The document contains responses to case study questions about various human resource management topics, including performance evaluations, compensation, recruitment, and layoffs. The responses discuss issues like removing bias from recruiting, developing performance-based pay systems, reasons for building a learning culture, and which employees should be retained or laid off in a reduction in force.

1. ASSIGNMENT NO 1
HIFZA ASHRAF
SUBJECT: IDEAS AND ISSUES OF HRM
MPA (FINAL)
ROLL NO (17)
ASSIGNMENT TO SIR REHAN
CASE STUDY NO 2:
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2. AUTUMN EIGHT RESUMES
Q1:Do you believe that the system such as this developed by resumix are appropriate ways to resumes? why or why
not?
Ans: Yeah, i actually think that this resumix made system on one hand made it easy to find the good fit for the position,
the system is time saving and easy to get a pool of applicants, but on the other hand its not easily handled its very
expensive and the organization must have the specialized person to cope with it.
Q2: what benefits can accrue to human resources management from using such a system? what are the
disadvantage?
BENEFITS:
1.The application process is a means of weeding out the weaker candidates and finding the best ones.
2.No need to stacks of paperwork and long lists of names, addresses, backgrounds checks, and so on.
3.These tools don’t benefit the employers and the help applicants too. It becomes easier for candidates to apply and
submit their resume.
4. It helps in finding meaningful data which is revelent to the job description so it is easier to filter the data which
needed.
5.Time is money, so screening software is essentially important and companies do not have the time to analyze the data
manually that's why it is the more effective system used by most of the organizations.
DISADVANTAGES:
1. Some applicant tracking systems limit the information applicants can provide, due to character restricted application
fields. This may lead you to eliminate a perfectly suitable candidate for the position.
2. This system look exact what the criteria is, but in this regard sometime it couldn't find the person that fits the job
because he did not matched with the specifically exact field required.
3. The automated system is expensive, every organization does not have the system because of the cost and they need a
specialized person to handle the system.
CASE STUDY NO 3:
FAILING GRADES IN COLLEGE RECRUITING:
Q1: What effects does the type of recruitment effort have on human resource management?
Selection criteria of the organization, everything should be steam line, more integrated feelings to their university,
better networking, branding of the company, increase in the evp of the company selling the image of your organization.
Q2: Can personal bias ever be removed from recruiting? Discuss.
Ans: Personal bias could have a negative impact, before we even meet the job candidate.
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3. Personal biases couldn't be removed from recruitment process but it can be reduced by several steps because one bad
hiring will have negative impact on the profitability and productivity and organizational moral.
Can be reduced by a panel interview or several assessment tests that can identify the abilities, skills and knowledge of
the applicant.
Would you rather have a college recruiter judging you on your merits or on personal liking? Explain-
Ans: I don’t have such recruiter but recruitment on personal liking may give a hard time to the organization because one
a wrong hiring is a liability to the organization. Recruitment must be on merit and un biased so that the applicant hired
leads to be an asset for the organization.
CASE STUDY NO 4:
SALARY INEQUITIES AT ACME MANUFACTURING:
Q1.What would you do if you were black?
If I would Be Black Then,
• I would have meeting with supervisors and convinced them for restructuring of salaries.
• Take the suggestion from mangers about this situation. and gradually increased the salary of female employee
and aligned them to equal pay scale
• This step would bring in streamlining of salary, sex equality and more team spirit.
Q2. How do you think the company got into a situation like this in the first place?
Ans: When asked, the Hr director said she thought the female supervisors may have been
paid at a lower rate mainly because they were women, and perhaps George, the former president,
did not think that women needed as much money because they had working husbands.
Black was not sure that this was true.
The company from which Black had moved had a good job evaluation system. Although he was
thoroughly familiar with and capable in this compensation tool, Black did not have time to make
a job evaluation study at Acme. As he decided to hire a compensation consultant from a
nearby university to help him.
• Ignorance in job evaluation, underestimation of female employees, wrong preconceived on the perception of
female have earning husbands.
• If he hire a compensation consultant then he properly make a new pay scale and revive the salary and he may
increase the salary gradually or add benefits to women salaries so that, women salaries comes equal to mens
salary.
Q3. Why would you suggest Black pursue the alternative you suggested?
Ans.HR practices are must for the favorable outcome of the business and it should be properly practiced and evaluated
periodically. As we studied above because of the discrimination in the payroll in future make many disastrous results.
There should be a proper compensation specialist the one who properly manage and structures the payrolls of the
organization
CASE STUDY NO 5:
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4. PAY FOR PERFORMANCE ENHANCE EMPLOYEE MANAGEMENT AT SCRIPPS HEALTH
Q1;Discuss how this case illustrates how compensation can be used as a method for improving employee satisfaction
and motivation?
Ans: A compensation package does not necessarily mean rewarding in the monetary form. It also includes flexible
benefits, medical care, work-life balance, as well as employee perks. The most important thing is the appreciation of the
moral and material of the employee. The employee a sense of appreciation raises the performance and passion to work.
But yes compensation plays a Vitol part in employee satisfaction and motivation
Compensation often impacts an employee’s motivation and job satisfaction, although it is not the only factor. But it has
the positive effect on the performance.
The new strategic plan contained several components that encourage employee to work more effectively in their jobs
like participatory leadership approach to create ‘’buy-in’’ among staff members.
Although they should use Herzberg’s theory of motivation and hygiene for retain employees.
Q2. Identify some of the ways that performance-based pay systems should be developed based on the experiences at
Scripps Health?
Ans: Performance-based pay is a compensation program where at least some amount of pay depends on a pre-
determined level of performance
Regular monitoring of employees by 360 Degree appraisal and Employee of the month scheme.
CASE STUDY NO 6 :
Q1: What are the major reasons of CEO seeking to build a learning organizing culture?
Ans. Continuous improvement programs are sprouting up all over as organizations strive to better themselves and gain
an edge.
To change a culture, you have to know exactly what it is you are changing
In any organization the ‘learning culture’ is crucial. It affects the performance of the organization
• Learning helps develop sound working practices aligned to organizational goals. The company pulls in the same
direction.,
• For the innovative ideas and flawless execution of those ideas learning culture is important.
A learning culture is one with organizational values, systems and practices that support and encourage both individuals,
and the organization, to increase knowledge, competence and performance levels on an ongoing basis.
Q2.How self defined learning has helped the organization to grow?
Ans: This means that a learning culture is a strategic tool for organizational growth and advancement. But a learning
culture rarely emerges on its own. More often, organizations need to adopt intentional strategies to create an
environment of continuous learning.
Over the past two decades organizations have encouraged their employees to be career self-reliant. They’ve been telling
employees to take charge of their own careers and not rely on the organization to provide guidance.
so self defined learning help the individual to grow and become valuable employ for organization and fulfill their own
career goals as well.
Q3.why e learning mood was chosen?
Ans: The e learning method of training is chosen because it
• Saves your company money cost effective
• Reduces learning time for your employees
• E-Learning Is Convenient and Flexible 24/7 Accessible.
And in case of expanding business the most effective benefit is that the mood is available at the global scale.
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5. CASE STUDY NO 7 :
A SENIOR EXECUTIVE
Q1.What is the major issue in this case?
Ans:The major issue is with the executive performance. As he would not getting promotion because of his own low
performance and behavior he do not blames the appraisal methods
Every employee considers performance appraisal to be extremely important as it helps them determine their career
progression scales with the company and know if the employer values their contributions on job
Q2.Is the performance evaluation system in the company not good?
Ans.A performance appraisal is very important in an employee’s career.Performances appraisals evaluate employee’s
performance and help the employer decide if the talent deserves a promotion, increase in salary or not.
The evaluation system is continuously changing that may not well for the growth of the organization. The evaluation
system must have standardized procedure and benchmarks so every employee gets satisfaction from it.
Q3.Who is responsible for the poor performance of executive?
Firstly the executive is himself responsible for his performance which leads to low productivity for organization. And on
the other hand organization is also responsible for his poor performance.
It is the responsibility of organization that if the employee is giving poor performance so the up liner should warn, direct,
Instruct, guide, train or counsel the employee.
CASE STUDY NO 8:
WHO GETS THE AXE?
Q1.Who two employees have to be laid off? Why?
Ans.The two which should be laid off is Carle and Derek. Because in case of Carle is a good employee, she was a runner
up of the Year but because she is divorced and have children which have to handle and singly as a single parent so it is
possible that that the attendance issue couldn't be resolved
On the other hand Derek is experience good performer but he want to leave the organization. Because Derek is
attracted towards other organization that is why it is difficult to retain him. He is already has a mind set to switch the
organization so in that case he should be laid off from the company.
Q2.which of the three employee have to be retained ? why?
Ans. The employee which should be retained is Lamar, Carla, and Jeff.
Because lamer is stable, and experiences employee of the organization so it is easy to retain him and organization can
move him towards good performance by providing certain motivation and benefits.
She is young and has potential of work but he doesn't have HR specialized degree she has a psychology degree with 3.9
GPA so company should provide a proper HR training to the girl that she should work as HR generalist
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6. CASE STUDY NO 7 :
A SENIOR EXECUTIVE
Q1.What is the major issue in this case?
Ans:The major issue is with the executive performance. As he would not getting promotion because of his own low
performance and behavior he do not blames the appraisal methods
Every employee considers performance appraisal to be extremely important as it helps them determine their career
progression scales with the company and know if the employer values their contributions on job
Q2.Is the performance evaluation system in the company not good?
Ans.A performance appraisal is very important in an employee’s career.Performances appraisals evaluate employee’s
performance and help the employer decide if the talent deserves a promotion, increase in salary or not.
The evaluation system is continuously changing that may not well for the growth of the organization. The evaluation
system must have standardized procedure and benchmarks so every employee gets satisfaction from it.
Q3.Who is responsible for the poor performance of executive?
Firstly the executive is himself responsible for his performance which leads to low productivity for organization. And on
the other hand organization is also responsible for his poor performance.
It is the responsibility of organization that if the employee is giving poor performance so the up liner should warn, direct,
Instruct, guide, train or counsel the employee.
CASE STUDY NO 8:
WHO GETS THE AXE?
Q1.Who two employees have to be laid off? Why?
Ans.The two which should be laid off is Carle and Derek. Because in case of Carle is a good employee, she was a runner
up of the Year but because she is divorced and have children which have to handle and singly as a single parent so it is
possible that that the attendance issue couldn't be resolved
On the other hand Derek is experience good performer but he want to leave the organization. Because Derek is
attracted towards other organization that is why it is difficult to retain him. He is already has a mind set to switch the
organization so in that case he should be laid off from the company.
Q2.which of the three employee have to be retained ? why?
Ans. The employee which should be retained is Lamar, Carla, and Jeff.
Because lamer is stable, and experiences employee of the organization so it is easy to retain him and organization can
move him towards good performance by providing certain motivation and benefits.
She is young and has potential of work but he doesn't have HR specialized degree she has a psychology degree with 3.9
GPA so company should provide a proper HR training to the girl that she should work as HR generalist
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