Human Resource Management: Case Study Analysis Report

This report presents a comprehensive analysis of Human Resource Management (HRM) issues through three case studies: Commonwealth Bank, Seven West Media, and Seven Eleven Retail Stores. The analysis delves into critical aspects such as organizational strategy, performance management, talent recruitment, ethical dimensions, employee motivation, and employee wellbeing. The report identifies key problems within each organization, highlighting issues like lack of employee training, unethical practices, poor communication, and inadequate employee engagement. It explores the impact of these issues on organizational performance and reputation. The report also examines specific HRM concepts like strategic planning, corporate social responsibility, and employee health and safety, providing a critical evaluation of HRM practices within each case. The findings underscore the importance of effective HRM in fostering ethical conduct, employee satisfaction, and overall organizational success, emphasizing the need for improvements in areas such as training, communication, and employee engagement to mitigate risks and enhance performance. The report concludes by summarizing the key takeaways and implications of the analysis, offering insights into the critical role of HRM in the financial and retail industries.

Running head: HUMAN RESOURCE MANAGEMENT
Key concepts in human resource management
Name of the student
Name of the university
Author Note:

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Executive Summary
The following report is based on the Human Resource aspects of three organizations namely
Commonwealth Bank, Seven West and Seven Eleven. The report has derived and showed all the
types of forgery being done by the insiders of the company. The aims of the report are to
determine the problems and the real life examples that the companies are facing. The three case
studies though differentiates vastly from each other have the same characteristics of Human
Resource. The Human Resource department in these particular cases has just been too reluctant
which have spelt doom for the organizations. The researcher has critically analyzed the three
case studies and presented the readers with a compact report.

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Table of Contents
Introduction......................................................................................................................................5
Case Study 1....................................................................................................................................5
Key Concepts of HRM....................................................................................................................5
Organisational Strategy and HRM...................................................................................................5
Performance Management...............................................................................................................6
HRM Planning and Job Design in a Changing Global Labour Market...........................................6
Talent Recruitment, Retention and Development...........................................................................6
HRM and Corporate Social Responsibility.....................................................................................7
Ethical Dimension of HRM.............................................................................................................7
Employee Motivation Engagement and Culture..............................................................................8
Critical Evaluation of HRM.............................................................................................................8
Employee Health and Safety...........................................................................................................8
Employee Wellbeing.......................................................................................................................9
Conclusion.......................................................................................................................................9
Case Study 2....................................................................................................................................9
Key Concepts of HRM....................................................................................................................9
Organisational Strategy and HRM...................................................................................................9
Performance Management.............................................................................................................10
HRM Planning and Job Design in a Changing Global Labour Market.........................................10
Talent Recruitment, Retention and Development.........................................................................10
HRM and Corporate Social Responsibility...................................................................................10
Ethical Dimension of HRM...........................................................................................................11
Employee Motivation Engagement and Culture............................................................................11

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Critical Evaluation of HRM...........................................................................................................11
Employee Health and Safety.........................................................................................................11
Conclusion.....................................................................................................................................12
Case Study 3..................................................................................................................................12
Key Concepts of HRM..................................................................................................................12
Organisational Strategy and HRM.................................................................................................12
Performance Management.............................................................................................................13
HRM Planning and Job Design in a Changing Global Labour Market.........................................13
Talent Recruitment, Retention and Development.........................................................................13
HRM and Corporate Social Responsibility...................................................................................14
Ethical Dimension of HRM...........................................................................................................14
Employee Motivation Engagement and Culture............................................................................14
Critical Evaluation of HRM...........................................................................................................14
Employee Health and Safety.........................................................................................................15
Employee Wellbeing.....................................................................................................................15
Conclusion.....................................................................................................................................15
References......................................................................................................................................16

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Introduction
The following report is based on the discussion of three case studies on three different
topics of the mismanagement of Human Resources within three different organizations namely
Commonwealth Bank of Australia, Seven West media and Seven Eleven Retail Stores. The
investigator has tried to identify the main problems that have made the organizations to such a
crisis situation. The main element of trust and bonding are the communication skills that have
made the customers vulnerable and are a very easy prey of the financial planners. In the context
the role of the HRM is to ensure a proper communication between the employees so that they are
well aware of the rules, regulations and policies of the company. The task of the HRM is to make
sure that the rules are implemented and followed in the exact manner. Strategic Human Resource
Management is involved in stressing the people within the organization rather than the
performance of the operational tasks. Core Competency Framework can be used in these
following cases which means that the HR policies needs to be structured and they must have
proper skills that will help them to manage the goals of the organization.
Case Study 1
Key Concepts of HRM
Some of the key concepts of HRM are;
1. Training- The process of acquiring, training, apprising the employees of an organization
is one of the key concepts of Human Resource Management. The employees of
Commonwealth Bank have duped many of its customers just to earn huge incentives. The
absence of a proper training and appraisal facilities in the company has been one of the
main
2. A manager of a given post is responsible for the achievement of the goals of the
organization

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Organisational Strategy and HRM
The company has failed to provide a clear organizational strategy. The head of the
operations of the company admitted to the fault of the management in ruining the financial
planning of hundreds of families, most of them being cheated with a huge sum of money
(Prowse and Fells 2016). The company has plans to revamp the entire organizational structure
and start their journey from scratch. The mentioned financial course of the organization must be
followed in an ethical way so that further cases of mismanagement do not occur.
Performance Management
The absence of strict guidelines in Human Resource practices within the organization
ensures the rise of errant employees who basically ill treats with the customers and misleads
them to activities that they can hardly imagine. The management of Commonwealth Bank of
Australia has acted in an inhuman way which has left the customers more frustrated and cell
shocked. The financial planners of the aforesaid organization not only duped the customers but
also followed unethical practices in most of the times which led to the present source of
problems (Briton 2015).
HRM Planning and Job Design in a Changing Global Labour Market
One of the most fascinating or shocking fact as one can say is that the management of the
company was desperate to undermine their faults and wanted to settle the matter well and truly
by means of cash offerings to the concerned persons. The role or the impact of the policies of the
company in such an instance cannot be avoided totally. The Commonwealth Bank has a certain
target for the telesales as well as the financial planners which are to be met. The most important
among all are the attractive incentives that are paid to the planners as well as the telesales if a
successful policy is obtained (MacCallum 2016). Generally the employees involved in such a
process tend to influence the customers to either switch their existing policies in favor of the
bank or also make sure that the policies have a number of hidden points that are generally not
produced before the customers (Bolman and Deal 2017). Thus the employees tend to target these
customers and use them as bait for fulfilling their personal needs (Hardy 2016).

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Talent Recruitment, Retention and Development
The role of the Human Resource department of each and every organization is to make
sure that the employees who have a direct interaction with the customers are sound and efficient
enough to follow the strict guidelines as recommended by the organization (Easdale 2016). In the
particular case the Human Resource department failed to identify the rogue employees and
continued with the same branch of employees who were basically behind the creation of such a
crisis (Horowitz 2014). The shocking revelation however lies in the constant ways that are used
to favor the employees from the angry reactions of the customers and reduce their investment
options as well as a sharp decline in the price of the shares of the company (Alviniussen and
Jankensgard 2015). The company has failed to recruit the perfect people in its business which
has made i
HRM and Corporate Social Responsibility
Human Resource department of Commonwealth Bank have a number of corporate social
responsibilities like;
1. Implementing, integrating and encouraging green practices
2. Sharing and communicating the value of CSR to employees and the community
3. Ensuring the presence of a customer grievance cell to address the issues and concerns
of the people
Ethical Dimension of HRM
The Human Resource Management of a company has to work under certain set of ethical
guidelines both for the employees and the customers. However Commonwealth Bank of
Australia has failed to maintain ethics as because they;
1. Failed to maintain Honesty and integrity and provided a totally wrong belief among the
customers
2. The financial advisors of the company put the investments of the people under high risk
schemes without any consent from the individuals
3. Breached the code of conduct in many ways

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The company must reform its ethical policies and get rid of errant and rouge employees that
will help them to indulge in proper ethical practices.
Employee Motivation Engagement and Culture
Motivation is one of the biggest factor and the superiors motivate the subordinates and
show them the way to achieve success. However the management of the company in this
particular case has failed to motivate their employees on a positive note. Motivating the
employees on a negative note has led to huge discrepancies as some financial planners have
clearly duped the customers by putting them under high risk policies just to earn the maximum
incentive. The most important thing that needs to be changed is that the management must show
a positive approach towards employee motivation.
It is duty of the top management to instill a positive motivation within the employees but
it totally depends on the employees to intake such motivational factors. Having a negative force
within an employee forces him to take unruly decisions and dupe the customers of the company.
Critical Evaluation of HRM
In the occasional way of the things the Commonwealth Bank’s response to scandal has
itself turned into another huge scandal. Focusing on the Human Resources management within
the organization it can be estimated that the following department has been severely mismanaged
by the top brass of the management as because there is a lack of clarity and communication
between them. The huge bridge that is created as a result of such factor creates a bridge where
the employees engaged in the financial planning department of the organization constantly dupes
the customers of their savings and investments (Terry 2016).
Employee Health and Safety
Some of the health and safety guidelines of the mentioned company are as follows;
1. Holding all levels of management responsible for any health concerns, safety and well
being of the employees.

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2. Implementation of the documented health and safety risk management process for the
control of the workplace that are consistent with the risk profiles of the company’s
activities and workplace.
Employee Wellbeing
Employee Well being is another key factor to the build up to a successful Human
Resource management of a company. The well being of the employee leads to trust and
understanding among the employees that helps in the positive development of the organization.
The management of Commonwealth bank has taken the care of its employees but the caring has
been done on negative basis as because the management have tried to save the financial advisors
from being accused of forgery by their customers. This has not gone well with the people and the
reputation of the Commonwealth bank has had a negative effect.
Conclusion
The readers after studying the following research will have a clear idea on the risks of
financial schemes and investment plans. The forgery of a group of financial advisors of
Commonwealth bank has bring forth the necessity to carefully invest money.
Case Study 2
Key Concepts of HRM
As mentioned earlier in case study 1 some of the key concepts of Human Resource
Management are;
1. Employee engagement- One of the key factors that is absent in the organizational
structure of the mentioned company is the employee engagement. Employee engagement
is minimum as because the management of the company hardly interacts with the
employees. This creates a communication gap between the employers and employees
which affects the performance of the organization.

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2. Employee satisfaction- The case study clearly reveals the absence of employee
satisfaction as the employees are seen to be unpaid and thus employees are not satisfied.
Organisational Strategy and HRM
The case study of Seven Eleven have revealed the importance of Human Resource in
determining the wage structure of the employees and ensure that no such discrepancies occur that
may hamper the productivity of the organization (Grover and Hasel 2015). The productivity of
the organization is hampered when there is an absence of proper salary structure and the
unwillingness of the management to support the employees cause.
Performance Management
The case study of Seven Eleven have revealed the importance of Human Resource in
determining the wage structure of the employees and ensure that no such discrepancies occur that
may hamper the productivity of the organization (Grover and Hasel 2015). The productivity of
the organization is hampered when there is an absence of proper salary structure and the
unwillingness of the management to support the employees cause.
HRM Planning and Job Design in a Changing Global Labour Market
A large number of workers in Seven Eleven have been underpaid and have been forced to
work extra hours a day without payment. The system is highly illegal and does not follow the
company rules and regulations as well as the human rights of the country. In the following case
study a thorough investigation has been completed to determine the actual and present condition
of the organization and its actual allegations of playing with the workers lives. The HRM
planning is thus a failure and the labor benefits are not provided so the situation needs to be
changed.
Talent Recruitment, Retention and Development
It is the duty of the HRM to manage the wages properly because of the hard work that
employees provide within the organization. The absence of the proper mechanism like updated
CRM Software does not support the cause of the organization which leads to the

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mismanagement. However there are specific examples where it can be seen that the management
is unwilling to pay the arrear amount to the employees despite the amount being justified.
HRM and Corporate Social Responsibility
The sudden withdrawal from the part of the management indicates certainly the presence
of some fishy things that helps the company to cheat the employees. It can also be estimated that
the management failed to determine the exact amount of people who were really determined to
get justice from the company regarding their due payment of wages (Baker 2013). The false
allegations of the company about the withdrawal of the franchises does not support the claims as
because some of the employees believes that it is an internal problem and the company gets these
money to increase their assets day by day.
Ethical Dimension of HRM
The things took a dramatic change as the HRM policies of the organization also failed to
bear fruits as because the management of the company dismissed the panel without any notice or
any proper reasons to support their decision. The members of the panel described that the
decision of the company came in the light of the ever increasing valid claims from the large
number of people who were or are the present employees of the aforesaid organization (Ahmad
2015).
Employee Motivation Engagement and Culture
The organization needs capable HR leader to improve the current situation and maintain
its competitive advantage in the market (Fagbemi 2014). The leadership strategy of the
organization can help it to turn on the crisis period behind them and move towards a better
future. The leader can motivate the employees to perform in an organized way and make sure
that they work as a team and lead the organization to the peak of its success.
Critical Evaluation of HRM
The management of the company is seen to be too much reluctant to pay the employees
and is constantly in a denial mood of not paying their properties in a proper manner. The HR
management however responded after a few days and started to implement drastic measures to

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change the current situation. In order to set the right track the mentioned retail chain stores
company of Australia decided to establish an independent panel to investigate the underpayment
claims (D'Cruz Noronha and Beale 2014).
Employee Health and Safety
As seen in the particular case study seven eleven limited has been unsuccessful to ensure
a social safety for its employees. Apart from being unpaid or less paid the company also does not
engage in a proper employee relationship which makes it vulnerable. The Human resource
department must close the gap between the management and the employees to ensure better
safety for them both financially and mentally.
Employee Wellbeing
There has been rising levels of pressure on the management as more and more employees
are complaining about the wage scandal and on the other hand the pressure of the media and
other government sources which has already ordered a fair and neutral prove to investigate the
huge discrepancies that occurred in the mentioned company. This following case study reveals
on how the mentioned company has failed to take care of their own employees. The strategy of
the company to engage themselves in forgery may enjoy a short term success but it will be
difficult for them to enjoy a long term success.
Conclusion
The case study has shown the discrimination followed in an organization over the
payment of dues and payment of salaries. The HRM of the company needs to be reorganized to
remove such obstacles from the organizational structure and ensure the happiness of the
employees.
Case Study 3
Key Concepts of HRM
The key concepts of HRM are;

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1. Absence of rules and regulations within the organizational structure
2. Presence of racial discrimination and extra power of the top level management
Organisational Strategy and HRM
In cases of sexual harassment, there are clear guidelines for HR managers. However
people takes help of the existing gaps of the Human Resource management and exploits it
(Easdale 2016). The relationship though had no problems was inappropriate in both personal and
professional terms and was also illegal in the workplace (Muir 2017). Any forms of such
intimate relationship must be taken out of the hierarchical system of the management so that it
could be managed in a much efficient process.
Performance Management
Any forms of intimate relationship must be taken out of the hierarchical system of the
management so that it could be managed in a much efficient process. It is especially harmful for
an organization when the relationship involves two employees with one person is subordinate to
the other (Sivaraman and Turner 2016). The management must make a conscious decision and
sit with both the persons to deal the matter internally rather than bringing the focus of a large
number of persons towards the developments as such procedures may hamper the growth of the
Organization (Terry 2016).
HRM Planning and Job Design in a Changing Global Labour Market
Peter Wilson, chairman of the Australian Human Resources Institute says the role of HR
is to step around the two parties and report to a higher authority, such as the board, if senior
managers are involved. It is the immediate duty of the Human Resource Department of the
organization to take notice of the happenings within the workplace and investigate them
thoroughly. After which the Human Resource Department must raise the issue with the chairman
or the higher management of the company (Grover and Hasel 2015).
Talent Recruitment, Retention and Development
The modern day corporate structure and the approaches to ethical Human Resource
practices in the organizations are on the rise and the main agenda of the organizations is to

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ensure fair practices and provide better securities to the organizations. The Seven West case
highlighted in the following example has been the typical example of the failure of the Human
Resource department of the company. The chunks of gaps in the following example can be
devastating for the other HR resources within the organization (Sivaraman and Turner 2016).
The organization needs to implement a training program that would be helpful to impart proper
knowledge to the new as well as the old employees of the organization.
HRM and Corporate Social Responsibility
The Human Resource team thus needs to be courageous and act in a manner that helps
them to be independent and perform exactly the right thing which will be beneficial for the
organization. The modern day corporate structure and the approaches to ethical Human Resource
practices in the organizations are on the rise and the main agenda of the organizations is to
ensure fair practices and provide better securities to the organizations. The Seven West case
highlighted in the following example has been the typical example of the failure of the Human
Resource department of the company. The chunks of gaps in the following example can be
devastating for the other HR resources within the organization (Sivaraman and Turner 2016).
Ethical Dimension of HRM
The management in turn will go through the reports and then can either order a fresh and
special investigation or can penalize them. The cases like the one mentioned here however
requires special attention just because of the presence of Mr. Tim Worner (Ferguson 2017). All
employees, whether an executive assistant or a executive manager, have equal rights to be treated
fairly. The most important consideration in this particular case has been the imbalance of the
power and the position in the mentioned media company.
Employee Motivation Engagement and Culture
The job of the Human Resource is thus to make sure that every employees within the
organization are treated fairly and no favor must be provided to any of the employees so that it
sends out a clear message that the employees are one and the same (Baker and Ricciardi 2014).
The Human Resource team thus needs to be courageous and act in a manner that helps them to

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be independent and perform exactly the right thing which will be beneficial for the organization.
Motivating the people to work hard will help in the growth of the organization.
Critical Evaluation of HRM
Human Resource Professionals often sound danger to the idea of a romantic affair
between employees in the organization. Though it is very much common and does not sound too
odd the experts believes that existence of such a relationship can be harmful to the personal
careers of both the persons and will surely hamper the workplace performance (Briton 2015).
Recent surveys on different companies have shown that every 2nd employee has been or is in a
sexually intimate relationship with one of his co-workers. Everything goes fine in most cases
until and unless there is an issue with the shift of power or the imbalance of power which simply
means that either of the two employees of the organization who are involved in physical
intimacy or any forms of romantic affair belongs to a much higher level in the company’s
organizational structure (Baker 2013).
Employee Health and Safety
The case study has shown the power of the superiors which implies that the juniors are
subjected to constant threats and work under tensed circumstances. The safety of the employee is
not guaranteed by the organization which implies the problem that lies with the employee
engagement in the business.
Employee Wellbeing
The sexual scandal exposed the dirty politics of a large organization. The management of
the company tries to confront one of the top level superiors involved in the case and instead
pressurized the employee to not disclose the fact to the others.

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Conclusion
The research formulated by the researcher has been able to meet all the pre determined
aims and objectives. The case study have been an excellent selection from the part of the
researcher as all the problems with the organization were determined in a proper way that helped
to formulate the research. The use of the different research samples from the earlier works helped
the research to be more compatible in nature
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