Maple Leaf Shoes Ltd. Case Study (Coursework Sample)

Maple Leaf Shoes Ltd. Case study
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Institution Affiliation
Question 1
Maple Leaf Shoes Company is a middle size company in the manufacturing industry that deals with vinyl and leather shoes. Through its president Robert Clark, the company has made a decision to re-evaluate the role of the human resource manager prior to employing another manager to fill the vacant position. The maple Leaf shoe company requires a new manager to take control of the Human resource department. The company has been facing several challenges including; employee productivity, employee awareness of duties and responsibilities, poor interdepartmental communication, lack of team work and lastly inadequate systems of appraisal (Freyss, 1999). The company contacted Tim lance to help in establishing the current roles in the human resource department and give recommendation on the appropriate course of actions.
I believe the Lance approach to Maple Leaf Shoes Ltd human resource issues was the best. The preparation to meet the company workers was sufficient. The decisions to use open-ended questions in the interview also provided a chance for the workers to give their opinions without any guide that may restrict their answers (Freyss, 1999). Lance decisions to use face-to-face interview gave him a chance to use the questionnaire as a guide and get data required efficiently. The nature of questions that Lance used handles the current strengths and weaknesses of the human resources department and gave a chance to the respondents to provide a feasible solution that deem fit to be undertaken.
By using his approach, Lance was able to identify the key issues that affected the human resource. Lance interviewed the president of the company and three departmental managers in the same hierarchy level with the human resource manager. They explained the roles they understood to be taken by the human resource manager (Freyss, 1999). They also gave their opinions on the importance of the whole human resource department to the organization. The interview also was done to the junior staffs in the human resource department who responded to the questions and provided more insight on the difficulties facing the department (Freyss, 1999). The sample representatives of the human resources department were sufficient for the study.
Through his approach, Lance was able to identify key issues facing the human resource department on its own and also in relation to the whole organization. The functions of the workers in the department are not clear. The contribution of the human resource department in the overall performance of the business is under-looked. The department does not participate in developmental roles in the organization. It entirely deals with employee relations. The human resource manager is not also involved in the business decision-making as a human resource department is not viewed as an equal contributor to the business progress (Freyss, 1999). Lance also has identified that the department lacks defined goals that it pursues collective. In conclusion, Lance approach has been useful in identifying the issues affecting the business human resource department.
Question 2
After completing the preparation stage and the data collection phase of the Job analysis, Lance is required to perform the third stage, and final stage of the job-analysis that is creating reports and summaries using the data collected (Freyss, 1999). After the incident where one of his consultants has been out of office for several weeks and considering the period Lance had, he needs to acquaint himself in creating summaries and reports. The various data collected in the study need to be organized in usable forms such as job- specifications, description and performance standards to improvise a human resource system that will help the human in the formulation of the human resource strategies.
Given La...