University HR Management Case Study: Reflection and Analysis Report

This report presents a reflection and case analysis on an HR management issue within a corporate setting. The student, in the role of an HR executive, addresses a situation involving the relocation of a team and the resulting employee grievances. The analysis delves into the issues of organizational culture, employee dissatisfaction, and potential attrition. The student details the planning and implementation of solutions, including addressing employee concerns about the new location and team dynamics. The report highlights the importance of recognizing employee needs, fostering motivation, and maintaining a positive organizational culture. Furthermore, the document extends to a marketing perspective, emphasizing the significance of integrated marketing communication and the strategic use of social media platforms like LinkedIn for target audience identification and change management within organizations. The student reflects on the importance of employee engagement and the need for active involvement in a dynamic market environment.

Running head: REFLECTION AND CASE ANALYSIS
Reflection and Case Analysis
Name of the Student
Name of the University
Author Notes:

1REFLECTION AND CASE ANALYSIS
Table of Contents
Portfolio (a)......................................................................................................................................2
My Role...................................................................................................................................2
Analysis...................................................................................................................................2
Planning...................................................................................................................................3
Implementation........................................................................................................................4
Management techniques..........................................................................................................5
Portfolio (b).....................................................................................................................................6
REFERENCES................................................................................................................................8

2REFLECTION AND CASE ANALYSIS
Portfolio (a)
Woking in the corporates can be deemed to be a challenging task and one has to
constantly upgrade their repertoire in order to sustain themselves in the industry that is ever
changing. Similar incident were experience when several of my colleagues were faced with
issues revolving around the expertise of the department that I was a part of that point of time in
the organisation that I used to work in as an HR executive. And hence the issue that has been
highlighted is a human resource management issue.
My Role
My role in the organisation was to cater to the staffing needs along with my secondary
role which required me to take care of issues such as redressal of grievances. I was highly
motivated to work to my best abilities so that I could help both the organisation that I was
working for, help the employees of the organisation gain satiation from the activities in the
organisation and finally gain value in the form of experiences that would be needed to sustain the
never ending learning curve.
Analysis
The corporate building that I was working for had recently changed location from the
southern part of the city to central areas of the city. This was enacted upon by the management of
the organisation in order to resolve the issues related to commutation that many members of the
organisation had kept on complaining about. Thus, the issues that were developed as a result of
the past grievances were solved. However, the problem being solved gave rise to new set of
problems. There were two branches that were instated in the city. The organisational structure
was present in the organisation was similar to that of a team based organisational structure which

3REFLECTION AND CASE ANALYSIS
was headed by two individual branch managers who were responsible for each branch. One of
the branches had seven teams and the newly moved branch was short of team with just five
teams. Hence, in order to balance the number of teams in both the braches the idea of moving
one team from the branch with seven members was taken. The aim of the latter to balance the
number of teams in both the branches. This was also needed as there would be new recruits who
would be joining both the branches. This resulted in the rise of issues in the team that was shifted
to newly leased branch. The discussion of the management to move one team from the existing
branch to the new one came as a shock and most of the members of the team were not happy
with the sudden change that they needed to incorporate. Furthermore, the team was made of
members where considerably new to the system and had been part of the organisation for not
more than eight months.
Planning
As it was my role to look into the grievances of the employees, the employees sent me
emails regarding their unwillingness to work in the new branch as they were not accustomed to
the new branch and as they felt that they were being ill-treated by the decision that the
management was taking. Upon receiving various mails from majority of the members of the
team, I successfully organised a meeting with the team. I found out from the meeting that
majority of the members did not approve of the decision taken from the part of the management.
The main issue that was found out to be one of the main reasons for the disapproval of the
employees was due to organisational culture. It can be understood that the employees had built
good relations with other teams and several members of the team were unhappy because they
were being sent apart from their friends. Furthermore, another problem that was found out
regarding the location of the new corporate building. The new location was deemed to be

4REFLECTION AND CASE ANALYSIS
unfavourable for some of the employees who were accustomed to the previous location. It was
evident that the issues that had arose as a result of the move of the team from one branch to
another could lead to possible threats of mass attrition and lack of productivity. Hence, as the HR
executive dealing with the issues as such could be catered to and the same was advised by the
HR head who presided over me. Thus, I had to organise another meeting that would deal with the
resolution of the issues that had arose.
Implementation
The issue was resolved by letting the employees know that the employees value the
employees and that the needs of the employees come ahead of the needs of the organisation. The
since the issue was mainly due to the culture, the employees were instated with the fact they the
culture of the organisation would be similar to that of the new branch. The employees were given
their grievances related to the branch, if any at all. They were ensured that if there were any
issues that arose, they would need to send a mail choosing the team of their choice which would
be then enacted upon by the management. For the employees who had issues with the location, it
was mentioned that the employee would be given an additional 15 minutes of relaxation for the
start of the their shift timing which made the new relaxation time before the start of the shift to
30 minutes. Furthermore, in order to meet the hygiene needs of the employees were considered
which gave the liberty to the employees to dress in casual attire. The main aim of the policy that
was adopted was to ensure the employees that they were valued by the organisations. Employees
are important for the organisation as a result which it is important for organisations to show their
concern for the employees. This helps in motivating the employees. Motivation is important
when it comes to employee engagement. After these changes were made, not a single employee
raised a concern. Thus, the implementation of the policies can be deemed to be successful. Thus,

5REFLECTION AND CASE ANALYSIS
I have been able to understand the importance of recognising the needs of the employees as it
helps in motivating the employees which in turn leads to achievement of organisational goals and
the latter is important as it helps in the achievement of the goals of the company that in turn leads
to sustainability of the organisation in the long run.
Management techniques
I have been able to understand the importance of catering to the needs of the employees
as I have realised that it is important in order to motivate the employees. High performance
outcomes is the main outcome that the organisation aims to derive out of employees that they
train, invest in and get ready in order to sustain the organisational needs. Thus, outcomes are
necessary in order to help the company as a whole in achievement of the organisational goals. I
have been able to understand that just as it is the role of the employees to help the company in
achievement of the organisational goals, it is important for the organisation and the higher level
management of the organisation to look put for the employees. This, helps the organisation
communicating the management and the company as a whole is concerned about the wellbeing
of the organisation. I have started paying attention to the hygiene needs of the employees as it
forms a crucial ground under which the employees are motivated. As mentioned before, I have
realised the importance in motivation and same is the reason why I have decided to dedicate
special attention to the hygiene needs of the employees as it hold great importance in the
motivation of the employees. However, it should be noted that the presence of the hygiene factor
does not imply that the employees will be motivated out of the factors of hygiene. These factors
imply that the employees will not get demotivated and not gain direct motivation out of the
factors. In my future endeavours I will ensure that I pay special attention to the factors of
hygiene. They will imply that the employees will be satisfied while working in the organisation.

6REFLECTION AND CASE ANALYSIS
Not having to worry about the working conditions and distance they need to travel or sound
coming from outside will help the organisation in putting all of their attention in work and the
same will allow the latter gain favourable results while they are working. The experience that I
had in the endeavour that I highlighted in the aforementioned section helped me in understanding
the importance of motivation and hygiene needs of the employees in the organisational context.
Furthermore, the same has given me an idea regarding my nature of operations that I will
undertake in the future. It has been a great learning curve which has helped in understanding the
scope of important management concept and I am sure that it will surely help in working more
effectively than I would have if I did not come across the same issue.
Portfolio (b)
In the marketing environment that is deemed to be dynamic in nature, organisations are
constantly aiming to gain acceptance from the part of the consumer community (Li and Liu
2014). The dynamic market is characterised by intense competition and it can be said that the
key to sustainability in such markets is through development of appropriate strategies through
which the marketers of the organisations can attract the potential customers, retain the existing
customers and increase the base of customers that the company currently has (Jaiyeoba, Marandu
and Kealesitse 2015). It is the main role of the organisations that ensures that the company will
be able to sustain itself in the long run. The method that is employed by the marketers in order to
carry out the aforementioned activities is characterised by a considerable amount of integrated
marketing communication.
Integrated marketing communication is the assimilation of activities such as the focus of
the brand, the promotion mix, communication mix and study of consumer behaviour (Barger and
Labrecque 2013). Out of all the said aspects, the promotional mix is one of the most important

7REFLECTION AND CASE ANALYSIS
concepts which helps in catering to the ultimate rationale of the marketers of the organisations
across the industry (Jung et al. 2015). It has been found that one of the most common methods
that are used to communicate the rationale of the organisation is through social media. It helps in
achieving the main aim of the organisation that is communicating the motives of the organisation
to the consumer community.
I have been able to use social media effectively through the use of LinkedIn
(Socialmediatoday.com 2019). It has given me the ability to identify my potential target groups
through which I would be able to communicate my goals directly. This platform has been proven
to help people gain the association of people who actually matter and has helped numerous
people across the world in developing networks through which (Kokkos and Tzouramanis 2014).
The same has been effective in my case as of which I religiously stay active on the platform.
Furthermore, I aspire myself to be working in management role in the future of a multinational
organisation as a result of which I have understood the importance of active engagement and
planned change. It is the role of influencers to gain the considerable contributions from the part
of the organisations as it helps in communicating to the people who will be pitched with the
motives of the influencers (Muzigaba, Alexander and Wong 2014). In case of change, social
media is an effective way of engaging employees to the idea of change. The aim of the
organisation is to gain effectiveness from the part of the people who are to be engaged for the
plan of change management. Hence, it has been said that the aim of the company and that of the
influencers can be sustained through the help of integrated marketing communication using
social media as the main fulcrum of communicated.

8REFLECTION AND CASE ANALYSIS
REFERENCES
Barger, V.A. and Labrecque, L., 2013. An integrated marketing communications perspective on
social media metrics. International Journal of Integrated Marketing Communications, Spring.
Jaiyeoba, O.O., Marandu, E. and Kealesitse, B., 2015. Proclivity of environmental uncertainty
and market orientation behaviours among Botswana's small service firms. Journal of Global
Business and Technology, 11(1), p.13.
Kokkos, A. and Tzouramanis, T., 2014. A robust gender inference model for online social
networks and its application to LinkedIn and Twitter. First Monday, 19(9).
Kuang-Jung, C., Mei-Liang, C., Chu-Mei, L. and Chien-Jung, H., 2015. Integrated marketing
communication, collaborative marketing, and global brand building in Taiwan. International
Journal of Organizational Innovation, 7(4).
Li, D.Y. and Liu, J., 2014. Dynamic capabilities, environmental dynamism, and competitive
advantage: Evidence from China. Journal of Business Research, 67(1), pp.2793-2799.
Muzigaba, M., Kolbe-Alexander, T.L. and Wong, F., 2014. The perceived role and influencers of
physical activity among pregnant women from low socioeconomic status communities in South
Africa. Journal of physical activity and health, 11(7), pp.1276-1283.
Socialmediatoday.com, 2019. The World's 21 Most Important Social Media Sites and Apps in
2015. [online] Social Media Today. Available at: https://www.socialmediatoday.com/social-
networks/2015-04-13/worlds-21-most-important-social-media-sites-and-apps-2015 [Accessed 19
Oct. 2019].