Hr Case Study

In: Social Issues

Submitted By shailaya
Words 1288
Pages 6
Application Case 16-1: The case for and against Drug Testing
As a Human Resource Professional, there are many issues that must be addressed, and often the intent behind policies implemented to address these issues seem to be at odds with one another. With the cost of hiring, training, ongoing support and team building kept to a minimum through employee loyalty, the spectre of drug testing can seem to put a large crack in any progress a company has made building long term morale.

At what point does a happy, seemingly productive workplace lock horns with the issues of safety, absenteeism, poor work performance and the potential of systematic lenience towards criminal activity that can go alongside drug and alcohol abusers in the company’s midst?
This is a touchy subject primarily affecting those amongst a company who are most likely to pass it. Employees find comfort in being trusted by their employers. There is an intrinsic satisfaction that comes from feeling valued, accepted and trustworthy by one’s superiors. Given the reputation of drug screenings, many employees will have heard horror stories of jobs lost when employees tested false positive for bona fide prescription drugs or even cough medicine. Further, it has been argued that routine abusers have found ways and will continue to find ways to cheat the system. Combatting that, some employers have implemented “watchers” who stand and watch the employee urinate in the cup. (Staff, 2010)

Certainly, most corporations have a right to do many things with impunity, as most Constitutional safeguards only apply to government employees. The options for delving into employees lives are generally limitless, and without even having to build a case, a corporation can require a vista of disclosure from its employees without fear of retribution. As a result, citing safety, productivity and legal…...

Similar Documents

Water Long Hr Case Study

...decision-making and increased supervision will make workers feel that they are totally managed by their employer and exhibit no autonomy. They will become less responsible for their successes and failures. We can employ young workers and new process technicians to help workers who are willing to learn the operations of the LDTC, but none of them should act the role of supervisor. Separation of Testing Functions from Assembly Operations According to the PEP, final and intermediate testing functions should be separated from operating, which means operating workers have no right to test out failed products. However, it is through testing inferior or failed products that workers learn from lessons and avoid making the same mistakes in future. In most cases, workers make important changes to the process and achieve significant improvement to the outcome by testing. By allowing the workers to take full responsibility for their production, from the early development through testing, they will continue to develop a meaningful connection to their labor and will have an internal motivation to achieve success. Conclusion High performance is not a function of workers’ abilities but rather a function of incentives and motivation. To successfully start the new production line and improve the existing one, the organization should guarantee that Mr. Long’s management tactics would continue in the NTAR and extend to new processes. In total, accepting the PEP will severely damage the......

Words: 1152 - Pages: 5

Water Long Hr Case Study

...will make workers feel that they are pushed and utilizedtotally managed by their employer and exhibit no autonomy. They will become less and less responsible for their successes and failures. We can employ young workers and new process technicians to help workers who are willing to learn the operations of the LDTC, but none of them should act the role of supervisor. Separation of Testing Functions from Assembly Operations According to the PEP, final and intermediate testing functions should be separated from operating, which means operating workers have no right to test out failed products. However, it is through testing out inferior or failed products that workers learn from lessons and avoid making the same mistakes in future. In most cases, workers make important changes toof the process and achieved significant improvement of to the outcome by testing. We can employ a technician to do final testing to guarantee the quality. But workers should be empowered to test.By allowing the workers to take full responsibility for their production, from the early development through testing, they will continue to develop a meaningful connection to their labor and will have an internal motivation to achieve success. Conclusion High performance is not a function of workers’ abilities but rather a function of incentives and motivation. To successfully start the new production line and improve the existing one, firstly youthe organization should guarantee that Mr. Long’s management......

Words: 1347 - Pages: 6

Hr 598 Case Study

...Case Study: Getting and Using Compensation Information “Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according to the business needs, goals, and available resources.” The three careers I chose for this case study are Public Relations Specialist, High School Teacher, and Project Coordinator. The reason for me choosing these specific careers was that I’ve held each one at some point in time. In this case study we will examine why each job has different salary ranges and why. Question #1 Doing this research I’ve come to find that out of the three jobs that I selected, a project coordinator is paid the most on average. The project coordinator is paid $89,509 a year on average. I was shocked to find out that out of the three careers chosen, that a public relations specialist is paid the least of all three. The public relations specialist on average is paid $45,931 a year. I expected that the project coordinator position would be the highest paid out of the three, however I did not expect for the teacher to be paid more ($53,447 a year on average) than the public relations specialist. I expected the teacher to be paid the least of all three. Usually teachers are thought...

Words: 2251 - Pages: 10

Hr Case Study

...initiative the “One-Firm Firm.” • They implemented a new mission statement that said: “Morgan Stanley’s people are the source of our competitive advantage. We will distinguish ourselves by creating an environment that fosters teamwork and innovation, by developing and utilizing our employees’ abilities to the fullest, and by treating each other with dignity and respect.” • Among the changes Mack made were the following: o Promoted promising employees more aggressively o Hired away top talent from competitors o Reorganized divisions and reassigned personnel • Mack also hired Thomas DeLong, a former BYU professor who specialized in organizational development, to “bring HR to a new level.” DeLong become Chief Development Officer and set up an HR management division called the Office of Development. • Mack faced particular suspicion from the Investment Banking division, in large part since he had come from Fixed Income. In response, he devoted a great deal of time and effort to meeting with I-bankers and their needs. • To improve cooperation and collaboration, each division’s plans were discussed firm-wide so that everyone could clearly understand the entire firm’s goals, and their particular impact on them. • MS also introduced a training program, with training in four skill areas: technical, professional, product, and management. Training sessions brought together managers from lots of divisions and improved communication between......

Words: 1046 - Pages: 5

Advance Hr Case Study

...of a young working adult. Every week he will pump in 60 or more hours in his work. He was labeled as a workaholic and his peers felt the pressure working together with him. Annette has been recently appointed as HR Manager in the company. Annette felt that the employees in the company should have a work-life balance. When she learnt of Terry’s long working hours, she became worried. In the long run, it could affect Terry’s health and his lifespan as a Sales Manager in the company will be shorten if anything or accident should happen to him. When the CEO of the company want to reward Terry for his dedicated commitment to his work, Annette felt that it is not right to reward Terry due to his long hours working habits as it might send the wrong message across to the rest of the employees in the company. But to the CEO’s concern, sales are the most important factor as it generates revenue for the company. Furthermore, Terry is achieving great results. The CEO also hopes to use Terry as an inspiration to the sales department. Q1. Are Annette’s concerns about Terry’s work habits justified? Is Terry a disaster waiting to happen? It is justifiable that Annette’s concern for Terry’s work habits as part of the roles and responsibilities of the HR Manager is to facilitate a work life balance in the company. A work life balance strategy is important as it strike a balance between our job and personal responsibilities. (Solutions 2010) According to a recent......

Words: 498 - Pages: 2

Hr Case Study

...Training  –  Evaluating  Reactions  and  Learning  –  Evaluating the transfer of training – Evaluating the results of the training  Text Book:    1. Donald J. Ford, Bottom‐Line Training, Prentice‐Hall of India Pvt. .Ltd., New Delhi  Reference Books:   1. Armstrong Michael, A Handbook of Human Resource Management(11th ed),2009, Kogan Page  2. Lynton Rolf and Pareek Udai, Training for Development (Third ed.), July 2011, Sage Publications, New Delhi     3.      Noe Raymond, Employee Training and Development,  2006,  Mc‐Graw Hill  Mode of Evaluation: Mid Term,  End Term and any of these following components: Projects /  case analysis and  case discussion / Term Paper/ Class Participation / Assessment of Class Notes etc Lot more weight age to be given  to projects and in‐class case discussions/ exercises; weight age to end‐term to be reduced.  Recommended by the Board of Studies on  : 27‐08‐2011  Date of Approval by the Academic Council  : 23 AC held on 30.8.2011  HOURS 1  15  2  15  3  15  Proceedings of the 23rd Academic Council of VIT [30.8.2011] 180 ...

Words: 349 - Pages: 2

Hr Case Study

...STAFFING MANAGEMENT INSTRUCTOR’S MANUAL Four Recruitment and Retention Case Scenarios By Marcia R. Gibson, Ed.D. Project team Author: SHRM Project contributors: External contributor: Editor: Design: Marcia R. Gibson, Ed.D. Nancy A. Woolever, SPHR Sharon H. Leonard Courtney J. Cornelius, copy editor Kellyn Lombardi, graphic designer © 2008 Society for Human Resource Management. Marcia R. Gibson, Ed.D. Note to Hr faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0873-IM Introduction These recruitment and retention case scenarios are designed to be presented sequentially, since each scenario builds upon the previous one. They are intended for undergraduate college students. LearNING oBjectIVeS Students will learn to:  Determine recruitment needs. Identify recruitment policies and guidelines. Determine a recruitment strategy. Develop a communication plan to......

Words: 6125 - Pages: 25

Hr Mgmnt Case Study

...ASSIGNMENT George is a twelve year experienced registered nurse working the evening shift in the post-operative ward at Harmony Hill Memorial Hospital.  George wants to complete his Bachelor’s degree in nursing and the needed courses are only offered in the evenings.  George 's supervisor informs the staff of an upcoming opening in the morning shift and advises them of the application deadline.  Based on some of the rumors that have circulated regarding past practices of his supervisor, George knows that his supervisor has already filled the position with one of her closest friends and that George's completing an application and interviewing for the position is nothing more than an exercise in futility.  George brings his concerns to you, the HR supervisor.  He claims that his gender and sexual orientation has affected his nursing supervisor's decision and that any complaint from him to the nursing supervisor will result in retaliation or termination. In 4 to 5 pages respond to the following: 1. What would you say to George about the ideal legal and ethical hiring practices? 2. What can you do to ensure that the recruitment and selection process is fair and consistent with the requirements of federal and state laws on hiring practices? 3. How would you address this with George's nursing supervisor? 4. What steps can be taken in addressing George's concerns for retaliation or termination? 5. Where does the human resource department fit into this scenario? ......

Words: 1731 - Pages: 7

Hr Case Study Accenture

...Although a workforce strategy relying, in part, on external talent can deliver multiple benefits, it also requires finding high-quality project-based workers and ensuring they are as engaged and top-performing as an organization’s permanent workforce. To help achieve those goals, Accenture recommends that companies focus on the following dimensions: * Source talent in the cloud.  * Become a talent broker. Companies and their HR organizations can become their own talent brokers, analyzing the vast array of data available to better facilitate matches between workers (external or internal) and specific tasks or projectsFacilitate interaction among your entire workforce.  * Integrate talent-related processes and systems. . * Create new organizational structures or roles that cross boundaries and disciplines. Segment the extended workforce.  * Creatively apply talent management practices.  Conclusion: Playing a growing role * Accenture analysis has found that an extended workforce strategy is growing in importance. In many cases, permanent job roles are giving way to project-based roles that require specific skills. * A workforce strategy that utilizes project-based workers can give companies access to highly skilled talent. Companies can be agile and responsive to changing marketplace needs—provided that they can effectively adapt their traditional talent management practices, sourcing strategies, knowledge-sharing tools and community-building......

Words: 1123 - Pages: 5

Case Study - the Personality of Hr People

...Jaykee Ramiro Fernando, Arnold Vincent MGT 104 Case Studies The Personality of HR People Case Questions: Q1. If you were an HR specialist, which category would you prefer to be and why? Our group would prefer the consummate professional. (The Consummate Professional according to Wilson (2013) is usually coming from a confused lower middle class family background and may describe themselves as working class. Became aware early that life was unfair. Brought up to respect authority, parents became anxious when exam results were not as expected. Feels honoured by the challenging projects given to them by the company, but confused as to why reward involves being given more challenges to deal with.) We can observe on how experiences would play its role and have influences in shaping personality. Personalities can either be gained through genes or by the influences of the outside environment. We could infer that consummate professionals, as stated above, have undergone such life experiences which molded the person to think that life is unfair which means that that he/she will strive to work hard since that person’s past experiences gave him/her the knowledge on how one should survive in the society, for instance, when one does not work hard, he/she would not gain respect and would not be able to obtain the fruits of life which will lead to one’s struggle. We preferred the consummate professional over the three other HR personalities since the consummate......

Words: 622 - Pages: 3

Case Study - a New Vision of Hr

...Question 1: What are the advantages of this structure? Answer: The main advantages of the new HR structure are increased efficiency and cost savings through centralization. By dividing the HR department into separate functional units, it allows Corporate HR to work closely with senior management and align the HR strategy with the overall business strategy. In addition, the new model allows the organization greater flexibility when the needs of the business changes direction or focus. The units would be well equipped to handle the immediate and rapid changes needed for the business to thrive. For example, if the company decides that it wants to invest in new systems that will increase overall productivity, this would require a massive retraining of its workforce. This can be addressed directly through the Solutions Inc. training arm of the organization. Likewise, if, a new benefits program was to be introduced, Services Inc. would be able to quickly retool their infrastructure to accommodate the new program. The Organizational Capability Consultants division will give the HR department a higher profile overall. By having a constant HR presence throughout the organization, it will provide another perspective to corporate, as well as allow employees better access to services provided by HR. Utilizing newer technology such as interactive employee websites and dedicated service lines will answer employee questions quickly, effectively and efficiently, all at a......

Words: 421 - Pages: 2

Hr Case Study on a Magazine Company

...they formulate their content framework. For instance, in time of music trance, priority is given to singing celebrities however the confusion arises as who to cover. The magazine has covered for our nation’s female sensation Qurtalain Baloch (QB) and has alongside brought into spot light the heart throb, Bilal Khan. Bilal Khan was brought into the limelight after his success at coke studio season 4 while QB was on the cover page after her success of Humsafar OST. The GT team knows exactly which button to press, what meddles in the way is the presence of so many apt buttons to choose from. They have the resources to contact the desired celebrity but which one to consider exactly is the hindrance in the way. For every issue the team needs to study the preference of their audience. Similarly in summer bloom when the lawn collection spree is in the air, the magazine knows exactly what to cover. But which one designer to pay the importance to be what forms the question of the day. Because people begin to judge the popularity of the celeb based on their appearance in social magazine, it’s a big burden on the GT team to cover, without any biasness the deserving candidate. For every changing mood and trend, GT team works to reflect those change encompassing them in 116 pages, released twice a month. Frantically, numerous events happen every day in every city that deserve their place in the running but deciding the final winner is a hassle in itself. New Year’s party, designer outlet,......

Words: 2271 - Pages: 10

Hr Case Study 11

...JH Date: September 25, 2013 Case 11: Investigating a Sexual Harassment Case Step 1: HR Problem Identification Mary Booth, a SenGlas Company Shipping Coordinator, came to the HR Manager James Tilden and said she wanted to file a formal complaint against one of her coworkers for his harassing behavior. The coworker, Bob Simonsky, had made false accusations about Mary to Ginny Miller, revved his forklift engine and drove straight at Mary while laughing and slammed the metal forks of his fork-lift on the ground in an intimidating manner. In addition, he continuously refused to take directions from Mary about which trucks to load or unload, twice had thrown a cigarette butt at her and regularly tore up instructions she left for him. Two other fork lift drivers, John Griffin and Henry Jackson, had overheard Simonsky say that women did not belong in the warehouse area and that he preferred working with men and the he had told another worker, Henry Mueller, that “Booth had f***** with the wrong person and that when he got through with her not even Jesus Christ himself would be able to save her.” When Mary first started in the position as Shipping Coordinator, Simonsky had told her, “I hate that maggot”, referring to Sally Jenkins, the previous Shipping Coordinator, “I should have killed her when I had the chance.” Step 2: Identify Cause(s) of HR Problem First, James Tilden reads up on the current Sexual Harassment Policy. It states “all employees are entitled to work......

Words: 525 - Pages: 3

Hr Case Study 1

...Southwood Schools: A Case Study in Recruitment and Selection 16 February 2016 University of Maryland University College Abstract The selection and hiring of a new employee can be a daunting task for any organization. Every company wants the best of the best; new candidates that strive to perform their job with passion, while bringing value to the company, the team, and themselves. With effective recruitment efforts, many hopeful candidates are now at your reach. But how do you choose the right person for the job? Choosing the most effective selection method (or combination of methods) can help an organization differentiate between the good candidates from the great candidates. This paper provides a comprehensive list of different selection methods, their definitions, and their advantages and disadvantages. Understanding the different options and comparing them can help an organization specify the selection methods best suited for them. Different Selection Methods Selection Method | Definition | Advantages | Disadvantages | Application Form | An application form is a form or series of forms filled out by an applicant as a process of informing a company they are interested in a position that is being announced. | * Traditional way that applicants express interest in a position that most candidates are familiar with. * Can be used to provide skills, abilities, knowledge, and experience for that particular position, instead of their entire history......

Words: 2661 - Pages: 11

Hr Case Study

...the importance of Human Resources (HR) as a value added function, especially as we move towards a new corporate structure. If correctly aligned to the business strategy, HR is critical in ensuring the success of the transition. Under Arnold’s leadership, the focus was to operate as a “one family company”, with HR was responsible for organising expensive leadership programs and sales conferences. There is a lot more to the role of HR than what the Board understands. Let me explain – 1. Using your knowledge of HR strategy, provide a rationale for the contribution of HR to the change process in this corporate context. With the impact of globalisation and the need to remain competitive, companies have had to reassess various departmental activities to meet new organisational objectives (Lawler & Mohrman, 2003). A new strategic role for HR is one of these changes. Cabrera & Bonache (as cited in Lengnick-Hall et al., 2009) argued that Human Resource Management (HRM) practices are an essential part of a company’s corporate business strategy. Combining business strategy and people management together creates a new set of responsibilities, a bigger challenge for HRM and an increase in HR deliverables (Conner & Ulrich, 1996). Therefore, HR professionals must concentrate more on HR strategy, and move away from the traditional HR function that spends time on transactional and administrative activities (Buller & McEvoy, 2012). HR also contributes to an......

Words: 1448 - Pages: 6

3x04 Sword Art Online | Trung Quốc | Contact Us