MPC Finance Human Resource Problems

MPC Finance Human Resource Problems

MPC Finance Human Resource Problems

Introduction

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets the people working there who individually and collectively contribute to the achievement of the objectives of the business (Ruiz, 2006). Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. In this paper we analyzed the case study of MPC Finance Human Resource Problems.

Case overview

MPC Finance (MPC) is a lately conceived Anglo-Irish business which focuses in the direct trading and sales of economic goods all through the British Isles (UK and Ireland). The new administration inherited a hierarchical business structure as well as its staff principles from the initial company. The new administration is enthusiastic that the business is glimpsed as a good-practice employer. Most of the workers were engaged by the initial business for numerous years and moved into MPC at the time of the administration buy-out. The workforce is predominantly feminine in the juvenile places and predominantly male in the older echelons. There are very couple of workers from any ethnic minorities in administration places either at the head agencies or in the regions. Turnover of employees nominated inside the last year is very high. However administration are cognizant that in spite of teaching numerous workers depend on their vintage schemes to do their work. The HR Manager is founded at the London office. The HR Manager skilled a first-hand accusation made to a supervisor by a constituent of staff; there was no quotation to the grievance methods and the supervisor brushed aside the accusation very quickly.

Analysis

In many organizations like MPC Finance, recruitment and selection was also carried out by managers, often in conjunction with HR. MPC Finance manager were carrying out activities that traditionally had been the bread and butter of personnel or HR departments. These people-management duties were larger and encompassed more responsibilities than the traditional supervisory role (Robbins, 2001).

MPC Finance manager may be only too glad to let the HR department do its people management job for them, especially the less pleasant aspects like handling desiccant grievance problems. A delicate balance has therefore to be achieved between providing help and advice when it is clearly needed and creating a 'dependency culture' that ...