CASE 1
CASE #1
Kerkko Jahnukainen
What It Was REALLY Like Working As an Abercrombie ‘Model’
The article tells about a woman who got recruited to a clothing store through a quite strange process. She got hired only due to her looks. The company did not care about her background, merits or about her beyond basic information. The store had a look that they wanted, and hired anyone who fit the appearance. They skipped all the traditional (proven) methods of filtering out the best employees, such as interviews, backgrounds check, tests etc.
Looking from the standpoint of business, many problems rise up immediately:
Poor hiring choices can devastating to the image of business in terms of cash and the way people view it. An unmotivated employee can lower sales, serve bad customer service or simply be unable to be able to complete given tasks. In this case, no background checks or interviews were conducted to determined what type of people they were recruiting. On the contrary, a good employee can bring so much MORE to the company. A good employee can be worth much more than their salaries really is, and can bring in new customer, rather than swaying them to competitors hands
From the employees, point of view, the store does not seem like a goo place to work at either. Its says you would sent be home for a wearing nail-polish, which in a long run would lead to much more work or the rest of the employees => working overtime.
Of course, a private company can choose who they want based on whatever critia, even if its appearance, but where things go wrong, is when she says that among the "model" like people, in-between they had to hire a few person who belong to minorities. An ethic like that can be considered discrimination.
Also, the company is always responsible for their employees and what they do, so employee negligation can become an issue.
Of course, a private company can choose who they want based on whatever critia, even if its appearance, but where things go wrong, is when she says that among the "model" like people, in-between they had to hire a few person who belong to minorities. An ethic like that can be considered discrimination.
Also, the company is always responsible for their employees and what they do, so employee negligation can become an issue.
Sources: Alicia cook, What It Was REALLY Like Working As an Abercrombie ‘Model’, (26.82015) www.thehufingtonpost.com, https://www.huffingtonpost.com/Alicia-cook/what-it-was-really-like-working-as-an-abercrombie-model_b_7154042.html
An article from www.keka.com titled: 5 Major Functions of Human Resource Management
An article from www.keka.com titled: 5 Major Functions of Human Resource Management
"Human resource management is all about increasing employee performance to their highest level corresponding to their role in the organisation."
Compiles a list of similar things as the case above highlighting the most important aspects of HRM.
1. Recruitment and selection
2. Orientation
3. Maintaining a good working conditions
4.Managing employee relations
5.Training and development
Sources: Bhaswati Bhattacharyya, 5 Major Functions of Human Resource Management, 1.8.2017 (https://www.keka.com/5-major-functions-human-resource-management/)
9 Challenges of Human Resource Management and how to them
An article from www.assesshub.com, which, as the title suggest, discusses the problems of HRM and how to combat them.
The list is directly copied from the website:
- Retaining your best talent – Make it your top priority
- Ensuring better employee productivity to maximise your profits
- Managing a diverse workforce: Unity in diversity is the new business mantra
- Dealing with the “new normal” – Globalization
- Resistance to change-What if I am replaced by a machine in the future?
- Maintaining privacy and managing vital business information
- Maintaining discipline and ensuring successful achievement of business goals
- Embrace technology or get extinct.
- Leadership Development and Succession Planning
Much like for products there is a supply and demand for human resources. The employer/company must recognize the situations and take and follow proper follow proper procedures in order to handle the situation, as HRM can make or break a company.
If, labour demand exceeds labour supply:
- Training/ retraining
- succession planning
- promotion within
-recruitment from outside
-subcontracting
-use of part time/ temporary work force
-overtime
If, labour supply exceeds labour demand:
-pay cuts
- reduced hours
-work sharing
-voluntary early demands
-Inducements to quit
-layoffs
If, labour supply equal demand
-replacements of quits from inside or outside
-internal deployments and redeployment
Predicting the labour market is based largely on the macro scale and reading can be difficult, but for specific businesses there are formulas that help to predict the changes. There are two main ones called quantitive technique and qualative technique. The quantative tec. Relies heavily on output from past data which makes them somewhat unreliable. The qualitive technique uses the judgement of experts.
The hiring proces
Recruitment:
Selecting a group of people who fit the job requirements
Selection: Choosing the best person for the job
Socialization: Integrating the new employe(es) to their new job and other staff, so they don’t feel excluded
A lot of money and effective work time can be wasted on bad employees. Bad customer services for example can turn customer to competitor’s way.
List of major turn overs due to a bad employee:
Separation: Exit interviews, paper work etc.
Recruiting: advertising
Selection: Interviews, tests, interviewing
Hiring: orientation, hiring
Productivity: Vacancy cost, distribution
Hiring process challenges:
-Determining important characteristics
-Measuring those characteristics
-Evaluating motivation levels
-Deciding who gets to make the selection
Taking an applicant-centred approach can be very beneficial
Recruitment:
Validity / reliability
Selection tools to predict performance:
-Letter of recommendation
-Application forms
-Ability test
-Personality test
-Honesty test
-Interviews
-Structured/Unstructured
-Reference checks
-Background checks
-Multi-hurdle strategy
Legal issues in staffing:
-Organizations outside government preach can choose who they want to hire
-Negligent hiring
Sources: Luis R. Gomez-Mejia, David B. Balkin, Rober R. Cardy: Managing Human Resources
Sources: Luis R. Gomez-Mejia, David B. Balkin, Rober R. Cardy: Managing Human Resources
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