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Not at The Table (Case Study)

When Kate arrived as the newly hired HRP, her computer and phone were not ready. The employees and management wondered why an HRP was needed since their performance was not lacking. Previously, payroll and employee data was input by someone without HR experience, leading to common payroll errors that frustrated employees. Kate had the credentials to be an effective HRP. The warehouse manager had a command style that led to high turnover, while the plant manager realized employees added value. The plant manager would be better able to create commitment and trust as the warehouse manager's style illustrated a barrier to strategic success.

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Humza Shah
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86 views

Not at The Table (Case Study)

When Kate arrived as the newly hired HRP, her computer and phone were not ready. The employees and management wondered why an HRP was needed since their performance was not lacking. Previously, payroll and employee data was input by someone without HR experience, leading to common payroll errors that frustrated employees. Kate had the credentials to be an effective HRP. The warehouse manager had a command style that led to high turnover, while the plant manager realized employees added value. The plant manager would be better able to create commitment and trust as the warehouse manager's style illustrated a barrier to strategic success.

Uploaded by

Humza Shah
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Syed Amir Hamza Bukhari

2017-BBA-100
Not At The Table

1) How would you describe the employees’ and managements’ perceptions of the
HRP function when Kate arrived?
When Kate arrived for her first day as the newly hired HRP, neither her computer nor her
phone extension was ready. The management team and employees wondered where their
performance was lacking to justify hiring an onsite HRP. HRP main primary function is to
increase the effectiveness and contribution of the organizations employees, this is needed to
make sure that the organization can reach their objectives as well as goals. And when Kate
arrive the organization was lacking focus in their goals.

2) Kate had the credentials and experience to be an effective HRP. However, before her
arrival, payroll and employee life cycle data was input by someone in the office
without HR knowledge and experience. Payroll errors were common and created
frustration with the employees. Would you classify this situation as a barrier to
strategic success? What could Kate do to restore trust about payroll with the
employees?
HRM software has a number of functions to assist the organizations with effective & efficient workflow:
 Data management
 Leave Management and Record
 Time and Attendance Record
 Organizational Hierarchy
 Payroll Management
 Taxation computation and Investment record
These are the main functions of HR and due to without knowledge of HR experience the employee who is
performing these job was lacking in payroll and employee life cycle data. When Kate perform these jobs she
was able to clear these barriers easily. By removing the error of payroll Kate can restore the trust with the
employee.

3) The warehouse manager had a strong command and control leadership style, whereas
the plant manager realized employees added value to the organization. Turnover in
the warehouse area was high. Of the two leaders, which person would be best able to
create high commitment and trust within the organization? Which barrier to strategic
success does success does this situation illustrate?
The plant manager who realize the employee added value to the organization create high
commitment and trust within the organization because committed employees bring added
value to the organization through their determination, proactive support,
relatively high productivity and awareness of quality. They are also less likely to call in sick.
Reward barrier motivate the employee and to come with the new innovative ideas and
Continuous improving barrier just like in the case study Kate communicate with the
employees and improve herself and she remove communication barrier as well.

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