Section A Case study

1) Linette is not success at all in their Human Resource Management. This is because Linette does not comply to any general HRM responsibilities. The general HRM responsibilities include: a) Controlling labor costs In Linette, the managers will simply increase they pay for any employee who threaten resign. The pay for the employees is well above the average market rate and they are rewarded with fringe benefits as well. There is no budget set for benefits given. This improper action taken caused the dissatisfaction from other employees and they demand for a pay rise as well. The unstructured pay rise implemented by Linette had caused a great loss of control in labor costs. b) HR shall play a central role in the companys ethics and maintain fairness treatment in the company In Linette, many members feel that they are treated unfairly and discrimination occurs within the organization. Female workers are often seen as not capable as the male employees. Workplace unfairness can be blatant. Managing human resources often requires making decision in which fairness plays a big role. Fairness in workplace will enhance employee commitment. Fair treatment of employees has important organizational consequences. c) Human Resource Planning and proper recruitment In Linette, the managers will ask around for their own friends and relatives only when there is a vacancy. The management of Linette does not build employment plan and never forecasting their personnel needs. In fact, employment planning should be an integral part of a firms strategic and HR planning process. They only forecast the supply of inside candidates. Linette does not implement the proper selection of candidates. The relatives or friends of the managers will be selected if they are interested in the vacancy without screening and interview. Selecting the right employees is important because (1) the performance of the certain department is depend in part on their subordinates (2) its costly to recruit and hire employees (3) legal implications of incompetent hiring. d) Performance management and appraisal Linette does not evaluate an employees current and or past performance relative to their performance standards. The manager will try to solve the problem by having a private talk with the employee and if there is no improvement, the manager will transfer the staff to another department for second chance. Performance management and appraisal is important because it can ensure that the employees performance is supporting the companys strategic aims. The employer must decide exactly what sort of performance to measure. e) Proper grievance handling and dismissals management The employees who have grievance in Linette will threaten to resign. The management of Linette shall establish a proper grievance procedure and guidelines for handling grievances. A grievance is often a symptom of an underlying problem. The employee who is having grievance shall comply to the procedures of grievance handling. The management of Linette shall implement proper dismissals management. This is to comply with the EA1955 Section 12 Notice of Termination of Contract.