HR Project for Outrage Video Games: HRM 1283 Analysis and Solutions

This project analyzes the HR challenges at Outrage Video Games, a growing company run by Will Bates and Steve Cobbs. The project is divided into three parts: identifying HR issues, proposing recommendations, and determining the top priority for immediate action. Part 1 identifies issues across v...Read More

PART 1 - 40% NAME(s):
HR ISSUE IDENTIFY THE DETAILS IN THE CASE WHICH ARE PERTINENT TO THIS HR ISSUE. JUST LI
CAUSES YOU SOME CONCERN. DO NOT MAKE SUGGESTIONS ON HOW TO FIX TH
e.g. under Training and Development – Will and Steve do not any management tra
(expand the chart to accommodate your information)
RECRUITMENT
AND SELECTION
1. Recruitment is primarily done through referral and in every case the background of the applican
scrutinized upon.
2. Reluctant for expansion and the selections have been made random
3. There were limited questions about the job that was presented in front of the applicant
4. Applicants from different qualification and without proper experiences were being selected
5. The newly employed employee is not induced with the departments, there are a lack of the indu
took place in the organization
6. The employees are provided any outline of their job
7. Lost 8 from 40 of its employees from different ranks
8. ‘Programming’ is the only aspect that gets highlighted during employing while the other issues
COMPENSATION
AND BENEFITS
1. Benefits handled by a private company
2. Steve does not have proper knowledge about handling benefits
3. The managers were not being given proper salary as compared to the one provided in the mark
particular sector as it was in the case of Larry and Sean
4. The conversation with Steve and Will were not negotiable
5. Training have not been reimbursed and had to be carried out by the employees
6. Structure of salary has not been reframed
7. Increment provided only when asked for
8. No difference in salary based on experience or commitment made to the company
HEALTH AND
SAFETY
1. Health committee ran out of functioning
2. Wellness program does not exist as a result the employees could not seek health benefits
3. A number of employees in Outrage face addiction issues
4. Equipment room is prone to accidents
5. Mental health issues are not catered
6. Union responsible for making the issues vocal are not functionable
7. No health-related helps are available to the employees from the side of the company
TRAINING AND
DEVELOPMENT
1. The managers lack proper induction and training before they have been promoted to that positi
2. Some had to procure training from outside without reimbursement
3. Company did not have proper resource to conduct the training
4. They lacked proper leadership training
5. Development of infrastructure was absent
6. Funding for furniture and other equipment was not made visible
LABOUR
RELATIONS
1. There are several legal issues in the organization under the part of maintaining confidentiality
In the workplace.
2. As per Canada labor code employees must be paid if they work overtime for the company.
Which the organization do not follows, they are making the employees work overtime for 3 nights
Per week.
3. Compensation is not made as per seniority and work level of employees.
4. Management is not at all concerned about the employees where the workers want to unionize.
OTHER
1.No better system of team management and coordination between and employees and top level
Management.
2. No proper mode of communication between the employees and the management.

PART 2 - 50% - 10 for each section
NOW THAT YOU HAVE IDENTIFIED THE ISSUES, IT IS TIME TO MAKE SOME
RECOMMENDATIONS TO WILL AND STEVE. TAKE EACH OF THE ISSUES THAT YOU
HAVE IDENTIFIED ABOVE AND MAKE SUGGESTION(S) ON HOW TO FIX IT.
RECRUITMENT
AND SELECTION
1. Issuing recruitment notice stating job roles and salary structures
2. Expansion is necessary to fit the market hence needs to followed by internal
development
3. Applicants needs to be tested before providing the job
4. Experience and qualification need to be considered and job needs to be
provided accordingly
5. Induction program needs to be introduced
6. Job role needs to be made explicit
7. Job satisfaction and motivation factors need to be evaluated
8. Job role should be made task specific and so is the recruitment
COMPENSATION
AND BENEFITS
1. Introduce inner body for benefit handling
2. Knowledge regarding Benefits need to be developed
3. Salary structure need to reframed
4. The heads should be approachable
5. Training session needs to be introduced
6. Salary needs to be considered
7. Increment should be provided on a regular basis
8. Expertise should be given preferences in terms of salary
HEALTH AND
SAFETY
1. Health committee should be established
2. Initiate health programs
3. Factors promoting addiction tendencies need to be considered
4. Cut down the risk factors of equipment room
5. Initiate Mental health related program
6. Separate union for considering health and safety issues
7. Company set up health related facilities
TRAINING AND
DEVELOPMENT
1. Training for managers need to be introduced
2. External training should be reimbursed
3. Resources for internal training should be made available
4. Leadership training needs to be initiated
5. Development of the infrastructures
6. Funding needs to be issued for development in certain stages
LABOUR
RELATIONS
1. It is important for them to follow the work law system associated with Canada
labour code which says equal pay for equal work performed by the employees.
2. While making the compensation structure, it is important for them to
understand the seniority and experience level of the employees related to the
work condition.
3. In order to remain more sustainable under productivity and growth, employees
needs and wants must be considered and implemented accordingly.

OTHER
1. Fun activities and recreational events can be initiated
PART 3 – 10 Marks – WHAT IS THE NUMBER ONE PRIORITY?
What is the one specific thing that you will tell Will and Steve to do immediately and why?
It is important for them to adopt proper mode of pay structure in the organization. As per the
case it is understandable that the employees are not compensated on the basis of experience and
seniority. favorable action must be implemented under this respective part which can help them in
retaining more skilled and experience employees within the organization instead of losing them.