Case Study 1: The New Human Resource Manager

Summary

The Prime Manufacturing Company, with a workforce of 1,250, faces a sudden 20% resignation rate among female and 12% among male employees within three months of hiring a new HR manager, Rod Santos, with no prior HR experience. The company initiates a case study to identify the root causes, such as Santos' incompetence and lack of interest, and to explore solutions for improving employee performance, retention, and the company's competitiveness, while also addressing the negative impact of Santos' management.

Takeaways

• 🏭 The Prime Manufacturing Company is a garment factory with approximately 1,250 employees, divided into a production department and a maintenance department.
• 👗 The production department consists of 75 women assigned to sewing, packaging, and quality control.
• 🔧 The maintenance department is composed of 25 men who are machine operators.
• 🤔 The company hired a human resource manager, Rod Santos, to lead the production department due to its large size and the need for supervision.
• 📄 Rod Santos was hired based on his qualifications, with job descriptions including leading the HR department, preparing payroll, and managing employee records.
• 🔑 His department consists of five employees, including a payroll clerk, a personnel assistant, two supervisors, and himself.
• 🚨 After three months of employment, a sudden problem arose where 20% of women and 12% of men resigned without an exit interview, indicating unspecified reasons.
• 🤝 General Manager Mario Mabalangan discussed the issue with Rod Santos, considering possible reasons for the mass resignation, including Rod's background change and perceived incompetence.
• 🔍 The company initiated a case research to identify and examine various viewpoints regarding the resignation issue.
• 📝 The case aims to narrow down the specific problem, settle issues within the HR department, recognize factors leading to resignations, and find solutions to improve employee performance and retention.
• 💡 It also seeks to mitigate the negative impact of Rod Santos' efficiency and provide suggestions for future HR management to strengthen capabilities and enhance production flow.
• 🎯 Long-term objectives include hiring versatile individuals, providing adequate training, promoting ethical policies, establishing work-life balance, and re-establishing the company's global competitiveness.

Q & A

What is the name of the garment factory mentioned in the script?

The name of the garment factory is the Prime Manufacturing Company.

How many employees does the Prime Manufacturing Company employ, and what are the two main departments?

The company employs about 1,250 employees and is composed of two main departments: the Production Department and the Maintenance Department.

How many women are in the production department, and what roles are they assigned to?

There are 75 women in the production department, assigned to roles such as sewing, packaging, and quality control.

What is the composition of the maintenance department in terms of gender and roles?

The maintenance department is composed of 25 men who are assigned to be machine operators.

Why did the Prime Manufacturing Company decide to hire a human resource manager?

The company decided to hire a human resource manager to supervise the large number of employees under the production department.

What was Rod Santos' previous field, and why did he apply for the HR manager position?

Rod Santos was previously in the field of engineering. He applied for the HR manager position after seeing the job posting and was immediately hired.

What are the job descriptions of the HR manager at the Prime Manufacturing Company?

The HR manager's job descriptions include leading the human resource department, preparing the employee's payroll, and managing employee records.

What happened after three months of Rod Santos' employment that brought attention to a problem?

A sudden problem occurred where 20% of women employees and 12% of male employees resigned due to unspecified reasons, and no exit interviews were conducted.

What are the possible reasons for the mass resignation according to Mr. Mabalangan?

The possible reasons for the mass resignation include the different profession of Mr. Rod Santos, his incompetence, and loss of control as the HR manager.

What are the short-term objectives of the case research conducted by the company?

The short-term objectives are to identify the specific problem, resolve the HR department issue, recognize factors leading to resignations, improve employee performance, retain quality service, and alleviate the negative influence of Mr. Santos' efficiency.

What are the long-term objectives of the case research, and how do they aim to improve the company?

The long-term objectives include hiring versatile individuals, providing adequate training, developing ethical policies, establishing work-life balance, and re-establishing the company's global competitiveness.

What are the questions the case seeks to answer regarding Mr. Rod Santos and the resignations?

The case seeks to answer why the company appointed Mr. Rod with no relevant credentials, and why such a high percentage of employees resigned without a clear reason during a three-month period.