Case Studies (CS) – 10% marks
There are many excellent long and short case studies found throughout Stone’s book relating to the various sections and chapters of the text. Students will be required to work on these case studies, with the view to better understand the various HR theories and concepts and also to prepare them for their final examination. The facilitator will chose and then allocate the case studies for each group during week 2 for class presentations from weeks 7/8 and 9. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CS. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the facilitator has the final say in terms of the final marks to be allocated to each group. The criteria to be used as a guide for evaluating the CS presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
11. Who are the stakeholders in this case?
Human Capital
HR Manager in the
Head Office
The Nursing Staff
Bernadette Morgan
Isabel Grey
Jenny Costa
(new First Aid)
Chief Chef
George Markou
12. The Customers/Clients
The elders living
in the Home
Old Fred
Mary
Freda
The visiting
relatives of elders
Any visitors to the
Home
13. Who are the stakeholders in this case?
Organisation
Apple Valley Home for
the Elderly
Owners/Board
External
OHS department &
regulatory agencies
Equipment makers
Kitchen equipment
related tools
14. Everyone in the Facility!
In reality
EVERYONE in
the Apple Valley
Home for the
Elderly is a
stakeholder!
15.
16. What are their likely viewpoints?
The Nursing Staff
Doing nothing wrong
Providing better
service
Did not deserve
Warnings
Saw their only solution
was to resign
17. What are their likely viewpoints?
HR Manager in the Head Office
Looking after SAFETY
FIRST
Interested in
APPEARING to be
acting
Trying to cover failure
of not being
PROACTIVE
18. What are their likely viewpoints?
The Elders themselves
Feel let down
Feel insulted at
being treated
without empathy
Feel something has
been ‘taken away’
20. Do we agree or disagree with the
actions of the nurses?
Nurses acted in
what they thought
was Good Faith
No knowledge to
understand the
OHS issues
No malice involved
21. Do we agree or disagree with the
actions of the nurses?
Disagree with way
Staff handled
situation
No Proactive
engagement with
HRM/OHS
Resigning did not
solve Organization's
problem
22. Do we agree or disagree with the
actions of Head Office?
Disagree with way HRM
handled situation!
First warning Discipline
ill advised
Reactive OHS, not
Proactive
Not involved in planning
of event
23. Do we agree or disagree with the
actions of Head Office?
HR not involved in
planning OHS with
staff
No involvement in
Risk Assessments
No attempt at Risk
Mitigation for future
27. HRM must be a Change Agent
Need to Change
the behavior in
regards to OHS in
staff
Lead by example
Be empathetic
28. Coaching & Training
OHS Awareness
Proactive
Learning
Education
Training
Learning
Education
Training
29. Fiji OH&S Modules I and II
For Safety Reps and
Committee Members
Key Benefits
legally required under the
HASAW (Training)
Regulations 1997
guidance in workplace
arrangements:
hazard identification
risk assessment
risk control
Stresses a consultative
arrangement
Create an awareness and
understanding of:
HASAW Act (1996), its
associated legislations and
codes of practice
Understand the legal
provisions of stakeholders in
the Act.
Workplace arrangements
(Solving OSH issues in-house)
Competent in applying the
Risk Management Concept in
workplaces.
30. Implementation Process
Instigate OHS Risk Awareness workshops
Form a OHS Safety Committee in this Dept
Develop a safety management plan for BBQ
Select potential roles for staff members
Develop a safety monitoring plan
31. Use simple training
Use video training
Show all Staff so they
understand
https://ww
w.youtube.
com/watc
h?v=qj1-
XqHPJ60
32. Show how to do properly
Organise a BBQ
within OHS Policy
Use Chef to cook,
Elders to assist
Ensure all staff are
trained for jobs to
be done
33. Strategic Partner
Safety is good for
Business
HRM responsible
for ensuring Board
(upstream) & Staff
(downstream)
knows this
35. FNU Nasese Campus Staff Dinner
Safety part of the values
Simply get a Permit
Seek assistance from School of
Catering
Briefing from OHS Committee
Use official commercial
kitchen
Fire extinguishers available
36. What does this case reveal about the company’s polices and
practices?
37. Accommodative HRM strategy
Do not want to spend
money unnecessarily
Do not want to go out
of their way to
enforce
Like to be seen that
they are
39. No Top Level Support
HRM not
communicating the
importance of OHS
to Board/Owners
Need to Change
Organisational
Culture about OHS
40.
41. Organisational Change
Organisation needs to
CHANGE its OHS approach
Change should be led by HRM
Safety important
must involve all
stakeholders
HRM should educate
Board/Owners on the
Strategic importance of OHS
42. Employee Empowerment
Staff not currently empowered
Form a Safety Committee
Fiji OHS I and OHS II Courses
Conduct risk assessment
themselves
OHS Awareness Training
New staff induction
Elderly residents
Empower to assess own risks
45. References
Course/ Student Study Guide, MBA 423 HRM, Prof.
Dr. K C. Patrick Low , (PhD (UniSA) & Chartered
Marketer)
Managing Human Resources; 4th edition; Raymond
J. Stone (2013); John Wiley & Sons Australia Ltd;
Sydney
Fiji National University OHS Policy, 2013
FNU OH&S Modules I and II, LINK
YouTube videos
47. Ch. 13 Employee Health and safety
Case Study
Video for Safety Overzealousness??
YOUTUBE LINK
MBA-423 HRM Group 5 November 2013
Notas del editor
STUART
Welcome!
We are Group 5
Our Team tonight is:
Amrish
Stuart
Chaminda
Freda
We’ll quickly run through the Case Study and the important points then address the discussion questions individually
STUART
Doing nothing wrong
Providing better service
Do not deserve Warnings
So disgruntled, saw their only solution was to they resigned
HR wrote warning letters.
There is no evidence of any proactive measures taken by HR.
HR was not involved in the planning process of the event.
Staff were not aware of any potential risk in asking their customers (in this case, the elderly) to have this event.
This shows that HR is not involved in planning for OHS with the staff.
Head office could have engaged the same staff in doing risk assessment and mitigation for future. I therefore disagree.
This shows that HR is not involved in planning for OHS with the staff.
Head office could have engaged the same staff in doing risk assessment and mitigation for future. I therefore disagree.
HRM is responsible for providing Coaching & Training
In Fiji under the HASAW Act, this is in two part, avauibal;e from FNU (details from Amrish at FNU)
OH&S Modules I and II for Safety Reps and Committee Members
OH&S Modules I and II for Safety Reps and Committee Members
Occupational Health & Safety ProgrammeA prime test for good management and leadership in any organisation is the recognition and identification of a problem before it escalates and becomes an emergency, thus adversely affecting its customers and business. Occupational health and safety shall promote proactive approaches to preventing workplace accidents rather that reacting when it occurs. When occupational health and safety becomes ingrained in the corporate culture of an organisation, there are great benefits that flow on such as improved quality in delivery of products and services, rise in employee productivity, better industrial relations atmosphere, improved corporate image of the organisation and better financial returns. In the local context, the Health and Safety at Work Act of 1996, amended in 2004, has stressed the importance of “duty of care”. How well do we strive for its existence in providing a safe system of work is a question if doubt. Extending the concept of the duty of care to practical means in all workplaces is a great challenge and organisations need to acquire knowledge in exercising this mandatory activity. Therefore training in the field of OH&S is also mandatory in Fiji and employers and employees need to fully utilise this proactive approach.
Organizing outdoor events at such a place would be a common activity.
I would therefore advise the elderly care centre staff to prepare and plan for all associate risks during such an event.
Then come up with a, create awareness amonst all the residents and train them.
Also, select potential roles taking into consideration the health status of the residents.
I would also advise staff to closely supervise and monitor all such events.
FNU Nasese Campus Staff Dinner
Safety of staff and students is part of the values of the university, and there are proactive policies to ensure safety for all events (graduation, parties, staff sports, open day etc)
Seek Permit from Director and HQ-HR
Seek assistance from one School of Catering staff
Safety representative of our OHS committee briefs all new staff involved on the risks and mitigation plans
Use already established commercial kitchen (Tiri Restaurant)
Outdoors, fire extinguishers is made accessible with trained personnel around
obstructionist strategy (as per stone).
Want to minimsie all OHS activities
Do not want to spend money unnecessarily
Do not want to go out of their way to enforce
Totally reactive
Empowerment
The staff at the Elderly Care Centre was not empowered
There could be a safety committee formed and trained (e.g OHS Module I and II in Fiji)
This team could then carry conduct risk assessment for the center, including all events organized.
New staff, as well as the elderly residents of the center, needs proper safety induction for all new events they take part in.
We are Group 5
Our Team tonight is:
Amrish
Stuart
Chaminda
Freda
STUART
Welcome!
We’re here today to review the important subject of Strategic Human Resource Management (SHRM)
More specifically we’re going to examine the Roles and Activities of HR Management as they relate to Strategy...