Human Resource Management: Industry Case Studies Report

Human resource management
A Industry case studies Report
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Table of Contents
Introduction...........................................................................................................................................3
1. Identification of HR Problems in organisations.................................................................................3
Case study #01: 7-Eleven..................................................................................................................3
Case study #02: The Country Fire Authority (CFA)..........................................................................4
Case study #03: The Australian Banks..............................................................................................5
2. Effects of HR problems on organizational performance, managers, and employees..........................5
7-Eleven Stores..................................................................................................................................6
The Country Fire Authority (CFA)....................................................................................................6
The Australian Banks........................................................................................................................7
3. Recommendation of long term and short term strategic solutions.....................................................8
Conclusion...........................................................................................................................................11
References...........................................................................................................................................12
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Introduction
Human resource management is the most imperative in today’s challenging corporate
environment. While corporate performance is trying for keeping away off challenges by
expert moves and corporate strategies, challenges often come in the way of better
implementation of management strategies. In support of human resource management better
and effective corporate performance can be ensured on condition that people management is
better ensured and organizational culture is followed through the hierarchy and every people
in organizations (Armstrong & Taylor 2014). Clear knowledge about organizational culture
and vision if could be permeated into the thought pattern of human resources of organizations
then sensible and conscientious manners are expected from everyone in organizations.
Organizational leaders with help of effective human resource management steer through a
challenging environment for leading business towards profitability backed by operational
excellence. Any deviation from organizational cultures result into errant behaviours of
employees and if are left uncontrolled the organizational excellence can never achieve its full
potential and the working atmosphere becomes less productive and ruins the organizational
performance (Evans 2010). This report is based on three case studies which are 7-eleven, The
Country Fire Authority, The Australian Banks and the case studies reflect major loopholes in
leadership roles and organizational cultures as well. The effect thereof and related supportive
measures have been also discussed in this report which is a salient part of this report related
to human resource management in light of the case study.
1. Identification of HR Problems in organizations
Case study #01: 7-Eleven
7-Eleven stores private limited is a privately managed firm in Australia. This company is
owned by Withers and Barlow family. The firms have huge numbers of stores operational in
Queensland. The firm has faced a problem which has caused the reputation plummeted to
nadir due to a wage-related scam that broke out. This was a major violation of workplace-
related regulations. Most employees are underpaid and exploited badly and they are deprived
of their proper wages for their service in the organization (Boxall & Purcell 2011).
Franchisees were in collusion with each other and experienced among them were found
training the new and non-experienced to master in the role of falsification of payroll and
manipulation of records. The gravity of the concern was hugely impactful and position of
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HRM and its role in relation to manpower management is largely tarnished. The major
problem in the HRM identified with this role is non-compliance of wage rules and workplace
policies. This may be an inadvertent or unwilling act on their part but the problem appears
largely due to the ineffective contribution of the department in managing a balance of
organizational culture and required statutory performance within the firm (Guest 2011).
Additionally, the HRM is unsuccessful in implementing a better and secured working culture
as people are intimidated to work and do not open their mouth fearing termination of a job
about other forms of punishment. The poor cultural display, poor working atmosphere and
least consideration of statutory compliance were the cruxes of the HRM problems and the
reputation of the company dipped.
Case study #02: The Country Fire Authority (CFA)
The company is a fire and emergency service organization with numerous volunteer
firefighters, supporting and administrative personnel to support the organizational functions.
The main problem with the HRM of the company is leadership inefficiency. This has
manifested in several forms of unprofessional and detrimental activities aimed at women and
other employees in the company. Poor organizational culture, lack of diversity, the poor
relationship between management and workforce are problems in the firm (Bratton & Gold
2017 ). The brutal assault of the 17-year-old woman mirrors the picture of authoritative
management or leadership which does not consider being reactive to the issues brought by the
women. Many other women were also subjected to the bullying, intimidation and physical as
well as sexual assault. Gender discrimination and lack of empathy and apathetic management
were the main unproductive aspects of human resource management in the company. This
firm has also failed to adhere to the workplace guidelines and apparently has not adopted zero
tolerance to the issues discovered in the spate of the assaults and ill-treatment of female
employees. The leadership of the firm is largely lackadaisical (Aswathappa 2013). Poor
consideration about workplace culture as well as women’s low security have largely affected
the working relationship in the company and eventually, the firm is crippled with a problem
such as poor workplace and lack of integrity, organizational underperformance, lack of faith
among stakeholders. A tarnished image of a firm cannot be mended in one go and only
strategic management coupled with better HRM with the cooperation of management itself
could be of large help to rid the firm of this situation. HRM inability of the company is also
clear from the poor show of diversity in the firm. Diversity could have improved the working
culture, working kinship among the employees and their talent demonstration.
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