HRM 210 Assignment: Solutions for Stone Tool Company Challenges

This assignment is a memo written by a Human Resource assistant addressing the issues faced by the Stone Tool Company. The memo responds to concerns raised by Mr. Stone, the company president, regarding challenges with new employees, training, communication gaps, and employee alienation. The HR assistant provides detailed solutions, including employee training programs, simplified payroll and scheduling, automation for employee queries, strict attendance policies, notice periods for resignations, and policies to foster communication. The suggestions also include assigning mentors to new employees and promoting group projects to improve socialization and understanding. The memo references relevant articles from HR Magazine, Workforce, or Harvard Business Review to support the proposed strategies.

Running Head : FUNDAMENTALS OF HUMAN RESOURCE
Human Resource Management
Name of the Student:
Name of the University:
Author Note:

1FUNDAMENTALS OF HUMAN RESOURCE
MEMO
To: Mr. Stone
President, Stone Tool Company (Attach internal documents)
From: (Your Name)
(Your job title)
Re: Realistic HR solutions to the problems faced by the Stone Tool Company.
Date (Final Date)
As the New Human Resource assistant of the Stine Tool Company, I would like to forward the
solutions to the issues raised by Mr. Stone in the meeting:
The first problem highlighted by Mr. Stone is regarding the new employees. He has pointed out:
 The old employees who were already working in his company retired and dome of them
have started retiring.
 This situation made it crucial for Mr. Stone to search for new, honest and hardworking
workforce for his companies.
 He somehow accomplished the task of recruiting promising workforce but however there
were challenges that he the faced.

2FUNDAMENTALS OF HUMAN RESOURCE
 Most of the beginners did not have adequate knowledge like the old employees.
 They lacked the basic skills.
 They had a very general outlook towards their work which resulted in the degradation of
the quality of the products of the Stone Stool Company.
In response to the above issues as the HR assistant to this company I would like to highlight the
following suggestions:
 The first suggestion is to focus on the training of the employees at all levels of the
company especially for the new employees. This will ensure the proper quality of service
provided by them.
 The simplification of the payroll and the scheduling scheme, will enable the HR team to
create the better implementation of the training and skill development programs for the
employees.
 The employees should be provided automation to the queries and the requests portal of
the company. The software will be able to grant them with simplified schedules of their
tasks.
 In order to further enhance their productivity skills the HR team should have strict rules
for taking leaves or for being absent. The individual systems of the employees should
have a time tracking system installed.
The second issue raised by Mr. Stone was:
 Less or no time to train the employees as they were recruited immediately after the
retirement of the old employees.
 Few posts remaining vacant for weeks after an employee quits.

3FUNDAMENTALS OF HUMAN RESOURCE
My suggestions to the above issues are:
 There should be a system of ‘notice period’ that shall be served by the employees
once they have mailed their resignation. This will ensure flexible recruitment of the
new employees to fill up the vacant posts.
 There should be strict terms and conditions while recruiting the employees that they
need to abide regarding joining and leaving the company except for the senior people
who have retired. This will ensure reduced random quits without valid reasons and
will enhance the loyalty of the employees towards the company.
The third issue that has been raised by Mr. Stone is:
 The communication gap that is evident between the employees mainly between the old
and new employees.
 The less socialization factor of the old employees and their tendency of not helping the
new employees have often been the serious cause of concerns in the stone stool
company.
As a HR assistant my suggestions to the above situation are:
 The company should have strict policies for that will foster the effective
communication among their employees.
 The policies include periodic interaction sessions, group discussions, and fun
activities at least once in a week.
 The most significant way of bridging the communication gap among the employees
of the Stone Tool Company is the increase in group projects. The managers and the

4FUNDAMENTALS OF HUMAN RESOURCE
supervisors can give more number of group projects where they will decide upon the
group members.
 The increase in group projects will guide the employees to come out from their
comfort zone and to increase their level of participation in the most holistic manner.
The fourth issue raised by Mr. Stone is:
 Alienation of the new employees and lack of coordination with the old employees.
 This situation has often resulted in the lack of their understanding of the production
process of the company and other issues like quitting from jobs.
My suggestion to the above situation:
 The managers can assign each old employee for a group of five new employees. There
can be one day allotted in which week where the new employees will have a session with
their seniors.
 In this session the new employees can ask them any questions or queries which they
cannot ask to the supervisors or to the managers of the office.
 This can possibly bridge the gap, increase the responsibility among the old to help the
new and the new employees will no more feel alienated or neglected.
I hope my suggestions will be crucial in the management of the issues faced by your company.
Shall eagerly wait for the response.

5FUNDAMENTALS OF HUMAN RESOURCE
Bibliography
Conway, Edel, and Kathy Monks. "Designing a HR system for managing an age-diverse
workforce: Challenges and opportunities." The Palgrave handbook of age diversity and work.
Palgrave Macmillan, London, 2017. 585-606.
Kaufman, Bruce E. "The real problem: The deadly combination of psychologisation, scientism,
and normative promotionalism takes strategic human resource management down a 30‐year dead
end." Human Resource Management Journal 30.1 (2020): 49-72.
Porter, Michael E., et al. HBR's 10 Must Reads 2018: The Definitive Management Ideas of the
Year from Harvard Business Review (with bonus article “Customer Loyalty Is Overrated”)
(HBR’s 10 Must Reads). Harvard Business Press, 2017.