CASE STUDY: BALANCING NEEDS

Case Study: Balancing Needs

Case Study: Balancing Needs

Introduction

The paper answers the questions of a case study “Balancing Needs”. It is based on the decision that the CEO and the human resource personnel have to make on the basis of ethical considerations. This case mentions one of the decisions which became the bone of content between the CEO and the Board of directors.

1. What are the human resource responsibilities of a board of directors?

The basic responsibilities of the broad of directors is hiring, evaluating, and firing of the CEO. They had not control over the evaluation, recruitment or firing decisions at the resource level. Beside, the board of directors is responsible for the actions of the board members and sanctions. It is interesting and very important for business, it allows to keep abreast ensure that the company will operate the most talented professionals, key employees - the best of the best. This brings a competitive advantage. It is important that Board of directors act as active participants in the relationship between talent and business, and an agent that creates the conditions for the emergence of such ties. Secondly, what is an unpopular decision? It may be, for example, the decision to reduce staff, the derivation of a number of functions to outsourcing, transferring production to other regions, reducing the budget for social programs or changes in compensation policies. The value of HR will be the knowledge of the legal aspects, in that it can offer the correct way to implement solutions in life. A joint study with HR issues, one way or another related to labor relations, allows taking into account those sore spots that had not even got in sight of the board of directors. The broad of directors can control this decision through strategic HR planning (Brown, 2006). Needless to say that the success of any organizational change depends heavily on support from the board of directors and key employees (it is not only top management but also of specialists responsible for specific tasks, the direction of a coordinating communication creating products and services). It is important not only to garner support and make them agents of change. HR can act here as a link between the board and staff to ensure the involvement of all staff in working together. The board can also plan the compensation strategy of the human resource management, depending on how much power they have within any organization. Another process, which involved a specialist in personnel management is necessary: the system of compensation should not only work to achieve their goals, but do not be divorced from the realities imposed by the labor market, must take into account the specifics and peculiarities of the key centers of the company's profits and to maintain a balance between them and infrastructural areas (Brown, 2006).

2. Describe the Ethic of Critique and explain why it was important to the situation described in the Balancing Needs case.

It is particularly important for a manager to know the rules ...