International Human Resource Development

Running head: CASE STUDY ANALYSIS
CASE STUDY ANALYSIS
Name of the Student
Name of the Organization
Author Note

1CASE STUDY ANALYSIS
Analysis of the Case Study
Introduction
TTA is known to be facing some losses as well as problems which have been
observed in the organization and all of these problems have been pushing the enterprise
downwards (Leatherbarrow and Fletcher 2019). Since the year 2014, the performance of the
organization has been slipping and is reaching its nadir at the end of the year 2019 when a
specific loss has been recorded for the very first time in the last 40years. The main aim of the
study is to properly analyse the case of TTA and offer some recommendations such that it can
begin the task of moving back into respectable profitability.
HR issues
There is a huge reduction of the workforce involving all the workers of part-time as
well because TTA has been found to be hugely responding and also investing a lot for the
maintenance of the competitiveness. The actual downturn within the fortunes of the company
has actually coincided with that of the ultimate introduction of PRP or in short performance-
related scheme for all of the various staffs of the firm. It has been seen that the management
is placed upon a separate scheme of performance to that of the remaining workforce and
hence been benefited in a disproportionate way. The particular basic pay of the workers of
lower level has been hugely remained quite same since the specific introduction of the
scheme within the year 2013. The specific introduction of the scheme of PRP has been
leading towards a huge number of mistakes within the factory and hence there has been an
increment in wastes because various workers have been cutting a number of corners or even
rushing their works for quickly reaching the targets and also for incrementing all of their
earnings. A much greater impact is that there has been a huge rise in several accidents within
the place of work because several people are working all the machines much harder and some

2CASE STUDY ANALYSIS
are also rushing round the entire factory. However, it has been found that there has been
nothing so much serious yet and injuries have been very much minor and are well treated by
the duty officer of first aid. The further development has also been incremented the absence
of the employee because of sickness, mostly notably a huge jump in the number of stress
which are related to stress. It has been reported by one employee that the atmosphere of the
family which has been upheld for so long by some of the earlier generations of the directors
of family has entirely disappeared since the specific introduction of PRP. It has been found
that some of the personal relationships in between the staff and the management have been
remaining quite good, but there have been some tensions which are underlying. There is also
an apparent reduction in all of the various deliberations which are meaningful regarding all
the products and this is because the style of management has actually become based upon
instruction. There is manifestation which is the ultimate rivalry in between several divisions,
with various accusations of the treatment which is preferential aimed at the particular division
of the ceramics.
It has also been found that all of the training is currently conducted on the specific job
with all the new employees directly watching as well as doing whatever all of the various
experienced staffs have been doing. Both the staffs of administration as well as management
are known to be simply learning by directly being dropped in at the particular deep end.
Moreover, the procedure of the induction has been found to be lasting just one day for all of
the various new coming workers and there have been only three days for the personnel of
management. It has been known that there has been no plan of development which is formal
for the staff of management and also for the supervisors and hence many of them have been
leaving after some years at a particular firm, citing only few limited opportunities for a
further promotion. It has also been noticed that all of the various promises which have been
made at the interview for job selection have not been kept at all. The turnover of the

3CASE STUDY ANALYSIS
employee among all the staffs of lower level has also incremented markedly. There is a huge
lack of various skilled labours. It has been found that there is a huge lack of investment into
the procedure of recruitment and also the selection which comprises of one single interview.
It has also been found that there has been no involvement of HR at any particular recruitment
stage and also the procedure of selection other than the placing as well as writing of the
advertisements of job. There is even a huge lack of innovative who is younger and also
personnel who is creative that are to be employed by the entire enterprise.
Table
Identified Issues Description Implications
Reward The PRP scheme is found to
be present currently for all
the staffs which has led
towards various mistakes,
incremented wastes and also
several accidents as well.
The only thing which can
be done is that this
scheme must be totally
removed from the
organization and bring in
some kind of reward
system for the enterprise
(Noe et al. 2017). All of
the employees will be
rewarded on a timely
basis based upon the
performance.
L&D There is no formal training
and development plan. The
process of induction is found
to be lasting for only one day
There is need for the
introduction of several
kinds of training and
development programs.

4CASE STUDY ANALYSIS
for the all the new workers
and only three days for the
personnel of management.
Employees have been citing
limited opportunities for
promotion.
Firstly, it has been
thought that there is a
huge need for training
basic skills of the
employees needed for the
organization (Jamali, El
Dirani and Harwood
2015). Secondly, there
must be a technical
training as well which
will be helping a lot in
coping up within the
organization where there
is a huge innovation in
the technology. Lastly, it
is to be remembered that
there is a huge need for
safety training as well
which will be helping all
the employees to
maintain an environment
which will be safe for all
the employees (Tahir et
al. 2014).
Department of HR It has been found that in the There is a need for the

5CASE STUDY ANALYSIS
organization there is not
current representation of HR
on the board. HR is only
conceived in all the terms of
support for only dealing with
all the tasks of lower
administrative level like
keeping records of staff, pay-
roll, absence due to sickness
and also deals with
advertisements of jobs.
involvement of HR at
any of the stages of
recruitment and
processes of selection
other than only being
involved in all the
various tasks of lower
level of administration
like placing of
advertisements of jobs
(Werner 2014).
Culture It has been found that the
family like atmosphere is
getting disappeared because
of all the various rising
issues.
There is a need for some
HR and IT policies as
well which will be
helping a lot in
developing a proper
culture within the
organization (Wong et al.
2013).
Recommendations
Firstly, it can be recommended that the specific scheme of performance related pay must be
removed for all the staffs (Falola, Osibanjo and Ojo 2014). There must be no such scheme
which will be differentiating one specific employee from the other one and by which there
will be rising competitiveness within the workplace. Instead of such a kind of scheme, both

6CASE STUDY ANALYSIS
the benefit as well as the achievement will be received by all of the employees for their
performance of job within the organization and this is actually known as reward. There must
be proper development of an atmosphere which will be like family within the place of work
(Wilson 2014). There is a need for the development of HR policies as well as rules which are
to be followed by each and every employee. A properly structured interviewing as well as
procedure of hiring will be definitely ensuring the entire enterprise to opt for the highly
skilled applicants. Behavioural techniques of interviewing are really very much essential for
properly understanding all of the various earlier skills of the applicants and also of all the
experiences as well. This will be really helping a lot if all the skills of the candidate as well as
the experience are highly relevant to all of the required skills as well as experience that are
needed for the specific position (Rani and Mishra 2014).
All of the managers who will be interviewing as well as hiring employees must be
possessing training of appropriate skills of interviewing. There must be a training and
developing programme for all of the several employees within the company such that they
can be able to properly work as per all the rules and the regulations. Proper training as well as
development procedure will be great activity which will be totally aimed towards the
enhancement of the performance of several individuals and groups of various employees
within all of the various settings of the enterprise (Kadiresan et al. 2015). With the help of
such training, all of the employees will be properly taught particular skills and with the help
of development the personality of the employee and also the skills of management are greatly
improved (Larsen 2017). This development plan will be bringing in several kinds of
opportunities for the promotions as well which will be attracting various people to a great
extent. Firstly, there is a need for training basic skills which are very much needed by all of
the various employees within the place of work. Such skills will be helping all of the
employees in totally participating as well as engaging with the enterprise. Secondly, there is a

7CASE STUDY ANALYSIS
need for some technical training as well which has really become indispensable because of
the huge innovation in the technology (Hassan 2016). Such efforts of training will be greatly
inclined towards the upgrade and the enhancement of the skills of employees which are
technical. Thirdly, it is very much essential to provide safety training (Sheehan, Garavan and
Carbery 2014). This particular training will be hugely enabling all of the employees to
properly carry out all of their work in a specific safe manner. A properly developed program
of safety will be involving all of the processes as well as directions for all the employees.
The procedure of induction must be extended to about minimum of about fifteen days
instead of just one day for all of the new comers (Tangthong, Trimetsoontorn and
Rojniruntikul 2014). There must be the introduction of a proper formal plan of development
for both the supervisors as well as the staffs of management. There must be a proper
representation of HR on the board which has been observed to be lacking in the enterprise.
There is not specific meaningful involvement of HR at any particular stage of the process of
recruitment and selection other than placing as well as the writing of advertisements of job.
HR must be capable of performing several activities within the enterprise which will be
involving the management of performance, payment, training, development, recruitment and
also onboarding (Lamba and Choudhary 2013). There must be proper HR on the board who
will be capable of developing, altering as well as reinforcing the specific culture of the entire
enterprise. These are considered to be some of the important elements for the development of
an appropriate culture within the workplace. This will be helping the enterprise a lot in
developing various kinds of products of both the division. This will also be helping a lot in
developing a proper environment and culture within the organization. All of such steps will
be helping a lot in the enhancement as well as the development of the enterprise to a great
extent. This will also be bringing in a proper culture within the working environment (Keep
2014).

8CASE STUDY ANALYSIS
Conclusion
It can be concluded that there is a need for some new ways as well as thinking which
will be helping the organization to be become a profitable one. All of the various
recommendations which have been provided as an HR perspective will be definitely helping
the organization a lot in regaining the previous family like atmosphere and culture within the
organization. All of the various issues as well as problems will be removed to a great extent.

9CASE STUDY ANALYSIS
References
Falola, H.O., Osibanjo, A.O. and Ojo, I.S., 2014. Effectiveness of training and development
on employees' performance and organisation competitiveness in the nigerian banking
industry. Bulletin of the Transilvania University of braşov, 7(1), p.161.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International
Journal of Academic Research in Accounting, Finance and Management Sciences, 6(1),
pp.15-22.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource
management roles in corporate social responsibility: the CSR‐HRM co‐creation
model. Business Ethics: A European Review, 24(2), pp.125-143.
Kadiresan, V., Selamat, M.H., Selladurai, S., Ramendran, C.S. and Mohamed, R.K.M.H.,
2015. Performance appraisal and training and development of human resource management
practices (HRM) on organizational commitment and turnover intention. Asian Social
Science, 11(24), p.162.
Keep, E., 2014. Corporate training strategies: the vital component?. New Perspectives,
pp.109-125.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational
commitment of employees. International Journal of Advancements in Research &
Technology, 2(4), pp.407-423.
Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in
European human resource management (pp. 107-121). Routledge.
Leatherbarrow, C. and Fletcher, J. (2019) An Introduction to Human Resource Management:
A Guide to HR in Practice 4th Edition, London: Kogan Page.

10CASE STUDY ANALYSIS
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Rani, S. and Mishra, K., 2014. Green HRM: Practices and strategic implementation in the
organizations. International Journal on Recent and Innovation Trends in Computing and
Communication, 2(11), pp.3633-3639.
Sheehan, M., Garavan, T.N. and Carbery, R., 2014. Innovation and human resource
development (HRD). European Journal of Training and Development, 38(1/2), pp.2-14.
Tahir, N., Yousafzai, I.K., Jan, S. and Hashim, M., 2014. The Impact of Training and
Development on Employees Performance and Productivity A case study of United Bank
Limited Peshawar City, KPK, Pakistan. International Journal of Academic Research in
Business and Social Sciences, 4(4), p.86.
Tangthong, S., Trimetsoontorn, J. and Rojniruntikul, N., 2014. HRM Practices and Employee
Retention in Thailand—A. International Journal of Trade, Economics and Finance, 5(2).
Werner, J.M., 2014. Human resource development≠ human resource management: So what is
it?. Human Resource Development Quarterly, 25(2), pp.127-139.
Wilson, J.P., 2014. International human resource development: Learning, education and
training for individuals and organisations. Development and Learning in
Organizations, 28(2).
Wong, K.L., Tan, P.S.H., Ng, Y.K. and Fong, C.Y., 2013. The role of HRM in enhancing
organizational performance. Human Resource Management Research, 3(1), pp.11-15.