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Pages:
3 pages/≈825 words
Sources:
2 Sources
Level:
APA
Subject:
Business & Marketing
Type:
Coursework
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 15.55
Topic:

Map Leaf Shoes Ltd (Coursework Sample)

Instructions:

THE PAPER IS ABOUT HUMAN RESOURCE MANAGEMENT.IT REQUIRES YOU TO READ A DOCUMENT CAREFULLY AND ANSWER TWO QUESTIONS PROVIDES.THE INFORMATION I PROVIDED ON THE TWO QUESTIONS IS HOW LANCE APPROACHED THE PROJECT AND THE PROBLEMS HE FACED with re-strategizING MANAGEMENT IN THE COMPANY.IT IS WRITTEN IN TIMES NEW ROMAN FONT 12 AND IT IS DOUBLE SPACED

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Content:

Map Leaf Shoes Ltd
Name:
Institution:
Question 1
Lance’s approach to the project seems intended to gather the views of senior management on the role and place of the human resource department using a vertical assessment of the company. The vertical assessment seems limited to gathering the views of only those in senior management and not necessarily those in mid-level positions. The fact that high-level employees are responsible for decision-making and policy development, it explains why Lance chose to interview them. Lance’s interviews with the key players in the company provide him with an insight into the business philosophies of some senior decision makers at the shoe company. For instance, he talks to the President of the undertaking and two other prominent strategists at the firm. Additionally, by interviewing the human resource (HR) department’s senior employees, he extracts vital pointers on the place and responsibilities of the department in the overall structure of the company. The interviews further reveal the hidden schism between the top management and the HR department.
By adopting a formal and informal information gathering techniques, Lance has the benefit of getting people reveal much about themselves and their business approaches, strategies for expansion, and their perceptions of other employees and the management structure. This policy, I submit, is well designed to shed light on how to approach the issue of restructuring the HR department. Talking to different parties in different executive departments also aids Lance’s strategy. However, he does not succeed in getting the full views of all the important personalities at the firm and does not also seek the opinions of the former HR president, who has since left the form. Gaining perspectives from all the five senior-most heads would have been ideal since he would not have to second-guess their take on the issue. This failure denies him valuable insights.
The checklist that Lance prepares to guide in the interviewing of senior staff is well articulated and designed. Firstly, the questions interrogate and cover key areas that the HR department should engage in (Figure 1, p. 80). In this fashion, he can learn from the past approaches to human resource management, the failings, successes, areas of weakness, and possible strengths. It is a pity that few of the senior managers in the firm were unavailable or could not provide clear and direct answers. In a nutshell, it is fitting to state that Lance’s approach to the task at hand might lead to incomplete results. If he can expand his strategy to interview or source for information by sending emails and using alternative communication forums, he may be able to provide a detailed outlook about the company’s HR department.
Question 2
The logistical problem that Lance faces in light of the injuries sustained by his consultant in Saskatoon is daunting, but can be overcome with re-strategizing. The time constraints mean he may never be able to interview every person he hoped to interview. At the same time, Lance has to ensure that he delivers a report that meets the client’s specifications and demands. The good news is that he has already gotten an insight into the politics surrounding the HR department. To address the problems raised, Lance should pick the most recurrent themes in all the interviews and attempt to provide solutions to them. This task can be best achieved by reconciling the perspectives of each interviewee with the common objectives of the company (Daley, 2006). The company needs to withstand global competition, have a more participatory and innovative HR department, and invest in the HR department. These are the key recommendations that I would make if I stood in Lance’s shoes.
There is a general agreement that the HR department must move away from a passive player and start e...
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