CASE STUDY Team Fun

Q1: Which functional HR process can be identified in Tonys area? Ans: We know HR consists of four basic functions. These are staffing, training and development, motivation and maintenance function. In Tonys area we can find motivation function of HR . otivation is one of the most important aspects in HR process. Human behavior is comple! and tried to figure out what motivates various employees. In this case we see Tony is busy with paper work for insurance and retirement of employees. He also arranged picnic by the "#$%%& for people to talk about the work condition and issues. He wants to know about working condition, various problem and issues from the employees. He tried to motivate employees. We know performance of every employee depend on ability and willingness to do the 'ob. If we can motivate employees properly we can get more work from them and it increase productivity. In this case we saw Tony as compensation and benefit manager. (ompensation and benefit always motivate employees. He understands that a link should be established between compensation and performance so that he can get better performance from the employees. Though insurance, retirement, picnics are e!ternal motivator apart from the nature of the work, they also play an important role tom motivate employees.

Q2: Identify the environ ental influences i portant to T!A" #$%& Ans: )nvironment of every organi*ation plays an important role in determining the behavior of employees toward organi*ation. )very organi*ation has its own environment created by its employees and evolved across time. +uccess or failure of any organi*ation highly depends on its environment. In this case we see a friendly environment e!ists among the employees of the organi*ation. #t the start of the case we saw that they are watching a (R%++,#T)+ video about cross-country roller skates in the "%.$& since it is a medium-si*ed company that manufactures and sells sporting goods and e/uipment. We saw some friendly conversation among the employees. They

arranged picnics. Through picnics they e!changed their opinion about the working condition of the organi*ation and they discuss various issues. They want to talk about various problems they have faced. 0y discussing their problem they want to establish a good communication among the employees. Healthy and favorable environment have a deep impact over the employees. +o organi*ation must ensure a safe and healthy environment. )mployees may have various kinds of problem in their personal life or in the organi*ation. +uch a friendly environment deals with stressful life situation. $ood relation and communication among the employees kept them well informed. +o environmental influences is very important to T)# 1.&2

Q': Ho( do its HR functional area line up (ith the overall HR process? Ans: We know HR consists of four basic functions. These are staffing, training and development, motivation and maintenance function and all are e/ually important to every organi*ation. In this case we found motivation function of HR . important aspects in HR 1irst function of HR is stuffing function. It means activities of HR otivation is one of the most concerned with seeking and process. #ll functions of HR are related and depend on each other.

hiring /ualifies employees. If any organi*ation failed to hire /ualified employees, they did not get good performance. To perform every 'ob successfully employees need specific knowledge, skills and ability. HR identifies the essential 'ob /ualification through 'ob analysis. #fter select best possible advertising a 'ob application have come in. #naly*ing applications HR

candidate person for the 'ob. +econd function is train and develops employees. #fter hiring employees they need to adopt their new surroundings. )mployee training is designed to assists employees in ac/uiring better skills for their current 'ob. There are four phases of employee training and development. These are employee training, employee development, career development and organi*ation development. Through these employees able to perform their current 'ob successfully. If that is attained HR turns its attention to finding ways to motivating employees. 1irst design the 'ob carefully. If 'ob is poorly designed employee will perform below their capabilities. The ne!t step in motivation process is to understand the implication of motivational theories and apply them carefully. In this case we find plan used to motivate employees. The last phase of HR refers activities in HR insurance and retirement process is maintenance function. It

concerned with maintaining employees commitment and loyalty to the

organi*ation. HR

must ensure a safety and healthy working environment. HR

must also

reali*e that any problem an employee faces in his personal life will ultimately be brought into the work place. )mployee assistant program help individuals deals with stressful life situation. HR must operate appropriate communication program in the organi*ation to keep them well informed. 1rom the above discussion we see that all functions of HR organi*ation wants success they need to perform all HR are related to each other. If any

function properly.

Q): Which Ans:

otivation theorists have tony applied to T!A" #$%&?

otivating employees is one of the most important tasks of every organi*ation. +ome aslow introduces five needs rank in a

motivational theories are well known to most practicing managers. Tony applied some motivational theories to T)# 1.&2. #braham hierarchical order from lowest to highest3 physiological, safety and security, belonging, esteem and self-actuali*ation. In this case we see Tony is busy with paper work for insurance and retirement of employees. #ccording to #braham aslow insurance and retirement plan of employees are economic security need. Tony arranged picnics are fall into belonging need. )very people want economic security and belong to society. +o Tony applied theory of #braham aslow. 1rederick Her*berg in the 4567s develops a two factor model of motivation. These are maintenance and motivational factors. Here insurance, retirement plan and vacation are e!ternal motivators that occur apart from the nature of the work. )!ternal motivators provide no direct satisfaction at the time the work is performed but these are able to motivate employees. +o Tony also applied here Her*bergs motivational theory.

Q*: +oes Tony need to do anythin, else to set up a strate,ic HR function? Ans: +trategic HR function has been defined as 8The linking of human resource management with strategic goals and ob'ectives in order of improve business performance and develop organi*ational cultures that faster innovation and fle!ibility.9 %rgani*ations employees can assists in gaining organi*ational goal and maintaining a competitive advantage. HR policies and practices to support business strategy. HR effective means of offering employee amenities. In this case we saw Tony is busy with paper work for insurance and retirement plan of employees. He also likes employees to work in team. He can do something more as a strategic HR function. +uch as, he can set up a performance level for employees according to their position. If any employee can achieve their level get reward. It helps to increase productivity or the organi*ation. He may take attempt to train employees for better performance, skill and knowledge. He can design a communication program that help to increase employee loyalty and commitment to organi*ation. )mployees can e!change their opinion to each other and also with the top management. re/uire must also serve the organi*ation by

determining lowest-cost strategies. It looks for ways to reduce personnel cost and find more