Human Resource Management On Perspectives â€Myassignmenthelp.Com

Quesrtion: Discuss About The Human Resource Management On Perspectives? Answer: Introducation The problems that has been identified is from the case study that has been provided and it explains the position where the protagonist was a victim. The main problem is that the people could not accept the fact that he being so young is promoted so fast. The aged people who has more tenure felt insulted to approach him so what the rest employees did was to persuade another woman named Rachel to marketing her his mentor. In this case, the gender was not at all the problem as the protagonist was used to go under situations where he was surrounded by male mostly. The boss of the protagonist played a very important double role that is he was obvious of the fact that the later would become the manager but still he gave high hopes to Rachel that she might become the manager. When the protagonist, a highly deserving candidate was once questioned about the hiring the candidates he stated that he only hires those kind of people with whom he fell more connected. The connection was entirely in a true sense that included the obsessive compulsion disorder (Sparrow, Brewster Chung, 2016). There were also some problems that were related to the management or the superior authority. Symptoms of the problems At first when the protagonist got promoted the other tenured employees were unhappy with him and made least cooperation possible. The employees started focusing more on Rachel who was senior and made it more difficult to her and finally she left the team under unmanageable situations (Armstrong Taylor, 2014). The soft goods were considered as the highest performing team that were introduced by new software that will help the managers to improve the level of planning. There is a need for improvement in the level of the management (Brewster Hegewisch, 2017). The protagonist is a blunt person and hence he would like to recruit and manage only those people with whom he is compatible enough. The protagonist emphasizes on one thing that he wants his followers to learn and get inspired from him in his way of success. Formerly in his team, it was quite evident that there were two consistent weak performers namely Terry and Phil. Terry was doing well in his career at that time and when he d ecided to join that company he miserably failed in the interview test. Solution of the problems The only solution that is prominent is to promote the qualified and the eligible people only to the high ranks (Beardwell Thompson, 2014). Phil has been working in that organization for a considerable long time and has not been promoted for almost two years. He deserved that promotion within a span of 1.5 years or even less and he could not be fired at all as his age as it goes against his work ethics. The protagonist was never a fan of PIP as the thought was really very condensing but there was a chance so most of the people dint get off the PIP. There is a need for the business folks to feel that age is not a factor for them to feel insecure about their operations but about their capability to work and grow further in life. It is quite relevant that a person who studied computer science major may not be working in a IT firm and someone who is not from an IT background might work in an IT firm and it all depends on ones interest. In some organization, the management takes the full credit of the employees and they are not even recognized for their work, here there is a chance that the grievances of the later on the management level. This thing should be sorted out in order to bring a change in the management system. If this case is solved there will be no scope of any further problem in the organization (Brewster, Mayrhofer Morley, 2016) References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Beardwell, J., Thompson, A. (2014). Human resource management: a contemporary approach. Pearson Education. Brewster, C., Hegewisch, A. (Eds.). (2017).Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor Francis. Brewster, C., Houldsworth, E., Sparrow, P., Vernon, G. (2016).International human resource management. Kogan Page Publishers. Brewster, C., Mayrhofer, W., Morley, M. (Eds.). (2016).New challenges for European resource management. Springer. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. accounting. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge.