HR Case Study: Analyzing DRA Performance Solutions' Challenges

This case study analyzes the challenges faced by DRA Performance Solutions (DRA PS), a company providing training solutions. The assignment addresses various HR issues across four scenarios. Scenario 1 focuses on recruitment strategies, including developing an employer brand and creating effective job postings. Scenario 2 examines performance management issues, specifically addressing a program manager's performance and the challenges of replacing them. Scenario 3 delves into employee retention, identifying issues such as project delays and the departure of key personnel, and proposes strategies to improve retention through motivation and development. Finally, Scenario 4 outlines steps for recruiting new teams and discusses challenges related to approvals, compensation, and team assimilation. The case study emphasizes the importance of effective HR practices in overcoming organizational challenges, including employee motivation, and team management.

Running head: HUMAN RESOURCE
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Name of the Student
Name of the University
Author Note

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Scenarios 1
1. Few of the position which is required to recruits in DRA PS is for the division branch
and employees for each of the department includes Project management, Instruction
Design Manager, Graphic Design Manager, Programming, Documents Production
Manager, Logistics dealing and in multimedia. It is very important to recruit employees
for these department as because there is a requirement for huge amount of employees
who will be able to provide training to the client companies.
2. Few of the existings recruitments policy and guideline which are shadowed in DRA PS
are full-time position request must be known for including a verifications of the project
assignments, budgets will be set for the supporting positions, prior the selection for
duration of the assignment. Therefore if the project is found to be short in duration the
team will be hire employees according to the concerned consultancy services. recruiting
policies like addition of new position in the organization will be requiring are written
approval from the project manager, branch manager, the vice president of training
solutions, division and as well as the chief operating officer with the vice president of
human resource. if employees are recruited on the basis of subcontracting hiring then it
will require approval from the project manager, branch chief of the vice president of
training solution division, the vice president of contracts, the chief operating officer and
as well as the vice president of human resource. This might be a challenge as because a
printed approvals from the branch manager, the vice presidents of trainings solution
division, the chief operating officer and as well as all the other involved hierarchical
managers is not possible to get on a single date. It will be impossible to get a return

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approval from so many people who are involved in the business. In order to meet the
challenge I have decided to get an approval from the vice president of human resource
Management and approval letter from the branch manager of the company only.
3. Few of the recruitment strategies which can be used in this organization are:
 Developing a clear employer brand which will set the company apart from other
companies and will show the candidate that why they should work with us.
 Creating various types of job post that will reflect the company. Creating a job post will
be creating a first impression of positivity in the mind of the candidate for the job post
should be strictly related with the business and will put together in order to attract people
who will be fitting with the company culture (Young, 2020). The recruitment strategies
will be communicated with the human resource department as well as the branch
manager of the company.
Scenario 2
1. If I was given the right to handle the program managers’ performance issue I would have
surely center on a performance and skill training development for a month and help her
change her actions as a program manager. It was a correct choice to replace her as since
the company was suffering badly, also it was getting unsatisfactory feedback from the
clients as well as they were very much unhappy with the performance of program
manager she could not tackle the clients as well as did not purposely communicated with
them. She was mentally or physically upset with her performance which she could not
communicate with the higher authorities of the organization which lead to decision of
replacing her directly.

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2. No other option exist rather than finding a new program manager for the business. I will
prefer someone from the programming department team. The senior most employee will
be recruited as the program manager in company who will be able to manage various
types of programming task and will be able to manage a team as well. Is this option is not
beneficial then the company should try to find a new program manager for the post.
3. Few of the recruitments and retentions challenge which will be faced while filling the
positions are:
 They will be multiple problems in managing various generations in workforce. The last
person who is appointed as a program manager at a different set of skills which are
required for workforce planning and management of clients. Clash the new employee or a
candidate who has been selected has to be stronger than the previous one so that he or she
can manage things easily.
 Grooming the leadership and strengthening the candidate in terms of work is one of the
most beneficial and greatest challenges while recruiting a new candidate for the post of a
program manager. Things have to get in order quickly so planning about things in a
proper way so that it is both effective and efficient will be a great challenge in the present
date.
4. In order to ensure that the new hire will be hired as expediently as possible, training and
development skills will be provided to the candidates after getting shoe test results from
the initial test procedure taken by candidate. The test result will be ensuring that whether
or not the candidate is best suitable to work under the organizational culture. That is
found there he or she is in capable of managing various types of verb which are related
with program manager then it will be decided which are the further training programs that

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will be associated in order to bring the candidate into the mainstream business. I will
communicate the matter with the facilities department, and bring in notice to the branch
manager after getting the initial test results from the human resource department.
Scenario 3
1. Primary retention issues which are faced by DRA PS was after the six months into the
project and after getting the client review the progress and issues point out a stop work
order. Different opinions about the level of marketing which was required by the
company there were also issues with the instructor and re scheduling of multiple
locations where cancelled. the company in order to get rid from the issues address the
company in order to get rid from the issues address some of this concerns so as by
removing the recording requirement after the analysis phase and remove of this concerns
so as by removing the videotaping requirement after the analysis phase. There were also
various concerns about the Assembly for the subject matter experts who were not
providing the level of technical writing expertise which was required in the company this
resulted to have an urgency of hiring additional technological writers. Therefore with this
three instructional designers quit the job and three other were searching for jobs in the
outsider market. Along with this all the practical writer had their resume to potentials
employer in other organization. The seniors graphic designer a person whom I used to
count on also has a job offer with another organization. Therefore these were the
challenges which the existing recruitments and retentions policy were creating in the
company.

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2. To retain the existings employee there should be motivated with various types of training
and development. Showing the employees that the employer trust them by giving them
various types of jobs related to build responsibility will help them allow grow in the
organization until the future. Respecting the employees will be a really helpful one they
will appreciate respect and 12 gain our responsibility together with the employers in the
organization. Revenue sharing is a way the employee will be increasing the performance
according to the culture of the organization. giving time to relax and set free from the
issues of the organization will be really helpful to the employees as they will also get
motivation by dividing part their time from professional life to personal life. In order to
motivate the current team I will try to encourage the members to fully participate by
inviting there in cute and suggesting on how to perform better with the minimum
requirements. I will motivate them so as by listening to their answers whenever possible
and implement the best solution. According to the author Chamberlain, (2016) happy
employees are into consideration, who take and positive members of the team which will
help them to align their goals according to the culture of the company.
3. To replace employees who left their positions in the company I will try to find or hire
new employees and white them with various types of training and development so that
they are best field for the job. Also try to change the company retention issues and
policies which has been implemented to create a better environment for them to work
(Winston, 2018).

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Strategies Purpose Approach Goals Timeframe
1. Recognizing the
success on a public
level
Increasing
employee
awareness and
help in team
building
Direct
approach
through
marketing
Help motivate
the employees
and ensure
success in
better future
15 days
2. Helping team to
understand strategic
decision
Increasing
employee
awareness and
help in team
building
Direct
approach
through
marketing
Help motivate
the employees
and ensure
success in
better future
29 days
3. Communicating
professional
development
opportunities
Increasing
employee
awareness and
help in team
building
Direct
approach
through
marketing
Help motivate
the employees
and ensure
success in
better future
40 days
4. Communication plan to alleviate any further issues regarding retention and recruitment

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Scenario 4
1. Steps which I would take to rent employee for the seven new team are identifying a need
for the position of the job. My second step will be planning out the recruitment process
for the job. Third step will be publicizing the availability of the open positions in our
organization. Fourth will be review in various types of applications which has been
received by our human resource department. Sexy step will be interviewing few of the
most qualified prospective and checking their background performance and qualifications
for the job. The last step will be offer in the selected candidates a job of a letter and
notifications for further updates. The methods which will be used for recruiting
candidates in our company direct advertising through social media and online official site
of the company and as well as employee referrals through our existing employee working
in the company.
2. Challenges which I will be facing in obtaining the required approvals for new employees
in the company are attracting right employees as because the higher managers might not
be satisfied with the employees selected in the company. The higher management
authority is mind try to get in touch with qualified candidates whereas on the other hand I
will try to contact various types of recruiters and consultancy agencies who will find us
right employees for the job.
3. To safeguard a fair, equitable and market competitive compensation and rewards system
to the employees I will try to design compensation plan and employee incentive plan and
structure. I will set steps and pay structures which will be better than the competitors in
the market. I will also try to suggest pay audit systems. Following this steps will help

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ensure that the companies providing competitive compensation and reward system
(Shields, 2017).
4. To rapidly assimilate the new teams into the present staff without losing staffs or product
quality I will try to ensure proper training and development for the employees and as well
as provide various types of assistance to them regarding their work and workforce
management. I will also ensure that the facilities department is doing the job in order to
create a proper work environment for the employees to work effectively without any
potential performance issue.

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References
Chamberlain, R. P. (2016). Five steps toward recognizing and mitigating bias in the interview
and hiring process. Strategic HR Review.
Shields, A. C. (2017). Law Firm Interviewing and Hiring Tips. Law Prac., 43, 14.
Steingold, F. S. (2017). The Employer's Legal Handbook: How to Manage Your Employees &
Workplace. Nolo.
Winston, B. E. (2018). Biblical principles of hiring and developing employees. Springer
International Publishing.
Young, S. E. (2020). Making federal work-study work: Four steps that one library uses to hire
students. College & research libraries news, 59(7), 490-525.