Human Resource Management Case Study Analysis on Desklib

The article provides a case study analysis of HRM issues faced by Doctors without Borders and Modern Industries Limited. It discusses the lack of motivation, managing downsizing, and performance appraisal as the major HRM issues. The article also suggests alternative options such as substantial modification of working conditions, redeployment, and issuing a formal warning. The report includes the background information, organizational structure, mission, and vision of Doctors without Borders. The article also includes an interview with the HR Manager of Doctors without Borders. Desklib provides access to solved assignments, essays, and dissertations on HRM.

Running head: Case study analysis 1
Human Resource Management
Case study on HRM

Case study analysis 2
Contents
Assignment 1...................................................................................................................................3
Question 1 three HRM issues that caused the problems..............................................................3
Lack of motivation.......................................................................................................................3
Managing downsizing..................................................................................................................3
Performance appraisal..................................................................................................................4
Question 2 Three alternative options...........................................................................................4
Substantial modification of working conditions......................................................................4
Redeployment...........................................................................................................................4
Issue a formal warning.............................................................................................................5
Assignment 2...................................................................................................................................6
Part 1................................................................................................................................................6
Introduction......................................................................................................................................6
Background information of the company....................................................................................6
Type of business.......................................................................................................................6
Organizational structure...........................................................................................................6
Mission and vision....................................................................................................................6
The number of employees........................................................................................................7
Part 2................................................................................................................................................7

Case study analysis 3
Report of the findings......................................................................................................................7
Suggested strategies.........................................................................................................................8
Implication of the findings...............................................................................................................9
Part 3..............................................................................................................................................10
Summary........................................................................................................................................10
References......................................................................................................................................11

Case study analysis 4
Assignment 1
Question 1 three HRM issues that caused the problems
Lack of motivation
Motivation is the key of success of the organization as it is essential for the company to
encourage employee towards performing well within the organization (Holland, 2016). It has
been found from the case study that Modern Industries Limited gives training to the fresher for a
year in which starting 6 months; the trainees are showed different capabilities of them which are
referred to be the major part of the training. After that, the trainees of the company are
recognized for the purpose of the placement alongside the projected jobs. The trainees are
recognized for placement alongside the accessible or projected vacancies. Mr Rakesh Sharma
hired for the paint technology department. There are some factors that show the lack of
motivation by HR department to the employees of the company. These are mentioned below:
 Employees of the company are not motivated by the human resource department that is
why Mr Sharma got frustrated with working environment.
 It has been found from the case study that proper information was not given by the
human resource department at the time of joining the employee that is why Mr. Sharma
had to face the issues at the time of performance. He got discouraged from the working
environment because there is no motivating factor that pushes him to work more
efficiently.
 There is a major issue of radiate positivity as Mr. Sharma got a negative answer from the
training manager at the time of asking about the position.

Case study analysis 5
Managing to downsize
Downsizing shows to the process of decreasing the size of workforce by ceasing the employment
of employees. It is also showed as layoff. it has been found that the human resource department
of the company are unable to manage downsizing which not only influences the employees who
have to exit the company, but also affect the existing employee to go through the similar position
after sometime. The case study shows that there is lack of employee retention strategy which can
lead the organization into adverse situation (Lazowski & Hulleman, 2016). The communication
process is not an effective within the organization that being the major cause of lack of
understanding between Talent manager and Mr Sharma. However, Training manager gave
proper description of the job to Mr Sharma but the head manager of the paint department gave
him that work which was not the part of the trainees’ job. It is the fault of HR in such condition
because they should involve in such communication and either give him performance appraisal
or give the trainee’s work responsibilities.
Performance appraisal
It has been analyzed that Mr. Sharma went to training manager for the purpose of reducing the
training period as he did same work as permanent employees did but the Training Manager
curved down his demand and conversant him that it was not an exercise of the company to do so.
It has been said by him that any kind of performance which is good and done by the trainees at
the time of training would be remunerated at the time of placement on completion of one year of
training (Cerasoli, Nicklin & Ford, 2014). It is the major issue of the human resource department

Case study analysis 6
because it is required for the HRM of the company to provide adequate feedback to each person
on their performance. There was not an equal opportunity which being the major cause of de-
motivation (Armstrong & Taylor, 2014).
Question 2 Three alternative options
It is recommended to the training manager of the company to instead of terminating the
employee he should focus on some alternative options because it has been found through a case
study that the department in which the
Substantial modification of working conditions
The right of the employer to change working conditions is not limited to amending the factors of
employment. The employment can amend the majority of real working conditions at its own will.
According to the case study, it has been cleared that the paint department has not a skillful
employee in quantity and if the performance of Mr. Sharma is analyzed, it can be seen that he
gave his best during his training time for the same department. However, due to some incomplete
expectation from the company and the workload, he did misbehave which can be ignored by
giving a warning letter. Instead of termination, it is recommended to the training manager to
focus on the substantial modification of working conditions. Trainees should have a certain
target to complete in which the training manager should encompass those responsibilities which
should be related to the permanent job but not the exact work (Bratton & Gold, 2017). it has been
found that Mr. Sharma was handling those responsibilities which were the part of a regular

Case study analysis 7
employee of the company. Significant modifications of working conditions can change the entire
process in a positive manner.
Redeployment
Redeployment can be referred to as the transfer of an employee to another job within the same
organization; it would be the great option for the training manager instead of termination.
Redeployment will help the company to retain employee without affecting the policies of the
company. Providing employees the chance to apply for other jobs by competing with other job
applicants does not consider redeployment because it is a not provide a guarantee of another job.
It has been found from the case study that there was no other department to which he could be
transferred since that was the only place where his specialization could have been used. Due to
his misbehave with his senior and the arrogant nature; he turned out to be one who was not
accepted by any department for the placement. The behavior and involvement of this employee
were lacking and in the regards of this, the department manager was recommended that he
should be taken out of the department. At the time of Mr. Sharma was informed about it, he was
comprehensively depressed. It is required for the training manager to take a personal session
with him and ask about the concern in which he is going through. The training manager can
transfer him to other department for a while where the work of the paint department can be given
to him over there.
Issue a formal warning
A formal warning is a reproach for the poor performance or misconduct. The warning can be
verbal or written and it also can be differing degrees of seriousness, like as a first written
warning or a final written warning. The training manager can issue a formal training to Mr.
Sharma in which he should be given first warning due to his misbehavior with seniors in which

Case study analysis 8
he should give one month to bring changes in the behavior otherwise he can be terminated. This
would be a great alternative to termination for the training manager because a formal warning
can impact the nature of them and can bring back on the track (Obisi, 2011). It offers the chance
for consistency and equality in disciplinary processes for various employees. It offers an
opportunity for an employee to amend the behaviors (Noe, Wilk, Mullen & Wanek, 2014). It is
good in cases where the employee cannot have realized they were breaching the rules a problem.
It would provide an opportunity to elaborate the employee what actions can be taken to develop
the situation, this opportunity can be considered as the mentoring and coaching.

Case study analysis 9
Assignment 2
Part 1
Introduction
The role of the human resource management has a significant role in improving the position of
the company significantly (Parameswari & Yugandhar, 2015). It is required of the business to
implement the strategies within an organization so that the productivity of the employees can be
increased. This report will elaborate the issues related to the human resource management on
NGO by which the productivity of the company is hampered. The background of the company
will be elaborated under this report in which the entire information will be encompassed. Human
resource management issues can distract the entire process of the management.
Background information of the company
Doctor without border is an international medical non-government organization of French which
is best known for giving instant help to those who are stuck in conflict zones which is affected
but endemic disease. This INGO is wider as it has around 30,000 personnel including nurses,
medical professionals, sanitation engineers and many more that provide medical help in 70
countries (Doctors without Borders, 2018). The huge mainstream of staff is volunteers. It has
been found that there are private donors that provide donation about 80% of the funding of the
organization on the other hand corporate donation gives the rest.

Case study analysis 10
Type of business
The type of the business is Medical humanitarian organisation that provides medical aids in
number of countries. The company has ongoing missions in Africa, Cambodia, Sri Lanka,
Yemen and Mediterranean Sea. It is involved in providing to aid with the humanitarian crisis
because of the Yemeni Civil War. This organization has number of operations in Yemen that
provides support to another 20 hospitals. however, the organization has faced number of loss but
the enthusiasm towards helping people who are in conflict situation are not faded (Gugliotta,
2013).
Organizational structure
The organizational structure of Doctors without border is hierarchical that has two features such
as hierarchy and function-based definition. The feature of hierarchy affects the vertical lines of
authority and the command of the organizational structure. For instance, except for the CEO,
superiority is given to every employee. On the other hand, the function based definition
characteristics of the organizational structure entail groups of employees completing certain
functions.

Case study analysis 11
Mission and vision
The mission of INGO is to provide services to all needy people beyond going beyond race, color,
gender and other belief of a person. The vision of the company is to reach maximum country in
order to provide high quality medical services to all needy people. The goal of the company is to
be indiscriminate about giving medical.
The number of employees
The number of employees of the company is 36,482 worldwide. The company provides medical
services and 70 countries all over the world. The huge majority of the employees of this
organization are volunteers. The employees of the company are getting good incentives and basic
salary for the company. Starting gross monthly salary at INGO is around $2,039, with
subsequent increases based on expertise and experience. The HR manager of the company has
the responsibility to manage the entire system of the company regarding recruitment, hiring and
employee relations (SARNOVIČS, 2010).
Part 2
Report on the findings
The interview has been conducted with HR Manager of the company for the purpose of fetching
information regarding HRM issues with the company. These are the major causes by which the
company is facing issues of less production. The interview has been transcript below which
would be helpful in giving proper knowledge regarding the issues of HRM within the operation
of the company. HR Manager of Doctors without Borders gives life-saving emergency relief in

Case study analysis 12
order to provide medical care to some of the most susceptible and expelled communities all over
the world.
Me: what is the strategy of hiring people within the company? As an HR Manager, how will you
drive results?
HR Manager: the strategy of hiring people is not typical as we advertise about the starting or
hiring through social media and job portals. We select the candidate from over there after
matching the required skills of the company. The call letter for an interview is sent to the
selected employee. Face to face interview is conducted between candidate and HR after that
selection is done as per the capability of the employees. As an HR manager, I approach those
people who are suitable for the desired positions.
Me: In what way employees of the company is trained towards performing their task
significantly?
HR Manager: There is a training and development program because it is wider organization that
is known to give medical aids to needy people. Training and development program helps the
employee to get prepared about how to perform on the floor with the customers so that they can
get satisfied with the quality of the products and behavior of the employees. However, the
strategy and the techniques of the training and development program should be developed and
should be as per the level of the employees’ understanding. The attrition rate of the company is
increased due to less understanding of the employee about his work and according to me, it is
done due to the effective training program and lack of healthy environment.
Me: Has the organization recognized appropriate pay grades and maintained updated job
descriptions with required skills?

Case study analysis 13
HR Manager: However, the wages are the major issue of the company because around 40,000
employees are employed in the company in which they get $2,039 salary which is quiet low. I
have found that a very low wage rate keeps the families below the poverty line.
Me: How can you motivate the employees of the company?
HR Manager: there is not such a policy to motivate the employee as they are self-motivated.
However, the attrition rate of the company is higher but the joining of the new employees in the
company is very fast which fulfill the objective of the company.
The above-mentioned statement shows that the company has number of issues and challenges in
the company like lower pay to the employees, improper strategy of the training and development
and lack of motivation strategies through which the company is facing the higher attrition rates.
It is require for the company to keep focus on the strategy which should be focused by the HRM
department so that the productivity of the employees can be increased.
Suggested strategies
There are various strategies which can be implemented by the company in order to reduce the
impact of the issues within the organization. These strategies are suggested below for each issue
which can be helpful for the company to remove the obstacles.
Implementation of the training and development program with effectiveness
It is required for the company to invest in the training and development program for the purpose
of maintaining the competitive edge in the marketplace. The human resource manager of INGO

Case study analysis 14
should focus on the training employees not for the current jobs but also for the purpose of
developing the skills for their potential roles and responsibilities. The activities of the human
resource management should entail the training for supervisors, managers as well as teams.
There should be proper tuition reimbursement programs and customer service training so that the
employee of the company can tackle the customer’s issue in a sophisticated manner (Niazi,
2011). Along with that, there should be harassment prevention training and 360-degree reviews
and career coaching. It has been found in the interview with the HR manager that there are
various challenges in the company that is being the major reason for lacking behind in
comparison to other organizations. According to me, INGO should have the proper structure for
the training in which on-job training and off-job training should be entailed (Walters, 2011).
These classifications of training can help the company in developing the skills of the employee
as per their capabilities. It comes to know through an interview that because of the lack of
knowledge of the employee towards performing the task is the major reason behind leaving tier
job. They should implement the session into three to four part in which employees need to
qualify the assignment which helps them to gain knowledge in depth regarding handling the
customers (Nischithaa & Rao, 2014).
Proper pay structure for the employees of the company
It should be the responsibility of the payroll department of HR to make the structure of the pay or
wages of the employee in the way that helps them to survive in a better way. It is suggested to
the company to focus on increasing the wages of the employees as a number of employees are
living below poverty lobe that makes their life so difficult (Waseem & Majid, 2015). It is the
responsibility of the HR department to keep the focus on such issue as they can impact the entire
structure of the company and it has been found that due to lower pay rate, the company is

Case study analysis 15
highlighted in the news multiple times that affect the image of the company. It would increase
the attrition rate of the company that is why the pay structure of the company should be genuine
as per the burden of the work (Brewster & Hegewisch, 2017).
Flexibility and incentives
It has been found from the above interview that the company is facing issues with employees as
they are unable to satisfy the customers. Word of mouth is the best advertisement for any kind of
industry and bad service of the company can destroy the entire image of the company that affects
the revenues of the company (Bailey, Mankin, Kelliher & Garavan, 2018). it is suggested to the
HR manager of the company to motivate the employees by applying rewards and recognition
programs in which they can get motivated. Flexibility is the major factor of motivation that can
impact the productivity of the business as well as the employees. There should be flexibilities in
the working environment so that they can stay with the company for a long period.
The implication of the findings
It has been found that company has faced various challenges due to ineffective HR policies, it is
implied to the HR manager to focus on the open communication where employees of the
company can be able to reach their voice at the right place (Jung & Yoon, 2015). There is a lack
of the latest technology that shows company needs to adopt the latest technology so that the
human burden can be reduced. INGO should think about its activities, like the process of the
internal organization and support its human resource (Messersmith, Kim & Patel, 2018). For
example, the company should deal with its planning and job design regarding human resource,
and how these factors contribute to high performance of employees. The productivity of the
employees as well s organization is increased due to the contribution of the organizational

Case study analysis 16
structure, retention and training, compensation, recruitment and selection and the career
development (Wlodkowski & Ginsberg,2017).
Part 3
Summary
It has been summarized from the above discussion that the role of the human resource
management is great in any kind of industry as it helps in increasing the productivity of the
employee. The training and the development program is helpful in increasing the confidence
level and knowledge of t he employees towards performing the task. The discussion has been
made on the INGO in which it has been found from the interview session that the company has
highlighted due to the low wage rate as a number of employees have a complaint regarding the
same for multiple times. It is required for the company to focus on such factors in order to
amplify the revenues of the company and maintain the image of the company in outside.
Motivation can encourage any kind of employee to perform well which can be done by the
company to provide the flexibility in the working conditions. Rewards and recognition program
are another factor that can motivate employees to remain with the company for a long period.
It has been learned from the assignment that HRM issue can lead the company into diverse
situation that is why it is required for the company to implement an effective plan for HR
policies. The training can fill encouragement in the employee so that they can perform in well
efficient manner without distracting from any obstacles. The employee relations can be
maintained with the help of the effective HR policies.

Case study analysis 17
References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. Oxford University Press.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Cerasoli, C. P., Nicklin, J. M., & Ford, M. T. (2014). Intrinsic motivation and extrinsic
incentives jointly predict performance: A 40-year meta-analysis. Psychological
bulletin, 140(4), 980.
Doctors without Borders, (2018). About Us. Retrieved from:
http://www.doctorswithoutborders.ca/content/issues-focus.
Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2007). Managing human resources. Upper
Saddle River, NJ: Pearson/Prentice Hall.
Gugliotta, G. (2013). The Big Dilemma Facing Doctors Without Borders. Retrieved from:
https://www.smithsonianmag.com/innovation/the-big-dilemma-facing-doctors-without-
borders-4946758
Holland, B. A. (2016). Factors and strategies that influence faculty involvement in public
service. Journal of Higher Education Outreach and Engagement, 20(1), 63-72.

Case study analysis 18
Jung, H. S., & Yoon, H. H. (2015). Understanding pay satisfaction: The impacts of pay
satisfaction on employees’ job engagement and withdrawal in deluxe hotel. International
Journal of Hospitality Management, 48, 22-26.
Lazowski, R. A., & Hulleman, C. S. (2016). Motivation interventions in education: A meta-
analytic review. Review of Educational research, 86(2), 602-640.
Messersmith, J. G., Kim, K. Y., & Patel, P. C. (2018). Pulling in different directions? Exploring
the relationship between vertical pay dispersion and high‐performance work
systems. Human Resource Management, 57(1), 127-143.
Niazi, B. R. A. S. (2011). Training and development strategy and its role in organizational
performance. Journal of Public Administration and Governance, 1(2), 42-57.
Nischithaa, P. & Rao, N. M V A L. (2014). The importance of training and development
programmes in hotel industry. International Journal of Business and Administration
Research Review, Vol.1, Issue.5, April-June, 2014.
Noe, R. A., (2010). Employee Training and Development. McGraw-Hill/Irwin Publishers.
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observations and agenda for research. Australian Journal of Business and Management
Research, 1(9), 82.

Case study analysis 19
Parameswari, B. N. & Yugandhar, V. (2015). The Role of Human Resource Management in
Organizations. International Journal of Engineering Technology, Management and
Applied Sciences, Volume 3, Issue 7, ISSN 2349-4476.
SARNOVIČS, A. (2010). Human resource development in public administration: a case of
Latvia. Human Resources Management & Ergonomics, 4(1), 1-12.
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Waseem, M., & Majid, A. (2015). An overview of strategic integration and devolvement of hrm
function. Gomal University Journal of Research, 31(2).
Wlodkowski, R. J., & Ginsberg, M. B. (2017). Enhancing adult motivation to learn: A
comprehensive guide for teaching all adults. John Wiley & Sons.