So I have the first two parts done I just need advice on what to put for the las

Question

So I have the first two parts done I just need advice on what to put for the last 2 senerios

MODULE 3: HUMAN RESOURCES MANAGEMENT
Deciding a need or plan contains several sub processes. It is a complex step which must be taken after considering various elements associated with it. Various elements can be named as Type of resource requirement based on expertise, Budget expense possibility of a company, Long and short-term requirements of a company.
To elaborate on these elements, when we consider the type of resources, it implies resources in various function such as sales, marketing, finance, operations for a company. Based on the company requirement an optimal resource count should be decided. Budget suitability is one of the most important factor while deciding on the hiring plan. Budget should be kept very closely in mind while deciding the hiring plan to avoid conditions of over budget expenditure which might lead to hiring process scrapped in midst. With respect to the long term and short-term requirement of a company, various temporary and permanent positions should be decided for various hiring process.
Once the hiring number is decided, then comes the decision of hiring process. The hiring process should be designed very closely considering the fact the number of applicants, various process such as levels and duration of interview, psychometric content, Group discussion rounds. In addition to this, the hiring process should also include the expected time of result disclosure.
The documentation part should include the negotiation round of interview, contract signing and necessary notice periods. As an HR Manager, one is supposed to know the vision and mission of an Organization.
Thus, as an HR Manager, the entire plan should be phased out in a systematic manner and should include capacity planning, financial planning, Marketing activity and the final recruitment process.
Scenario 1:
A manager, approaching retirement, is very set in his ways. A very talented and knowledgeable individual, this person tends to be tough on his employees; this results in a department with low morale.
The manager under discussion is a very experience and talented individual. It is quite apparent the team will have a lot to gain and learn from the manager. However, due to his managerial skill, the department has a low morale. To tackle this situation various steps have to be taken. The first and foremost being counselling of the manager and making him understand that inspite of him being highly talented, his techniques are not going good with the team leading to a low morale which is not good for the organization.
The next step has to be creation of Pension/Retirement plan for the manager. This should help the company build up a path for young managers to come in and replace the maanger who is on the verge of retirement.

Scenario 2:
A 5-year employee has performed at a high level. Her manager has expressed concern that she may be getting bored and losing interest in her job.

Scencario 3:
A sales team is beginning to show a lack of intensity and this is reflected in their performance. While there hasn’t been a dramatic drop in sales, the rate of growth has significantly slowed and customer complaints are increasing.

Explanation / Answer

Scenario 2

It is quite possible that an employee performing at a very high level for 5 years may actually lose interest in her job because she may not feel challenged anymore and therefore in such cases she ,ay look for other avenues and in this context it is the duty of the HR to make accommodations for the employee and talk to her and if required may deploy her in a new role where she might feel challenged. Organizations have this provision where they actually make role changes for employees so that they remain interested and challenged in their role and feel that they are valued in the organization.

Scenario 3

In this case as a HR it will be good I f i discuss the issues with the team and the issues that they are experiencing, it may happen that there in some issue in the market and it may also happen that the job or role is not motivating them anymore or it may also happen that as a team they have lost that spark which helped them to do so well. As the HR ounce the root cause analysis is done and the actual reason behind the issue is known the Hr. should plan to deploy them accordingly so that they can again get back the intensity with which they did business.

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