Human Resource Management Case Study Report

This report analyzes a case study involving an employee termination at The Lending Holiday Company due to a negative social media post. It critically examines the issues of staff communication, company reputation, and the legal aspects of employee termination. The report also explores the impact of social media on the workplace, highlighting both positive and negative implications for organizational growth and sustainability. It concludes by emphasizing the importance of fair HR practices and the need for companies to address employee concerns before resorting to termination.

Human Resource
Management

TABLE OF CONTENTS
Introduction................................................................................................................................1
Task 1.........................................................................................................................................1
Critical analysis of issues..................................................................................................1
Task 2.........................................................................................................................................3
Impact of good practice to managing social sites within the workplace..........................3
Conclusion..................................................................................................................................5
References..................................................................................................................................6

INTRODUCTION
Profitability of the business depends upon their handwork. Human resource
management is the essential source which supports in building positive goodwill of the
organization. The organization evaluates employee’s performance for fulfilling the vision and
mission of the company. Human resource is an important factor for accomplishing the goal
of the firm. This report is based on a case study of The Lending Holiday Company in which
the case of Tolu will be discussed. She is working as customer service assistant in the
company. . Her role in the firm is to book holiday packages and to provide online flight
services by using telephone. The report discuss about the situation which was faced by Tolu
in the organization. Further, it evaluates the number of issues which affect organization’s
reputation and staff communication. Furthermore, this problem can create major issue for the
company’s growth in future. It can also raise problem in the process of recruitment etc. In the
next task, it discusses implications of social media in the workplace.. It also highlights the
negative and positive point which affects firm’s sustainability through social sites. .
TASK 1
Critical analysis of issues
In the case scenario, it states that Tolu has been terminated by the company. She took
leave by giving an irrelevant reason. She told about her sickness in the given reason but the
firm knew that Tolu is well. Moreover, HR manager was angry towards her because she
posted negative about company’s reputation. Her update on Facebook was ''I think I will call
in sick because I just can't face working for that idiot with this headache.'' this post generated
a negative image for the company and this can become a major issue for the firm in the
future. Moreover, it affects organization's reputation because many people are connected with
social sites and they can see this post (Armstrong and Taylor, 2014). Tolu had taken wrong
step and she does not have any right to write something irrelevant about the lending holiday
firm. It created issues such as lacking in recruitment which will impact negatively on goals'
strategy of the organization. A. Thus, these issues can create hurdles in the growth of
company. So the firm terminated her due to negative publicity of organization on Facebook.
Furthermore, she did wrong but company should not terminate her as it was not a valid
reason. What she did was personnel and the firm should not interfere in this matter. The
company should have given notice to her that she will not write anything wrong about
organization in the future (Berk and Kase, 2010).
1 | P a g e

From the given case study, it identified that Staff communications is another issue
which company is facing. She is a member of the leading Holiday Company and she is giving
her full efforts for development of firm. Her obligation towards the firm is to provide best
services which will help to achieve the growth level. Due to her irrelevant reason behind
leave negative impact is attained on staff communication. It can be said that she is not loyal
with company or her staff members. Because of untruthful reason it can evident that she can
even misguide her staff in future. Moreover, company judges her on the basis of Facebook
update which reflects that she is not very much concern towards the work (Boxall and
Purcell, 2011). It indicates that her loyalty towards work is not appreciable after seeing Tolu's
view points on Facebook. . Company terminated Tolu because they feared that she can
misguide the staff and she was not loyal in her work.. Firm thinks that because of her
negative posts it can create problem in achieving goal. Furthermore, as a view point of tolu,
organization should not have taken action of termination without giving any valid reason.
Firm should have tried to identify the reason behind this post. If there is any problem suffered
by Tolu then company should remove such difficulties. . Such type of action helps in
improving organizational environment as well as it assists in maintaining good relations
among staff.
According to the legal process, company should follow all relevant stages which are
in law before terminating any employee. (Chuang and Liao, 2010). According to the
employment right act, firm should give a legal notice to Tolu. For an example: if a employee
work with company less than two year then the organization is required to give at least one
week notice. If a worker works in a company for more than two year than firm should also
give one week notice. At the end, if the employees are working in the organization since to
twelve year or more than that then the company is required to give twelve week ’ notice.
Company should apply this procedure as same with tolu and give a notice to her according to
the employment right law.
Tolu can do whatever in her personal life and the firm does not have the right to
interfere in the private life. After completing working hours she is free from all professional
things. If she writes anything on social sites about company which is wrong for the firm then
in that circumstances, the organization should know the actual reason before taking any kind
of action. They should also give at least one chance to improve its mistake. Moreover, the
company should understand the work culture problem that why tolu has upadated such type
of post. She is uncomfortable with working condition then organization try to improve work
2 | P a g e

culture r which is beneficial for employees and it can increase sustainability of business. In
the other term, if she did something wrong then company can take an action by following
legal procedure (Heizmann, 2011). They cannot directly terminate anyone without specific
reason. Hence, company cannot judge her work on the personal basis. Further, the
organization thinks that she is also less concerned ` towards her duty because of given
irrelevant reason. But she has the right to take a leave with any reason as it is not necessary to
give actual reason. Furthermore, firm also provides a legal notice for a certain period before
terminating any employee. These things should be abided by the organization before taking
any action towards the employees (Hendry, 2012). Company do not considered termination
process every time firstly judge the actual things. Sometimes the organization can lose its
best employees and this can affect the growth of the company..
TASK 2
Impact of good practice to managing social sites within the workplace
Implication of Social media is highly increased in a business unit. There are various
forms of social media sites which regulates through internet such as Facebook, Twitter,
LinkedIn, MySpace, YouTube etc. These sites are supporting in grooming of social media at
the workplace. Moreover, company can generates its growth in many of areas with the help
of these sites. This aids in increasing communication level among employee and managers
(Jiang and et.al., 2012). Through this, people can communicate to each other after completion
of working hours on these sites and this practices improve communication level and develops
relations among employees as well. It also helps in development of policy wherein workers
use smart phones, emails and social media. Hence, these sources increases work
sustainability which supports to create better workplace environment.
In addition to it, social media helps in fast growth of company through entertainment
source because this social sites also assists in personal grooming of employees. People can
enjoy this sites through updating post, chatting or meet with new people virtually
(Livingstone and Brake, 2010). Moreover, in the official environment, employees can talk to
other members of organization on websites. This process helps to complete work eagerly and
aids in improving communication of employees in the business unit. Social media is also
useful in the recruitment and selection process as large number of people is connected with
these websites. Additionally, company can conduct promotion activity as well and this
essentially aids in boosting awareness among individuals.. This platform aids company in
3 | P a g e

gaining fresh talent, high proficiency skills candidates and innovative person (Papacharissi
and et.al., 2010).
Social media also helps company in assessing candidate’s personal records which helps in
screening the selected candidate’s profile and also aids in conducting background checking.
With the help of it, firm can easily select suitable candidates for job profile with references of
right and relevant information. Apart from it, recognition activity on social platform certainly
increases the morale of employees and at the same time, it aids in boosting productivity
(Wilson, Fornasier and White, 2010). Hence, positing news related to rewards, compensation,
monetary and non monetary benefits on social platform aids in motivating employees further.
Due to this, commitment label of employees is increased and it leads to situation of employee
engagement.
There are also some negative impacts of social media in which it affects the growth of
business unit. Considering the case of Tolu which updated negative post about company on
Facebook has certainly affected company growth. This is so because many people are
connected to Tolu on these websites and this update developed wrong image in the mindset
of viewers. Hence, it makes negative remark for firm which creates a big issue in profitability
of organization as well. Many of times people shows less interest towards firm due to wrong
advertisements. Due to this, people denied for the employment in this workplace (Wright and
McMahan, 2011). Further, negative impacts of social sites bring hurdles in company
sustainability. It also makes negative impact on other employees as they get demotivate
towards work. This issue generates conflict at workplace and ultimately workers shows less
interested towards work which hampers the total output.
These websites are also unfaithful sometimes because they judge employees through
their personal details. Employee’s performances in personal and professional life
differentiates up to great extent. Firm only apply judge on the basis of their professional
records. Hence, social sites describe workers personal life wherein they have freedom of their
life (Hollon, 2011). Regards to the case, organization does same with Tolu, they terminated
her due to negative post on Facebook. The updated post brings negative remark for
organization but company cannot examine her performance on the basis of her personal
records.
HR practice also moves in social media wherein they perform their responsibility in
better way. Manager appraisal their employees for increase morale that supports to create
4 | P a g e

better work environment. They make linked with social sites to post positive views about
their employees. This process reflects worker motivates towards work climate. They want
more win over on rewards so they do their best practices in goal achievement strategy.
Hence, employees work fruitfully in organization and their best efforts give right direction for
business growth. Further, HR manger appraises their performance on various websites in
such employees highly affected. They also maintain their social relations on websites wherein
they communicate to each other personally (Sokol, 2015). Henceforth, employees satisfying
share their problems with managers. It helps to find out actual problem created with
employees. Managers evaluate strategy which is useful to removes such difficulties which
employees suffers. Social sites also increase personal relations among managers and
employees due to higher level of communication.
CONCLUSION
It can be concluded from case that human resource plays an important role in an
organization. They are primary sources of business unit to help in achieving determined goals
of the company. HR supports in betterment of company and provides sustainable
environment. In the case scenario, it discussed on Tolu who works on the post of customer
service assistant for lending Holiday Company. From the conducted research, it is found that
Tolu is terminated by firm due to updating negative post on Facebook . Due to this, company
informed her that she is terminated from the workplace. In the first task of case conclude that
company reputation and staff communication is affected by the post of Tolu. It critically
analysis her untruthful reason or negative post on social media. It also discusses employment
right act in which it defines company do not take a termination action without giving a notice.
In the further task, it defines impacts of good practice to managing social media within the
workplace. Positive impact reflects the growth and profitability of firm. It also describes
personal grooming of employees and better relations among employees.
5 | P a g e

REFERENCES
Journal and books
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berk, A. and Kase, R., 2010. Establishing the value of flexibility created by training:
applying real options methodology to a single HR practice. Organization Science.
21(3). pp.765-780.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave
Macmillan.
Chuang, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers.
Personnel Psychology. 63(1). pp.153-196.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Heizmann, H., 2011. Knowledge sharing in a dispersed network of HR practice: Zooming in
on power/knowledge struggles. Management Learning. 42(4). pp.379-393.
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K. and et.al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Livingstone, S. and Brake, D.R., 2010. On the rapid rise of social networking sites: New
findings and policy implications. Children & society. 24(1). pp.75-83.
Papacharissi, Z. and et.al., 2010. A networked self: Identity, community, and culture on social
network sites. Routledge.
Wilson, K., Fornasier, S. and White, K.M., 2010. Psychological predictors of young adults'
use of social networking sites. Cyberpsychology, Behavior, and Social Networking.
13(2). pp.173-177.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Online
Hollon, J., 2011. New Study: The Top 10 Best Practices of High-Impact HR Organizations
[Online]. Available Through. <http://www.eremedia.com/tlnt/new-study-the-top-10-
best-practices-of-high-impact-hr-organizations/> [Accessed on 21th March 2016].
6 | P a g e

Sokol, M., 2015. What’s Your HR Strategy? 5 Best Practices. [Online]. Available Through.
<http://www.connectwise.com/blog/whats-your-hr-strategy-5-best-practices/>
[Accessed on 21th March 2016].
7 | P a g e