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HUMAN RESOURCE MANAGEMENT Cia 1b
HUMAN RESOURCE MANAGEMENT Cia 1b
CIA- 1B
CASE STUDIES
Submitted by:
Ananya chandwani
2023648
3 fib B
Human resource problems and issues
1. Compliance with laws
Solution: No matter how big or small the compliance is, employment laws,
compensation laws and other government regulations should never be ignored.
2. Management changes
Solution: Business owners should concentrate on communicating the advantages of
the change to all stakeholders. Staff meetings on a regular basis are a good place to
start. Your team will be more likely to accept the change if they understand why, how,
and when it will happen.
3. Leadership development
Solution: Leadership development is important for keeping your management team
engaged and motivated, as well as preparing them for future responsibilities. Make it a
part of the community's culture. Every day, provide opportunities for them to use their
strengths. Achieving objectives would inspire them and provide them with opportunities
to improve their abilities.
5. Diversity in workplace
Solution: The work atmosphere will remain positive and productive if a culture of
collaboration and respect is established. In addition, a diversity training programme
must be implemented. Employers are in charge of establishing workplace behaviour
standards. Early on, standards and a system of accountability should be established.
Inferences
Positive effects outweighed the negative by all means, they are as
follows:
Engaging
Exams in the style of games are much more fun to take than standard psychometric
tests. Because it is difficult to organise interviews when individuals reside in various
time zones, it is simpler to access resources from all over the world by capturing
video.
Fair to candidates
From the candidate's perspective, game-based evaluations reduce bias: Games are
naturally entertaining, and they usually result in increased concentration. Games
create a more authentic behaviour hence reduce stress of performance.
Overall assessment
There is no need for the "one-size-fits-all" approach required for static evaluations
because each candidate effectively receives a personalised assessment based on
their ability. In just 15 minutes, you may test a wide range of cognitive abilities.
Time and cost saving
By using AI/Automation technologies to streamline their recruiting process, Unilever
has saved about 70,000 hours of interviewing time and application processing.
Final take
AI/Automation may be a tremendous assistance for large organisations like Unliever as it
moves away from outmoded recruiting evaluations. New hiring approaches are being used
in new selection procedures, which increase applicant experience as well. Companies could
take use of the newest AI/Automation developments to consider more applicants and learn
more about them. If hiring teams use technology appropriately, they will be able to find the
top candidates more quickly.
The company's 'Leadership Evaluation and Awareness Process' gave FedEx's non-managerial
employees the opportunity to seek managerial positions at FedEx. FedEx had also devised a
succession planning mechanism - Succession Planning Executive Education - to groom its senior
management employees for top management positions. Internal staff training programmes were
also undertaken by FedEx, which were modelled after executive education programmes given by
management institutes.
Inferences
People-service-profit philosophy
This attitude was founded on the belief that if FedEx cared for its employees, it
would be able to offer efficient service to its clients. This, in turn, would help the
business by increasing earnings.
Survey-people-action-program
Every employee is invited to take part in an online survey in April. Managers attend
feedback meetings with their workers once the survey results are obtained to discuss
the survey findings and identify problems both within and outside their department.
Leadership evaluation and awareness process.
FedEx created the 'Leadership Evaluation and Awareness Process' (LEAP) to
encourage non-managerial cadre employees to advance to management positions
within the firm.
Employee communication program
The SFA programme, Guaranteed Fair Treatment Procedure, and Open Door Policy
were among FedEx's employee communication initiatives. FedEx also devised a
system for dealing with and resolving employee grievances. This was in addition to
using a formal communication system to keep staff informed about significant
corporate events.
Job change applicant tracking system
JCATS is a computerised on-line job advertising system that allows hourly employees
to apply for any open position.
Recognition and rewards program.
Employees of FedEx are recognised for their efforts with prizes such as the "Bravo
Zulu" and the "Golden Falcon Award. FedEx is an example of a company that has
developed a successful HR strategy that boosts productivity and profits.
Final take
FedEx has established numerous creative HR programmes throughout the
years that have served as a model for many businesses, particularly in the
service industry. These programmes not only benefited FedEx financially (by
increasing employee productivity), but they also strengthened the company's
reputation as an employee-friendly, service-oriented corporation. Because of
FedEx's employee-friendly practises, the company has a relatively low turnover
rate. In 2000, the turnover rate was projected to be less than 6%, compared to
a 20% industry average.
References
Abrahamsen, Dave. “10 of Today’s Common HR Challenges | Atlas Staffing Blog.” Atlas
challenges.
Case 1:
Marr, Bernard. “The Amazing Ways How Unilever Uses Artificial Intelligence To Recruit &
amazing-ways-how-unilever-uses-artificial-intelligence-to-recruit-train-thousands-of-
employees.
www.youtube.com/watch?
v=O5ID6OPbVLk&list=PLJqiHnBNjacqPi47L9BSgI0Lk7V-wJLRz&index=3.
Case 2 :
Case User. “HR Best Practices at FedEx, a Best Company to Work For.” Business &
fedex-best-company.