STRATEGIC HUMAN RESOURCE MANAGEMENT

Case Study: Hartley Electronics Ltd: HR Strategies for the Future

Case Study: Hartley Electronics Ltd: HR Strategies for the Future

Being the external consultant, I will suggest an approach in which the short-term HR strategy, based on the principles identified by the James Ryder, the chief executive, might be introduced into Hartley Electronics Ltd. I will propose a 3 staged approach that will keep Hartley Electronics Ltd on track, perk up morale and encourage productivity following the changes at the workplace. The following steps will help shift employees from the area, where they feel anger and disappointment to feeling happy and optimistic. The major principle here is to keep up the momentum, in order to move swiftly to make a sense of progress and urgency.

These three stages are:

Listen: Get Ideas and Feedbacks

Communicate: through Solutions to Employee Concerns and Business Issues

Recognize: Employee and Business Successes and Accomplishments

Stage One

The relationship between an organisation and its employees is cracked after a phase of disturbance. And thus, the situation at Hartley Electronics Ltd won't get better on its own. It is important that James Ryder choose a proactive approach, starting with paying attention to employees and noticing their concerns out to the fore. It is important for James to acknowledge the concerns of his employees and become motivated to go for improvements. The most fundamental part is to publicize that employee feedback is promoted and taken positively plus it is also essential that James values their thoughts and ideas. James can start the listening activity by conveying the following messages to the employees and by using them time after time:

We understand that staff morale is down and want your assistance.

We are in a need to save money and are in search of ideas on how to achieve that in the best possible way.

We wish to increase our top line and want your feedback on openings and opportunities to consider.

Therefore, in stage one it is important that James Ryder and other leaders of the organisation are well-briefed, approachable and visible, in order that they can cater to the questions of their employees. Communication ought to be face-to-face every time it is possible. Major messages must also be built up and be employed as part of ongoing and regular communication activities.Moreover, James Ryder needs to have faith in and back up all listening activities. The Line managers should brief him on the grounds and move toward for these activities earlier than they convene with employees, and listened to their ideas on how these types of activities should be carried out.

Listening Activities

Surveys: This can include regularly scheduled organisational surveys or those planned specifically to communicate amendments.

Discussion Groups for Employees: This may take in as many employees as feasible. Line Managers with the professional skills of listening and questioning can be educated to supervise these groups.

Discussion Groups for Managers: Head by a facilitator, these discussion groups are planned specially as management meetings. Managers are directed by means of a procedure that will allow them to run the ...