BMHR5103: HRM Case Study Analysis on Modern Industries Limited

This assignment presents a comprehensive case study analysis focusing on Human Resource Management (HRM) challenges within two organizations: Modern Industries Limited and Doctors Without Borders (INGO). The first part of the assignment delves into Modern Industries, identifying three key HRM issues: lack of employee motivation, ineffective management of downsizing, and deficiencies in performance appraisal processes. It then proposes three alternative solutions to address these problems, including modifying working conditions, redeployment, and issuing formal warnings. The second part shifts focus to Doctors Without Borders, exploring the organization's background, type of business, organizational structure, mission, vision, and employee demographics. The analysis then examines the HRM issues impacting the NGO, drawing from an interview with the HR Manager. The assignment highlights the importance of effective HRM practices in fostering employee productivity and organizational success. It provides practical strategies and insights for addressing common HRM challenges, such as motivation, downsizing, and performance evaluation, offering valuable knowledge for students and professionals in the field.

Running head: Case study analysis 1
Human Resource Management
Case study on HRM

Case study analysis 2
Contents
Assignment 1...................................................................................................................................3
Question 1 three HRM issues that caused the problems..............................................................3
Lack of motivation.......................................................................................................................3
Managing downsizing..................................................................................................................3
Performance appraisal..................................................................................................................4
Question 2 Three alternative options...........................................................................................4
Substantial modification of working conditions......................................................................4
Redeployment...........................................................................................................................4
Issue a formal warning.............................................................................................................5
Assignment 2...................................................................................................................................6
Part 1................................................................................................................................................6
Introduction......................................................................................................................................6
Background information of the company....................................................................................6
Type of business.......................................................................................................................6
Organizational structure...........................................................................................................6
Mission and vision....................................................................................................................6
The number of employees........................................................................................................7
Part 2................................................................................................................................................7

Case study analysis 3
Report of the findings......................................................................................................................7
Suggested strategies.........................................................................................................................8
Implication of the findings...............................................................................................................9
Part 3..............................................................................................................................................10
Summary........................................................................................................................................10
References......................................................................................................................................11

Case study analysis 4
Assignment 1
Question 1 three HRM issues that caused the problems
Lack of motivation
Motivation is the key of success of the organization as it is essential for the company to
encourage employee towards performing well within the organization (Holland, 2016). It has
been found from the case study that Modern Industries Limited gives training to the fresher for a
year in which starting 6 months; the trainees are showed different capabilities of them which are
referred to be the major part of the training. After that, the trainees of the company are
recognized for the purpose of the placement alongside the projected jobs. The trainees are
recognized for placement alongside the accessible or projected vacancies. Mr Rakesh Sharma
hired for the paint technology department. There are some factors that show the lack of
motivation by HR department to the employees of the company. These are mentioned below:
 Employees of the company are not motivated by the human resource department that is
why Mr Sharma got frustrated with working environment.
 It has been found from the case study that proper information was not given by the
human resource department at the time of joining the employee that is why Mr. Sharma
had to face the issues at the time of performance. He got discouraged from the working
environment because there is no motivating factor that pushes him to work more
efficiently.
 There is a major issue of radiate positivity as Mr. Sharma got a negative answer from the
training manager at the time of asking about the position.

Case study analysis 5
Managing to downsize
Downsizing shows to the process of decreasing the size of workforce by ceasing the employment
of employees. It is also showed as layoff. it has been found that the human resource department
of the company are unable to manage downsizing which not only influences the employees who
have to exit the company, but also affect the existing employee to go through the similar position
after sometime. The case study shows that there is lack of employee retention strategy which can
lead the organization into adverse situation (Lazowski & Hulleman, 2016). The communication
process is not an effective within the organization that being the major cause of lack of
understanding between Talent manager and Mr Sharma. However, Training manager gave
proper description of the job to Mr Sharma but the head manager of the paint department gave
him that work which was not the part of the trainees’ job. It is the fault of HR in such condition
because they should involve in such communication and either give him performance appraisal
or give the trainee’s work responsibilities.
Performance appraisal
It has been analyzed that Mr. Sharma went to training manager for the purpose of reducing the
training period as he did same work as permanent employees did but the Training Manager
curved down his demand and conversant him that it was not an exercise of the company to do so.
It has been said by him that any kind of performance which is good and done by the trainees at
the time of training would be remunerated at the time of placement on completion of one year of
training (Cerasoli, Nicklin & Ford, 2014). It is the major issue of the human resource department

Case study analysis 6
because it is required for the HRM of the company to provide adequate feedback to each person
on their performance. There was not an equal opportunity which being the major cause of de-
motivation (Armstrong & Taylor, 2014).
Question 2 Three alternative options
It is recommended to the training manager of the company to instead of terminating the
employee he should focus on some alternative options because it has been found through a case
study that the department in which the
Substantial modification of working conditions
The right of the employer to change working conditions is not limited to amending the factors of
employment. The employment can amend the majority of real working conditions at its own will.
According to the case study, it has been cleared that the paint department has not a skillful
employee in quantity and if the performance of Mr. Sharma is analyzed, it can be seen that he
gave his best during his training time for the same department. However, due to some incomplete
expectation from the company and the workload, he did misbehave which can be ignored by
giving a warning letter. Instead of termination, it is recommended to the training manager to
focus on the substantial modification of working conditions. Trainees should have a certain
target to complete in which the training manager should encompass those responsibilities which
should be related to the permanent job but not the exact work (Bratton & Gold, 2017). it has been
found that Mr. Sharma was handling those responsibilities which were the part of a regular

Case study analysis 7
employee of the company. Significant modifications of working conditions can change the entire
process in a positive manner.
Redeployment
Redeployment can be referred to as the transfer of an employee to another job within the same
organization; it would be the great option for the training manager instead of termination.
Redeployment will help the company to retain employee without affecting the policies of the
company. Providing employees the chance to apply for other jobs by competing with other job
applicants does not consider redeployment because it is a not provide a guarantee of another job.
It has been found from the case study that there was no other department to which he could be
transferred since that was the only place where his specialization could have been used. Due to
his misbehave with his senior and the arrogant nature; he turned out to be one who was not
accepted by any department for the placement. The behavior and involvement of this employee
were lacking and in the regards of this, the department manager was recommended that he
should be taken out of the department. At the time of Mr. Sharma was informed about it, he was
comprehensively depressed. It is required for the training manager to take a personal session
with him and ask about the concern in which he is going through. The training manager can
transfer him to other department for a while where the work of the paint department can be given
to him over there.
Issue a formal warning
A formal warning is a reproach for the poor performance or misconduct. The warning can be
verbal or written and it also can be differing degrees of seriousness, like as a first written
warning or a final written warning. The training manager can issue a formal training to Mr.
Sharma in which he should be given first warning due to his misbehavior with seniors in which

Case study analysis 8
he should give one month to bring changes in the behavior otherwise he can be terminated. This
would be a great alternative to termination for the training manager because a formal warning
can impact the nature of them and can bring back on the track (Obisi, 2011). It offers the chance
for consistency and equality in disciplinary processes for various employees. It offers an
opportunity for an employee to amend the behaviors (Noe, Wilk, Mullen & Wanek, 2014). It is
good in cases where the employee cannot have realized they were breaching the rules a problem.
It would provide an opportunity to elaborate the employee what actions can be taken to develop
the situation, this opportunity can be considered as the mentoring and coaching.

Case study analysis 9
Assignment 2
Part 1
Introduction
The role of the human resource management has a significant role in improving the position of
the company significantly (Parameswari & Yugandhar, 2015). It is required of the business to
implement the strategies within an organization so that the productivity of the employees can be
increased. This report will elaborate the issues related to the human resource management on
NGO by which the productivity of the company is hampered. The background of the company
will be elaborated under this report in which the entire information will be encompassed. Human
resource management issues can distract the entire process of the management.
Background information of the company
Doctor without border is an international medical non-government organization of French which
is best known for giving instant help to those who are stuck in conflict zones which is affected
but endemic disease. This INGO is wider as it has around 30,000 personnel including nurses,
medical professionals, sanitation engineers and many more that provide medical help in 70
countries (Doctors without Borders, 2018). The huge mainstream of staff is volunteers. It has
been found that there are private donors that provide donation about 80% of the funding of the
organization on the other hand corporate donation gives the rest.

Case study analysis 10
Type of business
The type of the business is Medical humanitarian organisation that provides medical aids in
number of countries. The company has ongoing missions in Africa, Cambodia, Sri Lanka,
Yemen and Mediterranean Sea. It is involved in providing to aid with the humanitarian crisis
because of the Yemeni Civil War. This organization has number of operations in Yemen that
provides support to another 20 hospitals. however, the organization has faced number of loss but
the enthusiasm towards helping people who are in conflict situation are not faded (Gugliotta,
2013).
Organizational structure
The organizational structure of Doctors without border is hierarchical that has two features such
as hierarchy and function-based definition. The feature of hierarchy affects the vertical lines of
authority and the command of the organizational structure. For instance, except for the CEO,
superiority is given to every employee. On the other hand, the function based definition
characteristics of the organizational structure entail groups of employees completing certain
functions.

Case study analysis 11
Mission and vision
The mission of INGO is to provide services to all needy people beyond going beyond race, color,
gender and other belief of a person. The vision of the company is to reach maximum country in
order to provide high quality medical services to all needy people. The goal of the company is to
be indiscriminate about giving medical.
The number of employees
The number of employees of the company is 36,482 worldwide. The company provides medical
services and 70 countries all over the world. The huge majority of the employees of this
organization are volunteers. The employees of the company are getting good incentives and basic
salary for the company. Starting gross monthly salary at INGO is around $2,039, with
subsequent increases based on expertise and experience. The HR manager of the company has
the responsibility to manage the entire system of the company regarding recruitment, hiring and
employee relations (SARNOVIČS, 2010).
Part 2
Report on the findings
The interview has been conducted with HR Manager of the company for the purpose of fetching
information regarding HRM issues with the company. These are the major causes by which the
company is facing issues of less production. The interview has been transcript below which
would be helpful in giving proper knowledge regarding the issues of HRM within the operation
of the company. HR Manager of Doctors without Borders gives life-saving emergency relief in

Case study analysis 12
order to provide medical care to some of the most susceptible and expelled communities all over
the world.
Me: what is the strategy of hiring people within the company? As an HR Manager, how will you
drive results?
HR Manager: the strategy of hiring people is not typical as we advertise about the starting or
hiring through social media and job portals. We select the candidate from over there after
matching the required skills of the company. The call letter for an interview is sent to the
selected employee. Face to face interview is conducted between candidate and HR after that
selection is done as per the capability of the employees. As an HR manager, I approach those
people who are suitable for the desired positions.
Me: In what way employees of the company is trained towards performing their task
significantly?
HR Manager: There is a training and development program because it is wider organization that
is known to give medical aids to needy people. Training and development program helps the
employee to get prepared about how to perform on the floor with the customers so that they can
get satisfied with the quality of the products and behavior of the employees. However, the
strategy and the techniques of the training and development program should be developed and
should be as per the level of the employees’ understanding. The attrition rate of the company is
increased due to less understanding of the employee about his work and according to me, it is
done due to the effective training program and lack of healthy environment.
Me: Has the organization recognized appropriate pay grades and maintained updated job
descriptions with required skills?