Effective coordination and communication, HR Management

BetterU College is a fictitious, small liberal arts school that is located in Maryland. The HR Director has decided to propose the implementation of a computerized system for employee performance evaluations. Three of the staff of the HR department, Steven Hansen, Training Manager, Kelly Woo, HR Analyst, and Eric Adams, Compensation Manager, have been assigned to perform this task. Steven, Kelly and Eric all know each other but normally do not interact much and have not previously worked together on a project.

Steven is a long-time employee of the college (20 years) who worked his way up from janitor to shipping and receiving clerk to office manager to a recruiter in HR to a Training Specialist to Training Manager. He is 55 years old, has an Associates degree in business, and is very creative but hates having to write reports or deliver presentations. Kelly is relatively new to the college (3 years), having come from a rival university. She is 27 years old, has 5 years of experience and has a Masters degree in HR from Georgetown University. Kelly likes her job but is actively seeking to relocate to Oregon to be closer to her fiance'. She hasn't told anyone but she's hoping to move within the next 4 moths and may even switch careers. Her fiancé' owns a chain of convenience stores and Kelly might take over the management of one that has been experiencing declining sales. Eric has been the Compensation Manager at the college for less than 6 months. He came from an HR consulting firm that had Fortune 100 companies as its clients. Eric was the VP of HR at the consulting firm but he was downsized when the firm was bought out by a bigger company. Eric's job at the college has meant a big pay cut but he's trying to stick it out. Rumor has it that Mark may be retiring in a few years so Eric plans to apply for his job as HR Director when it becomes available.

After analyzing this case, students should be able to:

  1. Outline and discuss key group processes, theories, and models that are relevant to this case.
  2. Identify the impact of individual actions on the outcome of team projects.
  3. Discuss attributes that enable teams to function effectively and apply them to this case.
  4. Discuss the relevance of effective coordination and communication in this case.
  5. Recommend a course of action to help this team function more effectively in the future.

 

Posted Date: 3/6/2013 12:21:07 AM | Location : United States







Related Discussions:- Effective coordination and communication, Assignment Help, Ask Question on Effective coordination and communication, Get Answer, Expert's Help, Effective coordination and communication Discussions

Write discussion on Effective coordination and communication
Your posts are moderated
Related Questions
What are the development phase of Human resources management concept?

Limitations of the Critical incident methods: a. Negative incidents are generally more noticeable than positive ones. b. The recording of incidents is chore to the supervis

effective hrm depends upon sound reward system

When a proposal for amalgation or merger comes up then managements of concerned companies look into the pros and cons of the scheme. The likely benefits such as eonomic of scale, o

Question 1: a. Explain the different stages of team development making reference to the types of behaviour experienced during each of those stages. b. Conflicts are current

After reading through the Zinnia and ACME scenarios presented on page 225 of the John Budd text (Labor Relations: Striking a Balance), outline an employer strategic level (organizi

Ms.Varuna Agarwal is the HR Manager of Milestones Pvt Ltd.  She wants to ensure that employee discipline is well maintained. What are the important principles that have to be obse

introduction and definition of management development

Question: Mail.com Co. Ltd is a company engaged in the BPO activities in Mauritius since 2003. The company is planning to open a new call centre in the north of the country and

1. Explicit career path: career planning forces employees to define their career goals more specifically. With the result, every individual willing to become an employee asks the