Case Study: Human Resource Management at Escape to the Wild (HND)

This case study examines the Human Resource Management (HRM) functions at Escape to the Wild, a company facing challenges in employee relations, recruitment, and training. The assignment analyzes four key HRM activities: employee relations, recruitment and selection, training and development, and pay and reward. It proposes a small HRM department structure with a Chief Human Resource Officer and several managers overseeing various functions. The study emphasizes the importance of line managers in training and recruitment, and the benefits of a computerized management information system. The case highlights how effective HRM contributes to organizational success by protecting employee rights, providing training, and improving overall operations. The case study also discusses the benefits of proper training and development for the employees and also how the line manager is a crucial part of the training process.

Assessment Front Sheet
Assessment Title Assessment task 2: Case study
Qualification Module Code and title
HND in Business H1KP 34
Human Resource Management: Introduction
Student Name and ID Assessor’s Name
krishan
02000133 Mr. Tharaka Soysa
Cohort Date Issued Submitted on
10/1/2019
Learning
Outcome
No.
Learning Outcome Task no
2 Explain the main activities of Human Resource Management.
1-3
3 Analyse the contribution of Human Resource Management to
organisational success.
Learner Declaration
I certify that the work submitted for this Assessment is my own and research sources are
fully acknowledged.
Student Signature: ……krishan…… Date: …10/01/2019……
Task – 1
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Human Resource Management function in escape to the
wild will undertake four activities such as training and
development, recruitment, employee’s relations, job design and
evaluation. These will assist Escape to the Wild to sort out and
overcome their current issues.
Employee Relations
When good employee relations are in place they can help to maintain a happy
and motivated workforce. This function will be responsible for putting company
policies and procedures in place regarding grievance/discipline, recruitment and
selection, employee welfare, training and development, absence
management/reporting and negotiating terms and conditions. Doing this will
minimise conflict, ensure staff are treated fairly and creates rules that everyone
is aware of. At Escape to the Wild there are no policies and procedures in place,
there are inconsistencies in terms and conditions, inconsistencies in matters
relating to recruitment and selection practises and staff are also overworked.
Putting good employee relations in place will minimise/avoid all of these
problems within the company.
Recruitment and Selection
Having a proficient recruitment and selection function within a company can help
to select the right people for the job. To implement this the company should look
to analyse what jobs need to be filled, what the job description should be, what
qualifications the candidates should posses and an idea of the characteristics of
the individual. Once this has been decided then the search for staff can begin,
this can be done by looking to fill the position internally, use a recruitment
agency or by advertising the position. Once all successful applicants have been
chosen then appointments should be scheduled for interview and possible
aptitude testing. A candidate will then be selected and any references or
qualifications should be checked. Letters should be sent out to unsuccessful
candidates an offer of employment letter to the successful candidate. Any
qualifications and references should also be checked. At Escape to the Wild there
are no recruitment and selection processes in place and this has caused
problems as there is not enough staff, managers are currently responsible for
recruitment so taking up time that could be spent on doing their job and by
putting a proper recruitment and selection function in place it will alleviate this
problem.
Training and Development
By making sure employees are properly trained and developed means a
company will continue to thrive and make profits. Properly trained staff will
improve their attitude and knowledge and help staff meet and perform given
tasks properly, by doing this it will help motivate them to undertake higher-grade
tasks. When putting this into place the company should be looking at what skills
an employee already has, what skills they will require in the future and how to
implement the training i.e. if it can be carried out by someone already proficient
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in the task within the company or if the training will have to be outsourced. An
evaluation of the training will have to be done to see if it has been cost effective
and whether the training possibly needs modifying. At Escape to the Wild they
are having problems with the training being mostly ad hoc which means staff are
leaving the company. If a proper training and development system was in place
then this would minimise this.
Pay and Reward
To help motivate and retain good staff an appropriate pay and reward structure
should be in place. Rewards should be meaningful and vary with the
performance. To implement this a pay structure should be set up against job
roles, administration of salaries be done, employee benefits should be
implemented i.e. company canteen, crèche facilities, free health care. Short-term
and long-term incentives should be in place i.e. performance related pay rises
each year, extra holidays after so many years service, option to join company
pension scheme after so many years. At Escape to the Wild salary administration
is outsourced, the Finance Director is having to deal with implementing salary
increases. Implementing this function will stop these problems.
Task – 2
Part - A
Escape to the wild is relatively a small company with close to 300
employees. Therefore, a small human resource function would be
ideal to this company to sort out its minor and major issues. The
human resource function at escape to the wild can have 4 to 5
staff under it.
The Human resource department at Escape to the Wild should
have a Chief Human resource officer, who is in charge of all the
human resource systems, policies and goals within the company.
Chief Human Resource officer will directly report to the Managing
Director. There should be 4 managers linked under the chief
human resource officer and their designations and roles are as
follows: -
Human Resource manager is a human resource generalist who
oversees staffing, benefits, training, labor relations,
compensation and all other components of companies' human
resources department.
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Employee relations manager is the bridge between the
corporations where they work and the labor unions that company
employees participate in.
Selection and Recruitment managers are also known as
headhunters as they look for individuals to fill the job positions at
corporations.
Training and development manager, they are in charge of all
facets of employees’ training, education within the corporation
and career development
HR manager - A human resource manager has two basic
functions: overseeing department functions
and managing employees. That's why human resources
managers must be well versed in each of the human
resources disciplines – compensation and benefits, training and
development, employee relations, and recruitment and selection.
Recruitment staff - While the term “HR recruiter” may sound
redundant, as both human resources managers
and recruiters both find job candidates and get them hired, this
job is very specific. Corporate HR recruiters are generally hired by
a large company to coordinate the recruitment efforts of the
entire company
Compensation and benefits officer - Compensation and benefits is
a sub-discipline of human resources, focused on employee
compensation and benefits policy-making. The term
"compensation and benefits" refers to the discipline as well as
the rewards themselves.
Part – B
Line managers play a main role in the business, the
individual is responsible for managing employees and resources
in pursuit of achieving specific functional or organizational goals.
Some of the responsibilities of the typical line manager include,
Monitoring individual and team metrics and performance versus
targets. And also, the reason why HR and line managers should
work together is because both parties have a vested interest in
ensuring the company achieves success. Through working
together, line management becomes more proficient in tactical
human resources functions. This frees up time for human
resources professionals to devote more time to strategic HR
management.
As the case study finance director, online and mail order
sales director and logistic director are the line managers for
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Escape to the wild company. They must focus on training and
recruitment area. Line manager should inform what to be done in
the training, must decide whether it is job or off job training,
when does it have to conduct the training programmed and what
should be checked. This information provides that the line
manager is the one who make the training for the employees
under him.
Part – C
Data refers to facts and statistics collected together for
referencing and analysis, therefore data can be very important.
Sometimes data is information, and information is considered to
be an important asset for any company in the modern competitive
world. Businesses can use data to optimize their operations. A
computerized management information system is a software or
online solution for data entry, data tracking and data information
needs of people.
A management information system installed at Escape to
the wild can give them a lot of a Advantages like by being able to
highlight the company’s strengths and weaknesses due to the
presence and instant access of employee’s performance records,
training needs and payroll activity. These can help the Escape to
the Wild Company to improve their processes and operations.
Implementing a computerized management information system at
Escape to the Wild will give an ongoing picture of the company
and will act as a communication and planning platform between
employees and employers.
Task – 3
Employees could also benefit greatly for human resource
functions in many ways,
 Human resources managers have many responsibilities
within an organization as they protect the interests of both
employer and employees. For employers, they manage
employee relations and identify ways to cut labor costs. For
employees, they protect their rights, ensuring that
employers operate within the scope of employment and
labor law.
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 Helping workers with training and development is another
responsibility of human resource manager. They organize
training programs and determine the appropriate delivery
method to introduce training material based on workers'
needs. Human resource managers are an asset
 employees may utilize to improve their sales or customer
service skills. Human resources regularly provide training
opportunities employees can take advantage of to gain
additional experience. Further, human resources managers
help workers develop a career track to pursue future
opportunities.
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