• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12

Human Resource Management – Case Study: Norconsult (UK) PLC

Extracts from this document...

Introduction

Human Resource Management - Case Study: Norconsult (UK) PLC OBJECTIVES * Identify the motivational problems experienced by an organisation. * Identify the role that a formalised staff appraisal system could have played in alleviating some of these problems. * Outline the disciplinary procedure that should be followed in an individual case * Explain the role an employee representative group could play in resolving some of the issues. PART I - TASK ACTIVITY 1) motivational problems Responsibility - The nature of work did not provide staff with the means to achieve their goals, a reasonable degree of autonomy, and scope for the use of skills and competencies. Recognition - Work environment that did not give employee for what they are and what they do, no recognition. Advancement - There is no opportunity to grow by developing abilities and careers. Achievement - No support to employees in their efforts to improve their performance. - No set organisation goals in the UK market - No job enrichment. Fear - Employee fear losing their job. Therefore the main factors of motivational problem are: * Lack of planning on the part of the parent company. * Insecurity as a result of the decision to send UK staff abroad at short notice. * The threat from contract staff. * The feeling that UK staff is seen only as income generators by the parent company. * The requirement to adopt a Scandinavian way of working. ...read more.

Middle

The head of the HR and the if required, the employee's representative should be present at this appeal. RECORDS It is important that accurate records are kept of formal disciplinary cases. Each time a formal warning is given it should be recorded. Incomplete or inaccurate records lead to disputes and disagreements. ACTIVITY 5) How an appraisal system might help to avoid a problem in future 1. Open room for communication from both parties - She would be able to put forward their initiatives. 2. It will make clear the target that employees are to meet up and it will be baring or receiving performance. 3. It will enable the company to provide guidelines and training for staff. 4. Staff's performance would be made at interval, which will identify their strengths and weakness. Any difficult would be address there and then. 5. It will clarify the goals and objectives of the organisation to the employee. 6. It will give room for goal congruence (i.e. between organisation goal and individual employee goals). 7. Any training need would be identify and also ways to meet the need. 8. It will leave open room for further/communication between employs and employee. PART II - TASK (1) (a) Four offences, which, if committed by an employee would always necessitate having to take immediate disciplinary action, are: - Falsification of qualifications, which are a stated requirement of employment. Malicious damage to the organisation's property Stealing from the organisation, or its members of staff, and unauthorised removal of the organisation's property. ...read more.

Conclusion

(2.22) Where Court proceedings are involved the appeal hearing will by mutual agreement of the parties be deferred until the proceedings are finalised. In the event of an agreement not reached the Chairman of the Personnel Management Sub-Committee can be asked to adjudicate. (2.23) The parties can if disagree with the decision of the appeal, take the case further to the court, even to as far as European court of law. 2 (b) Points the Tribunal will take into account when coming to its decision; The Tribunal will look at the facts of the case, and the procedure used by the management to deal with it. Whether the case was properly investigated and to see if the organisation acted reasonably or not before dismissing Andrew from work. i.e. did the management follow the procedure or not. The Tribunal will also look at how the management have exercise their power in dismissing Andrew, and finally the Tribunal will look at other evidence. The outcome will be to Re-instatement Andrew, and return him to work after giving him a warning about future conduct. The reasons the Tribunal will give for its judgement are: It was Andrew's first offence The management did not follow the procedure by dismissing him from work. It was failure of the management to monitor his work. It was failure of the management to raise their concern with him in the first place. ?? ?? ?? ?? 1 ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. An Innocent Abroad -A Case Study in Cross-Cultural Management

    She finds it hard to perform household tasks, and also has trouble filling her time, Fred works ten to 16 hours a day, she does not speak nor look Japanese and therefore finds it difficult to involve herself with people and in the community.

  2. The Boots organisation is a public limited company (PLC).

    Marketing This looks at identifying, anticipating and satisfying customer requirement. This is concerned with what customer want and also with their needs Boots finds out what customer want by market research, analysing and interpreting the information and then producing merchandise. Boots does a huge amount of research in this department.

  1. AIR NATIONAL CASE ESTUDY

    argue that what actually determiner human resource management policies and practices will be determined by decisions at all three levels and by the ability and leadership style of local managers to follow through goals in the context of specific environmental conditions.

  2. 'Pizza Hut' case study.

    One of 'Pizza Huts' aims is to exploit the delivery service. To reach this goal, a short-term aim for 'Pizza Hut' would be to increase the amount of vehicles each take - away restaurant owns. This will not only exploit the delivery service but also increase top line sales because

  1. Staff Training and motivation - McDonalds case study

    � Serve as operations expert and consultant on McDonald's operation standards, management tools and training systems. Business Consultant � Consult to an assigned group of franchisees to optimize sales, QSC, profit, and people development. � Assist with maximizing the business potential for the franchisee organization.

  2. Produce a case study comparing two business organisations, investigating the extent to which each ...

    The contact details will depend on which product you have. Acknowledging your complaint Marks & Spencer will make every effort to deal with your query immediately, if this is not possible, they will respond to your complaint within 5 days.

  1. The 3M Company case study

    the company top managers were very concerned that too much of the company's growth was coming from incremental improvement to existing products. The third drawbacks that 3M has is the fact that they produce overwhelming too many products than what overseas subsidiaries can manage to market . Ernest Gundling (2000)

  2. Employees are a business's most important assets; this is why they created the Human ...

    Chester Zoo focuses on: * Experience. Which consists of what experience the candidate must have and any other requirements they need. * Qualifications. Consists of what minimum qualifications the candidate must have. * Personal attributes. Key attributes that the zoo will be looking for in the candidate.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work