Case Study for Human Resources
Edmund Graves, personnel manager used to consult legal, moral, and personnel practices. Graves, employed by Walker Space Institute for fourteen years, has been asked to supply guidelines and recommendations surrounding the pending cutbacks of the engineering department.Walker Space Institute requires the elimination of three engineers due to industry cutbacks. In doing so, Walker must evaluate each member and induce cutbacks which mitigate social, economic, and legal considerations while exercising higher regard for morals and fairness, while remaining competitive. Due to industry cutbacks, it becomes necessary for Walker to examine each engineering employee and evaluate alternatives in an attempt to remain profitable and competitive. Each alternative has special considerations which must be explored. The following considerations shall serve as the basis for further analysis. (These methods serve only as aids in decision making and are not implied to serve as concrete methods of job security.)
Base termination solely on seniority3. Formulate a weighted point system that emphasizes objective criteria consistent with the goals of the organization. Employees should be aware that they must stay competitive in their field by means of continuing education. Implementation of voluntary leavePros: Stress release on managers to make ethical decision, gives employees advanced notificationCons: Increased fear of impending cutbacks, not all three positions would likely by eliminated through this process2. In doing so, Walker discloses the terms of the resignation which include: · Advanced notification of downsizing effort· Outplacement Assistance Program· Severance Pay· Continuation of BenefitsDeparting employees in turn act more favorably when advanced notification, outplacement assistance, severance pay, and continuing benefits are provided ( Konovsky & Folger, 1991; Leana & Feldman, 1992). (Konvonsky & Folger, 1991) (Human Resource Function)Step 6. However, in an effort to mitigate liability, and exercise the highest regard for fairness, such a program will be offered. Remaining employees react more favorably when they perceive that their departing colleagues were treated fairly through adequate compensation and when clear and adequate explanations were offered (c. Brockner, 1998, 1990; Brockner and Greenberg, 1990). Mel ShusterPros: Educated, working on higher degree in evenings, above average job performance, three years experience with WSICons: NoneSpecial Considerations: Single, poor co-employee relationsSherman SoltisPros: Educated, 14 years experience with WSICons: Average performance ratings, some say he is "out of date"Special Considerations: Divorced with two children, friend of vice president, well liked by co-employees Warren FortunaPros: Educated, 14 years experience with WSI, above average performance ratings, seniorityCons: NoneSpecial Considerations: Married with five children, headed section until he had a heart attack, now slower and slightly out of dateRobert TreharanePros: Average to above average performance ratings, 16 years experience with WSI, seniorityCons: NoneSpecial Considerations: Single, dropped out of M. Involves HR Department to help dismissed employees to establish employment with another firm. Consult HR Department to ratify the terms of the continuing benefit program is necessary. Offer qualified employees early retirement window option5. In selected the alternative, it was decided that in an effort to uphold the image and reputation of Walker Space Institute, no one alternative can provide adequate means of ethical considerations, moral considerations, and monetary compensation.
Common topics in this essay:
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job performance,
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Acceptance Essays
