BCM Company: People Management Issues and Recommendations Report

This report analyzes a case study of BCM Company, focusing on its people management practices and highlighting areas for improvement. The analysis reveals deficiencies in the company's human resource management, including unprofessional recruitment and selection processes, lack of clear employee guidelines, inadequate documentation of performance issues, and absence of training programs. The report recommends implementing a proper recruitment policy, establishing clear guidelines for employee behavior, documenting performance issues, and conducting regular internal audits of HR policies. Additionally, the report suggests strategies to improve employee engagement, such as clear communication of organizational goals, promoting open communication, fostering teamwork through group tasks, and providing training and development opportunities. The report also explores various recruitment methods, emphasizing the importance of external sourcing and insightful interviews to identify suitable candidates. The report concludes by stressing the importance of unbiased selection and the use of advertisement for hiring skilled and talented employees, along with the need for a positive and supportive work environment to foster employee growth and organizational progress.

Running head: PEOPLE MANAGEMENT
People Management
Name of the University:
Name of the Student:
Author Note:

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Table of Contents
Answer 1....................................................................................................................................2
Answer 2....................................................................................................................................4
Answer 3....................................................................................................................................6
Answer 4....................................................................................................................................8
Bibliography.............................................................................................................................10

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Answer 1
On analyzing the case study, it is found that the company needs to reshuffle their
concepts and policies of human resource management. Anna, the sales manager of the
company is a highly experienced sales professional. It is evident from the case study that the
company has a very small department of human resources. However, their human resource
managers are only responsible for managing the payroll of the employees and maintain their
personal records. Apart than this, the selection and recruitment of the key staff members is
largely conducted by the management of the company, through personal contacts. This is
highly unprofessional as the company does not conduct any recruitment procedure.
Any company should have a proper recruitment and selection policy as it is highly
necessary to understand whether the applicants are competent enough for the job position or
not. Anna had no managerial experience, but still she was the new Sales Manager of BCM. It
is very easy to ignore the job responsibilities of a human resource manage, but having a
proactive management team can save the company from countless headaches and also,
protect the business against expensive legal claims. The BCM Company must have a proper
human resource management team, in order to have an updated employee handbook. The
case study gives evidence that the company has faced legal issues due to Anna’s un-
professional behavior towards her staff members.
It is important for the human resource management of the company to set up few
guidelines and policies, outlining the expected and acceptable behavior of the employees and
staff members. If the human resource managers do not put a list of dos and don’ts, then the
company is inviting trouble, which will hamper their business. The information should
include a code of conduct, non-discrimination policy, communications policy, employment as
well as termination guidelines and benefits and compensation structure. Moreover, the BCM

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Company is failing to document the performance issues of the company. Anna has been
bullying and firing employees, without any valid reason and sufficient evidence. Therefore,
standard operating procedures and written policies must be there, in order to keep a regular
eye on the employees’ daily issues and performance level.
If any violation occurs at the workplace, it needs to be documented thoroughly and
accurately. It might be a time taking procedure, but keeping a track of these factors can prove
to be an important evidence to support the decision of employee termination. For instance; if
the human resource management team of BCM Company, kept a track record of its
employees’ performance and behaviors, it could have been easier for Anna to prove her point.
Moreover, if the employees reported against Anna’s behavior towards them, to the human
resource department, the senior authority could have taken some steps, which might made the
situation better. In addition to this, the company does not even have a proper recruitment
policy. This is one of the most crucial factors, which every company, be it small or large,
needs to keep in mind.
Un-professional hiring procedures and inaccurate job description are forcing the
company to recruit anybody, which in turn is maligning the image of the organization. Before
hiring anybody, the human resource management of the company needs to take some time to
chalk out exactly why they are hiring new employees and what particular skills are necessary
for the ideal applicant. A few hours of crafting a solid description of job position can prevent
the company from making countless hours of future hassle. For instance; when the BCM
Company is hiring a fresh candidate, the human resource manager should check whether the
applicant is having impressive skills and potential or not. A detailed description will help
BCM stay focused, which in turn, will benefit the business.

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Furthermore, it is evident from the case study that BCM Company does not have any
proper training procedure for their new candidates. The human resource managers should
take time to conduct training sessions for the new employees, which is considered as a
valuable investment for the future growth of the business. In addition to this, it is seen that
the company is completely overlooking the importance of an internal audit of the human
resources team. Therefore, senior authorities need to set some time aside to ensure that the
human resource policies are complete and current. For instance; BCM Company needs to
include a complaint process, workplace violence policies and also a vacation payment
procedure. Taking these factors into consideration, will improve the image of the company
and enhance its sales.
Answer 2
Higher level of engagement of the employees in a company is totally linked with the
superior performance in business. This includes increased productivity, profitability,
employee retention, workplace safety levels and customer metrics. Being the sales manager
of BCM Company, I would have taken some steps to help improve the performance level of
Tim as well as his team members, in order to ensure that such a situation would not have
arisen. Firstly, I would have communicated the clear goals of the organization and let him
and his team members know about my expectations from them. It is true that a majority of the
employees want to have a compelling future, want to have an idea regarding the most
important thing and leadership. Therefore, it is important for the managers to promote their
interests and help them achieve their goals.
It is my duty to motivate and encourage Tim and his members, to come up with new
ideas and concepts. Encouraging in open communication helps in improving the team morale
and in turn increases productivity. Anna’s main problem was, she was not ready to

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communicate with Tim regarding his productivity. She was reluctant to talk to Tim and all of
a sudden she decides to terminate him. Anna’s ineffective communication skills were
hampering the business to a large scale. She couldn’t communicate properly and ended up
bullying and firing some of her employees. However, she was supposed to talk to Tim and
identify his issues, what was bothering him and whether he was actually fit for the job or not.
If I was at Anna’s place, I would have talked to Tim and encouraged him to raise his issues,
without any hesitations.
In addition to this, I think holding discussion sessions would have been beneficial.
Surveying the employees would have been a great decision. In the end of the team meetings,
suggestion boxes could have helped in gaining the employees’ feedback and
recommendations. It is immensely important for being open minded so that the employees
can easily share their perspectives without any criticism. It is highly necessary to address the
employees’ concerns in the best possible way. Not communicating or ineffective
communication can cause severe issues, like that of BCM Company. Furthermore, promoting
organizational reputation, values, ethics and effectiveness will help the company revive its
reputation and image.
Taking the company’s case into consideration, it is evident that the organizational
team members have a competitive nature and they compete among themselves. It is
immensely necessary for the team members to trust each other and their organizational
leader. However, if I was given the responsibility of heading the team towards their
betterment, I would have taken certain necessary steps. Firstly, I would have given the
employees certain group tasks and targets, in order to build a team engagement among them-
selves. Group tasks will help in building a team spirit among the team members, which in
turn, will improve the team morale. Secondly, I would have encouraged some kind of

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innovation among the team members. In addition to this, recognizing and rewarding the team
as a whole, will increase their confidence level.
It is always needed to be kept in mind that strong engagement between the employees
is totally dependent on how well the employees get along with each other, interact as well as
participate in an overall team environment. Thirdly, I would have invested on some certified
trainers and professional experts, to train the employees regarding working in a group, while
maintaining peace and harmony. In such sessions, the employees must be encouraged to raise
their issues and solve them, without any fear. In addition to this, I would have asked the
management to organize certain non work activities in order to foster the relationships
between the employees, which in turn will increase employee engagement. Fourthly, giving
immediate feedback to the team’s performance as a whole can boost up their performance
level.
Last but not the least, if the employees get full support at their workplace along with a
positive environment, they can do great for the organization’s progress. It falls under the
responsibility of the organizational leader to support the growth of the employees and provide
them opportunities to flourish. However, it is also important to support the growth of the
employees by providing them with proper trainings, learning opportunities, education, cross
training, interactions, coaching and other interactions which will support their personal
development. Incentives must be allocated on the basis of their team performances, which
will reduce the competition among the team members and everyone will work towards
achieving a common goal or objective.
Answer 3
Hiring or recruiting new employees begins with assessing the existing workforce
along with their core competencies. The recruitment procedure is one of the important steps

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for introducing new talent to the organization. Considering the recruitment strategies of BCM
Company, the organization can undertake several methods for filling in the position of the
Sales Manager. However, the company has implemented some e-recruitment software and
other traditional strategies in order to recruit the best candidate. In addition to this, the
company can implement some more strategies like giving advertisements, contacting
recruitment agencies and consultancies and others, which will prove beneficial for the
company itself.
However, it is evident from the case study that the company is only focusing on
internal recruitment, which is limiting the number of potential candidates. In addition to this,
the company is not getting new ideas and concepts from outside the business. Therefore, the
company needs to stress on the external sourcing now. It is a method via which the
employees are searched through external tools of recruitment like newspaper advertisements,
job boards, trade publication announcements and more. This particular method helps in
offering fresh talent and out of the box thinkers to the organizations. In addition to this, third
party sourcing will also prove beneficial for the BCM Company as it uses various techniques
like finding the appropriate applicant, extending offers and more flexible incentives
packages.
Thus, it can be said that the company can opt for this methods in order to improve or
enhance their recruitment policies. Moreover, companies must schedule interviews as it gives
a detailed review of the applicants’ competencies and in-competencies. Therefore, BCM
Company should conduct insightful interviews in order to hire a deserving talent into the
organization. BCM Company, while conducting interviews can present hypothetical
scenarios and ask the candidate how he/she will deal with it and solve the issues. It is
important for the interviewer to listen to the candidate and take note of his/her key points. It
will help in the evaluation of the deserving candidates later. In addition to this, group

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discussion sessions can also be conducted among the applicants in order to gain an
understanding of their communication skills.
It will become easier for the interviewer to evaluate the candidates, if he/she keeps a
note of their key points. The company should make the selection in an unbiased manner and
completely on the basis of how competently, the candidate has answered to the questions of
the interviewer. In addition to this, the company can also invest on advertisement methods for
recruiting skilled and talented employees, top level staff and managers. However, BCM
Company needs to invest a little more in order to post an advertisement in the newspapers or
professional journals. Effective development of the advertisements along with clearly
mentioned job position can help in attracting a number of skilled as well as qualified
candidates. Additionally, BCM Company can also introduce diversity in to their policies in
order to introduce highly talented workforce from all background for the betterment of the
organization.
Answer 4
Taking the case study of BCM Company into consideration, it can be said that the
organization has undertaken some selection strategies which mentions about the qualities and
abilities expected from the employees. However, the company has included some major
points but also it has missed few. The company needs to formulate the interview questions
which will give concrete evidence of how the applicants have evaluated successful behaviors
in their past experiences. In addition to this, the interviewer should ask for some real life
examples, where the applicant has proved his/her skills or abilities, knowledge and
achievements. It is important to focus more on the accomplishments of the employees rather
than just on experiences.

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The company should also focus on the evidences the applicant presents, in order to
get a detailed overview of the challenges the applicant has taken in his/her life. In addition to
this, the company should also focus on the communication skills of the applicant. It is evident
from the case study that the previous Sales Manager was not at all good in communicating
with other employees. Therefore, at this time, the company should not make this mistake
again and stress on the communication factor. Moreover, the company should also focus on
the leadership qualities of the new candidate. Organizational managers should have
leadership qualities in order to lead their team to the organization’s success.
In addition to this, the recruiter must also check the list of the candidates and their
competency level. It is immensely necessary to mention that the applicants must possess
certain qualities which will help them work in a team by maintaining peace and harmony.
Biasness must not be there, as it hampers workplace morale. It also prevents the entry of ideal
talent to the organization. Furthermore, finding the right applicant for the job position is well
worth spending maximum time it may take. The company should be willing to reassess their
advertising methods and start from the beginning if the pool has not yielded the right
candidate for the position.
Additionally, whenever it is feasible, the company should incorporate certain tests for
the candidates into the screening process. It is important to watch out for the candidates who
have had trouble in their previous workplace or have had commitment issues or any difficulty
in getting along with the managers or colleagues. Avoiding such candidates would be better
for the organization, as the company needs to focus on building a good team. Hiring such a
candidate can hamper team morale, which in turn will mar the organization’s image.
However, the company should also check whether the employee is confident enough for the
job position or not. Apart than these factors, the company must also avoid the charisma trap.
It is not necessary that the most eloquent and the charming candidate is the best one.

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Interviewing teams have a tendency of becoming easily enamored with attractive and smooth
candidates. Therefore, the company needs to select the best interview team who has an eye
for fresh talents.
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