Human Resource Management Case Study: Connectacom's HRM Challenges

This case study examines the human resource management (HRM) practices of Connectacom, a European telecom company. The analysis covers the responsibilities of Amir Khan and his HR team compared to line managers, exploring ethical issues within Connectacom's management approach and their implications. It assesses how current HRM practices can foster a positive working environment for employees. The study also recommends four HRM-related initiatives for Amir Khan to propose to the board to reduce employee turnover, focusing on retention strategies, motivation, mentoring, and growth opportunities to improve employee satisfaction and organizational credibility. The study emphasizes the importance of communication, modern technologies, and employee well-being to create a positive and productive workplace.

Human Resource Management
Case Study Assessment

Table of Contents
INTRODUCTION................................................................................................................................3
MAIN BODY.......................................................................................................................................3
Q.1 Responsibilities of Amir Khan and his HR team for staff to those of the line managers within
Connectacom...................................................................................................................................3
Q.2 Ethical issues might be a problem for Connectacom in its current management approach and
what the implications for each could be..........................................................................................4
Q.3 Current HRM practices can create a positive working environment for employees in an
organization such as Connectacom. ................................................................................................5
Q.4 Recommend 4 HRM related initiatives that Amir Khan can recommend to his board to
reduce the flow of talent out of Connectacom.................................................................................6
CONCLUSION....................................................................................................................................7
REFERENCES.....................................................................................................................................8

INTRODUCTION
Human research management is the approach which is used for sustainable environment of
the organisation. It is an approach to develop people inside the organisation so that they help the
organisation to gain competitive advantage. It is known to human resource department. It makes
existence in the organisation to better performance of the employees. This case study about
Connectacom which is a European telecom company. This file will include responsibilities of
human resource team and manager, ethical issues which might be a problem for connectacom,
current human resource practice make impact on the employees in positive way. Also, include
recommendation for better environment of organisation.
MAIN BODY
Q.1 Differences in Responsibilities of Amir Khan and his HR team for staff to those of the line
managers within Connectacom.
Human resource management works for employee satisfaction in the organisation. It is their
responsibility to make happy the employees in the organisation. It is the responsibilities of Amir
khan and human resource team to motivate the employees for efficient work in the organisation.
HR team also work for provide training and development to the employees. With receive
training and development the employees ensure that their skills and knowledge fit into the
organisation(Paillé and et.al., 2014). It is all about human resource management that how can they
provide training to the employees. For training and development there is main role of budget and
time. They have to ensure that their goals meet with need of employees.The Human Resources
department is seen as integral to the business and has a good reputation with both managers and
staff. Head of human resource Amir khan noticed the front line staff which rarely stay with the
company. HR team works for make policies for the organisation and line manager follow the
guidelines which gives by HR.
Other work which is done by the human resource team is recruitment and selection. Here
organisation has to chose the persons whose goal meets with the goal of organisation. The person
who fit in the role which telecom sector want, they select for the job. Recruitment and selection
process have both internal and external sources. Internal sources include promotion, reference etc.
external factors include advertisement, e-mail, call etc.
Human resource management have responsibilities to motivate the employees. Motivation
is the best theory for effective work of employees. Motivation includes both financial or non
financial. In financial motivation the human resource team create bonus, increment, incentives etc.

This thing motivate the employee for high performance work. Other one is non financial motivation
which include acknowledgement of their work and parties, work celebration etc. Employees can
easily work with the organisation in efficient way when they get motivate regularly.
Role of HR manager- This is the person who directly talk with employees about any information.
HR manager connects the employees with senior management. Implement and regulate different
policies in the organisation, works for recruitment of new employees. It is responsibility of manager
to take care of the need of employees(Cooke, Saini and Wang, 2014).
Role of Director - Director is less involve in day to day operations. They are involving in creating
policies and programs. Director manages the members of human resource team. Director is also the
member of senior leader team in the organisation, it can say that director is the top executive of
company.
Line manager and HR manager- Human resource team make policies and rules for the
organisation and line manager implement their policies for organisation. Human resource team has
to ensure that their policies put best in the organisations' goal. Line managers have to manage the
team and their tasks and responsibilities.
Key areas of HRM
 Recruiting and staffing
 Compensation and benefit
 Organisational development
 Employee and labour relationship
Q.2 Ethical issues might be a problem for Connectacom in its current management approach and
what the implications for each could be.
It is the responsibility of human resource management to ensure that all the work which
happen in the organisation is considering policies and rules with it. All the work done with legal
contradiction with fulfil the need and wants of the employees.
Ethical issue in context of fake documents which are provided by the individuals who are
applied for the vacant post. This thing happen when employee have skills and knowledge regarding
the post but they have not any document to show this. Issues like roles and responsibilities of an
employee which is not done by them in proper way with legal judgement. Issue regarding treat the
employees on different bases like religion, cast, clothes, sex etc.
Organisation has to follow equity law for better performance of the employee and have not

treated on the bases of these all things(Kavanagh and Johnson, 2017). If the organisation not follow
the rules them an ethical issue can be face by them. Many times it happens that the person recruit by
the interviewer just because of cultural background and having same cast or religion. The
implication of this ethical issue can be solved with the law against it and organisation will have to
pay heavy charges.
Other one is performance management. It is not an easy task to evaluate the employees on
the different basis. Measuring performance management is a critical task for human resource team
and it conducts an ethical issue. In general way the employees are measured on the basis of their
work that what they have done in entire year and what organisation derived from them. It makes an
ethical dilemma when the employees who are non deserving, derived high rating performance due
to their close connections or other relations. Its implication is that the company has to chose
different technique to measure the employees who are hard working and give their best to the
organisation and give the best training for more achievement.
Organisation also faces ethical dilemma when it comes to restructure and laying off
employees. The thing is that many of the employee faces this problem just because of the functional
area in which they work, are closed due to some reasons. No matter how efficient the employee is.
Shut down of p;articular function is dangerous for the employees. For its implication human
resource team has to manage the situations and if possible then fit them into the other areas where
they needed and if they don't know much about the job then HR team has to give training to them
for their satisfaction and development of organisation and also develop the reputation d the
organisation.
Q.3 Current HRM practices can create a positive working environment for employees in an
organization such as Connectacom.
HRM practices can create as positive work environment in the organisation. Atmosphere on
the workplace makes positive environment and better vibes in the mind of employees. If
environment is positive in the organisation then it creates profitability for the organisation and helps
to better performance of the organisation in sustainable manner. These initiatives are following -
Firstly it starts from connection between low level employees and upper level employees so
that they both can understand each other easily and communicate easily with each other.
Communication is the best way to understand the employees needs and wants. It makes better
coordination between the employees working within the organisation. Communication makes better
flows of information among the employees. This thing makes positive environment in the
organisation and help human resource team to make policies without any issues. Junior

management have to talk with the senior management about their problems and issues and being
familiar with them to solve the conflict and make positive environment(Kramar, 2014.).
There is major role of front line employees to make positive environment in the
organisation. They are the person who work with the operational function of the organisation and
meet with the customers and communicate with them. Positive environment is made by them in the
organisation because if they don't talk to the customers in positive way then it makes impact on the
organisation in negative way. It is important to work in friendly manner and with friendly
atmosphere to make positive environment in the organisation.
Organisation has to use modern technologies for comfort of the employees. They have to use
different processes to feel better in the organisation. For example they can choose a day like Friday,
in which all employees can come in casual dress. From this type of unique thing employees are
motivated for best work. They also can celebrate the birthday party of the employees and the day of
birthday can be half day. This thing helps the employees to make positive environment in the
organisation. Employee feel better regarding this and also feel special that they are the part of the
company(Albrecht and et.al., 2015).
The organisation should also update the resources which used by the employees and needed
in daily routine work. Need of stationary and technology according to the job role. In some cases
many employees get disappointed regarding the resources. They want their all resources regarding
their job profile. If organisation fulfil the needs and wants of the employees then the employees
motivate towards the work. If their requirements not fulfil by the organisation then it makes
negative impact on the organisation. To solve this problem employees are able to communicate with
the human resource team and this make positive environment in the organisation. It is responsibility
of the human resource team to feel comfort to employee in the organisation.
Q.4 Recommend 4 HRM related initiatives that Amir Khan can recommend to his board to reduce
the flow of talent out of Connectacom
In Connectacom organisation the main problem or retaining employees. There it has to reduce the
flow of talent out of the organisation because if talented people go from the organisation then it is
dangerous thing for the organisation(Bailey and et. al.,2018). Initiatives which have to apply to
reduce that flow are following -
Method of retention- There are following methods of retention-
Motivation - Motivation is the best thing to apply on the employees because it is only one thing
which make employee satisfied and employee satisfaction create credibility for the organisation.

Employee motivate by financial and non financial terms. In the financial term employee can be
motivated through incentives and bonus. On the other hand non financial term where employee can
be motivated through parties and work celebration.
Mentoring- It is a feedback system where an employee monitored by the leader or management
team and employee gain up to date feedback from them and understand about their work. With
mentoring provide feedback to the employees which from they gain something new about their
work and if they want training then it is responsibility of human resource team to solve that problem
and trained them for their future goal. They also have to make future development plan for the
employees from which no need to think about to go from the organisation. During starting of the job
an organisation provide feedback to the employees for their performance and to motivate them
about the work(Bratton and Gold, 2017).
Provide growth opportunities- Employees make existence in the organisation for money and
growth and reputation If an employee work with the organisation in well manner then it is
responsibility of the organisation to provide them growth opportunities. If they provide growth up
to date to the employees then it is helpful to stay in the organisation for employees and if
organisation does not provide the growth to the employees then they definitely leave the
organisation. Growth is a major part for the employees in the organisation to make stable.
Training and development Training and development is also an important part to retain employees
because training is also considered itself in motivation. IF an employee know about their work and
also know how to put effort in that work then it is easy to run the organisation. Through training
employee help the organisation to achieve the goals and objectives.
CONCLUSION
From the above study it has been summarised that human resource team and manager have
many responsibilities in the organisation. Employees demanded for everything and it was upon
human resource team that how could they help them in effective manner. This file also described the
key roles of the human resource team in the organisation. This case study was about employee
retention, above it summarised that there was many ways to made employees stable in the
organisation and help to develop themselves. Positive environment and atmosphere made the
employees as organisational profitable.

REFERENCES
Books and journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Bailey and et.al.,2018. Strategic human resource management. Oxford University Press.
Albrecht and et.al., 2015. Employee engagement, human resource management practices and
competitive advantage: An integrated approach. Journal of Organizational Effectiveness:
People and Performance.2(1). pp.7-35.
Reiche and et.al.,2016. Readings and cases in international human resource management. Taylor
& Francis.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management.25(8).pp.1069-1089.
Paillé and et.al., 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics.121(3).pp.451-466.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Cooke, F.L., Saini, D.S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of World
Business.49(2). pp.225-235.
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
Routledge.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism
Management.50. pp.204-212.