Case Study HR Strategic Tool for Growth
Answer 1:
The changes implemented by HR made for a better work life for Gratterpalm’s employees. This resulted in the highest satisfaction score among Gratterpalm’s employees to date and cut employee turnover in half. Happier employees translates to more productive employees which allow a business to grow.
An example of this is that HR identified each employees’ roles within the company, eliminating confusion as to what is expected of them and who they report to. This allows for better time management as the employees know exactly what to do and to whom they should report.
HR put in place a clear career structure showing employees how they can move up to the next level along with systems for posting employee praise and job vacancies which led to 10% of employees being promoted internally in one year along. With internal promoting, less training is needed saving the company time and money.
The HR manager introduces flexible work schedules, a “justification to recruit” process and child care support allowing for the employees to better balance their work/life schedules.
HR also implemented cultural audits to better understand the employees’ views. If a company understands how their employees regard it, it aids the company in successfully maintaining its strategy.
As a result of HR, Gratterpalm has become a desired place to work and more and more people are taking notice of the company.
The HR activities are driving business growth by increasing productivity through improved time management, internal promoting and employee satisfaction.
Reference: Managing Human Resources, 15th Edition by George Bohlander and Scott Snell
Answer 2:
HR functions are sometimes difficult for small firms to execute because more often than not, small companies do not have a full-time HR manager. The HR responsibilities are often left to someone in the company with limited knowledge of the complicated requirements. HR policies may also be hard to implement if they are
The changes implemented by HR made for a better work life for Gratterpalm’s employees. This resulted in the highest satisfaction score among Gratterpalm’s employees to date and cut employee turnover in half. Happier employees translates to more productive employees which allow a business to grow.
An example of this is that HR identified each employees’ roles within the company, eliminating confusion as to what is expected of them and who they report to. This allows for better time management as the employees know exactly what to do and to whom they should report.
HR put in place a clear career structure showing employees how they can move up to the next level along with systems for posting employee praise and job vacancies which led to 10% of employees being promoted internally in one year along. With internal promoting, less training is needed saving the company time and money.
The HR manager introduces flexible work schedules, a “justification to recruit” process and child care support allowing for the employees to better balance their work/life schedules.
HR also implemented cultural audits to better understand the employees’ views. If a company understands how their employees regard it, it aids the company in successfully maintaining its strategy.
As a result of HR, Gratterpalm has become a desired place to work and more and more people are taking notice of the company.
The HR activities are driving business growth by increasing productivity through improved time management, internal promoting and employee satisfaction.
Reference: Managing Human Resources, 15th Edition by George Bohlander and Scott Snell
Answer 2:
HR functions are sometimes difficult for small firms to execute because more often than not, small companies do not have a full-time HR manager. The HR responsibilities are often left to someone in the company with limited knowledge of the complicated requirements. HR policies may also be hard to implement if they are