BSBHRM507: Comprehensive Case Study Analysis: AGRICO & Blondeye Hotel

This case study analysis addresses two scenarios: AGRICO, facing retrenchment challenges, and Blondeye Hotel, dealing with employee performance and safety issues. The AGRICO section explores four alternatives for retrenchment, evaluating their advantages and disadvantages, and discussing employee benefit services for retrenched staff. The Blondeye Hotel portion examines a situation where a bar worker's behavior is monitored, offering HR consultant suggestions, a counseling plan, and implications for improving the employee's performance. The document also discusses the benefits and drawbacks of exit interviews. The analysis covers various aspects of human resource management, including termination, employee benefits, performance improvement, and safety policies, providing a comprehensive overview of the challenges and solutions in these workplace scenarios.

Running head: ASSESSMENT 2
ASSESSMENT 2
Name of the Student
Name of the University
Author Note

1ASSESSMENT 2
Table of Contents
Task 1.........................................................................................................................................2
Task 2:........................................................................................................................................5
Task 3.........................................................................................................................................6
Task 4.........................................................................................................................................7
Task 5.........................................................................................................................................8
Bibliography...............................................................................................................................9

2ASSESSMENT 2
Task 1
In this case study, AGRICO Company produces farm equipment where 150
employees are permanent and others are casual employees who have served the company for
a long time.
Alternative 1:
AGRICO Company can reduce the duration of working hours for the employees. This can
lead to lower in wage rate for the employees.
Advantages
 AGRICO can retain proficient employees in the industry.
 The expenses of the company will be reduced as salary for each employee will be
lowered.
 The loss amount of the company will be reduced.
Disadvantage
 The employees of AGRICO may be dissatisfied with the decrease in salary.
 The dissatisfaction among the employees may lead to lower in productivity.
Alternative 2:
With the reduction in the working days by availing holidays can provide with alternative for
retrenchment. The company is not leading in the global market, so as it has less demand in
the market, less labour is needed by the company to achieve the goals of the company such as
production target.
Advantages
 Employees of AGRICO will never be terminated.

3ASSESSMENT 2
 The salary will be decreased as number of working days is reduced.
 The AGRICO Company may minimize its losses through effective strategies.
Disadvantages
 The employee morale may be affected as salary deduction may dissatisfy them.
 With lowering of salary may help the company to lower its cost but may impact the
employee’s interest to put their effort for target completion.
 The dissatisfaction among employees may arise which may increase negative impact
on the productivity of the company.
Alternative 3:
The AGRICO Company may implement mutual termination of employement. This mutual
termination may lead to better alternatives for retrenchment. The AGRICO Company may
clearly disclose the financial position to the employees working there to make them
understand about the current problems of the company related to excess employees and
productivity. This can help the company to ask the employees for voluntary termination of
employement.
Advantages
 This voluntary termination can help the company to save their money as salary will be
saved for further recruitment candidates.
 With the voluntary retirement process, the reputation will never be harmed.
 This can help the employee to have better benefits after retirement as compared
normal retirement.

4ASSESSMENT 2
Disadvantage
 The AGRICO Company will afford for additional cost for providing the
employees with voluntary retirement policy which may benefit the employee in
various aspects.
 The company may face difficulty in providing large sum of money at a time for
employees who does voluntary retirement.
Alternative 4:
The AGRICO Company may have alternative to retrenchment by reducing the remuneration.
The company may attempt to reduce the salary or labour cost in order to save large amount of
money for other investments in resource related activities. The reduction may be from bonus,
salary freezing, and over- time payments.
Advantages
 The impact of reduction in remuneration may help the company to minimize the
excessive cost burden.
 The company may establish good employee relation by not hampering the employees.
Disadvantage
 With reduction in salary may lead to dissatisfaction among employees.
 The AGRICO Company may lose many talented employees due to increased
dissatisfaction among employees.
The above are the 4 alternatives which can provide the AGRICO Company to have
alternatives for retrenchment. Bruce needs to analyse for both advantages and disadvantages
for taking effective decisions in choosing for alternatives that may best suit for profitability of

5ASSESSMENT 2
the industry. The best alternative may help the company to revive from the current financial
position and lead to growth in the future.
Task 2:
The four different types of services that would ensure retrenched staff have access to benefits
are-
The compensation package must be provided to retrenched employees for the purpose of
immature termination of employment. The immature retirement includes several gratuity,
retirement benefits such as lump sum payment and superannuation which may benefit the
employee to take voluntary retirement. The compensation is determined regarding the tenure
of service period of an employee and also the time period of the employment.
Benefit
The only benefit will be the future of the employee will be settled.
Service 2:
The AGRICO Company may give first priority to the retrenched employee while appointing
casual employees for that seasonal cycle. The company may provide favour for the family
members of retrenched employees when recruiting new candidates. This will benefit the
company and employees by getting part time job opportunities.
Benefit
Some employees may be capable for a specific job role and may find difficulty in getting job
in other industries. The AGRICO Company may provide part time job opportunity to the
retrenched employees and to the family.

6ASSESSMENT 2
Service 3:
The company may provide with medical benefits for the retrenched employees. This service
may include reimbursement of medical expenses for employees.
Benefit
With the help of medical services benefits for retrenched employees, the company may
secure the physical well- being and provide adequate treatment for employees.
Service 4:
Retrenched employees can be provided with another service benefit such as educational
support for their children.
Benefit
The AGRICO Company may help the retrenched employees with educational support for
their children where all the expenses of the children will be handled by the company. The
benefit for the children will facilitate the study.
Task 3
The Blondeye Hotel is facing some safety issues and have decided to provide a safety
surveillance camera. This would help the hotel to record certain incidents related to slack
attitude of a bar worker. In the case study, Ms M is an employee of this hotel for last eight
years. It is observed that she is spending most of her time in unnecessary chatting with
clients. She is also not entertaining the patron. The camera records the activities of Ms M
while taking a bag of coin. The manager asks for HR consultant suggestion, the following
are-
Step1: Natural justice is a fair process which is fair for concerned parties. This may include
the principles of transparency and equality of treating others. The manager must provide an

7ASSESSMENT 2
opportunity to Ms M in order to state the perspectives. The manager must conduct a meeting
to discuss this case for fair judgment.
Step2: If the discussion shows that Ms M is an offender, then appropriate actions must be
taken against the culprit. The manager must investigate for the truth before any actions.
Step 3: According to the guideline provided by the fair work commission of Australia, Ms M
must be subjected to concerned authority and must be provided with a chance for
improvement. Ms M must be provided with counselling session for improvement in
performance.
Step 4: The counselling activities and performance of Ms M needs to be properly monitored
for observing changes in the behaviour.
Task 4
The counselling plan for improving the behaviour and implication of each step is addressed
below-
 At first a professional counsellor must be appointed to improve the attitude and
performance of Ms M.
 The manager must participate in counselling process to have proper changes in
behaviour.
 The case must be explained in detail to the professional counsellor to ease the process
of identifying problem to make adequate changes.
 Ms M must be flexible with the professionals in counselling session to reason them
for such attitude.
 Ms M must be encouraged to provide high performance in her job to meet the
objective of the hotel. Ms M needs to understand that Blondeye Hotel values for each

8ASSESSMENT 2
employee for which she has been given with another opportunity to correct her
mistakes.
 The problems with Ms M that is identified by the professional can be then informed to
the hotel authority for necessary actions.
 The manager must clearly describe the job role to Ms M to bring improvement in her
performance to achieve the benchmark.
Task 5
The benefits of exit interviews-
 The exit interview is mainly conducted for analysing the reason causing termination
of employment. The authority and management gathers the knowledge of employee
perception and they collect feedback in order to analyse the level of development in
the organisation.
 The company can also use the feedback system for the departing employee to get
correct knowledge about the employee so that the manager can retain talented
employees for improve in performance.
 The exit interview provides the company the relevant information that helps in
recruitment of new employees.
 The exit interview have the significance by the existing employees so the company
portray positive culture.
 To improve employee morale, the company conducts exit interview.
Disadvantages of exit interview-
 The cost for conducting exit interviews and analysing it is high.
 It becomes difficult to quantify the data while analysing the results.

9ASSESSMENT 2
 The results and analysis of exit interview depends on the interviewer and the process
may have human error as every person possess different perspectives.
 The departing employees do not take exit interview seriously that may lead to
disadvantage in conducting exit interviews.
Bibliography
casual employees and safety policies, "Employees' Attitudes Towards Family Friendly
Policies" (2008) 27 Jurnal Pengurusan
termination policies and procedures (Webpage, 2019) <https://scholar.google.co.in/scholar?
q=analysis+for+termination+policies+and+procedures&hl=en&as_sdt=0%2C5&as_ylo=201
3&as_yhi=2019>
woolworths policies and procedures,
"{{Metacontroller.Metadata.Title}}", Woolworths.Com.Au (Webpage, 2019)
<https://www.woolworths.com.au/Shop/Discover/about-us/privacy-policy>
woolworths policies and procedures for performance improvement, "Wwpdb Policies And
Processing Procedures Document -- Section B: Wwpdb Processing Procedures" [2019] RCSB
Protein Data Bank