Human resource management case study

Case study about HRM

1. HUMAN RESOURCE MANAGEMENT

CASE STUDY

2. Shalini.R
RA1952001020007
MBA I
A sec
Human Resource Management

3. Case Study :
1. Who is responsible for occurrence of such mistake ?
Solution :
Mrs. Suman Prabhakar is a head of the production department. She joined recently to
the company. Human Resource Manager has to clarify this in on boarding training process.
Employee Onboarding is the process of introducing new employees to the organization’s
environment and culture. However, the time taken to achieve that might vary from one
organization to another.
Employee onboarding is the first interaction an employee has with the organization right after
the lengthy interview process.
 If the experience fails to live up to expectations, then your employee might regret their decision
to accept the job offer.
 The negative impression left by a poor onboarding process might affect their perceptions, give
them prejudiced notions about the organization, and ultimately cause them to quit early.
 A solid employee onboarding process is necessary to help your new hires settle down in their
jobs, get to know the organization, obtain clarity on their job objectives, and forge a good
relationship with other employees.
 A memorable onboarding experience not only makes employees feel welcome but also helps
them gel with the existing organizational family faster.
 HR managers are burdened with enough as it is. Just the thought of tackling the humongous
amount of paperwork involved in the onboarding process is enough to induce nightmares.
So, streamlining employee the onboarding process not only impresses new employees but also
reduces the workload of the HR team.

4. Conclusion :
Every management has different set of process that need to clarified and explained to each
employee who is joining new to the organization.
2. Find out the reason for the incident. How do you propose to solve such problems in future
?
Solution :
Reason behind the incident is candidate must over gone On Boarding Process.
To avoid last-minute confusions and compliance issues, you need to have a solid employee
onboarding process.
 Gives you a clearly outline on boarding template
 Minimizes the chaos made by paperwork
 Shortens the employee onboarding lifecycle
 Reduces manual intervention and human errors
 Lessens the workload of the HR team
 Provides a consistent experience to all new hires
 Injects transparency into the process flow
 Offers the employees a memorable onboarding experience
 Orientation sessions give the new hire an overview of the organization’s culture and an
insight into company goals. This phase offers new hires relevant information about the
teams within the company, team processes, and company policies. This is the right time
to set role-based goals and objectives for the next 30/ 60/ 90 days to show the new hires
what they need to focus on.
 Since a major portion of employees require some essential training to get started, most
organizations schedule the training program to bring their employees up to speed
quickly. Doing an assessment of skills will help them employers gauge the new hires
knowledge and ability and develop a personalized role-specific training plan in-tune with
their skill set.

5. Conclusion
A good onboarding tool should give new employees a dose of motivation to explore the new
organizational territory without a hint of hesitation.
With an automated onboarding process, new hires can spend less time buried under paperwork
and use more time towards understanding the organizational values, exploring the workplace,
and making new friends.