks like attendance, leave, and payroll management, the HR department needed an automated solution that would diminish their burden and be fruitful with the desired output.

Human Resource Management System

Human Resource Management Case Study with solution:

Our Approach

We started building the pitched Human Resource Management Solution for our client using the Agile Scrum project management like always. The client was impressed with the routine feedback and meetings that we arranged and asked to execute the project development as per their requirements.

Our developers build the software so that the users (employees of our client) can manage their details, update, inquire, apply leaves, and track performance on their own without bothering HR.

We decided to develop the software using PHP Laravel because of the following reasons:

• PHP Laravel is scalable

• It is flexible and provides external frameworks/plugins

• It is quite easy to develop applications using Laravel

• Supported by a large community

• Laravel is secure

• Comes with eloquent ORM

• RESTful routing

• Consists of Object-oriented libraries, Blade templating engine, & Artisan CLI

• Functions & Features of Human Resource Management Software

Features of Human Resource Management Software

Following are the features that we added to our HRM Case Study:

• Employee Information Management

A self-service portal for employees to access their personal information like joining date, leaves applied, age, salary group, and other factors.

• Payroll Management

Accounts management department covers reimbursement of claims, pay slips printing, view access, gratuity, and settlement.

• Recruitment & Onboarding

A hassle-free and speedy post-hiring process for newly joined employees.

• Managing Attendance & Tracking

Absenteeism Automatic attendance calculation by accessing data from the biometric system, time-tracking software, and more.

• Employee Benefits Administration

Employee benefits life cycle management, online open enrollment, automated communication about enrollment and life cycle, statutory compliance, and much more.

• Workforce Management

Aiding employee choices, legislative compliance, automatic event management, and contribution breakdown.

• Performance Reviews & Appraisals

HR managers can schedule goals, manage employee performance tracking, schedule appraisal meetings, and review employee improvement.

• HR Analytics

Calculating employee training expense, voluntary and involuntary turnover, time to hire, absenteeism, human capital risk, etc.

• Employee Scheduling

Handling the complex shift patterns in a large workplace, creating schedules, setting priority tasks, and more.

• Learning & Development

Web-based software for learning, uploading docs, calendar integration, managing goals, targets, streamlining learning administration, etc.

• Talent Management

Enables HR to track and retain fresh talent, recruitment campaigns, aligning with business goals, individual employee career development, and more.

• Human Resource Management Software: Technical Stack

We used the following technologies in developing the proposed Human Resource Management System Software.

• HRMS Technical Stack

Business Benefits of Human Resource Management System

Our Client was immensely relieved and satisfied by the software product that we developed. They could now emphasize their operational and functional undertakings more as the HRMS software has now automated most of their staffing tasks.

They need not worry about the expenses or resources spent on the HR department anymore.

Below are the notable advantages that they gained with our Human Resource Management System Software:

• Automated Workflow

• Data security

• Employee self-service

We have some more ongoing future modules that we are planning to add to this solution: Discipline Management & Exit Management.

Conclusion:

I hope this Human Resource Management case study on HR issues with solutions helped you understand how we tackled and handled our client’s problem. If your organization is looking for Laravel Development Services and has such or other internal operational glitches, share your issues and get a quote from Vacancy. Our expert business analysts and project managers will come up with potential solutions that will meet your business goals.

Frequently Asked Questions (FAQs)

Which are some of the best and popular HRMS solutions available in the market?

Workday, Oracle PeopleSoft, SAP SuccessFactors, Bamboo HR, etc., are the top HRMS Software vendors.

What is Cloud HR Software?

What are the types of HR software?

Case Study on HR Ethics & Decision Making:

Watson Public Ltd Company is well known for its welfare activities and employee-oriented schemes in the manufacturing industry for more than ten decades. The company employs more than 800 workers and 150 administrative staff and 80 management-level employees. The Top-level management views all the employees at the same level. This can be clearly understood by seeing the uniform of the company which is the Same for all starting from MD to floor level workers. The company has 2 different cafeterias at different places one near the plant for workers and others near the Administration building. Though the place is different the amenities, infrastructure and the food provided are of the same quality. In short, the company stands by the rule of Employee Equality.

The company has one registered trade union. The relationship between the union and the management is very cordial. The company has not lost a single man day due to strike. The company is not a paymaster in that industry. The compensation policy of that company, when compared to other similar companies, is very less still the employees don’t have many grievances due to the other benefits provided by the company. But the company is facing a countable number of problems in supplying the materials in the recent past days. Problems like quality issues, mismatch in packing materials (placing material A in the box of material B) incorrect labelling of material, not dispatching the material on time, etc…

The management views the case as there are loopholes in the system of various departments and hand over the responsibility to the HR department to solve the issue. When the HR manager goes through the issues he realized that the issues are not relating to the system but it relates to the employees. When investigated he come to know that the reason behind the casual approach by employees in work is

The company hired new employees for a higher-level post without considering the potential internal candidates.

The newly hired employees are placed with higher packages than that of existing employees in the same cadre.

Questions:

Narrate the case with a suitable title for the case. Justify your title.

Solution for HRM Case Case Study 2

Employee Equality is not the need for every hour. In the above-said case, Watson Ltd had provided all facilities to employees at each grade in an equal manner. But still, the employees started creating certain issues like materials are meeting the quality supply schedule is not met etc. And the HR manager said that the policy of hiring new employees for the higher post without considering old potential employees is the major problem.

“Employee recognition VS Employee equality”. As the HR manager states that employees are not been recognized for the potential rather the company has gone for new recruitment. Because of which the company faces problems.

The points rose by the HR manager as the reason for the latest issues in the organization is justifiable or not. Support your answer with Human resource related concepts.

Yes, the points raised by the HR manager is justifiable because “Human beings are social Animals as popularly” said by many Human resources Scholars. So human minds demand social recognition, self-respect, consideration, etc for their work and performance.

In the above-said case, even the company provides and stands by the concept of employee equality when it fails to recognize the potential talents of existing employee they felt dissatisfaction towards the organization and they showed in the way of quality issues and slow down production.

While ChatGPT is a text-based natural language model and doesn't execute commands directly, you can interact with it through text-based conversations or queries. Here's a list of common text-based commands or queries that HR professionals might use with ChatGPT:

1. Answering HR FAQs:

   • "Can you provide information on our company's HR policies?"

   • "Explain our employee benefits package."

   • "What is the process for requesting time off?"

2. Employee Onboarding:

   • "What are the steps for onboarding a new employee?"

   • "Provide an onboarding checklist for new hires."

3. Resume Screening:

   • "Help me screen resumes for a job opening in [job title]."

   • "What are some key qualifications to look for in candidate resumes?"

4. Interview Questions:

   • "Suggest some interview questions for a [job title] position."

   • "Can you provide behavioral interview questions?"

5. Training and Development:

   • "Recommend online courses for professional development."

   • "Explain our company's training programs."

6. Performance Reviews:

   • "How should I conduct a performance review for an employee?"

   • "Provide a performance review template."

7. Compliance and Legal:

   • "What are the labor laws related to employee breaks?"

   • "Explain the company's policy on diversity and inclusion."

8. Offboarding:

   • "What steps should be taken when an employee leaves the company?"

   • "Can you provide an exit interview questionnaire?"

9. Employee Benefits:

   • "Explain our health insurance options for employees."

   • "What retirement plans are available to our staff?"

10. Conflict Resolution:

    • "How should I handle a conflict between employees?"

    • "Provide steps for resolving workplace disputes."

11. Employee Surveys and Feedback:

    • "Suggest questions for an employee satisfaction survey."

    • "How can we collect feedback from employees about their experiences?"

12. Recruitment Assistance:

    • "Recommend job posting sites for our job openings."

    • "How can we attract more diverse candidates?"

13. Diversity and Inclusion:

    • "What are best practices for promoting diversity and inclusion?"

    • "Suggest initiatives to create a more inclusive workplace."

Remember, ChatGPT responds to natural language text input, so you can phrase your questions or requests in a conversational manner. It can provide information and guidance on various HR-related topics. However, it's important to verify any legal or compliance-related information with HR experts or legal professionals and to use ChatGPT as a tool to support your HR tasks.