CASE STUDY

Case study

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Executive Summary

The purpose of this report is to highlight the several key issues prevailing in the ProServices and recommends practices that could improve the situation. The company is facing several key issues like workforce diversity, absence of uniform human resource policies across different regional offices, unfair performance management systems, improper recruitment policy, job designs, lack of sexual harassment and discrimination policy and etc. On the basis of our critical assessment of human resource practices, we have recommended policy implementation across several ends which could assist the department to incorporate the required suites of integrated approach..

Case study

Introduction

The human resources management is ultimately responsible for the co- production and quality management. Being a new Head of consulting team, my aim is to improve the above mention factors in my organizations that are “ProService Co”. The human resources management can manage many areas involved in all stages of "life" of employees: the recruitment; the career management; the training; the payroll and compensation; evaluation of performance; conflict management; the social and trade union; the motivation and commitment of staff; the communication; the working conditions; and selection (distributive justice, interactive, etc) (Kossek, et al., 2003, Pp. 328). This paper will try to provide some benchmark practices followed by some weaknesses identified in the Human resources practices at the subject company. We will also propose some recommendations to address these weaknesses.

Background

A quick glance over the case of ProServices will enable a consultant to comprehend many pit holes in the current Human resources practices. There has been increasing trend of occupational health and safety incidents being reported from the Sydney office while representatives from other offices also indicated that OH&S and injury management was on their 'watch list' as an issue for continual review. This indicates the lack of oversight of the HR department. this is the responsibility of the HR to compile up a safety manual and ensure it is communicated to all employees to avoid any injuries on account of individual's carelessness.

Some authorities are bypassing the proper channel; for example office manager at Brisbane office under the influence of line manager dismissed an employee without first consulting the human resources department.

There have been several cases of sexual harassment at the same office and rather than resolving the issue using internal mechanism, victims have used tribunal courts. This shows that HR has been unable to communicate clearly the proper code of conduct to all the employees. Moreover employees are also unaware about the proper channel to report any grievances against anyone. Once again, this exhibits the weaknesses of the HR department.

Another noteworthy issue that has been come to notice during the meeting of Hr manager with the team is about office manager engaged in bullying a team member. No action against the office manager to cease the situation has been taken so far.

Even though, CEO and HR manager has recognized in the board meeting that there needs an integrated approach to revamp the entire Human resource processes and ...