Case Study Analysis: HRM Issues at Maple Leaf Shoes, Semester 2

This document presents a detailed case study analysis of Maple Leaf Shoes, examining critical human resource management (HRM) issues. The analysis identifies problems within the company, specifically focusing on the lack of a qualified HR manager and ineffective recruitment and selection processes. The study explores alternative practices to improve recruiting outcomes, such as utilizing personality tests, diversifying recruitment sources, and implementing succession planning. Additionally, the analysis addresses the ineffectiveness of the integration between strategic and operational planning processes within the company. Recommendations are provided to enhance the selection process, including focusing on essential skills and competencies and revising the company's selection methods. The case study provides valuable insights into the challenges and potential solutions for improving HRM practices and overall company performance.

Running head- Case Study
Case Study

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Case Study
Part1
Answer1: the inappropriate practice of the Maples Leaf Shoes or the problem with the Maple
Leaf Shoe ltd is that the company does not have a qualified, skilled, experienced, and
knowledgeable manager to deal with the day to day activities of the human resource of the
company like union negotiation and recruitment. The human resource manager formulates
strategies handles the short and long-term challenges facing competition from across the globe,
increasing production and labor cost, managerial training and development of employees.
Answer2: it has been determined because the previous human resource manager was not able to
place right people at the right place at the right time with right skills and competencies and the
company has appointed Lance as a new human resource manager to ensure sound management
of the recruitment and selection process and increase the profitability of the company.
Answer3: possible alternative practices that might be considered to improve recruiting outcomes
The human resource manager should have the knowledge of Excel and skills in human resource
information system. He must conduct personality test to know the personality traits such as
ethics, honesty, fair-mindedness, discretion, and personal attributes of the potential candidate to
select the best candidate for the company. To improve the recruiting outcomes, the human
resource manager should be a delegator, active listener, approachable, motivator, decision maker,
and developer. He should find the alternative sources for the recruitment of the staff such as
recruitment of staff from within the company. It is also called as succession planning. The
management must identify the potential employees with the extra caliber to promote him/her on
the next level. Social media should be used to advertise for the recruitment for the company.
Answer4: recommendations

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Case Study
To improve the performance of the company and better outcomes of the recruitment they should
do the following thing next time,
 They should improve their candidate pool when recruiting employees. The company can
recruit the best candidate if the pool of the potential candidates would be large. If there will
be few potential candidate, it will be very difficult to get the best talent for the company.
Therefore, the company should attract a large pool of the candidates by investing time in
developing a relationship with universities placement offices, recruiters, and search firm.
 The company should look first internal candidates to fill the vacant position in the
organization. There are some benefits of the internal candidates. They need little training and
development program. They are well aware of the working condition and the culture of the
organization.
 The company should involve the employees in the hiring process because the employees can
recommend excellent candidates to the company. They can also assist in reviewing the
resume of the qualified potential candidates.
Part2
Answer1: the thing that is inappropriate about their current practices, in this case, is the
ineffectiveness of the integration of the strategic and operational planning process in the
company. The integration of the operational and strategic planning process of the company is not
effective and hence not producing the desired result for the company. The company should
determine what should be accomplished first and what should be accomplished last.
Answer2: It has been determined because the company is not able to determine what should be
accomplished first and last and due to this it is not able to integrate its operational and strategic

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Case Study
planning process and hence the performance of the company in the process of selection of the
candidate is not up to the mark.
Answer3: the possible alternative practices that might be considered to improve selection
outcomes
The company should hire the sure thing when selecting the candidate. It means during the
selection process the company should only focus on the right kind of skill and competencies
need for the position and select only those candidates who have the right kind of skills and
competencies. The hiring manager should ask relevant questions to analyze the potential of the
candidate. The company should also consider aptitude test for selecting best talent for the
company.
Answer4: recommendation
The company should only focus on the right kind of skills and competencies to select the best
potential candidate for the company. The company should ensure right candidate at the right
place at the right time with the right skills and competencies. The overall performance of the
company could increase if the company selected best candidate for the company. Therefore, the
company should more focus on the revision of the selection process of the company.