CASE STUDY 1
LOW-COST AIRLINES
1. Within the context of cost-cutting, what could motivate employees working for
low cost airlines, such as those described above?
Postal workers having discretion in mail helps them to minimize their work time and give
way for even longer time for breaks. This can also help receiving posts on time due to
strategies postal workers made, for example, distinguishing mails to deliver in one place
without going back and forth, wasting money and time.
2. How would these airlines formulate a strategic HR approach?
Since postal workers need to approach consultants and managers, they do not have
their own decision for which posts to deliver first. This can consume time and effort for
postal workers. In regards to the employment contract, though made by informal
agreement, discretion can be ignored due to consulting that results to more working
hours for postal workers.
CASE STUDY 2
POSTAL WORKERS IN THE UK
1. Postal workers appear to have traditionally had quite a lot of discretion in how
they choose to deliver mail. How did this help the delivery of post?
Employees are encouraged to initiate their innovative ideas to keep the business going
strong. Without them a business would not become successful. "Leadership implies
influencing employees to voluntarily pursue organizational goals." To foster the
employees motivation they need to consider its reward system in which programs are
set up by the company to reward performance and motivate employees on individual
and/or group levels. Also conducting parties and celebrations contest will help motivate
employees. Therefore, in some instance they can forget stress and have fun.
2. What do you think, are the cost associated with reducing the discretion
available to workers?
The competitiveness in world airlines is increasingly dependent on size, market share
and geographical coverage. For companies looking for ways to gain a competitive
advantage, the implication of HR strategic choices for company's performance is
certainly the key factor. In order to formulate a strategic HR approach, it must first
assess its current HR capacity. It's important to understand the skills and capacity the
company already have. Then forecast HR requirements. It is also important to know the
company's future needs. With this they can now develop the talent strategies in which it
is the crucial part of the strategic HR. Then review and evaluate whether the paln has
helped the company to achieve its goals.
CASE STUDY 3
RECRUITING AND SELECTION IN FINLAND
1. What particular features of Finland’s education system make teaching such an
attractive career there?
I think the reason why the education and teaching system in Finland is attractive simply
because on the culture of the country, but the real attraction is seems to be the work
itself the class sizes is small, school hours are shorter than in other countries and there
are curriculum in the way that they want to, while the schools have a great deal of
freedom to determine their curricula.
And I think the working environment in schools is also clean and attractive and another
attraction is the size of the profession. Because the total population in Finland is only
600,000 compared in the country of United Kingdom and I think this is the attraction of
the teaching in Finland base on the case study I read above.
2. What is the approach taken to the recruitment and selection of teachers in
Finland?
The approach taken to the recruitment and selection of teachers in Finland, It is
generally accepted that high quality teachers are a prerequisite for raising education
standards and outcomes for children and young people. No society would discount the
importance of education and investing in their future, but, in many countries, the
teaching workforce is under pressure like never before: comparatively low pay; resource
cuts, increased class sizes, more responsibilities, challenging student behaviour greater
student diversity. The teaching profession in many industrialize countries now faces a
high degree of competition in attracting quality graduates. This is not the case in
Finland, where teachers work in one of the most sought-after and respected professions
in the country.
CASE STUDY 4
McDONALD’S HAMBURGER UNIVERSITY
1. Raises many questions. These include the meaning of terms such as
education, training, talent, development and SHRD, and how those meanings
differ, if at all. Is education different from training? And is either different from
talent development? Do any differences matter?
Is education have is different form training, For me no because I think and I’m sure that
education is one of our way to be trained to our future job or in the actual work because
education is one of our training to be ready and I think education and training is same.
Base on the case study I read in the Mcdonald’s Hamburger Universities. This
universities is have a program that the students in this universities is trained to be the
best and to be ready in the actual job and
I think talent management is an organization's commitment to recruit, hire, retain, and
develop the most talented and superior employees available in the job market.
So, talent management is a useful term when it describes an organization's commitment
to hire, manage, develop, and retain talented employees.
Quiz 1
1. To what extent is there a difference between HRM and Strategic HRM? Wat are
the critical differentiating points between HRM and SHRM?
Human resource management is a strategic approach to the management of
employees. As explained earlier, it mainly deals with the recruitment, compensation etc.
There are no specific rules for HRM whereas in Strategic HRM, there are specific rules
specified for specialized fields while SHRM mainly focuses on programs with long term
objectives. Unlike the traditional HRM, Strategic management uses many strategic
methods and systematic tools for increasing employee motivation and productivity. The
strategic HRM represents the latest shift that explains how the continuing training and
development of employees can directly contribute to wider performance and function of
the firm.
2. Try and identify an organization whose HR strategy follows the
soft/stakeholder dominant approach to best practice HRM. What benefits does
this strategy confer, and do you think
STRATEGIC HUMAN
RESOURCE
DEVELOPMENT
MANAGEMENT
CASE STUDY
MID TERM AND FINAL EXAM
LAWRENCE Y. PIGUERRA
BSBA – 4HR
